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ABR 410: In-depth summary of theme 1-7
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KYLIE VAN DER MERWE - NOTESABR 410 – LABOUR LAW
STUDY THEME 1: INTRODUCTION TO LABOUR LAW 6
1. THE DISCIPLINE OF LABOUR LAW: 7
2. PERSPECTIVES ON LABOUR LAW IN A SA CONTEXT: 10
i. LIBERTARIAN APPROACH: 10
ii. SOCIAL JUSTICE PERSPECTIVE: 12
3. THE EVOLUTION OF EMPLOYMENT LAW IN SA: 15
4. KEY LABOUR MARKET INSTITUTIONS: 17
5. THE FUTURE: 18
STUDY THEME 2: INTERNATIONAL STANDARDS AND THE CONSTITUTION: 19
1. THE INTERNATIONAL LABOUR ORGANISATION (ILO): 20
2. THE STRUCTURE OF THE ILO: 21
3. THE ILO STANDARDS: 22
4. CORE STANDARDS: 23
5. THE APPLICATION OF INTERNATIONAL LABOUR STANDARDS IN SA LAW – STATUTORY RECOGNITION
& INCORPORATION OF ILO STANDARDS: 23
6. REGIONAL INSTRUMENTS – SOUTH AFRICAN DEVELOPMENT COMMUNITY (SADC): 26
7. INTERNATIONAL DEVELOPMENTS AFFECTOMG CORPORATE ENTITIES – THE UN GLOBAL COMPACT: 27
8. THE CONSTITUTIONAL FRAMEWORK - INTRODUCTION: 28
9. SECTION 23(1): THE RIGHT TO FAIR LABOUR PRACTICES: 31
10. SECTION 23(2) AND (3): THE RIGHT TO FORM, JOIN & PARTICIPATE IN THE ACTIVITIES OF A TRADE
UNION & EMPLOYERS’ ORGANISATION: 32
11. SECTION 23(4): TRADE UNION AND EMPLOYERS’ ORGANIZATION RIGHTS: 32
12. SECTION 23(5): THE RIGHT TO ENGAGE IN COLLECTIVE BARGAINING (NB): 33
13. LIMITATION OF RIGHTS: 36
STUDY THEME 3: THE ELUSIVE EMPLOYEE AND NON-STANDARD EMPLOYMENT: 37
1. INTRODUCTION: 38
2. IDENTIFYING THE ELUSIVE EMPLOYEE: 38
i. INTRODUCTION: 38
ii. WHAT DOES OUR LEGAL FRAMEWORK PROVIDE FOR: 39
iii. COMMON LAW TESTS: 42
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, KYLIE VAN DER MERWE - NOTES
3. INTERNATIONAL GUIDELINES: 43
4. REGULATION OF NON-STANDARD EMPLOYMENT: 43
i. INTRODUCTION: 43
ii. TEMPORARY EMPLOYMENT SERVICES: 44
iii. FIXED- TERM EMPLOYEES: 48
iv. PART-TIME EMPLOYEES: 50
5. UNAUTHORISED AND ILLEGAL WORK: 50
6. THE FUTURE OF WORK - ADDITIONAL READING: 53
STUDY THEME 4: COMMON LAW AND STATUTORY CONDITIONS OF EMPLOYMENT 56
1. INTRODUCTION: 57
2. OBLIGATIONS OF THE EMPLOYEE: 58
i. TO REPORT FOR DUTY AND TO RENDER COMPETENT SERVICES: 58
ii. TO BE RESPECTFUL AND OBEY LAWFUL INSTRUCTIONS: 59
iii. TO RENDER SERVICES IN GOOD FAITH: 60
3. OBLIGATIONS OF THE EMPLOYER: 62
i. TO REMUNERATE THE EMPLOYEE: 62
ii. TO PROVIDE SAFE WORKING CONDITIONS: 62
iii. TO RETREAT THE EMPLOYEE WITH RESPECT AND DIGNITY: 62
4. STATUTORY CONDICTIONS OF EMPLOYMENT – THE BCEA & NMWA: 63
i. INTRODUCTION: 63
ii. BASIC CONDITIONS OF EMPLOYMENT: 64
iii. VARIATION OF BASIC CONDITIONS: 73
STUDY THEME 5: EQUALITY AT WORK & AFFIRMATIVE ACTION: 75
1. THE NATURE OF EQULITY: 76
2. THE CONSTITUTIONAL DIMENSION: 77
3. STATUTORY PROHIBITION OF UNFAIR DISCRIMINATION IN EMPLOYMENT: 77
4. NB: IMPLEMENTING OF CHAPTER 2 OF THE EEA: 78
i. PROHIBITION OF UNFAIR DISCRIMINATION: 78
ii. ESTABLISHING DISCRIMINATION: 82
iii. SPECIFIC DEFENCES: 84
iv. MEDICAL & PSYCHOMETRIC TESTING: 87
v. EMPLOYER’S ABILITY FOR THE CONDUCT OF AN EMPLOYEE (S60): 87
5. DISPUTE PROCEDURES & REMEDIES – THE EEA: 88
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6. THE 2ND PURPOSE OF THE EEA: SUBSTANTIVE EQUALITY INCLUDING AFFIRMATIVE ACTION: 89
7. APPLICATION OF CHAPTER 3 OF THE EEA: 89
i. DEFINING AFFIRMATIVE ACTION MEASURES: 89
ii. A TEST FOR AFFIRMATIVE ACTION: 90
8. DOES AFFIRMATIVE ACTION ESTABLISH A CAUSE OF ACTION BASED ON THE APPLICATION OF AN
EQUALITY RIGHT? 93
9. IMPLEMENTING CHAPTER 3 OF THE EEA: 94
i. NB! DESIGNATED EMPLOYERS: 94
ii. BENEFICIARIES OF AFFIRMATIVE ACTION MEASURES: 95
10. DUTIES OF DESIGNATED EMPLOYERS: 96
i. GENERAL: 96
ii. CONSULTATION WITH EMPLOYEES: 96
iii. DISCLOSURE OF INFORMATION: 96
iv. ANALYSIS: 97
v. EMPLOYMENT EQUITY PLAN: 97
vi. REPORT TO THE DIRECTOR-GENERAL: 97
vii. OTHER DUTIES: 98
11. MONITORING & ENFORCEMENT: 98
i. INSPECTIONS: 98
ii. REVIEW BY THE DIRECTOR-GENERAL: 99
iii. APPLICATION BY THE DIRECTOR-GENERAL TO THE LABOUR COURT FOR AN ORDER DIRECTING THE
EMPLOYER TO COMPLY: 99
iv. ASSESSMENT OF COMPLIANCE: 100
12. POWERS OF THE LABOUR COURT: 103
13. JURISDICTION OF THE LABOUR COURT: 103
14. STATE CONTRACTS: 103
STUDY THEME 6: UNFAIR LABOUR PRACTICES: 105
1. INTRODUCTION: 106
i. HISTORICAL OVERVIEW OF THE CONCEPT OF UNFAIR LABOUR PRACTICE: 106
ii. CODIFICATION OF UNFAIR LABOUR PRACTICES IN THE CURRENT LRA: 107
2. PROMOTION: 110
3. DEMOTION: 113
4. PROBATION: 113
5. TRAINING: 115
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, KYLIE VAN DER MERWE - NOTES
6. BENEFITS: 115
7. UNFAIR DISCIPLINARY ACTION SHORT OF DISMISSAL: 117
8. REFUSAL TO REINSTATE OR RE-EMPLOY I.T.O. ANY AGREEMENT: 118
9. OCCUPATIONAL DETRIMENT ON ACCOUNT OF A PROTECTED DISCLOSURE: 119
i. INTRODUCTION: 119
ii. KEY CONCEPTS: 120
iii. REQUIREMENTS FOR ESTABLISHING AN UNFAIR LABOUR PRACTICE BASED ON OCCUPATIONAL
DETRIMENT: 124
10. RESOLUTION OF UNFAIR LABOUR PRACTICE: 124
STUDY THEME 7: UNFAIR DISMISSAL: 127
1. UNFAIR DISMISSAL - INTRODUCTION: 128
2. WHAT IS A DISMISSAL: 129
3. THE STATUTORY MEANING OF ‘DISMISSAL’: 130
i. TERMINATION OF EMPLOYMENT BY THE EMPLOYER, WITH OR WITHOUT NOTICE (S186(1)(a) of the
LRA): 130
ii. REFUSAL OR FAILURE BY AN EMPLOYER TO RENEW FIXED-TERM CONTRACT (S186(1)(b) of the LRA):
131
iii. REFUSAL TO ALLOW AN EMPLOYEE TO RESUME WORK AFTER MATERNITY LEAVE (S186(1)(c) of the
LRA): 133
iv. SELECTIVE RE-EMPLOYMENT (S186(1)(d) of LRA): 133
v. NB for Semester Test/ Exam! CONSTRUCTIVE DISMISSAL (S186(1)(e) of the LRA): 133
4. NB Semester Test/ Exam! DATE OF DISMISSAL: 136
5. DISPUTE RESOLUTION: 136
i. REFERRALS TO ARBITRATION: 136
ii. REFERRALS TO THE LABOUR COURT: 136
iii. ONUS IN DISMISSAL DISPUTES: 137
6. REMEDIES FOR UNFAIR DISMISSAL: 138
i. INTRODUCTION: 138
ii. REINSTATEMENT OR RE-EMPLOYMENT: 139
iii. COMPENSATION: 139
7. AUTOMATICALLY UNFAIR REASONS FOR DISMISSAL – INTRODUCTION: 143
8. NB! UNFAIR DISCRIMINATION: 144
9. POTENTIALLY FAIR REASONS FOR DISMISSAL - CONDUCT: 148
i. INTRODUCTION: 148
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