Sipho Ziga panelist on LEX AFRICA Panel Discussion

Sipho Ziga panelist on LEX AFRICA Panel Discussion

Armstrongs’ Commercial Partner, Sipho Ziga, will be participating as a panelist at the LEX AFRICA Panel Discussion on Insolvency and Business Restructuring on the 26th of October 2022, which will be hosted by Werksmans, at Johannesburg, South Africa.

The panel discussion will primarily focus on the insolvency/restructuring mechanisms applicable in various African jurisdictions and the potential challenges faced in recoveries of exposures in Africa.

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Moemedi Tafa speaker at Human Resources Strategic Conference

Moemedi Tafa speaker at Human Resources Strategic Conference

Armstrongs’ Litigation Partner, Moemedi Tafa, is a speaker at the 5th Annual Human Resources Strategic Conference in Gaborone from 19th – 20th October 2022 at the Gaborone International Convention Center.

Moemedi Tafa will be presenting on the developments in Labour and Employment Law, providing an update for 2022, post-Covid-19, and will also be part of a panel discussion in relation to the same.

The theme of the conference is “Building Winning Workplace Cultures in A World Transformed” and includes keynote addresses, presentations, and discussion talks by a wide array of stakeholders in the labour, employment, and human resources field.

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BBS LIMITED “BELL RINGING” CEREMONY AT BOTSWANA STOCK EXCHANGE

BBS LIMITED “BELL RINGING” CEREMONY AT BOTSWANA STOCK EXCHANGE

Armstrongs was the legal advisor in the registration of the BBS Limited shares on the Serala OTC Board.

This is the first registration of its kind in Botswana as BBS Limited continues on its journey to convert into a commercial bank.

Armstrongs also facilitated the demutualisation process of Botswana Building Society, to see it becoming BBS Limited, a public company.

JUDGMENT – A successful day for Armstrongs in court

JUDGMENT – A successful day for Armstrongs in court

JUDGMENT!

Armstrongs’ Senior Associate, Temwanani Karen Phiri, successfully represented Botswana Power Corporation in defending claims for unfair dismissal by two applicants.

The Judgment clarifies the position, that in terms of Section 26 (1) of the Employment Act, if there is an unreasonable delay in instituting disciplinary process, the employer only waives its right to summarily terminate employment. The Court rejected the argument of the Applicants and held that the employer does not waive its right to hold a disciplinary hearing or discipline the employee altogether.

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