Exam (elaborations)
CMG3701 assignment 3 solutions (Full solutions)
- Institution
- University Of South Africa (Unisa)
100% reliable and accurate solutions for CMG3701 assignment 3 2024
[Show more]
Content preview
CMG3701 Assignment 3 2024Unique Number:
DUE DATE: 31 July 2024
Terms of use
By making use of this document you agree to:
Use this document as a guide for learning,
comparison and reference purpose,
Not to duplicate, reproduce and/or misrepresent the
contents of this document as your own work,
Fully accept the consequences should you plagiarise
or misuse this document.
Disclaimer
Extreme care has been used to create this
document, however the contents are provided “as
is” without any representations or warranties,
express or implied. The author assumes no
liability as a result of reliance and use of the
contents of this document. This document is to
be used for comparison, research and reference
purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or
by any means.
, 0688120934
PREVIEW
Question 1
1.1 Misconduct in the workplace refers to any inappropriate or unacceptable behavior by
an employee that violates organizational policies, codes of conduct, or legal standards. It
can encompass a wide range of actions, including insubordination, chronic absenteeism,
negligence, and breach of trust. In the context of employment for educators, misconduct
is particularly significant because it can adversely affect the educational environment, the
students' learning experience, and the overall functioning of the school.
In South Africa, the termination of employment for educators due to misconduct is
governed by several key pieces of legislation and regulatory frameworks. One of the
primary legislative instruments is the Labour Relations Act (LRA) 66 of 1995, which
outlines the procedures and requirements for fair dismissal. According to the LRA, a
dismissal is considered fair if it is related to the employee's conduct, capacity, or the
operational requirements of the employer (LRA, 1995, Section 188). Chronic
absenteeism, as in Mr. Hanyane's case, constitutes misconduct as it disrupts the school's
operations and negatively impacts students' education.
Additionally, the Employment of Educators Act 76 of 1998 specifically addresses issues
of educator misconduct. This Act stipulates that educators can be dismissed for a range
of infractions, including habitual absenteeism and failing to comply with formal procedures
such as submitting leave forms (Employment of Educators Act, 1998, Section 18). It also
mandates a fair procedure for dealing with misconduct, which includes giving the educator
a chance to respond to allegations during a disciplinary hearing (Section 24).
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is”
without any representations or warranties, express or implied. The author assumes no liability as
a result of reliance and use of the contents of this document. This document is to be used for
comparison, research and reference purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or by any means.
, 0688120934
Question 1
1.1 Misconduct in the workplace refers to any inappropriate or unacceptable behavior by
an employee that violates organizational policies, codes of conduct, or legal standards. It
can encompass a wide range of actions, including insubordination, chronic absenteeism,
negligence, and breach of trust. In the context of employment for educators, misconduct
is particularly significant because it can adversely affect the educational environment, the
students' learning experience, and the overall functioning of the school.
In South Africa, the termination of employment for educators due to misconduct is
governed by several key pieces of legislation and regulatory frameworks. One of the
primary legislative instruments is the Labour Relations Act (LRA) 66 of 1995, which
outlines the procedures and requirements for fair dismissal. According to the LRA, a
dismissal is considered fair if it is related to the employee's conduct, capacity, or the
operational requirements of the employer (LRA, 1995, Section 188). Chronic
absenteeism, as in Mr. Hanyane's case, constitutes misconduct as it disrupts the school's
operations and negatively impacts students' education.
Additionally, the Employment of Educators Act 76 of 1998 specifically addresses issues
of educator misconduct. This Act stipulates that educators can be dismissed for a range
of infractions, including habitual absenteeism and failing to comply with formal procedures
such as submitting leave forms (Employment of Educators Act, 1998, Section 18). It also
mandates a fair procedure for dealing with misconduct, which includes giving the educator
a chance to respond to allegations during a disciplinary hearing (Section 24).
In Mr. Hanyane's case, his repeated unauthorized absences and failure to submit leave
forms constitute clear misconduct under the Employment of Educators Act. Despite being
warned by the new principal, Mr. Hanyane continued with his absenteeism, showing
disregard for school policies and his professional responsibilities. The principal's decision
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is”
without any representations or warranties, express or implied. The author assumes no liability as
a result of reliance and use of the contents of this document. This document is to be used for
comparison, research and reference purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or by any means.
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through EFT, credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying this summary from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller Melindatutor. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy this summary for R50,00. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
81531 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy summaries for 14 years now