Zimplats employee fired over US$20 battles dismissal, claiming denial of legal representation
HARARE – Zimbabwe Platinum Mines (Zimplats) is facing legal proceedings brought by a former employee, Lameck Chingwaru, who is challenging his dismissal from the company in September 2025, citing that he was denied access to legal representation.
The dispute centres on allegations of theft, fraud, and bribery over US$20 and how the subsequent workplace disciplinary hearing was conducted.
According to court documents filed in the High Court of Zimbabwe, Chingwaru was dismissed by a disciplinary committee chaired by Gibson Munyimani after being convicted of charges relating to the solicitation and collection of money from employees during a mandatory first aid training session.
The funds allegedly collected under the pretense of waiving an assessment were disputed by Chingwaru, who contended that the money was intended as a token of appreciation for an external health assessor.
Represented by Advocate Learnmore Kufinya, Chingwaru has denied wrongdoing and claimed that the disciplinary process was flawed.
Chingwaru’s court application argued that the disciplinary committee convicted him without sufficient evidence of the essential elements of theft, fraud, or bribery.
“A clear reading of the record of proceedings for the first respondent shows clearly that the first respondent relied on speculative allegations which were so baseless.
“The charges faced by the applicant were that of theft, bribery and fraud according to section of the code of employment, but none of the essential elements of the charges were proven in the hearing,” read part of the court papers.
Chingwaru further asserted that his constitutional right to legal representation was infringed, as he was not allowed to be represented by a legal practitioner during the hearings.
The former employee also claimed that Zimplats violated its own code of conduct by dismissing him without issuing a final written warning as required.
“The code of conduct provides that, when an employee commits any serious breaches for the first time, including breaches relating to theft, fraud or corruption, he or she shall be given a final written warning effective for a period of nine months wherein he shall be advised not to commit other breaches and where if he does, shall be dismissed.
“This final written warning has never been given to the applicant in casu after having been convicted of an offense of S 20 USD.
‘This shows foul play on the part of the second respondent who jumped into dismissing the applicant without following the code of conduct as prescribed. The decision of the first respondent should be set aside,” the court papers stated.
The disciplinary committee’s findings described Chingwaru as knowingly violating company policies, including the ethics and fraud policies, and found that he was experienced and aware of the repercussions of his actions.
The committee concluded that he committed fraud by collecting money from employees and diverting it for personal use, leading to his dismissal.
Chingwaru is seeking a court order to have his dismissal overturned, reinstatement to his position, and payment of all salaries and benefits lost due to the dismissal.
