Professional Documents
Culture Documents
Critical Law Studies CC © Labour Law Summary - Semester 2 2018 1
Critical Law Studies CC © Labour Law Summary - Semester 2 2018 1
Who is an Employee?
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 2
Labour Law Summary – Semester 2 2018
LEGISLATIVE PRESUMPTION:
The LRA (S200A) and the BCEA (S83(A)) took the heavy burden from the
employee by creating a Rebuttable Presumption. If one of the factors listed
below in terms of the Acts were present, the presumption was that the
applicant was an employee, The employer then bears the onus of proving, on a
balance of probabilities, that it is not an employment relationship. These factors
are:
a) the manner in which the person works is subject to the control or direction of
another person;
b) the persons hours of work are subject to the control or direction of another
person;
c) in the case of a person who works for an organization, the person forms part
off that organization;
d) the person has worked for the employer for an average of at least 40 hours
per month over the last 3 months;
e) the person is economically dependent on the other person for whom he
works/renders a service;
f) the person is provided with tools of the trade or equipment by the other
person;
g) the person only works for, or renders services to, one person.
The presumption does not apply to those employees who earn in excess of the
amount determined by the Minister, from time to time.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 3
Labour Law Summary – Semester 2 2018
The Code also contains the following table in which an employee and
independent contractor are compared:
Wyeth: The problem in this case was that the employer and employee had
concluded a contract of employment, however before the start of his
employment, the contract was terminated. The employee then claimed unfair
dismissal. The court in this case had to determine whether such termination
did in fact constitute a dismissal. The Court held that the definition of an
employee in terms of S213 of the LRA can be read to include a person who has
concluded a contract of employment and where the commencement is deferred
to a future date.
3 CATEGORIES OF EMPLOYEES
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 4
Labour Law Summary – Semester 2 2018
• The TES is the employer of the placed employee but the employee
renders performance/ works for the client at the client’s workplace.
• An employee may be appointed to a client for a period of 3 months or less
or, for a longer period, as a substitute for an employee of a client who is
temporarily absent (eg. Maternity leave or sabbatical).
• The LRA provides that certain services may be declared as temporary
services and then the client would be allowed to appoint employees on
fixed terms for longer than the 3 month even though they would earn
less than the BCEA threshold. This however, may only be done in terms
of a collective agreement concluded in a bargaining council, a sectoral
determination or a notice published by the MOL.
• Employees earning more than the BCEA threshold of R 205433 are
excluded from the protection provided to non standard employees in
terms of the LRA.
• The temporary employee is regarded as the employee of the TES who is
responsible for all statutory obligations regarding the placed worker
provided that there is proper compliance with the provisions of the Act
and the appointment of temporary employees is for the right reasons (for
limited and unlimited periods of time)
• If there is non-compliance by the client (where the employee is not or no
longer performing a temporary service to the client) or in instances where
the client abuses the use of TES, the employee will be “deemed” to be the
employee of the client on an indefinite basis. This has created some
confusion because, for purposes of the LRA, it must be determined who
the employer is (the client? the TES? or are they considered joint
employers of the employee?).
• In Assign Services (Pty) Ltd v CCMA and Others, The LC stated that
the deeming provision makes, for purposes of the LRA, the client with
whom the employee is placed the employer. This does not affect the
existence or continuation of the contract of employment between the TES
and placed employee. Therefore, according to this view, both the TES and
the client become employers of he placed employee for the purposes of
the LRA.
• In NUMSA v Assign Services and Others, the LAC subsequently set
aside the decision of the LC by interpreting the deeming provision by
determining that the term ‘deemed’ means that the client becomes the
sole employer of the employee as soon as the three month period comes
to an end. Therefore, in order to determine who becomes the employer
one must NOT look at the person who performs the work or at who
places the employee or at the person who receives the service but rather
look at the nature of the service that is being performed.
o The aim of the deeming provision is to restrict the employment of
vulnerable workers by the TES to genuine ‘temporary work’;
o It does not create dual or parallel employers;
o It does not transfer the contract of employment between the TES
and worker to the client but rather creates a statutory relationship
between the client and the placed worker.
• The court held that there were no ground to keep the TES as the
employer once the client assumes all the responsibilities that lay with the
TES before the 3 month period expires.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 5
Labour Law Summary – Semester 2 2018
• If employee is appointed for more than three months, the employer must
treat them like the same as a permanent employee performing the same
or similar work, unless there is a justifiable reason, for example,
seniority, experience, merit etc.
• If an employee has been employed for longer than 24 months, he/she
will be entitled to severance pay on termination of employment.
• the following employees are excluded from restrictions of fixed term
contracts:
o employees who earn more than R205 433 per year, set in terms of
the BCEA
o Employers with less than 10 employees
o An employer with less than 50 employees whose business has
been in operation for less than 2 years. However if the employer
conducts more than 1 business, or if the business was formed by
dissolution or division of another business, these restrictions will
then apply.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 7
Labour Law Summary – Semester 2 2018
3) Part-Time Employees:
STATUTORY EXCLUSIONS
The LRA (s2) and BCEA (ch4) specifically exclude the following categories of
employees from the definition of ‘employee’:
- Members of the National Defense Force
- Members of the State Security Agency (SSA) (the SSA consists of the National
Intelligence Agency, the South African Secret Service, the South African
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 8
Labour Law Summary – Semester 2 2018
Note: The exclusions of the SANDF only relate to uniformed members therefore,
the LRA does still apply to supporting staff members such as administrative
employees and cleaning staff.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 9
Labour Law Summary – Semester 2 2018
The employer must also display a statement of the employees’ rights in terms of
the BCEA in the official language spoken in the workplace.
The court decided to award Kylie and amount of money, not in terms of the
principles of unfair dismissal found in terms of the LRA but in terms of the
Constitution. The reason was to compensate her for the fact that her dignity
was negatively affected because the ‘employer’ failed to follow a fair procedure in
terminating her services.
In the Discovery Health case, the court had to decide whether or not an
employee who did not have a valid work permit could claim unfair dismissal.
The court considered the Immigration Act, which prohibits employment of
illegal foreigners and which states that any employer who knowingly employs
an illegal foreigner in contravention of the Act commits an offence, and found
that the intention was to deter employers from intentionally hiring persons in
contravention of the Act. An employer should not be permitted to escape its
obligations, through criminal conduct by employing unauthorized persons. An
employer who employs an illegal foreigner may accordingly not refuse to pay a
worker on the basis that he is an illegal foreigner – such illegal foreigner may
still be able to enforce his contractual rights against the employer. The court
held that although an illegal foreigner is not protected by labour legislation,
such workers are protected by the Constitution which guarantees everyone the
right to fair labour practices and to dignity. The LAC accepted that although an
employment contract is needed for a claim of labour rights in terms of the LRA,
S23(1) Constitution provides wider protection than labour legislation and if a
person is in a relationship similar to that of an employment relationship, he
enjoys the protection of the right to fair labour practices.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 10
Labour Law Summary – Semester 2 2018
In conclusion,
- If the employment contract is valid, it will be enforceable and the worker will
be protected by the LRA against unfair dismissal.
- If the contract is not valid, the worker is not protected by the LRA, but is still
protected by the S10 (right to dignity) and S23 (right to fair labour practices)
rights in the Constitution.
The MoL will make regulations which will put a duty on the employers to
make sure that there are no other employees within the Republic which
satisfies the qualifications and skills needed, before recruiting a foreign
national. The employer must also prepare for skills transfer planning in
respect of any position in which a foreign national is employed.
THE EMPLOYER
An employer is not defined in any SA labour legislation, but can be described as
- any person or body which employs any person in exchange for remuneration,
(formal employment) and
- any person who permits any person to assist him in conducting his business
(labour brokers or temporary employment services).
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 11
Labour Law Summary – Semester 2 2018
VICARIOUS LIABILITY
In terms of the common-law doctrine of vicarious liability an employer liable for
the unlawful or delictual acts of an employee which are committed during the
course of business, and is based on the principle that the employer must
compensate those who suffer prejudice as a result of the wrongful conduct of its
employees.
Before an employer can be held liable for the acts of its employees, the following
requirements must be met:
1) there must be a contract of employment – an employer-employee
relationship;
2) the employee must have committed a delict (a delict is an act or omission,
which is unlawful and culpable, and which causes damage to a third party),
and
3) the employee must have acted in the course and scope of employment
employer will be liable for damages of the client. The fraudulent action does not
affect the fact that the employer is vicariously liable. Richard may however be
formally disciplined by INK IT and may also face criminal charges.
RESTRAINT OF TRADE
A restraint clause is included in employment contracts to
- protect the employer’s interests, trade secrets, goodwill and business
connections against unfair competition from employees during and after
employment, and
- prevent an employee from competing with his employer within a specific area
and for a specific time.
In Magna Alloys, the court held that a restraint of trade agreement is valid and
enforceable unless it is contrary to public policy. A contract will be contrary to
public policy and unenforceable if it is unreasonable. (The onus is on the
employee to show that the clause is contrary to public policy).
When deciding whether or not a restraint clause is contrary to public policy, the
courts will consider the circumstances, which exist at the time when
enforcement of the clause is sought and not those, which existed at the time
that the contract was concluded.
The court may, in considering a restraint, decide that part of the clause is
enforceable and that part of it is not enforceable. In doing so the court will look
at:
• Area the restraint of trade will be enforced
• Period of the restraint of trade
• Intentions of the employer
The information must be useful, not public knowledge, it must be known only
to a restricted number of people or a close circle and be of economic value to
the employer. In Labournet (Pty) Ltd the LAC held that the employer who fails to
prove that there is a ‘protectable interest’ will not be able to rely on a restraint
of trade. The court held further that an employee cannot be restrained form
taking away knowledge, skills and experience even if those were acquired
during the course of his employment. An employer seeking to enforce a
restraint of trade on the grounds of protecting certain information (such as
trade secrets/ business connections) has the onus of proving that the
information is capable of being applicable in the trade industry.
Even though the terms of the employment relationship are contained in the
contract, the parties will also be bound by other statutory provisions and
applicable collective agreements.
The employer does, however, not have to obtain agreement from its employees
to implement or change customs and practices which develop in the workplace.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 14
Labour Law Summary – Semester 2 2018
Generally, the parties may deviate from these minimum terms and conditions
only to improve them for employees and not to decrease them.
Generally the parties may not contract out of the BCEA and employers will only
be able to agree to terms and conditions less favourable than those prescribed
by the BCEA in limited circumstances.
The BCEA gives effect to and regulates the constitutional right to fair labour
practices by:
• establishing and enforcing basic conditions of employment, and
• regulating the variation of such conditions by way of various mechanisms
and within a framework of regulated flexibility.
Partial exclusions
Chapter 2 - the provisions which regulate working hours DO NOT apply to:
o senior managerial employees;
o sales staff who travel and regulate their own hours, and
o employees who work for less than 24 hrs a month for one employer
o employees who earn more than R205 433 per year.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 15
Labour Law Summary – Semester 2 2018
Chapter 3 - the provisions which regulate leave do not apply to employees who
work for less than 24 hrs a month for one employer.
Only employees who have been employed with an employer for longer than 4
months and who work for at least 4 days a week are entitled to family
responsibility leave.
WORKING TIME:
Overtime
• Maximum 10 hrs’ overtime a week.
• Overtime may be increased to 15 hrs a week by collective agreement.
• An employee may work overtime only by agreement.
• Overtime is paid at one-and-a-half times the employee’s normal pay or get
one and a half hours time off for every hour worked.
• An agreement to work overtime may not be for more than 12 hours (ordinary
plus overtime) on any particular day.
Sundays
• The employee must be paid double his normal rate to work on a Sunday if he
does not normally work on a Sunday.
• If the employee does normally work on a Sunday, he must be paid one-and-
a-half times his normal rate.
Public Holidays
• If the employee does not work, he gets paid his normal hourly wage.
• If he is asked to work, and agrees, he must be paid at least double his
normal rate.
• In terms of the Public Holidays Act, an employee can exchange a public
holiday for any other working day that is agreed to by the employer. An
employer may elect to give the employee 2 hours off for every hour worked
instead of double pay.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 16
Labour Law Summary – Semester 2 2018
Night work
• Work done after 18h00 and before 06h00 the next day.
• Night work is only allowed if there is an agreement to this effect and the
employee is compensated by
- an allowance or
- a reduction in working hours, and
- the employee must be provided with transport between his place of
residence and the workplace.
LEAVE:
The BCEA makes provision for 4 types of leave, which the employer must allow
the employee to take namely, annual leave, maternity leave, sick leave and
family responsibility leave.
In Kievits Kroon Country Estate en employee requested 1 months unpaid leave to
attend sangoma training, which the employer refused. In spite of the employer’s
refusal, the employee, followed the calling to attend the training and stayed
away from work for 5 weeks without permission. She was subsequently
dismissed. The court held that her dismissal was unfair as the employer should
have accommodated the employee instead of trivializing her beliefs.
Sick leave
• 6 weeks paid sick leave for every 3 year cycle worked.
• If employee has been absent for more than 2 consecutive days or on more
than 2 occasions in an eight-week period, the employer may request a
medical certificate issued by a medical doctor or a person registered with a
professional council.
• A leave cycle is calculated as the number of days that an employee would
normally work during a 6-week cycle.
• If an employee works 5 days a week, he would work 30 days in 6 weeks,
which would entitle him to 30 days’ sick leave in 3 years.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 17
Labour Law Summary – Semester 2 2018
Maternity leave
• 4 consecutive months unpaid maternity leave, which may commence at
- anytime from 4 weeks before the expected date of birth, or
- on a date that a medical practitioner of midwife certifies is necessary for
the employee’s health/her unborn child
Wages
The BCEA does not prescribes a minimum wage!!!
• Collective agreements concluded in bargaining councils and ministerial and
sectoral determination may set out a minimum wage for certain categories of
employees.
• On 7 February 2017 a national minimum wage was agreed upon and is said
to come into effect May 2018.
• The national minimum wage is set as R20/hr or R3500 for employees
working 40hr/wk and R3900 for those working 45hrs/wk
• Employees must be paid in South African currency, weekly, fortnightly or
monthly, in cash, by cheque or direct deposit into the employee’s bank
account.
• The employer must provide the employee with information, in writing,
regarding the period for which the payment is made, the amount of pay, the
amount and reason for any deduction and the calculation of the employee’s
pay in general
Notice periods
A contract of employment for an indefinite period, may be terminated by either
party by giving notice of intention to terminate the contract.
• Notice must adhere to the notice periods required in terms of the contract.
• If the contract does not make any provision for a notice period, the BCEA
lays down that notice must be in writing and the minimum notice period
which both parties must comply with are:
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 18
Labour Law Summary – Semester 2 2018
Severance pay
When an employee is fairly dismissed by the employer due to operational
requirements, the employer must pay to the employee, a minimum of one weeks
pay for every completed year of continuous service, BUT an employee who
unreasonably refuses to accept an offer of alternative employment with that, or
any other, employer, is not entitled to severance pay.
NB: In terms of the Amendment, it is important to remember that employees
with fixed-term contracts, who have been working for the employer for over 24
months will received a severance package, the same as a permanent employee –
1 week per every full and completed year worked.
Certificate of service
On termination of employment, the employee is entitled to a certificate of
service stating: the name of the employee and employer; dates of
commencement and termination of employment; the employee’s job description
and remuneration. The reason for termination may be included at the
employee’s request only.
An employer may deduct money from the employee’s salary to reimburse the
employer for loss or damage if:
• the loss or damage occurred in the course of employment and was due to
the fault of the employee;
• the employer has followed fair procedure and has given the employee a
reasonable opportunity to show why deductions should not be made;
• the total amount of the debt does not exceed the actual amount of the
loss or damage; and
• the total deductions from the employee’s remuneration do not exceed one
quarter of the employee’s remuneration in money
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 19
Labour Law Summary – Semester 2 2018
The BCEA prohibits the employment of children under the age of 15 years and
contravention of this constitutes a criminal offence.
Therefore, no person may permit a child to perform or provide services that:
• Are inappropriate for his/her age
• Place at risk the child’s wellbeing, education or physical/mental state
risk their spiritual/moral/social development
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 20
Labour Law Summary – Semester 2 2018
• employers breach the terms set out in child labour and engage in forced
labour
• breached confidentiality/obstruction/undue influence/fraud
Ways the Labour Court can enforce the terms set out in the BCEA:
• Compliance order
• Order payment of outstanding amounts owing to employees
• Requesting payment of fines
INSPECTORS
The BCEA provides for the appointment of labour inspectors to monitor and
enforce compliance with the BCEA. Inspectors may, inter alia, enter
workplaces, require a person to disclose relevant information, question
employers and employees, and inspect documents and records. These
inspectors may obtain a written undertaking from an employer who is in default
that such employer will comply with the provisions of the BCEA and if the
employer refuses/neglects to comply with such undertaking, a compliance
order may be issued. If the employer still does not comply, the Director-General
may apply for an order from the Labour Court, for the written compliance to be
made a court order.
The BCEA allows for changing, replacing or excluding other rights by way of:
1. A collective agreement
2. A ministerial determination
3. A sectoral determination
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 21
Labour Law Summary – Semester 2 2018
DISMISSAL
S185(a) LRA: every employee has the right not to be unfairly dismissed by the
employer.
If an employee alleges he has been unfairly dismissed, he must prove that he:
- is an employee (only employees are protected by the LRA)
- has been dismissed (ito S186(1))
The employer must then prove that the dismissal was not unfair by proving:
- substantive fairness (that there was a fair reason for the dismissal)
- procedural fairness (that a fair procedure was followed)
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 22
Labour Law Summary – Semester 2 2018
NB: The LRA also clarifies the official date of termination. If the employer gives
the employee notice, the date of dismissal is the last date of the notice period
given OR the date on which the employee is paid all outstanding salaries.
In Black v John Snow Public Health Group, the court stated that although
previous renewals were relevant to determine whether there was a reasonable
expectation, they were not decisive.
4. Selective re-employment
This form of dismissal has a number of implied requirements:
- there must have been a dismissal of a number of employees
- the employees must have been dismissed for the same or similar reasons
- the employer must have offered to re-employ one or more of the previously
dismissed employees and
- at the same time refuse to re-employ one or more of the other previously
dismissed employees
- the offer to re-employ must have taken place at the same time, or within a
reasonable time.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 23
Labour Law Summary – Semester 2 2018
5. Constructive dismissal
In the case of a constructive dismissal, it is the employee who terminates the
employment contract, however his resignation is not voluntary, but is caused
by the actions or omissions of the employer and which made it impossible for
the employee to continue working for the employer.
• Nilandi: The Court held that it was not a constructive dismissal and that the
true reason for the resignation was the fact that the employee had secured
alternative employment at a competitor.
• Vermeulen: NOT ALL CONSTRUCTIVE DISMISSALS ARE UNFAIR
Fairness of a Dismissal:
The employer cannot defend the termination by proving that it was for a fair
reason. The only reasons that may justify the infringement of a basic right of
the employee will be:
- if it is an inherent requirement of the job, or
- an employee was dismissed because he had reached the normal or agreed
retirement age.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 25
Labour Law Summary – Semester 2 2018
3. Replacement labour
A dismissal will be automatically unfair if the reason is that the employee
refused or indicated an intention to refuse to do any work normally done by
another employee who is taking part in a protected strike, unless the work is
necessary to prevent an actual danger to life, personal safety or health. If the
employee, however, refuses to do his own work while the other employees are
on strike, it will amount to insubordination.
In Fry’s Metals, the employer sought to change the shift system but the trade
union refused to agree to the change despite several attempts by the employer
to negotiate with it. As the union would not accept the change, the employer
decided to dismiss the employees for operational reasons and argued that it was
an operational requirement that the workers had to be willing to work on the
new shift system. The court held that the employer’s demand was final and was
not just a threat and held that the dismissal was fair on the basis of the
operational requirements of the employer.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 26
Labour Law Summary – Semester 2 2018
5. Exercise of rights
Employees may not be victimised by their employers for exercising their rights
or participating in any proceedings in terms of the LRA.
6. Pregnancy
If an employee alleges that she has been unfairly dismissed because of a reason
relating to her pregnancy, she will have to prove
(1) that she was an employee and
(2) that she had been dismissed and
(3) that the dismissal was related to her pregnancy or intended pregnancy.
(Cases: Mashava; Swart)
If an employee lies about her pregnancy it does not amount to dishonesty since
she is not obligated to disclose personal information. S6 EEA prohibits
discrimination on the ground of pregnancy.
7. Unfair discrimination
A dismissal, if based on unfair discrimination against an employee, whether
directly or indirectly, on any arbitrary ground, including, but not limited to
race, gender, sex, ethnic or social origin, colour, sexual orientation, age
disability, religion, conscience, belief, political opinion, culture, language,
marital status or family responsibility, will be automatically unfair.
Some discretion is allowed if the reason for the discrimination is based on:
- the inherent requirements of the particular job, or
- age, if the employee has reached the normal or agreed-to retirement age for
persons employed in that capacity.
(Cases: Allpass; Dept of Correctional Services & another v Police & Prisons Civil
Rights Union and Others)
8. Transfer of a business
Where employees are dismissed as a result of a transfer of a business as a going
concern it will amount to an automatically unfair dismissal. A new employer is
entitled to restructure the business, but, where all the employees who have
been transferred are dismissed for it will be found to be automatically unfair.
(Viney)
9. Protected disclosures
The Protected Disclosures Act protects employee’s who blow the whistle on
corrupt activities or criminal offences.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 27
Labour Law Summary – Semester 2 2018
NB: The Employment Equity Amendment Act allows or the referral of a dispute
regarding sexual harassment to the CCMA instead of to the Labour Court.
Regarding any other discrimination where the employee earns less that
threshold set in terms of the BCEA, the dispute may be referred to the CCMA
instead of the Labour Court – this therefore includes disputes regarding AUD.
The Amendment Act also makes provision for the appointment of an arbitrator
in a pre-dismissal enquiry relating to protected disclosures – therefore the
employees suspension pending an investigation hereto, will not amount to an
Occupational Detriment.
The LRA supports the principle of progressive discipline, which means that
disciplinary action should be used to make employees aware of the standards of
conduct required of them and dismissal should be reserved for cases of serious
misconduct or repeated offences. The employer should consider alternatives to
dismissal, inter alia:
- counseling;
- warnings, and
- informal correction
The principal requirements for a fair dismissal are regulated by S188 LRA.
There are two requirements for a fair dismissal for misconduct:
- a fair reason (substantive fairness) and
- a fair procedure (procedural fairness).
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 28
Labour Law Summary – Semester 2 2018
The Code: Dismissal requires all employers to adopt disciplinary rules to ensure
that their employees know and understand the required standard of conduct.
The LRA, does not set out the requirements for a substantively fair dismissal,
but the Code: Dismissal sets the following requirements for substantive
fairness:
Another factor which may indicate that the employee was aware of the
rule is previous warnings which the employee may have in respect of the
rule.
Abscondment/AWOL Desertion
= the employee does not want to = the employee, without resigning,
terminate the employment contract, stays away from work with the
but stays away from work without intention of terminating the
leave this would warrant a dismissal employment contract it will amount
if the period of absence is to a desertion. The employer must
unreasonably long. If the employee terminate the employment contract
returns after a few days with a letter by holding a disciplinary hearing in
to show that he had a reason for the the employee’s absence. If the
absence, for example having been employee later returns, the employer
hospitalized or imprisoned, a must give him an opportunity to be
dismissal will not be appropriate. heard.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 30
Labour Law Summary – Semester 2 2018
Lithotech Manufacturing Cape - The Labour Court found that the dismissal was
not appropriate and the use of abusive language by an employee does not
always justify dismissal.
SA Commercial Catering & Allied Workers Union obo Sikhundla and Radisson Blu
Hotel Waterfront
NUMSA obo Smith and Hilfort Plastics – A Division of Astrapak Manufacturing
Holdings (Pty)
In cases of petty theft, the court must balance the duty of the employee to act in
good faith with the approach of the LRA (that employers must follow a process
of progressive discipline and use dismissal as a matter of last resort).
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 31
Labour Law Summary – Semester 2 2018
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 32
Labour Law Summary – Semester 2 2018
NB: The Amendment Act states that a maximum of 12 month salary can be
awarded as compensation to an employee whose dismissal was found to be
substantively and procedurally unfair.
Incapacity refers to some form of behavior, conduct or inability, which is not the
fault of the employee – there is no intent or negligence by the employee and it is
therefore known as a no-fault dismissal.
- Poor work performance is where the employee cannot do the work he is
expected to because he does not comply with the required standard of
performance.
- Ill-health means that the employee is too ill to do his work. This illness can
be temporary or permanent.
- Incompatibility is a possible third type of incapacity.
Misconduct or Incapacity?
In Boss Logistics v Phopi & others, the employee misrepresented in his interview,
to be an expert sales person, but this later proved incorrect. The employer
chose not to provide the employee with counseling, training or assistance,
because the employee’s deception had seriously breached the trust relationship.
The court found that where a senior employee misrepresents his experience and
qualifications, there is no duty on the employer to provide the employee with
counseling or training.
Substantive Fairness:
The Code of Good Practice confirms that a newly hired employee may be placed
on probation for a reasonable period of time. Although one of the purposes of
probation is to ascertain whether or not the employee can do the work, the
employer must still treat a probationary employee fairly: an employer must give
the probationary employee the following assistance before a dismissal for poor
work performance:
1. Evaluation, instruction, training, guidance or counselling to help him
perform his duties.
2. The employer must make it clear to the employee what the performance
standard is, and where he is not meeting it.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 33
Labour Law Summary – Semester 2 2018
The required assistance and the period of probation will be determined by the
nature of the job.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 34
Labour Law Summary – Semester 2 2018
Although the LRA does allows for dismissal of ill or injured employees, it aims
to provide job security by requiring an employer to
- consider alternatives before dismissal, and
- get input from the employee on alternatives before the employee is dismissed.
Substantive fairness
1. The employer must make an informed decision;
2. the employer must determine whether or not the employee is capable of
performing the work; and
3. if the employee is not capable the employer must
- determine the extent to which the employee is able to perform the work;
- the extent to which the employee’s work circumstances might be adapted
to accommodate the disability, or
- where this is not possible, the extent to which the employee’s duties might
be adapted.
Procedural fairness
1. The employee must be given an opportunity to respond and make
suggestions (the employee may be assisted by a union representative or co-
employee),
2. the employer must consult with the employee,
3. the employer must consider the available medical information, and
4. the employer must attempt to accommodate the employee where reasonably
possible.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 35
Labour Law Summary – Semester 2 2018
(Cases: Tshaka and Vodacom; Bhengu & another and Transnet Freight Rail:
Williams and Diesel-Electric Cape (Pty) Ltd: Rosh Pinah Zinc Corporation (Pty) Ltd)
5. DISABILITY
Disabled people = “people with disabilities” = people who have a long-term or
recurring physical or mental impairment which substantially limits their
prospects of entry into, or advancement in, employment.
Reasonable accommodation of a disabled employee = any modification or
adjustment to a job or to the working environment that will enable a person
from a designated group to have access to or participate or advance in
employment. Only reasonable accommodation is expected.
A dismissal based on operational reasons does not result from the actions or
faults of the employee but rather, the needs of the employer and it is
accordingly a no-fault dismissal.
S213 LRA defines “operational requirements” as the
1. Economic = relates to the financial management of the company. This
includes situations experienced by the business as a result of changes in the
market, a decrease in the demand for products, a decrease in production,
cost implications in compliance with the BCEA.
2. Technological = introduction of new technology which leads to redundancy
of employees.
3. Structural = redundancy of posts consequent to the restructuring of
employer’s organization, for example – a merger, or
4. Similar needs of the employer = is a broad concept and one must look at the
facts of each case to determine whether or not a similar need exists (to
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 36
Labour Law Summary – Semester 2 2018
Here one must distinguish between two scenarios: In the first scenario the
particular employee's actions create disharmony, whereas in the second
scenario, the employee's mere presence causes dissatisfaction.
In Joslin, the court held that incompatibility must be clearly distinguished from
eccentricity. Only eccentric behaviour which is of such a serious nature that it
causes disquiet and disruption at the workplace would justify dismissal for
operational reasons
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 37
Labour Law Summary – Semester 2 2018
Changes to the terms and conditions of the employee are not always
necessitated by changes in the enterprise. Changes may also become necessary
as a result of a change in the employee's circumstances or attitude towards the
employer which may have serious economic repercussions for the enterprise.
Substantive Fairness
Previously, the courts were averse to interfere in the business decisions of an
employer. (Kotze v Rebel Discount Liquor Group & Welch v Kulu Kenilworth (Pty)
Ltd & others)
Substantive fairness relates to the reason for dismissal. In the case of dismissal
for operational reasons, the employer must prove a number of things to
substantiate its substantive fairness. S189A, sets the following requirements
for a dismissal for operational reasons to be substantively fair:
1. The reason for the dismissal must fall within the definition of `operational
reasons' defined in S213 LRA (economic, technical, structural or similar
needs).
2. The reason must be justifiable and based on rational grounds.
3. There must have been a proper consideration of alternatives – the employer
must have applied its mind and be able to give reasons why there was no
alternative to dismissal.
4. Selection criteria must be fair and objective.
In Maritz, the court held that employees are entitled to a ‘high degree’ of fairness
when they are retrenched.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 39
Labour Law Summary – Semester 2 2018
1. If facilitation and conciliation are unsuccessful the parties can chose to refer
a dispute about substantive fairness of the dismissal to the Labour Court or
to embark on a strike. Once the employees have made their choice regarding
the course of action, they may not change it later!
2. Employees may also challenge the procedural fairness of the dismissal. This
claim must be brought within 30days of the employer giving notice of its
intention to retrench. The employees may approach the Labour Court by
way of application for any of the following:
a. Compelling the employer to comply with fair procedure
b. Directing the employer to reinstate an employee until it has complied
with fair procedure
c. Interdicting or restraining the employer from dismissing an employee
prior to complying with fair procedure
d. Making an award of compensation
3. The Act sets certain time limits for retrenchments where facilitation is
allowed
- In Steemkamp & Others v Edcon Ltd – The constitutional court had to
decide what the position was where no facilitator was appointed in a case
of a large-scale dismissal and where the employer issued the employees
with notices of termination of employment before the expiration of the
minimum time periods set by the LRA. The court held that non-
compliance with the LRA may impact on the procedural fairness of the
dismissals.
The LRA aims to create a fast, efficient and simple dispute-resolution system.
Some aspects aimed at simplifying this process are:
Conciliation
If, after the internal processes have been followed and completed, the employee
wants to challenge the fairness of a dismissal, the reason for the dismissal will
determine the dispute resolution route:
- In most cases of alleged unfair dismissal, the LRA requires that the matter
must first be referred for conciliation
- If conciliation is unsuccessful,
• a dispute about a dismissal based on misconduct, incapacity or will go for
arbitration. However, if a dispute based on operational requirements is not
conciliated successfully, it may then be referred to the labour court for
adjudication. This is subject to the exceptions regarding small and large
scale dismissals.
• a dispute about an automatically unfair dismissal must go for
adjudication to the Labour Court.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 41
Labour Law Summary – Semester 2 2018
Arbitration
Arbitration by the CCMA is not a stop-over on the way to the Labour Court.
The CCMA is a separate dispute-resolution body with jurisdiction to conduct
arbitration. The LRA specifically determines when a dispute must go for
arbitration and when for adjudication. The following must be referred to
arbitration:
• unfair dismissal based on misconduct/incapacity
• constructive dismissal as a result of a transfer of a business as a going
concern
• where the employee does not know the reason for dismissal
Arbitration can take place at a bargaining council (if there is one registered for
the area and sector in which the employee works) or to the CCMA (if there is no
council).
The award by the arbitrator is final, which means that it can only be taken on
review.
If a commissioner has issued a certificate stating that a dispute is unresolved, a
party can, within 90 days, refer the dispute to arbitration. In this case, the LRA
gives wide powers to the arbitrator to conduct the arbitration in a manner that
he/she considers appropriate in order to determine the dispute quickly and
fairly.
In Sidumo the test for review was formulated as follows: “is the decision reached
by the commissioner, one that a reasonable decision-maker would not reach?”
This view was confirmed in Herholdt v Nedbank Ltd.
S157 of the LRA allows for an appeal to the Labour appeal court against an
order or ruling of the Labour Court (Except on Constitutional matter).
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 42
Labour Law Summary – Semester 2 2018
Remedies
The primary remedy for unfair dismissal is reinstatement, which must be
ordered EXCEPT in the following circumstances, in which case compensation
will be awarded:
- The employee does not wish to be reinstated or re-employed;
- The circumstances surrounding the dismissal are such that a continued
employment relationship would be intolerable;
- It is not reasonably practicable for the employer to reinstate or re-employ the
employee, or
- The dismissal is unfair only because the employer did not follow a fair
procedure.
Pre-Dismissal Inquiries:
The employer in this instance, asks the consent of an employee to hold a pre-
dismissal enquiry. This saves time and money by holding both and internal
disciplinary and then arbitration.
JURISDICTION OF COURTS
Specifically focusing on Labour Disputes in the three courts:
1) CCMA
2) Labour Court:
a. Has the same status as that of a high court;
b. Must hear the reviews of Arbitration awards;
c. Automatically unfair dismissals, dismissal due to strikes or lock-
outs and dismissals for operational requirements
3) Labour Appeal Court
Employers are required to treat their employees fairly during the employment
relationship and S186(2), relating to the unfair labour practice provides
employees with certain remedies when the employer’s conduct towards them is
unfair.
The case of Gebhardt is a good example of ULP – In this case, Gebhardt was a
white female with a hearing impairment. She applied for a promotion in the
company and was recommended for the post, however was turned down. The
employer instead hired a coloured woman, claiming that he had to follow EEP.
The court in this case held that Gebhardt’s hearing impairment was a disability
which meant that she would’ve complied with the regulations in the EEP, and
thus not promoting her amounted to an ULP.
a) PROMOTION
The courts will only interfere in disputes about promotion where the employer
acts mala fide and when claiming of an unfair labour practice in respect of
promotion, the employee must shown that:
- the employer exercised its decision arbitrarily,
- the reasons provided cannot be substantiated,
- the decision was taken on a wrong principle, or
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 44
Labour Law Summary – Semester 2 2018
b) DEMOTION
Demotion means that an employee
- is transferred to a lower level,
- receives less remuneration,
- loses benefits, or
- experiences a loss in status.
c) PROBATION
• Probation must be used in accordance with proper standards and
regulations, in order to prepare the employee for his future employment
relationship. If the employer misuses probation for any reason, for example –
a reason not to give employees a permanent employment status, this then
would amount to unfair labour practice.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 45
Labour Law Summary – Semester 2 2018
d) TRAINING
• This type of unfair conduct may occur where:
- an employee is denied training and training is a prerequisite for
advancement in the workplace, or
- where a legitimate expectation to training has been created, or
- where the employer acts inconsistently, arbitrarily or irrationally
in denying training.
e) PROVISION OF BENEFITS
• The LRA does not define ‘benefits’ and a debate has accordingly arisen as to
its correct interpretation. In some cases, transport allowances and provident
funds have been accepted as being benefits, and in other cases, not.
• In Schoeman, the employer changed the employee’s commission structure
and she claimed that it was an unfair labour practice. The court held that
the commission was not a benefit but was part of her remuneration. A
dispute regarding an unfair labour practice must amount to a dispute of
right and disputes about remuneration are considered to be disputes of
interest because a right has not yet been created and such disputes must be
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 46
Labour Law Summary – Semester 2 2018
resolved by way of industrial action, not by court process. The problem here
is that one person cannot strike, therefore Schoeman had no remedy.
• In Apollo Tyres South Africa (pty)ltd v Commission for Concilliation, Mediation
and Arbitration and others the SCA held that an early retirement scheme did
not constitute a benefit. The court held that a benefit in the context of ULP
should be interpreted to include any benefit to which the employee is
entitled regardless of the fact that that the benefit results from the contract
of employment, or is judicially created, or is granted in terms of a policy or
practice subject to the employer’s discretion.
This means that employees who wish to claim that the employer committed an
ULP by denying them benefits, do not need to prove a right if they challenge
the fairness of the employer’s conduct. In this case, the employer failed to
provide a valid reason for the exclusion of the employee from the early
retirement scheme and therefore his conduct amounted to an ULP.
• In United Association of South Africa obo Members/De Keur Landgoed (EDMS)
Bpk, it was held that the discontinuation of transport that the employer had
provided for 15 years was an ULP. The CCMA held that due to the length of
time the benefit was given, and the fact that it constitutes a benefit, it was
considered a contractual obligation.
• It is therefore extremely difficult to define the difference between a benefit
and a right since most benefits form part of remuneration. Apollo Tyres has
complicated the situation more by including an entitlement into a right,
which is withheld or taken away, will amount to a benefit and therefore an
ULP.
• The debate between remuneration and benefit has been decided in more
cases and the results are as follows:
- Free transport to and from the workplace has been held to be a
benefit.
- Payment for unpaid commission was held to be remuneration and
not a benefit.
- Payment for accumulated leave constitutes remuneration and not
a benefit.
- Payment for overtime constitutes remuneration and not a benefit.
- A motor vehicle benefit scheme which is granted at the discretion
of management is remuneration and not a benefit.
f) SUSPENSION
• Precautionary suspension (suspension pending an inquiry) = used to give
the employer an opportunity to investigate allegations of misconduct by an
employee, so as to decide whether or not to take disciplinary action against
the employee. An employee should, however, not be suspended unless:
- there is a prima facie reason to believe that the employee has
committed serious misconduct, and
- there is some objectively justifiable reason for excluding the
employee from the workplace, and
- the employees has been offered an opportunity to be heard before
being suspended.
A precautionary suspension must, as a rule, be with pay unless:
- the employee agrees to suspension without pay,
- a law authorises suspension without pay, or
- a collective agreement authorises suspension without pay.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 47
Labour Law Summary – Semester 2 2018
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 48
Labour Law Summary – Semester 2 2018
Although the LRA does not place the onus of proof on either party, the employee
who alleges an unfair labour practice must prove all the allegations, where after
the onus will be placed on the employer to show that the conduct was not
unfair.
The purpose & structure of the EEA is “to achieve equality in the workplace by –
(a) promoting equal opportunity and fair treatment in employment through the
elimination of unfair discrimination; and
(b) implementing affirmative action measures…”
DIFFERENTIATION VS DISCRIMINATION
In Harksen v Lane, the CC distinguished between differentiation and
discrimination. Differentiation (treating people differently) does not necessarily
constitute discrimination and will be acceptable where it is based on a valid
ground and serves a legitimate purpose.
It is, however, possible for other grounds of discrimination, which are not
contained in the list, to exist (ie unspecified grounds). If an employee or job
applicant alleges that he has been discriminated against on the basis of an
unspecified ground, the court will consider whether the differentiation is based
on attributes or characteristics which impair a person’s dignity as a gauge to
establish whether the claimed unspecified ground could form the basis for
discrimination. Examples of unspecified grounds on which cases have been
based, include: qualifications, tertiary teaching and research expertise,
professional ethics, mental health/illness, political or cultural affiliation,
citizenship and being a parent.
In the case of Kadiaka, the court referred to the tests for determining indirect
discrimination suggested by C Bourne and J Whitmore in Race and Sex
Discrimination, namely:
1. Has a requirement or condition been applied equally to both sexes and all
racial groups?
2. Is that requirement or condition one with which a considerably small
number of women (or men) or persons of the racial group in question can
comply than those of the opposite sex or persons not of that racial group?
3. Is the requirement or condition justifiable irrespective of the sex, colour,
race, nationality, ethnic or national origins of the person in question?
4. Has the imposition of the requirement or condition operated to the
detriment of a person who could not comply with it?
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 51
Labour Law Summary – Semester 2 2018
EXCLUSIONS - EEA
- members of the National Defence Force
- members of the National Intelligence Agency
- members of the South African Secret Service
- members of the South African National Academy of Intelligence, and
- the directors and staff of Comsec
Listed Ground:
STAGE 1 (the Claimant/employee):
• The employee must show that there was a differentiation between himself
and another person was on a listed ground which impaired his/her
dignity
• The employee must show that there is a factual foundation for the claim
by showing that the listed ground is the reason for the differentiation
Unlisted/Arbitrary Ground:
STAGE 1(The Complainant/employee):
• Complainant must prove that his/her dignity was impaired and compare
the unlisted/arbitrary grounds to the listed/specified grounds.
• Establish factual foundation for his claim by proving a link between the
ground and the differentiation
• If prima facie differentiation is proven, the differentiation becomes
discrimination.
STAGE 2 (the Complainant/employee):
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 52
Labour Law Summary – Semester 2 2018
JUSTIFYING DISCRIMINATION
S6(2) EEA: there are two grounds of justification for alleged unfair
discrimination, namely
It is an inherent requirement of the job that a male actor is required for a male
role in a soap opera. The exclusion of females for this job will not amount to
unfair discrimination.
The EEA does not define inherent requirements of the job and the courts have
given this concept a narrow meaning: only requirements which cannot be
removed from the job description (without changing the nature of the job), are
regarded as inherent requirements.
2. AFFIRMATIVE ACTION
• The EEA gives effect to S9(2) of the Constitution (substantive equality).
• Affirmative action measures
- must be applied by designated employers
- to ensure that suitably qualified people
- from designated groups
- have equal employment opportunities and
- are equitably represented
- in all occupational categories and levels in the workplace
• If an employer raises affirmative action as a defence against unfair
discrimination, the affirmative action measures must be consistent with the
purpose of the EEA.
• UASA obo Zulu and Transnet Pipelines, the court stated that sexual
harassment has no place in a civilized society.
• Grobler: A claim for sexual harassment can be based on three possible legal
bases, namely:
- vicarious liability;
- the EEA, and
- the LRA
The EEA requires every employer to take steps to attempt to eliminate unfair
discrimination in any employment policy or practice. The employer must do
what is necessary to eliminate existing unfair discrimination in an effort to
promote equal opportunities in the workplace. To further prevent harassment
in the workplace, the Code: Sexual Harassment makes it compulsory for
employers to develop sexual harassment policies which should stipulate the
following:
• sexual harassment is a form of unfair discrimination.
• Sexual harassment in the workplace will not be permitted or condoned.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 54
Labour Law Summary – Semester 2 2018
TESTING
Testing may be used to evaluate applicants for employment to determine
whether they are suitable for the job, and to evaluate existing employees. The
EEA regulates medical testing in general, HIV/AIDS testing, psychological and
other similar assessments. Such testing does not in itself constitute
discrimination, but the manner in which it is carried out may be
discriminatory.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 55
Labour Law Summary – Semester 2 2018
In Irvin & Johnson v Trawler & Line Fishing Union, the court stated that the
employer did not need to approach the Labour Court for authorisation to test if
the testing was voluntary and anonymous, as there could be no unfair
discrimination in which circumstances.
To claim equal remuneration for work that is the same /similar, the Claimant
must:
• identify a comparator
• establish that the work done by the comparator is more or less the same
or similar than that of the complainant
Where the claim is one for equal pay for work of equal value, the Claimant
must:
• identify a comparator,
• establish that the jobs of the comparator and he Claimant, while
different, are of equal value ( taking into account the degree of skill,
physical and mental effort, responsibility etc),
• lay a proper factual foundation to enable the court to make an
assessment of the value to be attributed to the work in question and the
tasks associated with it.
Thereafter, the Claimant must establish a link between the differentiation and a
specified or unspecified ground. Once the ink has been established, S11 of the
EEA
• sufficiently similar (they should be able to do the same job as each other)
• substantially the same
All of the above, if satisfied, will be regarded as the “same” work
Work of Equal Value
• When the work of 2 employees at the same employer do different jobs,
but their respective jobs are objectively accorded the same value in terms
of certain factors, namely:
o Responsibility demanded of the work, including people, finances
and material;
o skills and qualifications
o physical/mental/emotional strain
o conditions of work
o any other relevant factor
The Code: Equal pay for equal work provides a process for evaluating jobs as
follows. The Employer Must:
• undertake an audit to identify inequalities in pay/remuneration between
gender, races, disability etc;
• identify the jobs that would be subject to the audit;
• ensure that job profiles exist and are current before evaluating jobs;
• utilize job evaluation and/grading systems that are fair and transparent
and do not have the effect of unfairly discriminating on listed/arbitrary
grounds;
• compare jobs that are the same/similar/of equal value in the employers
own organization;
• select a method of comparing pay/remuneration in the relevant jobs by
using either the average or median earning of employees in the relevant
jobs a the basis for the comparisons;
• identify any reasons for differentiating in pay/remuneration and
determine whether they are justifiable;
• where differentiation is found not to be justifiable, determine how to
address inequalities identified without reducing the pay/remuneration of
employees to bring about equal remuneration;
• monitor and review the process annually.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 57
Labour Law Summary – Semester 2 2018
The Labour Court has wide discretion to determine the dispute. It may, for
example, grant compensation or issue an interdict to prohibit the employer
from continuing with its discriminating actions.
The CCMA may make an award in line with that of the Labour Court but an
award of damages cannot exceed the amount stated in S6(3) of the BCEA.
AFFIRMATIVE ACTION
The second purpose of the EEA is to redress past disadvantage and to achieve
employment equality in the workplace through the implementation of
affirmative action measures. Examples of these measures are:
• Identifying and eliminating barriers in the workplace adversely affecting
members and groups
• Reasonably accommodating members of designated groups
• Promoting diversity
• Developing, training, evaluating, retention of members of designated
groups
• Preferential treatment and numerical goals to ensure equitable
representation.
The Constitutional Court used the “rationality” test when using the measures
above:
1. The measures must target previously disadvantaged people
2. The measures must have been designed to protect/advantage people
3. Promote the achievement of equality
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 58
Labour Law Summary – Semester 2 2018
Designated Employers
Only designated employers are required to apply affirmative action measures.
• An employer that does not fall within any one of these categories may
voluntarily indicate that it intends to comply with the Act.
• An employer who deliberately takes steps to avoid becoming a designated
employer is guilty of an offence.
Designated employers include:
o Larger enterprises, with 50 or more employees
o Employers who employ fewer than 50 employees, but whose annual
turnover in any given year exceeds that specified in Schedule 4 of the EEA
o Municipalities
o Organs of state (ACSA, The Central Energy Fund, the Development Bank of
SA, Telkom, Eskom, the SABC and the SA Post Office)
o Employers that are designated as such in terms of a collective agreement
Degrees of Disadvantage:
In Fourie the Labour Court found that there were different degrees of
disadvantage between black people and white women in the workplace. In this
case, the applicant (a highly qualified and experienced white woman)
complained that she was unfairly discriminated against by being refused
promotion. While the court accepted that the white woman had been
discriminated against under apartheid, it held that the degree of discrimination
was lower than that suffered by African people, who bore the brunt of
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 60
Labour Law Summary – Semester 2 2018
Labour Court has wide powers, which include orders requiring the employer to
comply with a compliance order issued by an inspector; ordering compliance
with any provision of the Act, and imposing fines for a contravention of certain
provisions of the Act.
When measuring the compliance of employers with the provisions of the EEA,
the following factors must be considered:
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 61
Labour Law Summary – Semester 2 2018
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 62
Labour Law Summary – Semester 2 2018
FREEDOM OF ASSOCIATION
Freedom of Association means that people have the right to associate with
others in order to defend and protect their common interests. In the workplace,
freedom of association enatails the right of workers to:
• Form and join trade unions of their choice;
• To participate in the lawful activities of the union;
• To organise and bargain collectively with the employer;
• To strike.
S18 Constitution:
Provides that everyone has the right to freedom of association.
S23 Constitution:
(1) protects freedom of association of employees, employers, trade unions and
employer’s organisations.
(2) every employee can join, participate in activities of the trade union, strike
(3) every employer can join and form an employer’s organization
(4) trade unions and employers organisations have a right to determine their
own administrative programs and activities, and to form and join a trade union
and to organize and form a federation.
(5) every employer, trade union and employers organization has the right to
engage in collective bargaining.
Specific Protection:
The LRA protects trade unions, employers and employers organisations as
follows:
• Everyone has the right to form or join a trade union, however the
activities of such membership is subject to the Constitution of the trade
union
• Every member of the trade union may also stand for election and be
appointed as union representative or officer
• Employer cannot discriminate against an employee due to his
membership, and if he is an applicant for a job, the employer may not
force the employee not to be a member, or to give up his membership, or
prejudice an employee due to his membership.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 63
Labour Law Summary – Semester 2 2018
NB: Any employee which is dismissed due to his association with a trade union
can claim for Automatically Unfair Dismissal.
EMPLOYERS ORGANISATIONS:
Rights of Employers organisations:
• Determine its constitution and rules
• Hold elections
• Organize activities
• Join federations
• Associate with International Organisations.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 64
Labour Law Summary – Semester 2 2018
The Constitution does, however, limit these agreements by requiring that they
must:-
1. be contained in a collective agreement, and
2. comply with the general limitations clause of the Constitution (S36(1)).
ILO CONVENTION:
The two most important ILO (International Labour Organisations) South Africa
signed in:
• Convention 87 in 1996 - guarantees all employers and workers,
including supervisors, the right to freely establish and join organisations
of their own choice, subject only to the rules of the organization.
• Convention 98 in 1996 deals with the right to organize and bargain
collectively. This Convention protects workers against acts of
discrimination and victimization by their employers on account of their
trade union membership/activities. The Convention also protects unions
and employers organisations against any acts of interference by each
other or each other’s agents.
ORGANISATIONAL RIGHTS
The LRA grants organisational rights to registered trade unions for the purpose
of making it possible for trade unions to function more effectively and to build
support at the workplace by establishing a sound collective bargaining
relationship with an employer or employers’ organisation.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 65
Labour Law Summary – Semester 2 2018
S14 LRA: The right to elect trade union representatives (shop stewards)
- The number of shop stewards to be elected depends upon the size of the
workforce: the number of shop stewards increases on a sliding scale in
accordance with the number of union members who are employed in the
particular workplace.
- Shop stewards have the right to assist and represent employees, and monitor
the employer’s compliance with the law.
- Shop stewards are entitled to reasonable time off with pay during working
hours to perform union functions.
- Shop stewards are employed by the employer, not the union.
Trade union representative’s vs trade union officials
• Officials = employees of the trade union who perform various duties for the
union as employees;
• Representatives = employees of the employer; but also represent the union in
the workplace in which they (the representatives) are employed.
S15 LRA: The right of shop stewards (office bearers) to get time off for
trade union activities
Shop stewards are entitled to paid leave to perform their functions on behalf of
the union. (Details are normally arranged between the employer and the union).
S16 LRA: The right to disclosure of information
Only relevant information must be disclosed – ie, information that will allow
shop stewards to perform union functions effectively and engage in collective
bargaining. The employer is not required to disclose the following information
1) information which is not relevant to the issue(s) under discussion;
2) information which is not available,
3) information is legally privileged;
4) information that could harm the employer’s business interests if disclosed,
5) information which is private personal information relating to an employee
(unless the employee has consented to disclosure of such information).
LEVELS OF REPRESENTATION
Whether or not a trade union is entitled to organisational rights depends on the
level of representation of the trade union in the workplace.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 67
Labour Law Summary – Semester 2 2018
such notice, that party may not refer the dispute to arbitration for a
period of 12 months from the notice).
(A union may not strike in support of a demand for disclosure of
information)
OR
b) Either party may request that the dispute be arbitrated. The arbitration
award will be binding on the parties. According the Amendment Act, an
arbitrator’s award is binding on employers, clients of TES, and any
person other than the employer who controls access to the workplace if
the person has been given an opportunity to participate in such
arbitration proceedings.
NB: The employer must make available, all facilities to the commissioner
reasonably necessary to obtain organizational rights.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 68
Labour Law Summary – Semester 2 2018
If the trade union is no longer a representative trade union, the employer may
approach the CCMA to withdraw the rights previously granted.
NB: If an employee is appointed by a TES and part of a trade union, that union
may exercise the rights of the employee at the workplace of that TES or the
client of the TES.
COLLECTIVE BARGAINING
Collective bargaining is not defined in the Constitution or the LRA, but it can be
described as a process through which employers or employers’ organisations
and trade unions negotiate and bargain about terms and conditions of
employment and matters of mutual interest.
DUTY TO BARGAIN
The Constitution and the LRA do not place a duty on the parties to bargain with
each other. They also do not regulate what employers and trade unions may or
may not do during the bargaining process (ie the tactics that they use).
REFUSAL TO BARGAIN
If an employer refuses to bargain with a trade union, the LRA allows for the
employees to embark on strike action to persuade the employer to bargain: A
refusal to bargain includes:
- the employer’s refusal to recognise a trade union as a bargaining agent;
- the employer’s refusal to establish a bargaining council;
- the employer’s withdrawal of recognition of a collective bargaining agent;
- the employer’s resignation as a party to a bargaining council, and
- the employer’s disputing appropriate bargaining units, levels and topics.
REGISTRATION
The LRA does not compel trade unions and employers organisations to register,
but encourages registration by granting most of the rights set out in the LRA
only to registered unions:
Once registered the trade union becomes juristic person with a separate legal
personality. (Registration is not a prerequisite for protected strike action).
BARGAINING COUNCILS:
Registered trade unions and employers organisations can establish bargaining
councils for a specific sector or area. They will have to create a constitution and
register the council, giving the council jurisdiction in the area.
The state may only be a party to a council if it is an employer within that area
or sector.
5. The applicants are allowed to respond to the objections and NEDLAC will
also be involved in the application, demarcation and objections.
6. If the Registrar is satisfied that the applicant has complied with the
requirements for registration, the council will be registered.
COLLECTIVE AGREEMENTS
The purpose of collective bargaining between an employer/employers’
organisation and a trade union is to reach agreement on terms and conditions
of employment and matters of mutual interest and to formalise their
relationship in a collective agreement. (A collective agreement regulates the
rights and duties of the parties, as well as the terms of conditions of
employment of employees).
An agency-shop agreement is
• a collective agreement
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 72
Labour Law Summary – Semester 2 2018
Here, the employer agrees, in the collective agreement to deduct the agency fees
from the wages of certain employees who are not members of the trade union
that entered into the agency shop agreement, but they are eligible for
membership of this union.
A closed-shop agreement is
• a collective agreement
• which is concluded by a majority union and an employer/employer’s
organisation;
- the employees to be covered by the agreement must hold a ballot before a
closed-shop agreement is concluded and a two-thirds of the employees
who vote, must vote in favour of the agreement;
- the union subscription fees may not be used for political purposes;
- the union subscriptions may not be used for any purpose other than
advancing or protecting the socio-economic interests of employees;
- it is not unfair to dismiss an employee for refusing to join a union which is
a party to a closed-shop agreement, or who is refused union membership,
has been expelled from such union, provided that the refusal or expulsion
is in accordance with the union’s constitution and the reason therefore is
fair;
- employees who are already employed when the closed-shop agreement
comes into effect, as well as conscientious objectors, may not be dismissed
for refusing to join the union which is a party to the closed-shop
agreement;
- an employee may not be required to be a member of the union before
commencing employment; only post-entry closed shop agreements are
allowed in SA, not pre-entry closed-shop agreements are.
- closed shop agreements may be terminated if a majority of the employees
vote for its termination;
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 73
Labour Law Summary – Semester 2 2018
NB: Disputes regarding ASA/CSA and the interpretation of the Agreements, can
be referred to the CCMA for conciliation, failure thereof can lead to Arbitration.
A bargaining council does not have jurisdiction over these matters.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 75
Labour Law Summary – Semester 2 2018
Collective bargaining is not the only function of bargaining and councils. One of
the most important of the other functions of these institutions is dispute
resolution.
WORKPLACE FORUMS
The purpose of a workplace forum is to encourage collective bargaining, by
encouraging workers’ participation in joint decision-making at the workplace.
These forums generally deal with non-wage related issues such as
restructuring, introduction of new technology, new work methods, etc.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 76
Labour Law Summary – Semester 2 2018
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 77
Labour Law Summary – Semester 2 2018
- Must be held during working hours, at a place and time agreed to by the
forum and the employer, without loss of pay of the employees.
The LRA provides for a structure that is neither compulsory nor entirely
voluntary, by emphasising the primacy of a collective agreement to establish a
workplace forum. A statutory model may be imposed by the CCMA only if the
parties are not able to reach consensus on the establishment of a workplace
forum.
A forum must meet regularly and its functions are to consult on certain matters
and to have joint decision-making on other matters.
What is consultation?
Consultation in terms of S85 LRA involves more than simply affording the
workplace forum an opportunity to take part in a discussion about a proposal,
but to reach consensus with the employer. When an employer wants to
introduce a proposal concerning a matter which the forum is entitled to be
consulted about in terms of the LRA, consultation must take place before the
employer implements any proposal.
If the employer and the forum do not reach consensus, the employer must use
any agreed procedure to resolve differences, before implementing the employers
proposal.
Forum Functions:
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 78
Labour Law Summary – Semester 2 2018
JOINT DECISION-MAKING
• Joint decision-making requires the employer to consult and reach
consensus with a workplace forum.
• Matters for joint decision-making are matters which cannot be regulated by
a collective agreement, for example, matters relating to:
- disciplinary codes and procedures,
- the proper regulation of the workplace (except for work-related
performance),
- measures designed to protect and advance persons disadvantaged by
unfair discrimination, and
- changes by employer-representatives on boards of employer-controlled
schemes with regard to social benefits.
INDUSTRIAL ACTION
1. The action undertaken must comply with the definition of a strike or lock-
out.
2. The procedural requirements prescribed by S64 LRA must be complied with.
3. The action must not be prohibited by S65 LRA.
DEFINITION OF A STRIKE
Section 213 of the LRA defines a strike as ‘the partial or complete concerted
refusal to work, or the retardation or obstruction of work, by persons who are
or have been employed by the same employer or by different employers, for the
purposes of remedying a grievance or resolving a dispute in respect of any
matter of mutual interest between employer and employee, and every reference
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 80
Labour Law Summary – Semester 2 2018
Overtime
A refusal to work overtime will also constitute a strike, whether the overtime is
voluntary or compulsory, but not overtime work which amounts to a
contravention of the BCEA.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 81
Labour Law Summary – Semester 2 2018
Matters of mutual interest must be matters between the employer and the
employee – political issues (refusal to work in protest over the State’s decision
to increase VAT, a demand to reform the Judiciary or the Reserve Bank, or the
contents of proposed legislation) is not a matter of mutual interest between the
employer and the employee. (The demand is against the State).
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 82
Labour Law Summary – Semester 2 2018
The right to strike is not unlimited. S65 states that a strike or lock-out will be
unprotected, in certain circumstances, even where the procedures in S64 have
been followed.
The collective agreement must be an agreement defined as such in the LRA and
it binds the parties only for the duration of the collective agreement.
If either party has a right to refer a dispute to arbitration or to the Labour Court
for adjudication in terms of the LRA, that party may not resort to a strike or
lock-out to resolve the dispute.
TWO EXCEPTIONS
The following are examples of services which have been designated as essential
services by the Essential Service Committee:
- the regulation and control of air traffic
- the Weather Bureau
- municipal traffic services and policing
- public health services
- correctional services
- the supply and distribution of water
- the generation, transmission and distribution of power
- fire fighting
The LRA does provide for an exception, where employees engaged in essential
services may strike: the employer and the trade union may conclude a collective
agreement which provides for maintenance of minimum services.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 84
Labour Law Summary – Semester 2 2018
S72 LRA: employers and trade unions can conclude a collective agreement
which provides for the maintenance of certain minimum services in a service
designated as an essential service and the employees in an essential service,
but who do not provide minimum services, may strike or be locked out. The
employees who provide the minimum services will not be able to strike. Once
part of the business has been designated as a maintenance service, the
employer may not make use of replacement labour during a strike in that part
of the business.
In terms of the new Amendment Act however, a service designation will not
apply if the majority of employees voted against it.
If a collective agreement already regulates the issue in dispute, the parties are
bound by that agreement
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 85
Labour Law Summary – Semester 2 2018
The LRA defines an issue in dispute as ‘the demand, grievance, or the dispute
that forms the subject matter of the strike or lock-out.
The issue must fall within the definition of a strike or lock-out – it must be a
matter of mutual interest
Once the issue in dispute has been referred to a council or the CCMA, the
council or CCMA must attempt to resolve the dispute through conciliation
within 30 days.
Conciliation fails if the issue has not been settled within 30 days from referral
to the council or CCMA, or if a certificate is issued by the council or CCMA
stating that the dispute has not been settled.
Prior notice
Once conciliation has failed, or 30 days have lapsed, at least 48 hours’ written
notice must be given before the commencement of the strike or lock-out.
Where the State is the employer, at least 7 days’ notice must be given.
This notice allows the employees/employer to prepare for the impending strike
or lock-out.
In the case of a proposed strike, notice must be given to the employer unless
the dispute relates to a collective agreement to be concluded in a bargaining or
statutory council, in which case notice must be given to that council. If the
employer is a member of an organisation that is a party to the dispute, notice
must be given to the employers’ organisation.
In the case of a proposed lock-out, notice must be given to any trade union that
is a party to the dispute, or, if there is no such union, to the employees
concerned.
The LRA does not stipulate what information must be contained in the notice, it
only requires that the notice be in writing and must be issued 48 hours before
the intended action.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 86
Labour Law Summary – Semester 2 2018
1) The procedures need not be followed if the parties to the dispute are
members of a council and the dispute has been dealt with by that council in
accordance with its constitution;
2) The parties need not comply with the LRA’s procedural requirements if they
are covered by a collective agreement which contains its own procedural
requirements for strikes and lock-outs.
4) The procedures need not be followed if the strike takes place after the
employer has unilaterally changed the terms and condition of employment,
and the employed does not rectify this despite prior warning, and
SECONDARY STRIKES
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 87
Labour Law Summary – Semester 2 2018
This requirement ensures that the secondary employer does not suffer
significant harm without the secondary strike having any effect on the primary
employer. The purpose of a secondary strike is to put additional pressure on the
primary employer and the secondary strike is thus based on the assumption
that it will, in some way, be able to affect the outcome of the primary strike.
The Labour Court may consider the ‘proportionality’ of the secondary strike by
weighing up the potential effect of the secondary strike on the primary employer
against the potential effect on the secondary employer. The Labour Court has
held that there must be some nexus or link between the primary and the
secondary employer for the secondary strike to have a possible effect on the
business of the primary employer in such a way as to make the secondary
strike reasonable
Should a secondary employer feel that the requirements for a secondary strike
have not been met, he may approach the Labour Court for an interdict to
prevent or limit the secondary strike.
The rationale for protecting strikers against dismissal was explained in Black
Allied Workers Union v Prestige Hotels, where the Labour Appeal Court held that
if an employer facing a strike could merely dismiss the strikers from
employment by terminating their employment contracts then the strike would
have little or no purpose. The strike would cease to be functional to collective
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 88
Labour Law Summary – Semester 2 2018
S67(5) limits the rights of the strikers not to be dismissed by providing that
even where employees are participating in or supporting a protected strike, the
employees may still be dismissed for misconduct or on the basis of the
employer’s operational requirements.
Payment of remuneration
The common law rule of ‘no work, no pay’ applies to strikes and lock-outs. The
LRA states that an employer is not required to remunerate employees for
services that have not been rendered (during a strike/lock-out).
1. Interdict
The LC has exclusive jurisdiction in this regard and may grant an interdict or
order restraining the action.
2. Compensation
The LC may order payment of ‘just and equitable compensation’ for any loss
suffered as a result of the action. It must be proven that there was a loss and
that the loss was caused by the strike/lock-out.
Substantive fairness
The substantive fairness of dismissal in these circumstances must be
determined in the light of the facts of the case, including:
1) the seriousness of the failure to comply with the LRA
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 90
Labour Law Summary – Semester 2 2018
Procedural fairness
1) The employer must make contact with the trade union to discuss the
course of action that it proposes to take.
The purpose of this is to enable the union to persuade the employer not to
dismissal the employees, and for the employees o return to work.
If the strikers comply with the ultimatum, the employer cannot take
disciplinary action against them.
PICKETING
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 91
Labour Law Summary – Semester 2 2018
What is a picket?
A picket is conduct in contemplation or furtherance of a strike and occurs
where striking employees, or supporters, station themselves at or near their
place of work and attempt to persuade other parties such as non-strikers,
customers and suppliers of the employer, not to enter the premises, not to work
there and not to do business with the employer.
3) It must be
- in support of any protected strike or
- in opposition to any lock-out
- in support of secondary strikes are also allowed.
The picketers may carry placards, chant slogans, sing and dance. The
picketers may not physically prevent members of the public, including
customers, other employees and service providers from gaining access to or
leaving the employers premises and they may not take any action which is
unlawful.
S69(2): a picket may take place in any place where the public has access but
outside the employer’s premises, or, if the employer consents thereto, on the
employer’s premises. The employer may not unreasonably withhold such
consent.
NB: The Amendment Act adds that the CCMA may grant that the picket may be
held someplace other than that of the employer if that person had an
opportunity to make representations at the Commission before the rules were
established.
The Code sets out certain factors which should be considered when determining
the reasonableness of an employer’s refusal to allow the picket to take place on
the employer’s premises:
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 92
Labour Law Summary – Semester 2 2018
If the CCMA authorises a picket on the employer’s premises, and the employer
refuses the picketers access, the trade union may refer a dispute to the CCMA
for conciliation and if this fails, to the LC for adjudication.
The following must be done by the registered trade union for a picket:
• The registered trade union must appoint a convenor, who must be a member
or official of the trade union, to oversee the picket.
• The convener must always have a copy of S69 LRA, the guidelines, any
collective agreement or rules regulating pickets, the resolution, and formal
authorisation of the picket by the trade union.
• The convener must notify the employer, the responsible person appointed in
terms of the Regulation of Gatherings Act, the police and public officials of
the intended picket;
• This notice should contain confirmation that the picket complies with S69 of
the LRA; as well as the name, address and telephone number of the trade
union and the convener; details of the picket, including details of the
employer; the date of commencement of the picket and the location of the
picket.
• On receipt of the notification, the employer must provide the convenor with
the name, address and telephone number of the person appointed by the
employer to represent it in any dealings arising from the picket.
• The registered trade union that has authorised the picket should appoint
marshals to monitor the picket. These marshals should have the telephone
number of the convenor, the trade union officer and any persons appointed
to oversee the picket in the absence of the convener and they should wear
armbands to identify themselves as marshals.
• The police should not become actively involved in the picket, except to
uphold the law, preserve peace and enforce the law.
If either party breaches the picketing rules, the dispute may be referred for
conciliation, and should this fail, for adjudication by the LC.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 93
Labour Law Summary – Semester 2 2018
PROTEST ACTION
Trade unions play an important role in wider society – they take part in, and
influence, debates and policy decisions that impact on society in general.
One of the aims of the LRA is ‘to advance economic development, social justice,
labour peace and the democratisation of the workplace.
S77 of the LRA regulates protest action, and grants employees the right to
participate in protest action where it is instituted to promote or defend the
socio-economic interests of workers, provided that certain requirements are
met. If the requirements are met, the protest action will be protected and
employees participating in such action will be protected in the same way as
employees engaged in protected strike action.
S213 LRA, protest action is ‘the partial or complete concerted refusal to work,
or the retardation or obstruction of work, for the purpose of promoting or
defending the socio-economic interests of workers, but not for a purpose
referred to in the definition of a strike’.
The types of action which would constitute protest action are the same as in the
case of a strike, however, the significant difference relates to the purpose of the
action.
Protest action is the successor of “stay-aways” which were used when people
wanted to bring about political change.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 94
Labour Law Summary – Semester 2 2018
The consequences can apply to employees who participate in the protest action
OR contemplate such action and are therefore in breach of a court order.
Employees may not act n breach or contempt of a court order by the LC.
Disputes of interest
A dispute of interest is a dispute about the creation of new rights – they arise
where employees, or trade unions acting on behalf of employees, seek to further
their interest where there are no currently existing rights in the contract or
legislation, which they may enforce.
Disputes of interest are best resolved through collective bargaining and the law
generally does not prescribe what the outcome of an interest dispute should be,
but it does regulate what the parties may and may not do during the bargaining
process.
Disputes of rights
A dispute of right usually is defined as a dispute about the interpretation or
application of a right that already exists - where the parties do not seek to
create a new right, but rather seek to enforce an already existing right where it
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 95
Labour Law Summary – Semester 2 2018
is felt that the other party to the employment relationship breached that right.
In such a case, the dispute will not be about the entitlement to the right, but
rather how the right should be interpreted and applied.
Examples of disputes of right include disputes about unfair dismissal (the right
not to be unfairly dismissed already exists in the LRA), disputes about unfair
labour practices (the right to fair labour practices already exists in the LRA),
disputes about unfair discrimination (the right not to be unfairly discriminated
against already exists in the EEA) and disputes about a breach of contractual
rights (the contract is a source of rights).
S77(3) BCEA gives the High Court and the Labour Court concurrent jurisdiction
in all matters arising from a contract of employment – that this choice (between
contract and legislation) remains intact.
With regard the choice between labour legislation and administrative law –
which only applies in case of public servants – there are different views.
The majority ruling in Chirwa eliminated this choice (forcing employees to use
labour legislation), however, some lower courts have declined to follow Chirwa
thereby maintaining the choice between legislation and administrative law.
17th Century:
During the colonization of the tip of Africa, there was no such thing as
unionism.
1800 and 1900:
• Mineworkers and Artisans from Britain brought the idea of unionism.
However, their unions did not include black workers.
• First union in SA – Carpenters and Joiners Union which represented skilled
white workers from Australia and Europe.
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 96
Labour Law Summary – Semester 2 2018
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.
Critical Law Studies CC © 97
Labour Law Summary – Semester 2 2018
CLS notes do not replace prescribed materials. Publishing, sale and/or distribution of CLS notes in any manner
or form is strictly prohibited and constitutes a breach of copyright.