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MRL3702 - EXAM 2024 | Questions And Answers Latest {} A+ Graded | 100% Verified
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MRL3702 - EXAM 2024 | Questions And Answers Latest {2024- 2025} A+ Graded | 100%Verified
WHAT DOES THE ACRONYM / ABBREVIATION TES STAND FOR - Temporary Employment Services
WHICH TERMS OF EMPLOYMENT ARE REGARDED AS CORE TERMS IN TERMS OF THE BCEA AND CANNOT
BE VARIED - maximum working hours
provisions relating to night work
not less than 2 weeks annual leave
4 months maternity leave
provision relating to sick leave
DEFINE "FOREIGN NATIONAL" IN TERMS OF THE EMPLOYMENT SERVICES ACT 4 OF 2014 - The ESA
defines a 'foreign national' as follows:
'an individual who is not a South African citizen or does not have a permanent residence permit issued
in terms of the Immigration Act.'
WHO IS "TEMPORARY EMPLOYEE"? - This refers to employees supplied to a client by a TES/labour
broker. Such a
relationship is characterised by its triangular form.
NAME AND EXPLAIN THE TREE FORMS OF SEXUAL HARASSMENT - Victimization
An employee is victimised or intimidated for
failing to submit to sexual advances
Quid pro quo harassment
Employment circumstances, for example, promotion or an increase, are influenced by the
employer, manager or a co-employee to coerce
an employee to surrender to sexual advances
, Sexual favouritism
A person in a position of authority in the workplace
rewards only those who respond to her/his sexual advances.
MENTION NINE TYPES OF DISMISSAL WHICH QUALIFY AS AUTOMATICALLY UNFAIR DISMISSALS IN
TERMS OF THE LRA - 'A dismissal is automatically unfair if the employer, in dismissing the employee, acts
contrary to section 5 [section 5 confers protections relating to the right to freedom of association and
on members of workplace forums] or, if the reason
for the dismissal is:
(a) that the employee participated in or supported, or indicated an intention to participate in or support,
a [protected] strike or protest action;
(b) that the employee refused, or indicated an intention to refuse, to do any work normally done by an
employee who at the time was taking part in a [protected] strike or was locked out, unless that work is
necessary to prevent an actual danger to life, personal safety or health;
(c) a refusal by employees to accept a demand in respect of any matter of mutual interest between
them and their employer;
(d) that the employee took action, or indicated an intention to take action against the employer by:
(i) exercising any right conferred by this Act; or
(ii) participating in any proceedings in terms of this Act;
(e) the employee's pregnancy, intended pregnancy, or any reason related to her pregnancy;
(f) that the employer unfairly discriminated against an employee, directly or indirectly, on any arbitrary
ground, including, but not limited to race,
gender, sex, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief,
political opinion, culture, language,
marital status or family responsibility;
(g) a transfer, or a reason related to a transfer, contemplated in section 197 or 197A; or
(h) a contravention of the Protected Disclosures Act, 2000, by the employer, on account of an employee
having made a protected disclosure defined in that Act.'
DRAW A DISTINCTION BETWEEN "DIRECT DISCRIMINATION" AND "INDIRECT DISCRIMINATION" - Direct
discrimination is usually easy to detect and determine. It occurs if someone is clearly treated differently
because of a certain characteristic, for
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