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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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HIV in the workplace: a critical investigation into the present legislative protection afforded to the HIV positive employee.Poggenpoel, Jerome Mark January 2006 (has links)
<p>This thesis examined to what extent the current legislation protects the HIV positive employee against unfair discrimination and dismissal. The study gave short medical background to HIV/AIDS and introduced HIV discrimination by giving the historical background to HIV related discrimination. From this, the extent of stigmatization against this group was introduced.</p>
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Disability discrimination and undue hardship within the working environment: a critical analysisNxumalo, Lindani Goodman 07 1900 (has links)
South Africa is faced with a huge challenge of disability discrimination and inequality. Disabled people are not enjoying equal treatment as compared to others. Those who are on the working sector are not reasonable accommodated. The study examines challenges faced by people with disabilities. The study further submit that people with disabilities should be reasonably accommodated and be retained in the working sector as they have a positive role to play in the economy. The study also looks at the various legislations and argues that they are ineffective as they fail to address the imbalances of the past. The study further suggest that there is a need for all people to understand disabled people and not to isolate them as such stigma cause people with disabilities to be unfairly discriminated against in society and in employment / College of Law / LL. M. (Commercial Law)
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HR employees' perceptions regarding the changes in section 198B of the Labour Relations ActLedwaba, Melton 26 October 2018 (has links)
South Africa’s labour legislation has recently undergone momentous changes, in
particular, the changes relating to section 198B of the Labour Relations Act (LRA) 66 of
1995. These amendments have proven to be more contentious than any other changes
implemented by government in past years. The purpose of this study is to examine and
outline the specific implications that the amendments to legislation regarding fixed-term
contracts have on a pension and provident fund company in Gauteng, South Africa. This
research will therefore highlight the implications (positive and negative) concerning the
changes to section 198B on a pension and provident fund organisation in Gauteng, South
Africa.
The qualitative investigatory study was conducted with six employees of a pension and
provident fund company which makes use of fixed term contract employees, until data
saturation was reached. The data was collected by means of individual in depth
interviews. The results of the study clearly indicate that the changes to section 198B will
have both negative and positive implications. Some of the negative implications are that
organisation have had to incur increased employment costs as a result of having to
provide equal benefits and conditions of employment to all fixed term contract employees.
Organisations now have to review the necessity of deploying fixed term contracts and
where required to do away with such contracts. The implication here is that, the
employment flexibility which organisations previously had has now been removed.
Some of the positive implications are that, a few employees who had been on fixed term
contracts were employed on a permanent basis after the changes came into effect.
Employees experienced greater job security and were offered much needed benefits such
as medical aid, pension and disability benefits. Permanent and fixed term contract
employees are now treated equally. Part-time employees have better job security and the
enhanced ability to enforce statutory rights in terms of equal treatment in employment by
evoking enforcement mechanisms such as the Commission for Conciliation, Mediation
and Arbitration (CCMA), labour courts and bargaining councils with jurisdiction to arbitrate
matters. / Business Management / M. Com. (Business Management)
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僱主解雇權行使及限制法學研究林桂桁 January 2008 (has links)
University of Macau / Faculty of Law
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從 澳娛 勞資糾紛案看本澳勞資關係法律制度的改革與前瞻丁雅勤 January 2008 (has links)
University of Macau / Faculty of Law
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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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428 |
HIV in the workplace: a critical investigation into the present legislative protection afforded to the HIV positive employee.Poggenpoel, Jerome Mark January 2006 (has links)
<p>This thesis examined to what extent the current legislation protects the HIV positive employee against unfair discrimination and dismissal. The study gave short medical background to HIV/AIDS and introduced HIV discrimination by giving the historical background to HIV related discrimination. From this, the extent of stigmatization against this group was introduced.</p>
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Effecting social justice during conciliation and CON-ARB processes conducted at the CCMA and bargaining councilsMtumtum, Lungisa Shadrack January 2017 (has links)
The primary purpose of this treatise is to reexamine the South African labour dispute resolution bodies to see if they live up to the legislation’s promise of promoting social justice in conciliation, arbitration and con-arb processes concluded by them. The study defines social justice and examines this term in relation to employment law. The promotion of social justice was reaffirmed by the International Labour Organisation in its 1944 Conference which was later incorporated into its Constitution. The study briefly reviews the importance of this conference of the 10 May 1944 in relation to promoting social justice. The study also examines the social justice in the context of South African employment laws by briefly analyzing each South African labour legislation and the Constitution. This analysis is based on the provisions of legislation and considers if the respective provisions promote social justice as required by the International Labour Organisation’s Constitution and later by the South African Constitution. In analyzing the Constitution, and other legislation like the; Employment Equity Act (EEA), and Labour Relations Act (LRA), the treatise examines certain cases that were determined under the legislation from social justice perspective. The Labour Relations Act 66 of 1995 represents one of the major reforms of the labour relations system in South Africa. It is guided by the Constitution in terms of promoting social justice. The LRA established the dispute resolution bodies that are mandated by the legislation to resolve labour disputes. The study examines the systems and the processes employed by these bodies mainly the Commission for Conciliation; Mediation and Arbitration (CCMA) and the Bargaining Councils to determine if these systems are promoting social justice as required by the legislation. In conducting this analysis the study considers not only the processes adopted but also the manner in which the relevant dispute resolution bodies market their services; their strategies and operational plans; and accessibility and more. The study further investigates the challenges that these bodies are faced with that have a negative impact on their responsibility to promote social justice. These challenges faced by society range from unemployment, the level of literacy and the growing inequality within South African society. They constantly pose a challenge and require these bodies to consistently devise means and strategies to overcome them. A limited comparative study is undertaken in order to determine whether South Africa can learn anything from another country. There are several countries that may have been chosen to conduct this study but the study considered the fact that it needs to look at the country without the sub-Saharan Africa. The country that shares a history similar to South Africa due to the fact that the social challenges faced by the South African society might be similar to those faced by the country chosen. In this research Namibia was chosen as a suitable country to determine whether there is something to learn from it or not. In conclusion it is submitted that South African legislation pertaining to labour dispute resolution needs to constantly evolve in order to promote social justice challenges of the time.
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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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