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Jurisprudential criteria of the Supreme Court about the dismissal null / Criterios jurisprudenciales de la Corte Suprema sobre el despido nuloToyama Miyagusuku, Jorge, Neyra Salazar, Carole Ivonne 12 April 2018 (has links)
In this article, the authors explain some notions about job security and some general aspects of the nullity of the dismissal (proof of the dismissal null and its causes). Also, they explain the judicial criteria on the nullity of dismissal that have been issued through cassation rulings by the Supreme Court. Among these criteria are union membership or participation in union activities, filing a complaint or participation in processes against the employer, discrimination, and pregnancy. / En el presente artículo, los autores explican algunas nociones acerca de la estabilidad laboral y algunos aspectos generales de la nulidad del despido (la prueba del despido nulo y sus causales). Asimismo, posteriormente explican los criterios jurisprudenciales sobre la nulidad del despido que han sido emitidos a través de sentencias de casación por la Corte Suprema. Dentro de estos criterios se encuentran la afiliación a un sindicato o la participación en actividades sindicales, la presentación de una queja o la participación en un proceso contra el empleador, la discriminación, y el embarazo.
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Aktuální otázky znalecké činnosti / The Topical Issues in Experts ActivitiesŠkoch, Petr January 2011 (has links)
The Diploma thesis deals with general issues in the environment of Czech expertise from the view of ordinary experts. The study fosuses on a critical analysis of expert activities with special regards to remuneration issues, timing of expert fees, expertise, experts‘ inauguration and dismissal from a post and cooperation with government authorities. The methodology used is an array of reactions by experts to individual and specific points, which are then evaluated and possible methods of solution are proposed. The end of the thesis statistically summarises all problems in a graph and highlights the most critical ones.
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Právní postavení vedoucích zaměstnanců při rozvázání pracovního poměru / Legal status of managers when terminating employmentKodeš, Jan January 2020 (has links)
Legal status of managers when terminating employment This thesis deals with the topic of the legal status of a manager when terminating employment. The first chapter outlines the gradual evolution of a job position of an employee- manager in between the years 1918 to 2006 and shows conditions under which it was possible to terminate employment with an employee in a managerial position. The next chapter introduces the individual participants to the employment relationships that is an employee, manager and employer. The third chapter describes the two possible ways how to commence employment in case of a manager which is the appointment or the employment contract and defines all the requirements necessary to comply with so the employment is valid. The following chapter concentrates on the rights and obligations of ordinary employees and managers and the obligations of employers. Managers have the same rights and obligations as ordinary employees, but as they also have to fulfil the role of an intermediator between employer and ordinary employees, they enjoy additional rights and obligations. The fifth chapter focuses on the termination of employment of both managers and ordinary employees. The chapter illustrates in detail three ways how to terminate employment. Employment may be terminated by legal...
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A critical analysis of the employees' right to strike and repercussions for participating in an unprotected strike : inconsistency on selective re-employmentMmakola, Thukwe Solly January 2022 (has links)
Thesis (LLM.) -- University of Limpopo, 2022 / The study will analyse the legal position of the right to strike and the
consequences of participating in an unlawful strike. The study will provide a
brief practical implication of employees dismissed for participation in an
unlawful and/or unprotected strike and the employer’s right to reemploy any
employee dismissed for a misconduct relating to unlawful and/or unprotected
strike.
The study will further make a brief comparison with the labour law position
relating to strikes in the United Kingdom (“UK”). At the end provide
recommendations on how the law on participation on unlawful and/or
unprotected strikes and reemployed of employees dismissed on misconduct
relating to participation in an unprotected strike can be developed and
improved.
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The process of retrenchment in a public institution with reference to the independent electoral commissionTshifura, Khaukanani Obadiah 30 June 2004 (has links)
The dissertation examines the process of retrenchment in a public institution with reference to the execution of such a process by the Independent Electoral Commission (IEC). The aim is to establish whether or not the retrenchment was substantively and procedurally fair as required by legislation.
Notwithstanding the fact that the staff may have been disadvantaged by the short retrenchment notice (the staff did not have representation prior to the announcement, and the swiftness of the process did not, under the circumstances, provide the staff with enough time to comprehensively apply their mind to the underlying issues), the dissertation finds that the retrenchments had been substantively fair given the fact that the IEC could not retain all staff because of budgetary constraints. The dissertation also finds that the process had been procedurally fair in accordance with section 189 of the Labour Relations Act, 66 of 1995. / Public Adminstration & Development Studies / M.A. (Public Administration)
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The applicability of procedural fairness to actions by members of the South African National Defence ForceMalatsi, Nanoga Claudia 01 1900 (has links)
The dissertation examines the applicability of procedural fairness to actions by members of the South African National Defence Forces (SANDF). The research focuses on and uses the South African Defence Force Union v The Minister of South African National Defence Force (SANDU 2010 judgment) to illustrate how procedural fairness should find application in the SANDF, given the sui generis nature of the defence forces. This judgment presented an opportunity to investigate whether the legislative framework that is available in the SANDF is adequate to protect the right to procedural fairness of the members of the SANDF encapsulated in section 33 of the Constitution, 1996.
The dissertation examines the relevant sections of the Defence Act, Military Discipline Supplementary Measures Act, Labour Relations Act (LRA), and the Promotion of Administrative Justice Act (PAJA) read with sections 23 and 33 of the Constitution to determine whether there is a gap that exists in so far as the protection of the right to procedural fairness of members of the defence forces is concerned. It also examines the Military Discipline Code and the rules and regulations of the Defence Forces.
The analysis of the SANDU 2010 judgment demonstrates that PAJA could find application in dismissal or employment related disputes within the SANDF. The scenario that is evidenced from the analysis of the defence force legislative framework is that the legislative framework that is available within the SANDF is inadequate to protect and deal with disputes which arise from allegations of infringement of the right to procedural fairness. This scenario is compounded by the fact that the LRA which is the empowering legislation that was promulgated to give effect to the right to section 23 of the Constitution and to deal with dismissal and employment related disputes, does not apply to members of the SANDF. / Public, Constitutional, and International Law / LL. M.
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The process of retrenchment in a public institution with reference to the independent electoral commissionTshifura, Khaukanani Obadiah 30 June 2004 (has links)
The dissertation examines the process of retrenchment in a public institution with reference to the execution of such a process by the Independent Electoral Commission (IEC). The aim is to establish whether or not the retrenchment was substantively and procedurally fair as required by legislation.
Notwithstanding the fact that the staff may have been disadvantaged by the short retrenchment notice (the staff did not have representation prior to the announcement, and the swiftness of the process did not, under the circumstances, provide the staff with enough time to comprehensively apply their mind to the underlying issues), the dissertation finds that the retrenchments had been substantively fair given the fact that the IEC could not retain all staff because of budgetary constraints. The dissertation also finds that the process had been procedurally fair in accordance with section 189 of the Labour Relations Act, 66 of 1995. / Public Adminstration and Development Studies / M.A. (Public Administration)
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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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Diensbeëindiging as deel van die uitsluiting in die Suid-Afrikaanse regPotgieter, Hendrik Josephus 01 1900 (has links)
Text in Afrikaans / Summaries in English and Afrikaans / The statutory definition of the lock-out encompasses
certain acts (inter alia termination of contracts of
employment) which must be executed by the employer
with a certain purpose.
The Appellate Division has recently found that the
employment relationship not necessarily terminates
similarly to the common law contract of employment,
but may subsist after termination of the contract of
employment.
The industrial court does not easily accept that it
has been deprived of its unfair labour practice
jurisdiction where terminations of employment take
place in consequence of a lock-out. The motive of the
employer seems to be decisive.
In line with both the trend in first world countries
and principles established by the courts in South
Africa, the Constitution and especially recent labour
legislation significantly curtail the bargaining power
of the employer because it is progressively being
believed that the employer has sufficient economic
power to his disposal. / Die omskrywing van die uitsluiting in wetgewing omvat
sekere handelinge {onder andere beeindiging van dienskontrakte)
wat deur die werkgewer met 'n sekere doel
verrig moet word.
Die Appelhof het onlangs beslis dat die diensverhouding
na beeindiging van die dienskontrak kan bly
voortduur en nie noodwendig soos die gemeenregtelike
dienskontrak ten einde loop nie.
Die nywerheidshof aanvaar ook nie geredelik dat hy in
geval van diensbeeindiging wat volg op 'n uitsluiting
van sy onbillike arbeidspraktyk jurisdiksie ontneem is
nie. Die motief van die werkgewer blyk hier deurslaggewend
te wees.
In lyn met sowel die ne1g1ng in eerstew~reldse lande,
asook beginsels reeds deur die howe in Suid-Afrika
gevestig, word die bedingingsmag van die werkgewer
ingevolge die Grondwet en veral onlangse arbeidswetgewing
betekenisvol ingekort omrede toenemend aanvaar
word dat die werkgewer oor voldoende ekonomiese mag
beskik. / Law / LL.M.
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The interpretation and effect of section 197 of the Labour Relations Act 66 of 1995Jones, Jonathan 12 1900 (has links)
Thesis (LLM)--University of Stellenbosch, 2001. / ENGLISH ABSTRACT: Section 197 of the Labour Relations Act 66 of 1995 ensures the transfer of a contract of
employment from an old employer to a new employer on the transfer of a business as a
gomg concern.
Although section 197 is mostly based on European and British statutes and regulations,
one should not rely on foreign provisions when interpreting section 197 without careful
consideration. It is only when we understand the inherent limitations of applying these
provisions, that they can be of any help to formulate definitions for the terms "transfer",
"business" and "going concern".
The two most important effects that section 197 has, is that it ensures the transfer of the
contract of employment and that it protects the terms and conditions of employment
when such a transfer takes place. Unfortunately, this section does not regulate
dismissal on the transfer of a business. Section 197 also does not deal satisfactorily
with the transfer of contracts of employment on the transfer of an insolvent business.
As a result of the above-mentioned and other shortcomings of the current section 197, it
was decided to amend the Act. The Labour Relations Amendment Bill 2000 relies
heavily on precedents from foreign law, but unfortunately it does not adequately address
all the current problems. / AFRIKAANSE OPSOMMING: Artikel 197 van die Wet op Arbeidsverhoudinge 66 van 1995 verseker die oordrag van
'n dienskontrak van 'n ou werkgewer na 'n nuwe werkgewer by die oordrag van 'n
besigheid as 'n lopende onderneming.
Alhoewel artikel 197 gebaseer is op Europese en Britse wetgewing en regulasies, moet
die leser versigtig wees om sulke bepalings sonder skroom aan te wend by die
interpretrasie van artikel 197. Wanneer ons die inherente beperkings daarvan begryp,
mag die bepalings van hulp wees om definisies te vorm van die begrippe "oordrag",
"besigheid" en "lopende onderneming".
Artikel 197 het hoofsaaklik twee uitwerkings: dit fasiliteer die oordrag van die
dienskontrak en verseker dat die terme en voorwaardes van indiensneming onveranderd
bly. Die artikel reguleer nie ontslag by die oordrag van 'n besigheid nie. Artikel 197
reguleer ook nie genoegsaam die oordrag van dienskontrakte waar 'n insolvente
besigheid oorgedra word nie.
As gevolg van bogenoemde en ander tekortkominge is besluit om die Wet te wysig.
Die Wysigingswetsontwerp op Arbeidverhoudinge 2000 steun op buitelandse
presedente, maar spreek ongelukkig ook nie al die huidige probleme suksesvol aan nie.
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