Thesis (MEd)--PU vir CHO

Proefskrif--PU vir CHO

Thesis (MEd)--PU vir CHO

Proefskrif--PU vir CHO

No abstract available / Dissertation (LLM)--University of Pretoria, 2009. / Private Law / unrestricted

Die hoeksteen vir die sluiting van 'n koopkontrak is die bedoeling van een party om te koop en die ander om te verkoop. Dit is belangrik om die aard van die ooreenkoms vas te stel om te bepaal watter remedies effektiewelik tot die beskikking van die benadeelde party is. Die vraag wat beantwoord moes word is of die actio quanti minoris tot die beskikking is van 'n benadeelde party waar die ooreenkoms gesien is as 'n inruiltransaksie. Dit is van belang omdat die actio quanti minoris net van toepassing was by koopkontrakte. Die uitgangspunt in Janse van Rensburg v Grieve Trust is dat gelyke regte gegee moet word aan beide koper en verkoper en dat die actio quanti minoris toepassing vind op beide inruiltransaksies en koopkontrakte. Dit is tot op datum ons howe se benadering tot toepassing van die aedilisiese aksies. Copyright / Dissertation (LLM)--University of Pretoria, 2010. / Mercantile Law / unrestricted

Summaries in Afrikaans and English / Text in Afrikaans / In die skripsie word gekyk na die remedies van 'n versekeraar by wanvoorstelling (nie-openbaring) en waarborgbreuk deur 'n versekerde en veral die beperking van die versekeraar se kansellasiereg. Die klem sal egter val op die remedies by waarborgbreuk omdat versekeraars veel meer daarop steun. Die volgende voorstelle word gemaak. 'n Kansellasiereg behoort in die geval van wanvoorstelling (nie-openbaring) nie verleen te word as die versekeraar nogtans, met kennis van die ware feite, sou kontrakteer nie. By verbreking van bevestigende waarborge behoort 'n kansellasiereg toegestaan te word as die waarborgbreuk die betrokke versekeraar se berekening van die risiko redelikerwys geraak het maar nie as die versekeraar nogtans sou kontrakteer nie. By voortdurende waarborge behoort kansellasie beskikbaar te wees as die waarborgbreuk die skade redelikerwys veroorsaak het. 'n Skadevergoedingseis behoort beskikbaar te wees waar 'n versekeraar nie kan of wil kanselleer nie. / The remedies of an insurer, in the event of misrepresentation (non-disclosure) and breach of warranty by an insured are discussed, particularly limiting the insurer's right to cancel. The emphasis is on the remedies applicable to breach of warranty because insurers use these more frequently. The following solutions are suggested. An insurer should not be allowed to cancel in the event of misrepresentation (nondisclosure) if it would still have concluded the contract, knowing the truth. In the event of affirmative warranties a right to cancel should be available if breach of warranty reasonably affected the particular insurer's assessment of the risk, but not if the contract would still have been concluded. In the event of promissory warranties, cancellation should only be available if breach of warranty reasonably caused the loss. A claim for damages should be available if an insurer can not or does not wish to cancel. / Private Law / LL.M.

Summaries in Afrikaans and English / Text in Afrikaans / In die skripsie word gekyk na die remedies van 'n versekeraar by wanvoorstelling (nie-openbaring) en waarborgbreuk deur 'n versekerde en veral die beperking van die versekeraar se kansellasiereg. Die klem sal egter val op die remedies by waarborgbreuk omdat versekeraars veel meer daarop steun. Die volgende voorstelle word gemaak. 'n Kansellasiereg behoort in die geval van wanvoorstelling (nie-openbaring) nie verleen te word as die versekeraar nogtans, met kennis van die ware feite, sou kontrakteer nie. By verbreking van bevestigende waarborge behoort 'n kansellasiereg toegestaan te word as die waarborgbreuk die betrokke versekeraar se berekening van die risiko redelikerwys geraak het maar nie as die versekeraar nogtans sou kontrakteer nie. By voortdurende waarborge behoort kansellasie beskikbaar te wees as die waarborgbreuk die skade redelikerwys veroorsaak het. 'n Skadevergoedingseis behoort beskikbaar te wees waar 'n versekeraar nie kan of wil kanselleer nie. / The remedies of an insurer, in the event of misrepresentation (non-disclosure) and breach of warranty by an insured are discussed, particularly limiting the insurer's right to cancel. The emphasis is on the remedies applicable to breach of warranty because insurers use these more frequently. The following solutions are suggested. An insurer should not be allowed to cancel in the event of misrepresentation (nondisclosure) if it would still have concluded the contract, knowing the truth. In the event of affirmative warranties a right to cancel should be available if breach of warranty reasonably affected the particular insurer's assessment of the risk, but not if the contract would still have been concluded. In the event of promissory warranties, cancellation should only be available if breach of warranty reasonably caused the loss. A claim for damages should be available if an insurer can not or does not wish to cancel. / Private Law / LL.M.

The use of temporary employment services as a means to achieve flexibility in die labour market led to various complications due to a lack of proper regulation. The atypical formation of the triangular employment relationship, limited rights and less favourable employment conditions of the temporary employees, multiple authority figures and their liabilities under various circumstances and the impact thereof on such employee’ collective bargaining rights caused legal uncertainty in the absence of sufficient legislation to govern it. Temporary employment agencies developed certain methods in order to evade the restrictive labour legislation and employer duties imposed on them, namely by making use of automatic termination clauses (resolutive conditions) and by categorising the temporary employee as an independent contractor. Last mentioned would effectively exclude the temporary employee from labour legislation and the protection it provides. In reaction to abovementioned problems, trade unions have been objecting to the use of temporary employment agencies and went as far as demanding the total ban thereof. This raised the question in the South African Government whether said agencies should indeed be banned. The other option is a less restrictive approach and entails the attempt to regulate these agencies by amending the current labour legislation in order to accommodate temporary employment services. In light of the fact that various proposals to amend the current South African labour legislation (especially with regard to temporary employment services) have been published in the Government Gazette, it can be deduced that the social partners ultimately chose to regulate temporary employment agencies rather than ban them altogether. From an early stage the International Labour Organisation (ILO) provided rules and regulations for the management of employment agencies in general by way of conventions and recommendations. In 1997, in order to give effect to the labour standards identified by it, the ILO brought the Private Employment Agencies Convention into existence. This document could be applied to all temporary employment agencies on an international level. This document provides for administrative regulations, the duties of the agency and the client as well as the rights of the temporary employees concerned. The ILO recommends that all of its member states incorporate the principles contained within this document in their own legislation. Temporary employment services are also used in other legal systems. For purposes of this study, the English law (United Kingdom (UK)) and the Namibian law will be scrutinised. Similar issues to those recognised in the South African law have been identified in these countries. However, each has approached said problems in different ways. The Namibian Government banned the conducting and provision of these services by way of legislation in 2007. The constitutionality of the ban has however been questioned by the Supreme Court of Namibia, after which it had been found to infringe upon the fundamental freedom to carry on any business, trade or occupation. The ban was struck down as unconstitutional. The Namibian Government has since promulgated new legislation in which it removed the ban and replaced it with numerous amendments providing for the regulation of temporary employment services. Since 1973 the UK has been promulgating various instruments for the thorough regulation of temporary employment agencies. These instruments provide for the management of temporary employment agencies and the rights of the employees involved. The relevant legislative instruments have been updated regularly with the purpose of ensuring that the needs of all the parties concerned are met. The UK, as a member state of the European Union (EU), (which has also been providing for the regulation of temporary employment services in various directives), promulgated legislation specifically with the aim to give effect to the principles in the mentioned directives. By way of doctrines and the creation of a third category ―worker‖ the UK has been attempting to prevent any loopholes in their legal system with regard to temporary employment services and the rights of the employees involved. The aim of this study is to investigate all the important complications experienced with temporary employment agencies in order to indicate the impact the atypical circumstances have on the rights of the temporary employees. The degree to which, if at all, the South African law complies with the preferred labour standards identified by the ILO will be pointed out. A comparative study will be conducted, first by ascertaining in detail how the comparable issues in the UK and Namibian law are dealt with, and second by identifying which aspects in these legal systems could be of value to the South African law. Finally the potential effectiveness of the proposed amendments to the South African labour legislation will be analysed, during which recommendations for the unresolved issues will be provided. The recommendations are mainly aimed at achieving sufficient rights and legal certainty for the temporary employees associated with temporary employment agencies. / Thesis (PhD (Law))--North-West University, Potchefstroom Campus, 2013.

The use of temporary employment services as a means to achieve flexibility in die labour market led to various complications due to a lack of proper regulation. The atypical formation of the triangular employment relationship, limited rights and less favourable employment conditions of the temporary employees, multiple authority figures and their liabilities under various circumstances and the impact thereof on such employee’ collective bargaining rights caused legal uncertainty in the absence of sufficient legislation to govern it. Temporary employment agencies developed certain methods in order to evade the restrictive labour legislation and employer duties imposed on them, namely by making use of automatic termination clauses (resolutive conditions) and by categorising the temporary employee as an independent contractor. Last mentioned would effectively exclude the temporary employee from labour legislation and the protection it provides. In reaction to abovementioned problems, trade unions have been objecting to the use of temporary employment agencies and went as far as demanding the total ban thereof. This raised the question in the South African Government whether said agencies should indeed be banned. The other option is a less restrictive approach and entails the attempt to regulate these agencies by amending the current labour legislation in order to accommodate temporary employment services. In light of the fact that various proposals to amend the current South African labour legislation (especially with regard to temporary employment services) have been published in the Government Gazette, it can be deduced that the social partners ultimately chose to regulate temporary employment agencies rather than ban them altogether. From an early stage the International Labour Organisation (ILO) provided rules and regulations for the management of employment agencies in general by way of conventions and recommendations. In 1997, in order to give effect to the labour standards identified by it, the ILO brought the Private Employment Agencies Convention into existence. This document could be applied to all temporary employment agencies on an international level. This document provides for administrative regulations, the duties of the agency and the client as well as the rights of the temporary employees concerned. The ILO recommends that all of its member states incorporate the principles contained within this document in their own legislation. Temporary employment services are also used in other legal systems. For purposes of this study, the English law (United Kingdom (UK)) and the Namibian law will be scrutinised. Similar issues to those recognised in the South African law have been identified in these countries. However, each has approached said problems in different ways. The Namibian Government banned the conducting and provision of these services by way of legislation in 2007. The constitutionality of the ban has however been questioned by the Supreme Court of Namibia, after which it had been found to infringe upon the fundamental freedom to carry on any business, trade or occupation. The ban was struck down as unconstitutional. The Namibian Government has since promulgated new legislation in which it removed the ban and replaced it with numerous amendments providing for the regulation of temporary employment services. Since 1973 the UK has been promulgating various instruments for the thorough regulation of temporary employment agencies. These instruments provide for the management of temporary employment agencies and the rights of the employees involved. The relevant legislative instruments have been updated regularly with the purpose of ensuring that the needs of all the parties concerned are met. The UK, as a member state of the European Union (EU), (which has also been providing for the regulation of temporary employment services in various directives), promulgated legislation specifically with the aim to give effect to the principles in the mentioned directives. By way of doctrines and the creation of a third category ―worker‖ the UK has been attempting to prevent any loopholes in their legal system with regard to temporary employment services and the rights of the employees involved. The aim of this study is to investigate all the important complications experienced with temporary employment agencies in order to indicate the impact the atypical circumstances have on the rights of the temporary employees. The degree to which, if at all, the South African law complies with the preferred labour standards identified by the ILO will be pointed out. A comparative study will be conducted, first by ascertaining in detail how the comparable issues in the UK and Namibian law are dealt with, and second by identifying which aspects in these legal systems could be of value to the South African law. Finally the potential effectiveness of the proposed amendments to the South African labour legislation will be analysed, during which recommendations for the unresolved issues will be provided. The recommendations are mainly aimed at achieving sufficient rights and legal certainty for the temporary employees associated with temporary employment agencies. / Thesis (PhD (Law))--North-West University, Potchefstroom Campus, 2013.