law 25 July 2026 The Observer (Uganda)
Industrial Court Upholds Lecturer's Dismissal for Holding Two Full-Time Jobs
The Industrial Court has upheld the dismissal of a former Cavendish University lecturer who was found to be employed full-time at Makerere University simultaneously, ruling that dual full-time employment breaches fundamental duties to employers. Source: https://observer.ug/news/court-upholds-cavendish-lecturers-dismissal-over-dual-full-time-employment
The Industrial Court has dismissed a legal challenge by a former Cavendish University lecturer, Dr. Fredrick Kiwuwa Lugya, who contested his termination. The university had dismissed Dr. Lugya upon discovering he held another full-time position at Makerere University, a move the court has now deemed substantively fair.
In their ruling, the court panel, led by Justice Anthony Wabwire Musana, stated that an employee cannot concurrently serve two institutions in full-time capacities without creating an “inherent, humanly impossible conflict of time and devotion.” The court emphasized that Dr. Lugya had directly breached his contractual obligations, specifically an exclusivity clause, which prohibited him from taking up any other full-time employment without prior consent.
Dr. Lugya had sued Cavendish University for over Shs 100 million, arguing his dismissal was wrongful and that the exclusivity clause in his contract was unreasonably restrictive. He also claimed he was denied a fair hearing and that other lecturers held multiple full-time positions without consequence.
Cavendish University countered that Dr. Lugya had actively concealed his Makerere University employment, even providing a CV that suggested he had left the latter institution years prior. The university stated that Dr. Lugya admitted to holding both positions during a disciplinary hearing.
The court rejected Dr. Lugya’s assertions, noting that he knowingly signed a contract that bound him to devote all his working time to Cavendish University. The judges clarified that it is the employer’s prerogative, not the employee’s subjective view, to determine if they are disadvantaged by dual employment. Furthermore, the court found no evidence of unlawful discrimination, as Dr. Lugya failed to demonstrate that his dismissal was based on any constitutionally protected attributes.
Consequently, the court dismissed Dr. Lugya’s entire claim, ordering each party to bear their own legal costs. This decision underscores the importance of contractual fidelity and transparency in employment relationships.
Source: The Observer (Uganda)