LRM1501 Assignment 3 (ANSWERS) Semester 2 2024 - DISTINCTION GUARANTEED

Well-structured LRM1501 Assignment 3 (ANSWERS) Semester 2 2024 - DISTINCTION GUARANTEED. (DETAILED ANSWERS - DISTINCTION GUARANTEED!)..... QUESTION 1 1.1 Study the diagram below and complete the table below by inserting the relevant party/parties in the employment relationship (Column A) that matches the roles and responsibilities as outlined in Column B. (5) Column A: Parties in the tripartite employment relationship Column B: Roles and responsibilities 1.1.1 A legal entity or person that controls and directs the labour of persons using terms expressed or implied in the contract of employment. In exchange for receiving labour services, it is required to provide compensation to persons in the form of salaries or wages. 1.1.2 Is required to obey lawful and reasonable orders within the terms of the employment contract; serve faithfully and perform duties with proper care and diligence. 1.1.3 Negotiates employment terms and conditions with trade unions. 1.1.4 Represents employees by negotiating good working conditions and better wages/salaries on behalf of employees. Assists and represents employees in grievance procedures, disciplinary hearings and dismissal cases. 1.1.5 A governing body that regulates the relationship between employees and employers. Acts as a mediator in the management of labour relations. CONFIDENTIAL Page 3 of 4 LRM1501 1.2 Complete the table below by inserting the correct terms and concepts in Column A that matches the relevant statements in Column B. (5) Column A: Terms and concepts Column B: Statements pertaining to the terms and concepts 1.2.1 Refers to how people relate to one another at work, and includes the interactions and relationships between employers and their employees, and the state. Amongst other aspects, it involves preventing and resolving problems that may arise from work and affect work performance. 1.2.2 Serves as a general guide to action and defines the boundaries within which to make decisions in relation to tasks that must be repeatedly performed in an organisation. This entails formalised and codified statements of principles to guide action that must be taken to guide the thinking, actions, behaviour, decisions and practices of role-players in the organisation. 1.2.3 A corrective measure that employers use to correct employee behaviour in the workplace. 1.2.4 It refers to an act or omission by the employer which disadvantages the employee, thus causing the employee to be dissatisfied or unhappy in the workplace. 1.2.5 It is a formal structure whereby employee(s) can formally communicate to management regarding their dissatisfaction with any aspects of the employment relationship. It is an internal workplace mechanism that employers can use to resolve labour issues raised by employees. In other words, it is a formal and upward means of communication that employees may rely on to resolve labour matters that are causing unhappiness or dissatisfaction in the workplace. 1.3 Explain the connection between a contract of employment and the employment relationship. Use an example to illustrate how these two concepts are related to one another. (5) 1.4 In each of the scenarios below, identify the most applicable labour legislation (Act) (1 mark each); and give the purpose of that Act (1 mark each). (10) 1.4.1 Peter has been working at Superior Technologies for 12 months. Recently, he has been feeling very tired and wants to take leave, but is not sure how many days he is entitled to. 1.4.2 Mary is on unpaid maternity leave. She needs another source of income until she returns to work. She is wondering whether she may be eligible for some form of income. 1.4.3 Sam is employed by Hi-Q Mechanics. While he was welding a motor vehicle, he cut his finger when a piece of heavy metal fell on his hand. He wants to know whether he can claim some form of compensation. 1.4.4 Employees working at a power station are not happy about the working conditions in the workplace. Most of them have contracted lung diseases. As a result, they find it difficult to breathe normally. 1.4.5 ABC Shoes has installed a new information technology system for stock taking. Employees have never been taught how to operate this new system. As a result, they find it difficult to perform their normal work duties. ABC Shoes realises they need to improve employees’ skills. [25] CONFIDENTIAL Page 4 of 4 LRM1501 Job losses in the workplace Superior Bank (Pty) Ltd has implemented a new technological system which enables clients to do most of their banking transactions online using internet banking. The bank has eliminated long queues, resulting in faster and better services. Management is happy that the introduction of online banking is saving costs, resulting in higher profits. However, employees are not happy regarding the effects caused by the online banking. Most of the tasks of employees have become redundant. As a result, the bank is contemplating retrenchment. Chaos in the workplace Recently, employees at Tech-Q (Pty) Ltd have started performing their work duties as and when it pleases them. They have no regard for ensuring that they produce quality products and render satisfactory service to customers. They seem to be only concerned with their salaries and wages they receive at the end of the month. When the supervisor attempts to correct the behaviour of employees, employees retaliate by telling him that there are no policies and procedures which stipulate that their conduct is wrong. QUESTION 2 2.1 Read the scenario below and then answer the question that follows. Identify (1 mark) and explain the type of dismissal in the scenario (1 mark). Advise the management of Superior Bank (Pty) Ltd on the substantive and procedural requirements for fair dismissal according to the Labour Relations Act (LRA) based on the scenario provided. Your advice should address both the substantive fairness (reasons for dismissal) and procedural fairness (processes followed) aspects as outlined in the LRA. Ensure your response is practical and directly related to the scenario (13 marks). (15) 2.2 Looking at current trends in the labour market, provide five [5] examples or instances which can lead to the type of dismissal that is described in question 2.1 to occur in an organisation. (5) 2.3 In your opinion, indicate advantages and disadvantages of implementing examples you provided in question 2.2. (5) [25] QUESTION 3 3.1 Read the scenario below and answer the question that follows. • You are the newly hired Labour Relations Officer of Tech-Q (Pty) Ltd. Explain to employees and management what policies and procedures are (1 mark each). • List four [4] examples of policies and procedures (4 marks each). • Advise the business owner of Tech-Q (Pty) Ltd why it is important for the organisation to implement policies and procedures in the workplace (5 marks). (15) 3.2 Define discipline in the workplace (1 mark). Explain what is meant by using a progressive approach to discipline (1 mark). Give an example of a situation where you indicate how the stages of progressive discipline could be applied in the workplace (8 marks).