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Thesis (LLM) --University of Limpopo, 2010.

In this investigation, a review is undertaken of the newly promulgated and existent legislation pertaining to the conservation of biodiversity, and the establishment of protected areas as the primary means to protect representative samples thereof. This review develops understanding of the various types of protected areas which may be used, in a broad sense, to conserve the country's biodiversity, with special reference being made to the recently promulgated Protected Areas Act. In undertaking this, a detailed discussion of biodiversity, trusteeship and the concept of systematic planning and irreplaceability is generated. Cursory comment and discussion in a socio-political context, in particular regarding land reform, as well as the various international obligations and commitments the country has undertaken, is made. Despite South Africa being the third most biologically diverse country globally, it is concluded that the conservation of its biodiversity has had a troubled and undirected history. The establishment of protected areas, as a result, has been ad hoc and potentially ineffective at a national scale. The source of this observation is linked directly to the absence of a structured and co-ordinated framework that supports the fulfilment of the country's international commitments to conserve biodiversity. The promulgation of the Biodiversity Act and subsequently the Protected Areas Act, has brought into playa significant step forward in developing this co-ordinated framework. The Act clarifies and brings effect to the State's trusteeship as well as providing a platform for the participation of a wider range of role players, especially previously disadvantaged and land dispossessed communities, in conservation and protection of biodiversity. This participation includes conserving biodiversity for economic, social, and cultural reasons. The absence of meaningful incentives for private and communal landowners to voluntarily conserve biodiversity, and the significance ofthis, is also discussed. Finally a consideration is given of the secondary aim of this legislation, to simplify the statutes concerning the conservation of biodiversity and particularly those pertaining to protected area establishment. This simplification is only partially achieved as a number of protected areas are still not at all or partially regulated by the Protected Areas Act. This may be a source of confusion and uncertainty. / Thesis (LL.M.)-University of KwaZulu-Natal, Pietermaritzburg, 2005.

Conservation agreements have been used successfully around the globe for the conservation of biodiversity on private land. In South Africa however, their use to this end has largely been overlooked. Conservation mechanisms in the country have focussed primarily on traditional methods; establishing and managing protected areas identified as having some form of conservation significance. At present only 5.8% of land in South Africa is conserved in statutory protected areas, however government has committed itself to increasing this percentage to 8%. Furthermore, many of the country's biodiversity-rich areas are situated on private land and are currently afforded little or no protection. The cost of purchasing the land is not only financially prohibitive but also socially unacceptable and consequently alternative conservations mechanisms need to be explored. This study provides a comparative analysis of the legislation governing conservation agreements in the United States, Canada, Australia and New Zealand and highlights several common key provisions which have contributed to the success of these agreements. It also provides recommendations on possible changes to the South African legislation to allow for a more effective contribution by private landowners to biodiversity objectives and targets within the country. Although the study establishes that conservation agreements can be accommodated within South Africa's legal system it acknowledges that the success of these agreements is largely dependent on complex interactions between effective policy, supporting institutional arrangements, and attractive incentives. It cautions that if these agreements are to work in South Africa, then careful consideration needs to be given not only to tailor-making the legislation to the South African environment but also to establishing incentives which facilitate "buy-in" from landowners. / Thesis (LL.M.)-University of KwaZulu-Natal, Pietermaritzburg, 2008.

The growth of industrialization has increased waste pollution, especially water pollution. Industries and individuals produce pollutants that are discharged into waters. Uncontrolled water pollution results in health hazards to human beings, animals and other living things. Thus there is a need to impose water pollution control measures which can reduce pollution to an extent where very little pollutants are discharged into waters. Many states have enacted statutes for controlling water pollution, as they believe this is the best way to impose measures to achieve the safety of waters. Legislations impose measures, such as a permit and its conditions, that must be respected to discharge pollutant or trade effluent into waters, otherwise the discharger becomes a polluter and liable to criminal sanctions. Statutes create offences and penalties for water polluters. They provide fines or imprisonment, or both, and severely punish a subsequent offender. In most countries, a continuing offence is criminalised. Corporations, as well as corporate officers, are punished for the offence of polluting waters or other environmental crimes. This is because environmental law does not allow corporate officers to hide behind the legal structure of the corporation. Some measures such as remediation or clean-up orders are implemented before a prosecution is engaged, in order to ensure the protection of the environment. Environmental audit or service orders emphasise the protection of the environment and may prevent future pollution of waters. Environmental service orders rectify one of the criticisms of fine or imprisonment, in that they fail to restore the environment to its previous condition. Most environmental crimes are caused not by a deliberate intention or negligence, but by poor or ineffective management systems. As a result, environmental audit orders may be used to detect and correct an inappropriate management system. Environmental law should be a user-friendly and prosecution must be used as a last resort. This dissertation examines offences and penalties for water pollution in South Africa, the United Kingdom, the United States of America and Australia and offers a comparative analysis and recommendations for South Africa. These countries have been selected not only because they are developed and tend to have best laws, but they are also located in different continents. The examination and analysis of how they provide offences and penalties for water pollution gives a chance to South Africa to find recommendations on how it may improve its legislation and maintain its water quality. / Thesis (LL.M)-University of KwaZulu-Natal, Pietermaritzburg, 2008

South Africa's re-integration into the global trading economy and its participation in various trade agreements has resulted in an increase in the number of import and export transactions processed by the South African Revenue Services Customs Division. Importers and Exporters are expanding into new markets and regions, which require them to adhere to the legislative administrative requirements, enforced at the various designated Customs branch offices. To achieve Customs compliance, it is necessary that importers and exporters make the correct declaration to the SARS and make available the appropriate documentary information to support import and export transactions. Also, increasing pressure from other government authority and government agencies makes it a prerequisite that any goods cleared for either import and export is properly declared taking cognisance of all Acts enforced by the SARS Customs Division. This research dissertation is aimed at identifying the key factors that impact the SARS Accreditation Scheme / Program to both legitimate and illegitimate traders, it evaluates the benefits of the Accreditation program and determines what actions that are required by the SARS and traders to improve the levels of client service and Customs enforcement by the SARS Customs Division. Based on the analysis, the discrepancy between the current service expectation of the SARS Accreditation Scheme and service delivery by the SARS Customs Division urgently needs to be reviewed in light of Customs enforcement and Customs trade facilitation practices. / Thesis (MBA)-University of Natal, 2003.

Africa as no exception. It is generally accepted that women constitute the vast majority of sexual harassment victims. Sexual harassment is therefore one of the major barriers to women’s equality as it is a significant obstacle to women’s entrance into many sectors of the labour market. The Constitution now provides that no person may unfairly discriminate against anyone on grounds of, inter alia, sex and gender. The Employment Equity Act now provides that harassment is a form of unfair discrimination. It has been said that harassment is discriminatory because it raises an arbitrary barrier to the full and equal enjoyment of a person’s rights in the workplace. Much can be learned from the law of the United States and that country’s struggle to fit harassment under its discrimination laws. The Code of Good Practice on the Handling of Sexual Harassment Cases attempts to eliminate sexual harassment in the workplace by providing procedures that will enable employers to deal with occurrences of sexual harassment and to implement preventative measures. The Code also encourages employers to develop and implement policies on sexual harassment that will serve as a guideline for the conduct of all employees. Although the Code has been subject to some criticism, particularly regarding the test for sexual harassment, it remains a valuable guide to both employers and employees alike. The appropriate test for sexual harassment as a form of unfair discrimination has given rise to debate. Both the subjective test and the objective test for sexual harassment present problems. Some authors recommend a compromise between these two tests in the form of the “reasonable victim” test. The Employment Equity Act makes the employer liable for the prohibited acts of the employee in certain circumstances. The Act, however, places certain responsibilities on the employer and the employee-victim before the employer will be held liable for sexual harassment committed by an employee. Sexual harassment committed by an employee constitutes misconduct and can be a dismissible offence. An employer may also be held to have constructively dismissed an employee, if the employer was aware of the sexual harassment and failed to control such behaviour, and the employee is forced to resign. The test for determining the appropriateness of the sanction of dismissal for sexual harassment is whether or not the employee’s misconduct is serious and of such gravity that it makes a continued employment relationship intolerable. However, for such a dismissal to be fair it must be both substantively fair and procedurally fair.

In the employment context employers may view certain conduct/behaviour committed by an employee or a group of employees to be repugnant and unacceptable resulting in the disciplinary action that may lead to a dismissal sanction taken against such employee or employees. Even though the employer has a right to discipline the employees for a contravention of a rule or a policy and even dismiss the employee/s involved, such a disciplinary action and dismissal must be based on a certain procedure where the principle of fairness must be adhered to. The Labour Relations Act 66 of 1995 (“the Act”) and Schedule 8 of the Code of Good Practice deals with the aspects of dismissals related to conduct and capacity, however, each case is unique, it has to be approached on its own merits. Schedule 8(3) states that, “formal procedures in disciplinary measures do not have to be invoked every time a rule is broken or a standard is not met”. It is therefore necessary that there should be a disciplinary code which guides the workers and the employers, it must be clear and be understood by all the parties. The disciplinary code of conduct serves as the foundation of good discipline because everybody knows the consequences of his/her contravention of those guidelines enumerated in the Code of Conduct. The Code of Good Practice under Schedule 8(3), states that “while employees should be protected from arbitrary action, employers are entitled to satisfactory conduct and work performance from their employees”, so a very good relationship between the two parties is most important if there is to be stability and industrial peace in the workplace.

The purpose of this treatise is to discuss the implementation of section 17 of The Employment of Educators’ Act1 with a view to examining its shortcomings in fulfilling the requirements of fairness. Section 17 makes dismissal for transgressing any of the misconduct cases listed therein compulsory. This is so because of the use of the term “must” in its opening sentence. The Constitutional Court in Sidumo v Rustenburg Platinum Mines2 emphasizes the consideration of the totality of circumstances before the dismissal sanction is imposed by an employer. These include but not limited to the importance of the rule that has been breached to the employer; the basis of the employee’s challenge to the dismissal; the harm caused by the employee’s conduct; the effect of dismissal on the employee and the length of service. The treatise argues that in its current form section 17 of The Employment of Educators’ Act does not cater for the consideration of these circumstances set by the Constitutional Court. The study will also discuss the applicable dismissal legislation in education. The Constitution of the Republic of South Africa guarantees everyone a right to fair labour practices.3 This right is further qualified by the Labour Relations Act4 in section 185. The Labour Relations Act also has in it Schedule 8 which is a Code of Good Practice: Dismissal. The Code endorses the concept of corrective or progressive discipline5 and the need to give due consideration to certain circumstances before dismissing an employee.6 The consideration of the circumstances listed by the Constitutional Court in Sidumo v Rustenburg Platinum Mines7 and the provisions of items 3(2) and 3(6) cannot be said to be well catered for under section 17 of the Employment of Educators’ Act because of the use of the term “must”. For the principle of fair labour practices to be fully accommodated under section 17 of the Employment of Educators’ Act a need to amend it is necessary. This treatise will introduce amendments that will provide for pre-dismissal arbitration as a possible approach to ensuring full compliance for fairness in dismissals that are as a result of transgressing any of the misconduct cases listed in section 17. Other amendments suggested are aimed at realigning section 17 to other child specific legislation like the Children’s Amendment Act8 and the Sexual Offences and Related Matters Amendment Act.

M.B.A. / A detailed, history of Skills Development has been presented by the Researcher in the literature review (Chapter 2) in order to provide readers, unfamiliar with South Africa's history, more perspective should they require it. The technical detail of the Skills Development Act as well as the myriad of acronyms used in the field is elaborated in detail in order to provide the reader with a more detailed understanding of the mechanics of the Act. This provides a framework for understanding why resistance is encountered by senior management and company owners with regard to committing their companies to the national skills drive. The objective of this study is to firstly to place the current status of Skills development in context by providing the historical perspective of Skills development in South Africa. Secondly, with the aid of questionnaires, the Researcher attempts to focus on the impact of the SDA on Courier companies, particularly in relation to past training habits and the current status quo. In this process, the extent of Senior Management knowledge and commitment is also uncovered. Finally, recommendations are submitted and then triangulated, by means of a focus group. This select group of current managers in the industry will assist by corroborating the findings and recommendations of this study. This was done, as there is a lack of published literature and research material on this subject in South Africa at present. The broader goals of the Act are firstly to create a prosperous and equitable society through economic growth and social development. The creation of employment requires a larger skills base and development of skills especially among previously disadvantaged individuals. Secondly, an increase in productivity is a priority for the South African Government, as it is widely known that South Africa does not rank highly on the global countries productivity scale. 4 Research will show that the impact of the Skills Development legislation has been most noticeable in the larger Courier companies. These large companies, previously invested substantial amounts of money in HR and training infrastructure, and now reap the financial rewards of that investment. As the large companies have the HR infrastructure to adhere to the detailed requirements of the Act, they capitalise on the rebates and discretionary grants available. Small to medium (SMME) courier companies are not adapting to the new processes and in many cases, are not complying with Skills legislation at all. SMME's lack the infrastructure required to introduce, implement and monitor the legislation in their organisations, they either don't comply, or hire consultants to window-dress the process in order to recoup a portion of the levies paid. The following solutions are proposed: A simple, uncomplicated administrative process allowing SMME's to register for the Skills Development Levy rebates. A sustained marketing drive (or awareness campaign) from Government (SETA's), focusing specifically on SMME's, is required in order to educate owners of SMME's with regard to the benefits of legislative compliance. Inclusion of Non-Governmental (NGO's) role-players, such as the Courier Associations, Bargaining Councils and training organisations, in a campaign to focus on the SMME's. Fewer administrative delays with regard to rebate payments from South African Revenue Services to the Levy payers which will further enhance the attractiveness of the process to SMME's