Salim Ali Salim v Krystalline Salt Limited [2014] KEELRC 116 (KLR)
The bottom line
#An employee and employer settled an unfair termination claim, and the court approved the Ksh.126,320 payout as fair and binding.
What this practically means
#Executive summary
#Key legal issues
#Adoption of a consensual settlement in an unfair and unlawful termination claim
The Court recorded the dispute as settled on the parties' agreed terms after satisfying itself the settlement was fair, adequate, regular and lawful.
The parties notified the Court on 21st November 2014 that they had reached a settlement under which the Respondent would pay the Claimant Ksh.126,320 within two weeks in full and final settlement. The Court examined the proposed terms and, being satisfied that they were fair, adequate, regular and made in accordance with the Law, adopted them and marked the dispute as settled.
Legal principles established
#- A court may adopt and record a settlement between parties to an employment dispute where it is satisfied the terms are fair, adequate, regular and lawful.
Court orders
#- 1.The dispute is marked as settled on the terms that the Respondent pays Ksh.126,320 to the Claimant within 2 weeks, in full and final settlement
- Jurisdiction invoked
- Jurisdiction over unfair and unlawful termination dispute under the Industrial Court's employment and labour relations jurisdiction; no specific provision cited in the judgment.
Key timeline
#Practical implications
#Frequently asked questions
#Cite this brief
#Cite this brief
Caselaw, "Salim Ali Salim v Krystalline Salt Limited [2014] KEELRC 116 (KLR)", Case Analysis (2014). Cause No. 404 of 2013. Source: https://new.kenyalaw.org/akn/ke/judgment/keelrc/2014/116/eng@2014-11-21
Suggested citation format for research notes or client memos. Always verify the original judgment before relying on any point.