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A review of the protection of fixed-term contract employees within South African labour law: A comparative discussionJoubert, Amanda Michelle January 2021 (has links)
Magister Legum - LLM / This research aims to explore the available legislative protection afforded to atypical employment, with specific reference to fixed-term workers. Atypical, employed workers, such as fixed-term workers, are often exploited as they do not always enjoy the same rights as typical employees. Hence, they are in a precarious position with regard to employee benefits and rights. Common law provides for the automatic termination of a fixed-term contract of employment on a specific date, typically either as stipulated in the contract or upon completion of a project or task. The Constitution of South Africa, however, provides for the right to fair labour practices for everyone. In 2014 section 186(1)(b) of the Labour Relations Act (LRA) was amended, while section 198B was added as a completely new section. Together these sections are aimed at providing increased protection to fixed-term workers.
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Florida Superintendents' Views Related To The Involuntary Removal Of School PrincipalsBernier, Christopher S 01 January 2011 (has links)
This study sought to determine how external influences designed to improve student achievement and school performance such as No Child Left Behind Act of 2001, The Florida A+ Program, and the Differentiated Accountability model impacted Florida school superintendents’ prioritization of the Florida Principal Leadership Standards. In the study, major questions addressed concerned (a) the demographic characteristics of the school principals and superintendents involved in the removal of a school principal within the state of Florida; (b) the relationship between the problems a principal encountered and the Florida Principal Leadership Standards; (c) the Florida Principal Leadership Standards that were most often cited and rated most important by school superintendents when determining reasons to remove a school principal within Florida; (d) principal’s years of experience as a predictor of principal competence; (e) sources of information that were most important in providing awareness of principal problems; (f) interventions, if any, that were provided to principals to assist them in improving prior to the decision to remove them; and (g) principal career outcomes that were most to likely occur following a superintendent’s decision to remove a school principal. Utilizing a previously researched survey, the 67 Florida public school superintendents were asked to prioritize the Florida Principal Leadership Standards related to the removal of a single principal from the position and provide pertinent demographic information related to this individual. The following principal leadership standards were most commonly identified as important to the decision to remove a school principal: (a) human resource management, (b) decision making strategies, (c) iv instructional leadership, (d) managing the learning environment, and (e) community and stakeholder partnerships.
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Meeting the Requirements of Substantive and Procedural Criteria in Discharge CasesDollar, Alta L. (Alta Lewis) 08 1900 (has links)
Legislation, arbitral and judicial decisions, and public opinion provide evidence of increasing concern for protecting employees from unfair dismissal in both union and nonunion firms. Management's right to discharge is being questioned today more than at any other time in the history of labor-management relations. Thus, organizations must stay abreast of the developments that affect their right to discharge employees. This study investigates arbitration awards and judicial decisions in discharge cases to provide answers to these questions. Are companies aware of the types of misconduct for which discharge is considered appropriate? Are companies aware of what constitutes the burden of proof requirements in discharge cases? Does management know and follow the proper procedures in handling discharge cases? The purposes of the study are 1. To determine the extent to which discharges were overturned or modified because the company did not meet the burden of proving a reasonable cause for discharge; 2. To determine the extent to which discharges were overturned or modified because the company did not follow proper dismissal procedures; 3. To develop a model set of guidelines to assist companies in the proper handling of discharge cases. These guidelines present criteria for meeting the just cause and procedural requirements in discharge cases.
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An analysis of legal implications for participating in an unprotected strikeMawasha, Mashale B. 20 August 2014 (has links)
The effective management of a strike is generally a challenging phenomenon which impacts on employers, employees and the general public. The main purpose of this study was to analyse the legal implications of employees’ participation in an unprotected strike. The study also explored requirements for a strike to be protected in compliance with the prescribed legislation. From the literary review, cases and legislation, it became clear that compliance plays a key role when a consideration is taken by employees to take part in a strike during dispute resolution.
In analysing the legal consequences for participating in an unprotected strike, a finding was made that employers in the end have an upper hand in that when all due processes and procedures are followed, they are empowered to dismiss employees. Legislation and international standards form the cornerstone upon which dispute resolution mechanisms and the rights of employers and employees are derived from. / Mercantile Law / LL.M. (Labour law)
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Die ontslag van stakers op grond van deelname aan 'n beskermde stakingNaudé, Christelle 1 January 1997 (has links)
Text in Afrikaans / Summaries in English and Afrikaans / Die Grondwet van die Republiek van Suid-Afrika en die Wet op Arbeidsverhoudinge
verleen aan werknemers die reg om te staak. Die reg is egter nie onbeperk nie.
Op grond van die voldoening aan wetlike vereistes, word stakings as beskermd of
onbeskermd geklassifiseer. Beskermde stakers kan ontslaan word weens
wangedrag tydens die staking of op grond van die bedryfsvereistes van die
werkgewer.
Die werkgewer se bedryfsvereistes sal ontslag regverdig indien sy /haar vlak van
toleransie bereik is. Dit sal die geval wees indien die werkgewer se besigheid met
ondergang gedreig word of onherroeplike skade gaan ly, sou die staking voortduur.
Aile relevante faktore moet egter in ag geneem word. Daar is nie tans 'n
vasgestelde toets in die verband nie en daar word ook aan die hand gedoen dat
billikheid, met inagneming van al die relevante faktore en omstandighede, die
belangrikste oorweging moet wees. 'n Vasgestelde toets vir die bepaling van die
werkgewer se vlak van toleransie, word afgekeur. / The Constitution of the Republic of South Africa and the Labour Relations Act give
employees the right to strike. This right is, however, not unlimited.
By reason of the satisfaction of statutory requirements, strikes are classified as
protected or unprotected. Protected strikers may be dismissed for misconduct
during the strike or by reason of the operational requirements of the employer.
The employer's operational requirements will justify dismissal when his/her level of
tolerance is reached. This will be the case when the employer's business is on the
brink of extinction or about to suffer irreparable harm. All the relevant facts must
however be taken into account. Currently there is no definite test in this regard
and it is proposed that fairness, taking into account all the relevant facts and
circumstances, be the overriding consideration. A specific test for the
determination of the employer's level of tolerance must be rejected. / Economics and Management Sciences / LL.M.
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A Convenção 158 da OIT à luz da teoria constitucional dos tratados internacionais sobre direitos humanosSabino, João Filipe Moreira Lacerda 24 May 2010 (has links)
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Previous issue date: 2010-05-24 / Conselho Nacional de Desenvolvimento Científico e Tecnológico / The present study is aimed at examining the impact of the constitutional theory of
international human rights treaties on Convention number 158 of the International
Labor Organization (ILO). The importance of this study is translated in an attempt to
correlate part of the constitutional theory of human rights to national labor law for the
application of appropriate standards. For this purpose, the study begins with an
analysis of the conception and denomination of human rights for a better
understanding of the topic. The origin of human rights is further assessed to confirm
its progressiveness in time, which would certainly influence the manner in which
these rights must be interpreted. Taking into account the historical evolution of
human rights, these rights may be classified according to different generations and
dimensions. Subsequently, a study on international treaties is conducted to observe
whether the ILO Conventions are international treaties for human rights protection
and the Federal Constitution is related to the International Human Rights Treaties.
The study further analyzes the constitutional regime of human rights treaties (its
hierarchical threshold in Brazilian law, formation, incorporation and denouncement)
indicating the main theories about the subject. Furthermore, the study addresses the
impact of human rights treaties on our legal system, and more specifically on
Brazilian Labor Law. With this intent, Convention number 158 of the ILO is evaluated
because it is a relevant and modern topic. The study also discusses the compatibility
of rules predicted in Convention number 158 with constitutional precepts, in order to
assess the constitutionality (or lack of constitutionality) of its content and its
denunciation by the Brazilian State. In conclusion, after detailing precepts of the
Convention, the study indicates doctrinal and jurisprudential criteria to compensate
for the failure to apply Convention number 158/ILO / O presente trabalho destina-se ao estudo do impacto da teoria constitucional dos
tratados internacionais sobre direitos humanos na Convenção 158 da Organização
Internacional do Trabalho (OIT). Sua importância se traduz na tentativa de relacionar
parte da teoria constitucional dos direitos humanos ao direito do trabalho nacional,
para a aplicação da normativa correta. Para tanto, inicia-se com a análise da
conceituação e da denominação dos direitos humanos para melhor compreensão do
tema. Em seguida, verifica-se a origem dos direitos humanos para que seja
comprovada sua progressividade no tempo, o que certamente influi na forma pela
qual esses direitos devem ser interpretados. Levando em conta a evolução histórica
dos direitos humanos, esses podem ser classificados segundo diferentes gerações
ou dimensões. Posteriormente, é realizado estudo acerca dos tratados
internacionais, observando-se as Convenções da OIT são tratados internacionais de
proteção aos direitos humanos e relacionando a Constituição Federal com os
Tratados Internacionais sobre Direitos Humanos. Em seguida, analisa o regime
constitucional dos tratados de direitos humanos (seu patamar hierárquico no direito
brasileiro, formação, incorporação e denúncia), apontando as principais teorias a
respeito do tema. Ainda, trata do impacto dos tratados de direitos humanos em
nosso ordenamento e, especificamente, no direito do trabalho brasileiro. Para tanto,
estuda a Convenção 158 da OIT, pela relevância e atualidade do tema. Nesse
sentido, discorre sobre a compatibilidade das normas previstas na Convenção 158
com os preceitos constitucionais, a fim de verificar a constitucionalidade ou não de
seu conteúdo e de sua denúncia pelo Estado brasileiro. Por fim, após detalhar os
preceitos da Convenção, aponta os critérios doutrinários e jurisprudenciais para que
seja suprida a omissão decorrente da não aplicação da Convenção 158/OIT
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Crise econômica e despedida coletiva: o direito trabalhista brasileiro está apto a enfrentá-las? / Economic crisis and collective dismissals: is the Brazilian labor law prepared to face them?Santos, Ariane Joice dos 25 October 2010 (has links)
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Previous issue date: 2010-10-25 / With the failure in the capitalist production process and the 2008 world economic crisis, a
deceleration in the market occurred with the resulting retraction in product inventory and
credit. The economy s globalization has led the internal market to suffer major impacts in
view of the cancellation of contracts entered with international companies, resulting in the
reduction of costs though collective dismissals of laborers in various companies in our
country. By virtue of absence of regulation in article 7, I, of the Federal Constitution which
provides on the protection of the employment relationship against the arbitrary dismissal or
dismissal without cause and the denunciation of Covenant 158 in the ILO by Brazil the
employers class have been dismissing a considerable number of employees without
observing any process prior to such act. The result is the discussion on the validity of such
dismissals in the labor courts which, based on the normative force of principles, on
international guidelines, on comparative law and the constitutionalizing of private law, which
have been declared abusive due to non-observance of the duties connected to the general
objective good-faith, such as the duty to negotiate and the right to information. There are no
doubts that the parties to this relationship should gather for a social dialogue, aiming at
creating mechanisms to avoid collective dismissals such as the preparation of autonomous
clauses or, in the impossibility thereof, of procedures to be complied with so as to attenuate
the social impact, avoiding great unfair actions in such arena. Therefore, there are
prerequisites to be overcome in the Brazilian labor law, form the point of view of social
efficacy of collective bargaining, either by the fact that the union freedom has not fully
reached the free and democratic organization, or by the fact of the persisting normative power
of the Labor Justice / las?
Com a falha no processo de produção capitalista e a crise econômica mundial de 2008, houve
desaceleração no mercado e consequente estoque de produtos e retração do crédito. A
globalização da economia fez com que o mercado interno sofresse grandes impactos ante o
cancelamento de contratos firmados com empresas internacionais, ensejando a redução de
custos a partir da demissão coletiva de trabalhadores em diversas companhias em nosso país.
Em virtude da ausência de regulamentação do artigo 7º, I, da Constituição Federal, que trata
da proteção da relação de emprego contra a despedida arbitrária ou sem justa causa e da
denúncia da Convenção 158 da OIT pelo Brasil, a classe patronal tem dispensado parcela
considerável de trabalhadores sem observar qualquer processo prévio a esse ato. O resultado é
a discussão sobre a validade de tais despedidas no judiciário trabalhista que, com base na
força normativa dos princípios, nas diretrizes internacionais, no direito comparado e na
constitucionalização do direito privado, as tem declarado abusivas por inobservância dos
deveres anexos da cláusula geral da boa-fé objetiva como o dever de negociar e o direito à
informação. Não há dúvidas de que as partes dessa relação devem se aproximar para um
diálogo social, visando a criar mecanismos através da elaboração de cláusulas autônomas para
evitar o despedimento coletivo ou, em caso de impossibilidade, de procedimentos a serem
observados no sentido de amenizar o impacto social, fazendo com que injustiças maiores não
ocorram nessa esfera. Para tanto, existem pressupostos a serem superados no direito
trabalhista brasileiro, da ótica da eficácia social da negociação coletiva, quer pelo fato de a
liberdade sindical ainda não ter atingido plenamente a organização livre e democrática, quer
pelo fato de persistir o poder normativo da Justiça do Trabalho
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Die ontslag van stakers op grond van deelname aan 'n beskermde stakingNaudé, Christelle 1 January 1997 (has links)
Text in Afrikaans / Summaries in English and Afrikaans / Die Grondwet van die Republiek van Suid-Afrika en die Wet op Arbeidsverhoudinge
verleen aan werknemers die reg om te staak. Die reg is egter nie onbeperk nie.
Op grond van die voldoening aan wetlike vereistes, word stakings as beskermd of
onbeskermd geklassifiseer. Beskermde stakers kan ontslaan word weens
wangedrag tydens die staking of op grond van die bedryfsvereistes van die
werkgewer.
Die werkgewer se bedryfsvereistes sal ontslag regverdig indien sy /haar vlak van
toleransie bereik is. Dit sal die geval wees indien die werkgewer se besigheid met
ondergang gedreig word of onherroeplike skade gaan ly, sou die staking voortduur.
Aile relevante faktore moet egter in ag geneem word. Daar is nie tans 'n
vasgestelde toets in die verband nie en daar word ook aan die hand gedoen dat
billikheid, met inagneming van al die relevante faktore en omstandighede, die
belangrikste oorweging moet wees. 'n Vasgestelde toets vir die bepaling van die
werkgewer se vlak van toleransie, word afgekeur. / The Constitution of the Republic of South Africa and the Labour Relations Act give
employees the right to strike. This right is, however, not unlimited.
By reason of the satisfaction of statutory requirements, strikes are classified as
protected or unprotected. Protected strikers may be dismissed for misconduct
during the strike or by reason of the operational requirements of the employer.
The employer's operational requirements will justify dismissal when his/her level of
tolerance is reached. This will be the case when the employer's business is on the
brink of extinction or about to suffer irreparable harm. All the relevant facts must
however be taken into account. Currently there is no definite test in this regard
and it is proposed that fairness, taking into account all the relevant facts and
circumstances, be the overriding consideration. A specific test for the
determination of the employer's level of tolerance must be rejected. / Economics and Management Sciences / LL.M.
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The interrelationships among job insecurity, locus of control, sense of coherence and organisational commitment of survivors of downsizing.Rinkwest, Shani Lucille January 2003 (has links)
Downsizing is one of the most common organisational reactions to organisational change. The effects of global competition, mergers, and the privatisation of public sector companies, among others, are forcing organisations in South Africa to resort to workforce reduction. The purpose of the present study was to address the lack of research on the impact of downsizing on survivors. Specifically, the study examined the interactive effects of job insecurity, locus of control and sense of coherence on the organisational commitment of survivors.
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Changing terms and conditions of employment in the South African labour relations arena -- the approach of the courts: A comparative analysisPetersen, Desmond January 2004 (has links)
This paper focused on how competing interests of employers and employees are accomodated in the South African Labour Relations arena. An analysis of the legislative framework was undertaken to establish how the legislation provides for changes in workplace practices as well as the protection that it affords employees against unwanted or unilateral changes. The main focus of the research was on how the South African Courts have interpreted the legislation and how it has applied the law in cases involving the changing of terms and conditions of employment, that has come before it.
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