You are here:
PacLII >>
Databases >>
Court of Appeal of Vanuatu >>
2012 >>
[2012] VUCA 6
Database Search
| Name Search
| Recent Decisions
| Noteup
| LawCite
| Download
| Help
Download original PDF
Republic of Vanuatu v Tari [2012] VUCA 6; Civil Appeal Case 08-12 (4 May 2012)
IN THE COURT OF APPEAL OFTHE REPUBLIC OF VANUATU
(Civil Appellate Jurisdiction)
CIVIL APPEAL NO. 08 OF 2012
BETWEEN:
THE REPUBLIC OF VANUATU
Appellant
AND:
EDGEL TARI
Respondent
Coram: Hon. Chief Justice Vincent Lunabek
Hon. Justice von Doussa
Hon. Justice Young
Hon. Justice Fatiaki
Hon. Justice Saksak
Hon. Justice Aru
Counsel: G Avock for the Appellant
E Molbaleh for the Respondent
Hearing: 27 April 2012
Decision: 4 May 2012
JUDGMENT
4 May 2012
Introduction
- Mr Tari was employed by the Ministry of Internal Affairs as a Senior Manager with the Malvatumauri National Council of Chiefs. His
employment began in March 2004 and was due to end in December 2007. He was dismissed in March 2007. The Republic accepted that his
employment was unlawfully and wrongfully terminated.
- The issue before the Judge in the Supreme Court was therefore the appropriate award of damages and any other awards due. The Judge
found that Mr Tari was entitled to:-
- Unpaid wages of Vt 597,000;
- A severance payment of six times his monthly salary totaling Vt 504,000;
- Common Law damages of Vt 3,000,000 for the irreparable harm to Mr. Tari's reputation and work prospects; and
- Common Law damages for humiliation and distress of Vt 100,000.
- The Republic in this appeal originally challenged the award of the severance allowance and the common law damages. However, at the
hearing before us the challenge to the severance payment award was abandoned. The appellants challenge to the two awards of common
law damages allege that any of such damages were already covered by the severance award made pursuant to terms of s. 56 (4) of the
Employment Act [Cap 160].
Facts
- The Judge found Mr Tari's principal role was to develop a corporate plan for the Council of Chiefs. The Judge said:-
"13. Without question, Mr Tari was engaged in 2006 to work in a senior and highly responsible position which surely reflected his
experience, his expertise and skills, his qualifications and his personal qualities which, by that time, were all well known at Malvatumauri."
- In late December 2006 Mr Tari was suspended but that suspension was lifted in early 2007. His employment contract was then renewed
in early 2007. Mr Garu the CEO of Malvatumauri dismissed Mr Tari in a letter to him on 6 March 2007. No warnings had been previously
given to Mr Tari. In that letter Mr Garu said:-
"1. Despite your suspension last year for misrepresentation and the issuing potentially defamatory remarks that could damage Malvatumauri,
you have again committed similar offence via your e-mails sent out to AusAID regarding the Vanuatu Kastom Governance Partnership
project, and even with e-mail correspondence to ACPACS.
- Your continuous winging and wining over how the Vanuatu Kastom Governance Partnership project should be managed when we have appointed
a coordinator to manage the project.
- Your attitude of rejection over the project and its staff indicating your lack of understanding and respect over Malvatumauri's partnership
rights and responsibility in that partnership arrangement.
- I have received and confirmed reports of threats you personally made to certain members of staff which is quite uncalled for. Again
a disrespect and total disregard of the authority vested in me as Secretary General and the President of Malvatumauri.
- Continuous pestering in the office that your invoices are paid immediately despite knowing full well the constraint we currently face
with our monthly warrant."
- Mr Garu said that as a result Mr Tari's employment contract was terminated immediately.
- It seems the letter of dismissal was copied to the Director General of the Ministry of Justice, Cultural and Social Affairs and to
the Director of AusAID in Vanuatu.
- A few days after his dismissal Mr Tari went to his office at Malvatumauri to collect his personal effects. He was told to leave. He
tried to get his belongings again on 26 March but the Police were called and he was advised to leave and served with a trespass notice.
Supreme Court Decision
- The Judge stressed that the Republic had not challenged Mr. Tari's evidence of the devastating effect the dismissal had on him, his
family and his employment reputation. The Judge considered 3 categories of claims, outstanding wages, severance allowance and common
law damages.
- To understand the appellant's case with respect to its challenge to the Judge's award of common law damages, it is necessary to provide
some background in relation to the severance allowance. Section 56 (4) of the Employment Act allows a Judge to award up to 6 times the severance payment due to an employee if "the termination of the employment of an employee was unjustified". The Judge considered that "this case easily reaches the category of the worst case of its type".
- The evidence to support this conclusion was the Judge said, the circumstances of the dismissal, the subsequent conduct of the employer
particularly when the respondent went to collect his personal items and the devastating effect the dismissal had on Mr. Tari and
his family.
- As to the latter point the Judge noted Mr.Tari had suddenly been left with no income for his family. This resulted in his daughter
being sent home from school for unpaid fees, having to arrange credit with a local shop for food and electricity and water being
cut off for some days when he could not pay his accounts.
- This was the evidence therefore of the circumstances which gave arise to the Judge's conclusion that the maximum multiplier under
s. 56 (4) should be applied.
Common Law Damages – Submissions and Discussion
- The Judge noted that Mr Tari's claim for common law damages was a claim for general damages for the harm done to his reputation and
a similar amount for distress and humiliation following his dismissal. However the Judge said that it was appropriate to recast this
part of Mr Tari's claim. The Judge accepted that the publication of the letter of dismissal had done irreparable harm to Mr Tari's
reputation and work prospects. As a result he concluded that Mr Tari's ability to obtain further employment suitable to his qualifications
was compromised. The Judge considered an award of special damages of Vt 3 million was appropriate. Further he ordered Vt 100,000
damages for the humiliation and distress that Mr. Tari had suffered in the circumstances of his dismissal and the subsequent conduct
by his employer.
- In analyzing whether the appellant is correct in its claim that no award of common law damages should have been made by the Judge
there are two important principles to be kept in mind. Firstly, the purpose of an award under s. 56 (4) of the Employment Act. This Court in a number of cases has observed that s. 56 (4) enables the Court to compensate an employee for any special damage suffered
from an unjustified dismissal where the basic severance allowance is insufficient to do so: Banque Indosuez Vanuatu Ltd v. Marie Ferrieur, Appeal Case 1 of 1990, 2 VLR (1989-1994), and Hack v. Fordham, [2009] VUCA 6. This Court has said that in appropriate circumstances section 56 (4) may also be used to compensate an employee to reflect the circumstances
of his or her dismissal: Vanuatu Broadcasting and TV Corporation v. Malere & Ors. [2008] VUCA 2.
- The second important feature is to consider the extent of common law damages awarded in breach of employment contract cases. Any right
to damages in common law can only arise from a breach of the employment contract. The Republic accepts there was a breach in this
case. That breach of contract by the employer entitled Mr Tari at least to his wages for the remaining portion of his contract.
- Are further damages claimable however? In Melcoffee Sawmill Ltd v. George [2003] VUCA 24, this Court considered early English authority as to the right of an employee to recover damages for the manner of the wrongful dismissal
and for any difficulty in obtaining employment.
This Court said "Under the principles of earlier cases such as Addis v. Gramophone Company Ltd [1909] AC 488 HL Courts have held that an employee cannot recover damages for the manner in which the wrongful dismissal took place, for injured
feelings or for any loss he may sustain from the fact that his having been dismissed of itself makes it more difficult for him to
obtain fresh employment".
This Court then considered the approach in Australia and more recently in England and the law in Vanuatu as to damages for breaches
of employment contract.
We said "we are of the view that at common law there should be some recompense to an employee who is being unjustifiably and unexpectedly
dismissed". This Court therefore recognized that an employee could be entitled to compensation for the distress and humiliation needlessly inflicted
upon him by his employer in the manner in which he was dismissed.
18. Finally in Banque Indosuez Vanuatu Ltd (supra), this Court noted that common law damages cannot be awarded for loss of future opportunities by an employee and "in particular any difficulty in obtaining future employment." (See also Addis v. Gramophone Co. Ltd (supra). In Johnson v Unisys Ltd (2003) AC 518 HL an employee sought damages for loss of earnings claiming the manner of dismissal meant he had been unable to find
work. His claimed failed. Their Lordships refused to extend the recovery of damages to such cases. This was especially so their Lordships
said where the employee had legislative remedies for wrongful dismissal. Section 56(4) provides legislative remedies for wrongful
dismissal in this case.
- Applying those principles to the current case we do not consider either the award of Vt 3 million or the award of Vt 100,000 for common
law damages were justified in law. Mr Tari had been awarded his full pay from dismissal in March 2007 to the end of his contract
in December 2007 less the other wages he was able to earn during this time. Mr Tari also received the maximum severance allowance
multiplier of six. This was a compensatory payment of special damages arising from his instant unjustified dismissal. It also covered
as we have noted, any distress caused arising from the circumstances of his dismissal.
- The justification for common law damages in this case could only arise from the breach of the implied term of such a contract that
an employer must deal fairly with his employees and, as relevant here, in the manner and circumstances of Mr Tari's dismissal. The
manner and circumstances of Mr Tari's dismissal had already been compensated as part of the rational for the six times multiplier
of the severance award. Any further award for the humiliation arising from the circumstances of his dismissal were therefore a double
award of damages for the same factor.
- The Judge in awarding the VT 3 million concentrated on the respondent's difficulty in obtaining further future employment and his
loss of reputation as a result of being instantly dismissed. As we have noted loss of future employment opportunities has never been
a basis for awarding common law damages for a breach of an employment contract and especially as here there is a legislative available
process for compensation- (s. 56 (4).
- In summary therefore, the payment of VT 100,000 for the humiliation arising from the unfair dismissal had already been compensated
by the section 56 (4) payment. There is no right to common law damages for any difficulty Mr.Tari may have in obtaining future employment
nor in loss of reputation arising from the unjustified dismissal. The award of Vt 3 million was not based on any damages claim recognized
by law arising from the breach of Mr. Tari's employment contract.
- Mr Tari has been compensated for the circumstances under which he was dismissed and for any special damage arising from his dismissal
by the six times multiplier award made pursuant to s. 56 (4). We are satisfied the Judge was wrong to make an award of common law
damages. The appeal is therefore allowed. We set aside the two common law damage awards of Vt 3 million and Vt 100,000.
Costs
- The appellant has been successful in this appeal and is therefore entitled to costs which if not agreed should be on standard basis.
Dated at Port Vila, this 4th May, 2012
BY THE COURT
Hon. Chief Justice V. LUNABEK
PacLII:
Copyright Policy
|
Disclaimers
|
Privacy Policy
|
Feedback
URL: http://www.paclii.org/vu/cases/VUCA/2012/6.html