Ex-employee sues college

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GRACE CHAILE-LESOETSA writes@SunZambian

A former employee of Evelyn Hone College has sued the learning institution in the Lusaka High court for wrongful dismissal.

Mr Daniel Kabala of Lusaka wants Evelyn Hone College management to reinstate him to his normal duties at the institution in the alternative that the plaintiff be compensated K300, 000 for wrongful dismissal.

He wants to be paid his dues being his basic salary at K3, 309.48 transport allowance at 20 percent of the basic salary, 25 percent housing allowance of his basic salary, leave days and gratuity at 32 percent of basic pay and any other terminal benefits due to the plaintiff with interest at the current Bank of Zambia lending rate from the date of dismissal to the date of judgement with interest., 

The plaintiff also wants damages for unlawful dismissal as well as loss of income from date of dismissal. 

Mr Kabala in his statement of claim stated that he was employed by Evelyn Hone College on June 6 2007, not until on December 7 2016 when he was dismissed as a senior patron.  

He said on November 16 2016, it was alleged by the former employer’s management that he was alleged to have solicited for money to issue a Bursary form from one of the parents to the student at the institution.

Mr Kabala said despite having shown innocence and exculpated himself on December 15 2016, against the false allegations, the defendant’s disciplinary committee went ahead and found him guilty of the allegations and terminated his services. 

He stated that after being wrongly dismissed, Evelyn Hone College went ahead without his consent to use the plaintiff’s mobile line for commercial purpose to generate funds for themselves by placing an advert in a print media to all issues relating to the fees for hiring, purchasing and participating fees of gowns during the June/July 2018 graduation ceremony where he did not benefit anything out of it. 

Mr Kabala said that Evelyn Hone College erred in dismissing him as they failed to find a specific charge as provided for in the disciplinary code of conduct clause 6.4.1 which provides that the supervisors or other charging officer must charge an employee with an appropriate offence.

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