In any employment relationship disputes and grievances will arise between the parties. The fair, just and prompt handling of disputes and grievances contributes greatly to the peaceful and orderly conduct of labour relations in the industry. In any case these are values that are enshrined in the Constitution of Zimbabwe and Labour Act. The Constitution guarantees every person the rights to fair labour standards, to administrative justice and to a fair hearing. The main objective of the Labour Act[Chapter 28:01] is that of advancing social justice and democracy in the workplace including the just, effective and expeditious resolution of disputes.
The Zimbabwe Energy Industry Employment Code of Conduct and Grievance Handling Procedures, 2011 reflect the above. The Code operates upon fundamental principles set out in the Preamble and Fundamental Principles Section, which include inter alia:
- Observation of principles of natural justice. [Item (k) Preamble]
- The just, prompt and fair treatment of employees charged with misconduct, and the rights of such employees to appeal against the decisions of disciplinary committees. [Item (h) Preamble]
- The duty of management to administer discipline impartially and according to set standards and procedures.[s 5 (b)].
- A fair and equitable system for efficient handling and resolution of grievances of employees at the workplace.[ item (i) Preamble]