Esta dissertação procurou investigar a representação de família do Juizado de Criança e Adolescente de São Gonçalo. Essa representação em três vertentes, ou seja, a representação que o Juizado da Criança e Adolescência de São Gonçalo possui de família, a representação que a equipe psicossocial tem de família e a autorepresentação das famílias assistidas. Procuramos também perceber o lugar da família nas análises e procedimentos de intervenção, assim como compreender como o Estado é visualizado e acionado na aquisição dos direitos de cidadania. Para alcançar o objetivo do estudo tivemos encontros com membros da equipe psicossocial e acesso a processos para investigar aspectos acima explicitados. No início deste trabalho, realizamos uma discussão capaz de explicitar os fundamentos que direcionaram nosso olhar sobre a realidade investigada utilizando o conhecimento praxiológico, realizando uma breve contraposição entre o estruturalismo e subjetivismo. As lentes teóricas do conhecimento praxiológico possibilitaram o uso dos conceitos de Poder Simbólico e Violência Simbólica para análise do nosso objeto. Trabalhamos a constituição do modelo de família moderna nuclear burguesa por ter relação direta com a representação de família expressa no contexto da pesquisa; abordamos a realidade da família na atualidade por entendermos que está articulada com a realidade vivenciada pelas famílias assistidas. Para historicizar as práticas de controle e tutela das famílias pelo Poder Judiciário, recorremos a Donzolet (França) e Costa (Brasil). Também realizamos um resgate histórico da institucionalização da Política de Assistência para chegar ao atual Sistema de Proteção Atual com o seu princípio de matricialidade sóciofamiliar e expressamos nossa crítica em relação a convocação da família como uma instância de proteção social, caracterizamos este fato como um processo de privatização e despolitização da Política Social. Para o exame desse processo de privatização, realizamos uma análise das mudanças históricas-estruturais que têm requerido da sociedade e da família considerável comprometimento. Mas sinalizamos o avanço da idéia de centralidade da família enquanto unidade de atenção das políticas públicas. Entendemos que se trata de um desafio em busca de opções mais coletivas na proteção dos indivíduos de uma nação. Nas considerações finais, explicitamos os aspectos que observados e levantados durante a pesquisa, registrando especialmente a violência simbólica vivenciada pelas famílias na medida em que não são percebidas como parte da questão social. Esta violência se manifesta principalmente pela ausência de suas falas, posicionamento frente à ação de destituição familiar que sofrem. Também se apresenta na falta de reconhecimento de seus direitos e de sua cidadania. / This theis soughat inversatigate the representation of families of Court on Children and Adolescentes in São Gonçalo city in three parts: first, the representation that the Court has a family and, finally, the autorepresentation households assisted. We also understand that the state is displayed and activated the acquisition of rights of citizenship. To achieve the objective of the study, We had meetings with team members of the psychosocial and a acess to Court proceedings to investigate issues explained above. At the beginning of this work, we performed a thread able to explain the reasons that directed our gaze on the reality investigated, using the praxiological knowledge, making a brief comparison between structuralism and subjectivism. The theoretical lens of praxiological knowledge allowed the use of the concepts of Symbolic Power and Syimbolic Violence for the analysis of our object. The Work of building of modern nuclear family model of bourgeois, context of research, address the reality of the family in today because we feel that is combinened with the experiencedf by the the families assisted. To historicize the pratices of control and supervision of families by the judiciary, we use the Donzelot( France) and Costa( Brazil). We also do a rescue historical instituticnalization of polcy assistentance to reach recent Current Protection System, witht its principle of sociofamiliar matrix, we express ourcristism of the convening of the family as a forum for matrix, we expresss our criticism of the covening of the family as a forum for social mprotection, and characterized it as fact a process of depoliticization and privatization, of Social Policy. For the examination of this process of depoliticization, we conduzed an analysis of historical and structural changes that move required of the company and the family considerable commitment. But thee move signaled the the idea of centrality the production of individuais of a nation. In closing comments, clarify the issues raised and that observed during the survey, registrer especially the symbolic violence record by the families in that are not perceived as part of the social question. This violence is manifest mainly by thee absence of his speeches, position opposite to the place for analysis and investin. The violence mentioned, also shows the lack of recognition of families assisted and citizenshisp of the same. Also recorded in theses final comments, the, silent pain we feel when we look at the process of the Psychosocil Court said earlier this summary, the team members of the psysosocial Court Said earlier this summary, the absence of families, to families, to herd in action indicated above (dismissal family).

Esta dissertação procurou investigar a representação de família do Juizado de Criança e Adolescente de São Gonçalo. Essa representação em três vertentes, ou seja, a representação que o Juizado da Criança e Adolescência de São Gonçalo possui de família, a representação que a equipe psicossocial tem de família e a autorepresentação das famílias assistidas. Procuramos também perceber o lugar da família nas análises e procedimentos de intervenção, assim como compreender como o Estado é visualizado e acionado na aquisição dos direitos de cidadania. Para alcançar o objetivo do estudo tivemos encontros com membros da equipe psicossocial e acesso a processos para investigar aspectos acima explicitados. No início deste trabalho, realizamos uma discussão capaz de explicitar os fundamentos que direcionaram nosso olhar sobre a realidade investigada utilizando o conhecimento praxiológico, realizando uma breve contraposição entre o estruturalismo e subjetivismo. As lentes teóricas do conhecimento praxiológico possibilitaram o uso dos conceitos de Poder Simbólico e Violência Simbólica para análise do nosso objeto. Trabalhamos a constituição do modelo de família moderna nuclear burguesa por ter relação direta com a representação de família expressa no contexto da pesquisa; abordamos a realidade da família na atualidade por entendermos que está articulada com a realidade vivenciada pelas famílias assistidas. Para historicizar as práticas de controle e tutela das famílias pelo Poder Judiciário, recorremos a Donzolet (França) e Costa (Brasil). Também realizamos um resgate histórico da institucionalização da Política de Assistência para chegar ao atual Sistema de Proteção Atual com o seu princípio de matricialidade sóciofamiliar e expressamos nossa crítica em relação a convocação da família como uma instância de proteção social, caracterizamos este fato como um processo de privatização e despolitização da Política Social. Para o exame desse processo de privatização, realizamos uma análise das mudanças históricas-estruturais que têm requerido da sociedade e da família considerável comprometimento. Mas sinalizamos o avanço da idéia de centralidade da família enquanto unidade de atenção das políticas públicas. Entendemos que se trata de um desafio em busca de opções mais coletivas na proteção dos indivíduos de uma nação. Nas considerações finais, explicitamos os aspectos que observados e levantados durante a pesquisa, registrando especialmente a violência simbólica vivenciada pelas famílias na medida em que não são percebidas como parte da questão social. Esta violência se manifesta principalmente pela ausência de suas falas, posicionamento frente à ação de destituição familiar que sofrem. Também se apresenta na falta de reconhecimento de seus direitos e de sua cidadania. / This theis soughat inversatigate the representation of families of Court on Children and Adolescentes in São Gonçalo city in three parts: first, the representation that the Court has a family and, finally, the autorepresentation households assisted. We also understand that the state is displayed and activated the acquisition of rights of citizenship. To achieve the objective of the study, We had meetings with team members of the psychosocial and a acess to Court proceedings to investigate issues explained above. At the beginning of this work, we performed a thread able to explain the reasons that directed our gaze on the reality investigated, using the praxiological knowledge, making a brief comparison between structuralism and subjectivism. The theoretical lens of praxiological knowledge allowed the use of the concepts of Symbolic Power and Syimbolic Violence for the analysis of our object. The Work of building of modern nuclear family model of bourgeois, context of research, address the reality of the family in today because we feel that is combinened with the experiencedf by the the families assisted. To historicize the pratices of control and supervision of families by the judiciary, we use the Donzelot( France) and Costa( Brazil). We also do a rescue historical instituticnalization of polcy assistentance to reach recent Current Protection System, witht its principle of sociofamiliar matrix, we express ourcristism of the convening of the family as a forum for matrix, we expresss our criticism of the covening of the family as a forum for social mprotection, and characterized it as fact a process of depoliticization and privatization, of Social Policy. For the examination of this process of depoliticization, we conduzed an analysis of historical and structural changes that move required of the company and the family considerable commitment. But thee move signaled the the idea of centrality the production of individuais of a nation. In closing comments, clarify the issues raised and that observed during the survey, registrer especially the symbolic violence record by the families in that are not perceived as part of the social question. This violence is manifest mainly by thee absence of his speeches, position opposite to the place for analysis and investin. The violence mentioned, also shows the lack of recognition of families assisted and citizenshisp of the same. Also recorded in theses final comments, the, silent pain we feel when we look at the process of the Psychosocil Court said earlier this summary, the team members of the psysosocial Court Said earlier this summary, the absence of families, to families, to herd in action indicated above (dismissal family).

Flexisecurity, right to work and labor stabilityThis article deals with one of the most recent and innovative proposals of related flexibilization, basically, to the extinction of labor relation and that areknown as «flexisecurity» or «flexicurity». For this, the author comments the model of Denmark – country in which it’s originated «flexisecurity» – emphasizing the configuration of a «golden triangle», composed of: i) flexibility in the labor relation, aimed at facilitating the dismissal ii) a generous system of unemployment benefits, funded primarily by the State and iii) a new policy of «activation» of the labor market, which seeks to keep large sectors of the population permanently trained to meet new labor challenges. The author emphasizes the difference between our country and Denmark, since it is a Welfare State with a high level of social protection funded by a fiscal pressure and high tax rates. Finally, the article notes that for the study of «flexisecurity» it shouldn’t ignore the legal framework derived from workers’ fundamental rights established in the Constitution and international treaties which imply: right to work, dignity and citizenship of the worker and Trade Union Freedom and Collective Rights / El artículo aborda una de las más recientes y novedosas propuestas de flexibilización relacionada, básicamente, con la extinción de la relación laboral, propuesta que es conocida como «flexiseguridad» o «flexiguridad». Para ello, el autor comenta el modelo de Dinamarca —país en el que se origina la «flexiseguridad»— destacando la configuración de un «triángulo dorado», integrado por: i) la flexibilidad en la relación de trabajo, destinado a facilitar el despido; ii) un sistema generoso de prestaciones por desempleo, financiado fundamentalmente por el Estado; y iii) una nueva política de «activación» del mercado de trabajo que busca mantener a grandes sectores de la población permanentemente capacitados para afrontar nuevos retos laborales. El autor recalca la diferencia entre nuestro país y Dinamarca, pues se trata de un Estado de Bienestar, con un elevado nivel de protección social financiado gracias a una presión fiscal y tasas impositivas altas. Finalmente, el artículo señala que para el estudio de la «flexiseguridad» no se debe omitir el marco normativo derivado de los derechos fundamentales del trabajador establecidos en la Constitución y los tratados internacionales que implica: el derecho al trabajo, la dignidad y ciudadanía del trabajador y la Libertad Sindical y los Derechos Colectivos.

A temÃtica central da pesquisa concentra-se nos processos de demissÃo no contexto da reestruturaÃÃo do capital, que ampliou a competitividade global, intensificando a reduÃÃo crescente de postos de trabalho. Novos modelos de gestÃo de pessoas requerem trabalhadores envolvidos com os objetivos organizacionais e incluem demandas de participaÃÃo, valores, justiÃa, Ãtica e responsabilidade social. Em paralelo, demissÃes tÃm sido utilizadas como principal mecanismo para manter a empresa enxuta e nem sempre estÃo respaldas na Ãtica e na justiÃa organizacional. Os efeitos de processos de demissÃo mal conduzidos podem ser identificados tambÃm nos remanescentes a partir dos nÃveis de satisfaÃÃo, comprometimento e comportamentos de cidadania organizacional, dado que estudos indicam que a percepÃÃo de justiÃa organizacional à preditora de tais comportamentos. Parte-se do pressuposto que os remanescentes sÃo afetados positiva ou negativamente a partir de suas percepÃÃes sobre as prÃticas de demissÃo. Portanto, esta investigaÃÃo pretende contribuir para a gestÃo estratÃgica de pessoas, analisando a relaÃÃo entre as prÃticas Ãticas na demissÃo e a percepÃÃo de justiÃa organizacional, na visÃo dos trabalhadores remanescentes. A pesquisa à exploratÃria, descritiva e de campo, realizada numa empresa privada sediada no CearÃ, que està dentre as melhores classificadas no PrÃmio Delmiro Gouveia Ãltimas ediÃÃes. Na coleta de dados foram utilizadas entrevistas nÃo diretivas e aplicados o InventÃrio de PrÃticas Ãticas na DemissÃo (IPED), de autoria da pesquisadora, e a Escala de PercepÃÃo de JustiÃa Organizacional (EPJO), validada por MendonÃa et al (2003). Participaram da pesquisa um total de 71 sujeitos, sendo seis no prÃ-teste, quatro gestores entrevistados compondo o grupo gestor (GG), 61 empregados respondentes do IPED e EPJO e destes, seis empregados foram entrevistados integrando o grupo remanescente (GR). Os resultados da correlaÃÃo linear de Pearson revelaram que as prÃticas Ãticas de respeito, feedback, garantia dos diretos trabalhistas e reinserÃÃo no mercado de trabalho correlacionam-se positivamente com a percepÃÃo de justiÃa organizacional, ainda que os nÃveis de significÃncia estatÃstica tenham variado. As prÃticas Ãticas de garantia dos direitos e feedback foram as mais reconhecidas pelos remanescentes. As trÃs dimensÃes de justiÃa organizacional (distributiva, processual e interacional) obtiveram mÃdias aproximadas, com leve predominÃncia da justiÃa interacional. Os resultados revelaram que a empresa emprega estÃmulos à socializaÃÃo, ao vÃnculo organizacional e ao bom clima de trabalho, mas enfrenta dificuldade em alinhar prÃticas de demissÃo pautadas na Ãtica havendo falhas identificadas pela soberania das reclamaÃÃes dos clientes sobre o histÃrico do empregado, a nÃo realizaÃÃo da entrevista de demissÃo e decisÃes tomadas pela direÃÃo e nÃo partilhadas com os gestores. / The central subject matter of the research focus itself on the dismissal processes in the context of the capital restructuration, which expanded the global competitiveness, intensifying the crescent reduction of job positions. New Models of people management need workers who are involved with the organizational objectives and include demands of participation, values, justice, ethic, and social responsibility. In the same way, dismissal have been used as the principal mechanism to maintain the company safe, and, not always, itâs supported on ethic and organizational justice. The effects of dismissal processes wrong carried could be indentified also in the rest of the workers looking the satisfaction level, commitment, and the behavior of organizational citizenship, once time that researches indicate that the perception of organizational justice is the lead of these behaviors. Thereâs the hypothesis that the remain is affected by their perceptions about the dismissal practices. So, this research intends to contribute for the strategic management of people, analyzing the relationship between the ethic practices in a dismissal and the perception of organizational justice, in the eyes of the remain workers. This research is exploratory, descriptive and realized in the field, in a private company based in CearÃ, that company is between the best places in the classification of Delmiro Gouveia Prize. In the information collection were used, non-directive interviews and, the Inventory of Ethic Practices in Dismissals (IPED), made by the researcher, and the Scale of Perception of Organizational Justice (EPJO), validated by MendonÃa et al (2003). A total of 71 persons participated of the research, with 6 in pre-test, 4 managers composing the management group (GG), 61 employers who answered the IPED e EPJO and from these 61 employers, 6 were interviewed integrating the remain group (GR). The results of the linear correlation of Pearson showed that the ethic practices of respect, feedback, guarantee of the employers rights and reintegration in the job market correlation with each other positively with the perception of organizational justice, even if the levels of statistic significance have been changed. The ethic practices for the rights, guarantee and feedback were the most recognized by the remain employers. The 3 dimensions of organizational justice (distributive, procedural and interactional) obtained approximated averages, with a small predominance of the interactional justice. The results revealed that the company gives encouraged to the socialization, to the organizational link, and to the good work climate, but it has difficult in line the dismissal practices sourced in ethic, with fails identified by the sovereignty of the clients complaints about the historical of the employer, the non-realization of the dismissal interview and decisions taken by direction and not shared with managers.

Retrenchment, as a form of dismissal, is regulated by section 189 and 189A of the Labour Relations Act 1995. In order for a retrenchment to be fair, it must comply with both the substantive and procedural requirements stipulated in the Act. After an employee has proved the dismissal, the onus rests on the employer to comply with these two requirements by providing proof thereof. One of the most important procedural requirements that must be complied with by the employer is that the employer cannot merely make a decision to retrench. This decision may only be made once the employer, when contemplating a retrenchment, followed the lengthy consultation process as required in section 189. Recent amendments to section 189 introduced a distinction between a small and big employer and further between a large-scale and small-scale dismissal. If the employee is of the opinion that the employer did not comply with either the procedural or substantive requirements or both, he/she may refer such a dispute for conciliation and thereafter for arbitration or adjudication, according to a dispute resolution process contained in the Act, during which process certain remedies are available to the dismissed employee. The Labour Relations Act 1995 also introduced important amendments which have the effect that employees are allowed to, in certain circumstances, to strike over collective retrenchment disputes.

Section 23 of the Constitution provides that everyone has a right to fair labour practice. The constitutional right to fair labour practices includes the right not to be unfairly dismissed and is given effect to by section 185 of the LRA. The constitutional right not to be unfairly dismissed is given effect to by Chapter VIII of the Labour Relations Act 66 of 1995 (the LRA), which provides a remedy for an unfair dismissal. Schedule 8 of the LRA contains a “Code of Good Practice: Dismissal”, which the Commission for Conciliation, Mediation and Arbitration (the CCMA) and the Labour Courts must take into account when determining the fairness of a dismissal. The LRA expressly recognises three grounds for termination of the employment contract namely; misconduct on the part of the employee, incapacity due to an employee’s poor work performance, ill health or injury and termination due an employer’s operational requirements. In terms of the LRA, a dismissal must be procedurally and substantively fair. The requirements for procedural and substantive fairness are contained in Schedule 8 of the Code of Good Practice: Dismissal. The provisions of section 185 of the LRA apply to all employers and employees in both the public and the private sectors, with the exception of members of the National Defence Force, the National Intelligence Agency, the South African Secret Service and the South African National Academy of Intelligence. Section 213 of the LRA defines an “employee” as any person, excluding an independent contractor, who works for another person or for the State and who receives, or is entitled to receive, any remuneration and any person who in any manner assists in carrying out or conducting the business of an employer. Section 200A of the LRA sets out the presumption as to who is an employee. This is a guideline to assist in determining who is an employee. The Basic Conditions of Employment Act 75 of 1997 (the BCEA) sets minimum terms and conditions of employment including the notice of termination of employment. Under the common law an employment contract of employment can be terminated on either the expiration of the agreed period of employment or on completion of the specified task in cases of fixed-term contracts. Also, in terms of general contract principles an employment contract may be terminated by notice duly given by either party or by summary termination in the event of a material breach on the part of either party. The death of either party may terminate the employment contract. However, the death of an employer will not necessarily lead to the contract’s termination. An employment contract may also terminate by operation of law or effluxion of time namely retirement and coming into being of fixed-term contracts, by mutual agreement, employee resigning, due to insolvency of the employer and due to supervening impossibility of performance. In the circumstances indicated above, the termination of the contract of employment does not constitute dismissal. This means that the CCMA and the Labour Court do not have jurisdiction to determine should the employee allege that his or her dismissal was unfair. It has been argued that the instances where a termination of a contract of employment is terminated, but there is no dismissal should be scrutinised to avoid a situation where employees are deprived of protection afforded by the fundamental right not to be unfairly dismissed. There have been some instances where employment contracts contain clauses that provide for automatic termination of employment contracts. It has been held by the courts in various decisions that such clauses are against public policy and thus invalid. The Labour Court stated that a contractual device that renders the termination of a contract something other than a dismissal is exactly the exploitation the LRA prohibits. There are various court decisions providing guidelines of circumstances in which termination of employment may be regarded as not constituting dismissal. The main focus of the treatise is to discuss these instances and critically analyse the approach taken by forums like the CCMA, bargaining councils and the Labour Court in dealing with such instances.

Fundamental to any contract of employment is the obligation that rests on an employee not to be absent from work without justification. Under the common law, if an employee did that, the employer would be entitled to dismiss him or her on notice. The International Labour Organization Convention (ILO) 158 of 1982 provides that the employer must have a reason for a dismissal and sets out broad categories or reasons for dismissals . Section 23 of the Constitution of the Republic of South Africa, 1996(Act 108 of 1998) provides that “Everyone has the right to fair labour practices”. Section 33 of the Constitution provides that “Everyone has the right to administrative action that is lawful, reasonable and procedurally fair. The Promotion of Administrative Justice Act 3 of 2000 (PAJA) is designed to give effect to just administrative action. Section 1 and 3 of the Labour Relations Act,1995(Act 66 of 1995)(LRA) require compliance with Article 7 and 8 of the ILO Convention 158 of 1982, when the employment of a worker has been terminated by his or her employer. The LRA protects employees against unfair dismissal. In the Department of Education, Section 14(1)(a) of the Employment of Educators Act, 1998 provides for the discharge of an educator in the event that he or she absents himself or herself from work for a period exceeding 14 consecutive days without the permission of the employer. A similar provision, Section 17(5)(a)(i) of the Public Service Act, 1994 provides for the discharge of an officer other than an educator who absents himself or herself from his or her official duties without the permission of the Head of Department for a period exceeding one calendar month. Section 14(2) of the Employment of Educators Act, 1998 and 17(5)(b) of the Public Service Act,1994 afford an employee who has been deemed discharged to show good cause why he or she should be reinstated. Against this background, the critical legal question is the constitutionality of the deeming provisions. The study will examine the validity of these provisions in relation to the ILO Conventions, Constitution, LRA and PAJA.

Part II of the International Labour Organisation Convention 158 recognises operational requirements of an organisation as a ground for dismissal. Section 213 of the Labour Relations Act describes operational requirements reasons as requirements based on the economic, technological, structural or related needs of an employer. The employer‟s needs in case of operational requirement dismissal must be separated from the other reasons for dismissal, such as misconduct and incapacity. Operational requirements dismissals are governed by section 189 of the LRA. The LRA draws a distinction between small and large scale dismissals and regulates them separately. Section 189 control small scale dismissals, while section 189A pertains to large scale dismissals For substantive fairness of a dismissal for operational requirements, the employer must prove that the said reason is one based on operational requirements of the business. The employer must be able to prove that the reason for the dismissal falls within the statutory definition of operational requirements. Employers are not allowed to use retrenchment to dismiss employees who they believe to have performed unsatisfactorily. This means that employers are not entitled to retrench for ulterior reasons, than those of operational requirements.The Labour Court has held that an employer may not under any situation retrench an employee on a fixed-term contract if the termination takes place before the contract of the employee ends, unless the contract of employment makes provision for termination at an earlier date. Retrenchment in this situation will amount to a breach of contract. Another point of interest in dismissals for operational requirements is that the Labour Relations Act states that it is not unlawful to dismiss a striking employee for reasons based on the employer‟s operational requirements. In relation to the selection criteria to be used during these dismissals, the Labour Relations Act again states that if an agreement cannot be reached between the consulting parties, then the employer must use criteria that are fair and objective.

Section 23 of the Constitution provides that everyone has a right to fair labour practice. The constitutional right to fair labour practices includes the right not to be unfairly dismissed and is given effect to by section 185 of the LRA. The constitutional right not to be unfairly dismissed is given effect to by Chapter VIII of the Labour Relations Act 66 of 1995 (the LRA), which provides a remedy for an unfair dismissal. Schedule 8 of the LRA contains a “Code of Good Practice: Dismissal”, which the Commission for Conciliation, Mediation and Arbitration (the CCMA) and the Labour Courts must take into account when determining the fairness of a dismissal. The LRA expressly recognises three grounds for termination of the employment contract namely; misconduct on the part of the employee, incapacity due to an employee’s poor work performance, ill health or injury and termination due an employer’s operational requirements. In terms of the LRA, a dismissal must be procedurally and substantively fair. The requirements for procedural and substantive fairness are contained in Schedule 8 of the Code of Good Practice: Dismissal. The provisions of section 185 of the LRA apply to all employers and employees in both the public and the private sectors, with the exception of members of the National Defence Force, the National Intelligence Agency, the South African Secret Service and the South African National Academy of Intelligence. Section 213 of the LRA defines an “employee” as any person, excluding an independent contractor, who works for another person or for the State and who receives, or is entitled to receive, any remuneration and any person who in any manner assists in carrying out or conducting the business of an employer. Section 200A of the LRA sets out the presumption as to who is an employee. This is a guideline to assist in determining who is an employee The Basic Conditions of Employment Act 75 of 1997 (the BCEA) sets minimum terms and conditions of employment including the notice of termination of employment. Under the common law an employment contract of employment can be terminated on either the expiration of the agreed period of employment or on completion of the specified task in cases of fixed-term contracts. Also, in terms of general contract principles an employment contract may be terminated by notice duly given by either party or by summary termination in the event of a material breach on the part of either party. The death of either party may terminate the employment contract. However, the death of an employer will not necessarily lead to the contract’s termination. An employment contract may also terminate by operation of law or effluxion of time namely retirement and coming into being of fixed-term contracts, by mutual agreement, employee resigning, due to insolvency of the employer and due to supervening impossibility of performance. In the circumstances indicated above, the termination of the contract of employment does not constitute dismissal. This means that the CCMA and the Labour Court do not have jurisdiction to determine should the employee allege that his or her dismissal was unfair. It has been argued that the instances where a termination of a contract of employment is terminated, but there is no dismissal should be scrutinised to avoid a situation where employees are deprived of protection afforded by the fundamental right not to be unfairly dismissed. There have been some instances where employment contracts contain clauses that provide for automatic termination of employment contracts. It has been held by the courts in various decisions that such clauses are against public policy and thus invalid. The Labour Court stated that a contractual device that renders the termination of a contract something other than a dismissal is exactly the exploitation the LRA prohibits There are various court decisions providing guidelines of circumstances in which termination of employment may be regarded as not constituting dismissal. The main focus of the treatise is to discuss these instances and critically analyse the approach taken by forums like the CCMA, bargaining councils and the Labour Court in dealing with such instances

The focus of this dissertation is the impact that the Administrative Adjudication of Road Traffic Offences Act 45 of 1998 (AARTO) will have on the employment relationship between employers and employees. AARTO was promulgated in order to, amongst other things; assist with the streamlining of the traffic offence administration and the collection of payable fines for traffic infringements. Very little has been written with regard to the implications of AARTO on the employment relationship. The purpose of this dissertation is to unpack the mechanics of AARTO, and further to provide the writer’s view on its impact, problems and possible solutions, of the employment relationship within the South African Labour law framework. The writer will attempt to reconcile the Labour Relations Act and AARTO insofar as it impacts on the employment relationship, more especially the termination thereof. Writer will set out the provisions of AARTO and the sections pertaining to the allocation of demerit points on an individual driver’s licence. Unfortunately for the sake of completeness the writer will deal with the majority of sections in AARTO to provide a better understanding of the mechanisms envisaged by the Act to bring about the demerit points. It is writer’s view that dealing with the allocation of demerit points in vacuum will not provide the reader with a clear understanding of the impact of AARTO on labour relations. With regards to the actual implications that AARTO will have on the employment relationship writer has taken it upon himself to provide a categorization of employees in the broad sense and thereafter to discuss the impact of AARTO on the different categories of employees. More over the writer will examine the different categories of dismissal specifically misconduct, incapacity and operational requirements as well as the impact and applicability of AARTO thereon. vi The writer will also attempt to deal with peripheral issues that arise as a spinoff or AARTO insofar as employment relationships are concerned.