Thesis (Ph. D.)--University of Sydney, 2006. / Title from title screen (viewed 10th October, 2007). Submitted in fulfilment of the requirements for the degree of Doctor of Philosophy to the School of Policy and Practice, Faculty of Education and Social Work, University of Sydney. Degree awarded 2006; thesis submitted 2005. Includes bibliographical references. Also issued in print.

Thesis (Ph. D.)--Ohio State University, 1975. / Includes vita. Includes bibliographical references (leaves 152-156). Available online via OhioLINK's ETD Center.

Inaug.-Diss.--Cologne, 1970? / Vita. Bibliography: p. i-xi.

Thesis (Ph. D.)--University of Texas at Austin, 2005. / Supervisors: Daniel Hamermesh and Paul W. Wilson. Vita. Includes bibliographical references.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1970. / Typescript. Vita. Description based on print version record. Includes bibliographical references (leaves [138]-140).

Thesis (Ph. D.)--University of Wisconsin--Madison, 1984. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 92-99).

Thesis (M.A.)--Eastern Illinois University. / Includes bibliographical references (leaves 26-29).

This work deals with sex discrimination in employment. It traces the origins of discrimination and considers the meaning of equality and the role which the law can play in attaining equality in the work place. International and regional norms, as well as the British and American legal systems, are analysed. The position in South Africa is then considered against that background, and reforms are proposed. These include the formulation of comprehensive anti-discrimination legislation which draws upon the American and British systems, but is adapted to suit local needs. The establishment of an independent administrative body to monitor the legislation, as well as a specialised judicial body through which the legislation is to be enforced, is also proposed. / School of Law / Thesis (LL.D.)--University of South Africa, 1992.

Over the last two decades our courts have become inundated with cases relating to sexual harassment in the workplace. Sexual harassment has become a major problem in the workplace hence the decision by parliament and our courts to implement policies in the workplace to try and curb the problem. The effects of sexual harassment on a victims’ job and career can be profound. It has been proven that many employees simply decide to leave their jobs or to request a transfer than to endure the harassment until they are psychologically destroyed by the embarrassing situation.The Employment Equity Act explicitly in section 6 prohibits unfair discrimination in very specific terms. It states that no person may unfairly discriminate directly or indirectly against an employee in an employment policy or practice on one or more of the grounds listed in section 6. Section 6(3) further states that harassment of an employee is a form of discrimination where the harassment is based on any one or more of the grounds listed in section 6 (1) which includes sexual harassment. Section 60 deals with the liability of employees for the conduct of their employees committed whilst the employees are at work, where such conduct contravenes the provisions of the EEA. If the conduct is brought to the attention of the employer he or she is obliged to take the necessary steps to eliminate the alleged conduct and to comply with the provisions of the EEA. Section 60(3) renders an employee vicariously liable for the conduct of an employee who contravenes the provisions of the EEA. An employee who cannot prove that reasonable steps were taken to ensure that the provisions of the EEA are not contravened will be held liable for the actions or their employees. An employer who can prove that reasonable steps were taken will not be held liable for the actions of the employee.The provisions of the EEA were applied in the case of Ntsabo v Real Security wherein an employee had been sexually harassed over a period of six months by a fellow employee. The employee had reported the incidents of sexual harassment to the corporation she was employed with which failed to take action against the senior employee. Instead of taking action the corporation moved her to a different work station and placed her on night shift. This gave her the impression that she was being punished for the deed of the senior employee which resulted in her resigning from the corporation and instituting a claim for constructive dismissal and damages for sexual harassment. The court found that she had been constructively dismissed and that the senior employee had contravened section 6(3) of the EEA. The court further held that the employer (corporation) was also liable for the conduct of the senior employee in contravening the Act. In terms of the doctrine of vicarious liability on the other an employer may be held vicariously liable for the actions of its employees committed during the course and scope of their employment. The test for vicarious liability is therefore whether at the time of the alleged act of sexual harassment the employee was acting within the course and scope of his employment. The doctrine came before the court in the case of Grobler v Naspers. In this case Grobler who was employed at Naspers alleged that has had been sexually harassed by her immediate supervisor Mr Samuels. Samuels acted as trainee manager for seven months. Grobler suffered a mental breakdown as a result of the harassment and contented that she was no longer fit to work. She approached the High court for relief and alleged that Naspers (employer) was vicariously liable for the actions of Mr Samuels and the damages she suffered. In Naspers the court had to decide whether Samuels was indeed responsible for Grobler’s condition and if so whether Naspers were vicariously liable for his actions. In coming to its decision various cases were cited by the court as authority that recognised underlying policy considerations of vicarious liability. This included considerations that the employer is in a better position to pay compensation than the employee and to render the employer liable, serves as a deterrent against similar conduct in the future. The court also remarked that the common law courts acknowledge that the evolution of the doctrine continues to be guided by policy. The court ruled that policy considerations justified the finding that Naspers was vicariously liable for the sexual harassment of Grobler. It held further that both Naspers and Samuels were jointly and severally liable for the compensation to be paid. The Code of Good Practice on the Handling of Sexual Harassment Cases which was published as an annexure to the Labour Relations Act was implemented in an attempt to eliminate sexual harassment in the workplace, to provide appropriate procedures to deal with the problem and to prevent its occurrence and to promote and to encourage the development and implementation of policies and procedures which will assist in creating workplaces free from sexual harassment. The cases quoted above demonstrate the different approaches adopted by the courts in seeking to grant relief to victims of sexual harassment. It is clear that policies and procedures should be in place in the workplace that will ensure that employers are not held liable for the actions of their employees committed during the course and scope of employment. The same can however not be said when there are no policies and procedures in place in the workplace.

Since the conjoint development of capitalism and the nation-state in eighteenth century Europe, the practical and theoretical problems of socio-economic reproduction and socio-political order have confronted social scientists of all ilks as different sides of the same coin. In its infancy, sociology drew its formative inspiration from classical political economy, and long after the new discipline had carved out its own niche from the theoretical vacuum created by the rise of neoclassical economics, the dialogue between social and economic theory persisted, especially within the Marxist tradition. Nowhere is this symbiotic relationship more apparent than in the field of labour market studies. The labour market constitutes a microcosm of capitalist society where the related problems of economic reproduction and social order are manifest in their myriad, contradictory forms. One such form is the dyad of racial inequality and conflict. This thesis focuses on how racial conflict is conceived in the contemporary Marxist, neoclassical economic and Weberian literature, and examines the contribution of radical labour market theory to a Marxist theory of racial conflict. The purpose is to meet the challenge extended by a recent, neo-Weberian critique and reformulation of class theory as a unified, theoretico - methodological framework for articulating the relationship between racial groups and social classes, racial conflict and class struggle in the labour market, community, state and international system. It concludes that radical labour market theory represents an important departure from previous Marxist approaches to race and class. Theoretically, radical labour market theory breaks with Marxist tradition by distinguishing group forms of domination like discrimination, from class forms like exploitation, and by relating group and class, market and production relations to racial conflict and class struggle. Methodologically significant is the attempt to apply a non-reductionist class analysis that situates the race - class nexus in the historical context of collective struggles in a dynamic, open-ended class formation process. The implications of these theoretical and methodological directives for Marxist theories of race, class and the State are critically evaluated, and a non-reductionist model of racial conflict is proffered as a preliminary step toward a Marxist theory of inter-group conflict. / Arts, Faculty of / Sociology, Department of / Graduate