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:MRL3702 ASSIGNMENT 3[COMPLETE ANSWERS] 2024 SEMESTER 2
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MRL3702 ASSIGNMENT:
3[COMPLETE ANSWERS]
2024 SEMESTER 2
Question 1: What are the main principles of unfair dismissal under South
African Labour Law?
Answer:
Introduction: Unfair dismissal is a significant area of concern in South African Labour Law,
governed primarily by the Labour Relations Act (LRA) of 1995.
Main Principles:
1. Definition of Unfair Dismissal:
○ According to Section 185 of the LRA, an employee is unfairly dismissed if the
dismissal is not based on a fair reason or if the dismissal process does not follow
a fair procedure.
2. Types of Dismissal:
○ Dismissal for Misconduct: The employee must be given a chance to respond
to the allegations against them. The employer must follow a fair disciplinary
process.
○ Dismissal for Poor Performance: The employer must provide adequate training
and support before considering dismissal.
○ Dismissal for Operational Requirements (Retrenchment): The employer must
follow a fair procedure, including consultation with affected employees and
consideration of alternative measures.
3. Fair Procedure:
○ The procedural fairness involves giving the employee a chance to be heard,
providing them with notice of the allegations, and conducting a proper
investigation before dismissal.
4. Remedies for Unfair Dismissal:
○ Employees may seek reinstatement, re-employment, or compensation through
the Commission for Conciliation, Mediation, and Arbitration (CCMA) if they
believe their dismissal was unfair.
, Conclusion: The principles of unfair dismissal are designed to protect employees from arbitrary
or unjust dismissal while ensuring that employers maintain a fair and transparent process.
Question 2: How does the concept of "constructive dismissal" apply in
South African Labour Law?
Answer:
Introduction: Constructive dismissal occurs when an employee resigns due to the employer's
conduct, which makes the working environment intolerable.
Application of Constructive Dismissal:
1. Definition:
○ Constructive dismissal occurs when an employee is forced to resign because the
employer has made continued employment untenable, as outlined in Section
186(1)(e) of the LRA.
2. Employer’s Conduct:
○ Examples of conduct that may lead to constructive dismissal include significant
changes to employment terms without consent, failure to address workplace
harassment, or creating a hostile work environment.
3. Employee’s Resignation:
○ The resignation must be directly linked to the employer’s conduct. The employee
must prove that the resignation was not voluntary but rather a result of the
employer’s actions.
4. Burden of Proof:
○ The burden of proof lies with the employee to demonstrate that the resignation
was due to the employer’s wrongful conduct and that there was no reasonable
alternative.
Conclusion: Constructive dismissal allows employees to claim unfair dismissal if they resign
due to unbearable conditions created by the employer, ensuring protection against unjust
working environments.
Question 3: What are the key provisions of the Basic Conditions of
Employment Act (BCEA) that impact employee rights?
Answer:
Introduction: The Basic Conditions of Employment Act (BCEA) aims to regulate the minimum
conditions of employment and ensure fair labor practices.
Key Provisions:
1. Working Hours:
○ The BCEA stipulates maximum working hours, including a standard workweek of
45 hours, with a limit of 9 hours per day for a five-day workweek or 8 hours per
day for a six-day workweek.
2. Overtime:
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