LLW2601 Assignment
2 (COMPLETE
ANSWERS) Semester
1 2026 - DUE 24 April
2026
[Pick the date]
[Type the company name]
,Exam (elaborations)
LLW2601 Assignment 2 (COMPLETE
ANSWERS) Semester 1 2026 - DUE 24 April
2026
2025/2026
Institution
University Of South Africa (Unisa)
Course
Individual Labour Law (LLW2601)
READ THE SCENARIO BELOW CAREFULLY AND ANSWER THE QUESTIONS
THAT FOLLOW Ms Lerato Mngomezulu works as a Senior Manager for
Sebakamathata Accountants. She is currently six months pregnant with her
first child. The biological father of the unborn child is her line manager, Mr
Pieter Van Rooyen, who serves as the Partner-in-Charge of the audit team
managed by Lerato. When Lerato disclosed her pregnancy to him, Pieter
categorically denied paternity and said Lerato was probably pregnant
because she was a “harlot” with “loose morals” and he would not allow her
to make him father another man’s child. From then onwards, Pieter
consistently sidelines Lerato in all decisions concerning the audit in which
she was previously involved, often side-stepping the chain of command to
directly give tasks to her direct subordinates. Lerato complains about this
treatment, first to Pieter himself who continues to dismiss her and call her
even more derogatory names relating to her supposed immorality. She
approaches the HR Manager and lodges a complaint as a result. You are an
external Labour Law Consultant advising Sebakamathata Accountants.
Advise the HR Manager on the following issues: 1. With reference to
legislation, identify and discuss the offence Pieter’s derogatory words to
Lerato, such as “harlot” and “loose morals”, may amount to. (5 MARKS) 2.
With reference to legislation, advise the HR Manager about the steps the
employer needs to take to handle Lerato’s complaint. (5 MARKS) 3. With
reference to legislation, identify and explain the form of unfair labour
practice that Pieter’s consistent sidelining of Lerato and side-stepping of her
chain of command amounts to. (5 MARKS) 4. With reference to case law and
legislation, explain whether Pieter is entitled to leave in respect of the child
carried by Lerato. (5 MARKS)
, Labour Law Advice: Sebakamathata
Accountants
Disclaimer
This advice is provided for educational purposes based on the scenario
presented. For specific legal action, the HR Manager should consult directly
with a qualified labour law practitioner.
Question 1: The Offence Created by Pieter’s
Derogatory Words (5 Marks)
Legal Framework
Pieter’s use of the words “harlot” and “loose morals” directed at Lerato
constitutes sexual harassment as defined under South African labour
legislation. This is prohibited as a form of unfair discrimination.
Statutory Provisions
Section 6(3) of the Employment Equity Act 55 of 1998 (EEA) explicitly
states that “harassment of an employee is a form of unfair discrimination
and is prohibited on any one, or a combination of grounds of unfair
discrimination” . The grounds listed in section 6(1) include sex, gender,
and pregnancy – all of which are relevant to Lerato’s situation.
The Code of Good Practice on the Handling of Sexual Harassment
Cases in the Workplace (as updated in 2022) provides detailed guidance.
The Code defines sexual harassment as “unwanted conduct of a sexual
nature that violates the rights of an employee and constitutes a barrier to
equity in the workplace” .
Application to the Facts
2 (COMPLETE
ANSWERS) Semester
1 2026 - DUE 24 April
2026
[Pick the date]
[Type the company name]
,Exam (elaborations)
LLW2601 Assignment 2 (COMPLETE
ANSWERS) Semester 1 2026 - DUE 24 April
2026
2025/2026
Institution
University Of South Africa (Unisa)
Course
Individual Labour Law (LLW2601)
READ THE SCENARIO BELOW CAREFULLY AND ANSWER THE QUESTIONS
THAT FOLLOW Ms Lerato Mngomezulu works as a Senior Manager for
Sebakamathata Accountants. She is currently six months pregnant with her
first child. The biological father of the unborn child is her line manager, Mr
Pieter Van Rooyen, who serves as the Partner-in-Charge of the audit team
managed by Lerato. When Lerato disclosed her pregnancy to him, Pieter
categorically denied paternity and said Lerato was probably pregnant
because she was a “harlot” with “loose morals” and he would not allow her
to make him father another man’s child. From then onwards, Pieter
consistently sidelines Lerato in all decisions concerning the audit in which
she was previously involved, often side-stepping the chain of command to
directly give tasks to her direct subordinates. Lerato complains about this
treatment, first to Pieter himself who continues to dismiss her and call her
even more derogatory names relating to her supposed immorality. She
approaches the HR Manager and lodges a complaint as a result. You are an
external Labour Law Consultant advising Sebakamathata Accountants.
Advise the HR Manager on the following issues: 1. With reference to
legislation, identify and discuss the offence Pieter’s derogatory words to
Lerato, such as “harlot” and “loose morals”, may amount to. (5 MARKS) 2.
With reference to legislation, advise the HR Manager about the steps the
employer needs to take to handle Lerato’s complaint. (5 MARKS) 3. With
reference to legislation, identify and explain the form of unfair labour
practice that Pieter’s consistent sidelining of Lerato and side-stepping of her
chain of command amounts to. (5 MARKS) 4. With reference to case law and
legislation, explain whether Pieter is entitled to leave in respect of the child
carried by Lerato. (5 MARKS)
, Labour Law Advice: Sebakamathata
Accountants
Disclaimer
This advice is provided for educational purposes based on the scenario
presented. For specific legal action, the HR Manager should consult directly
with a qualified labour law practitioner.
Question 1: The Offence Created by Pieter’s
Derogatory Words (5 Marks)
Legal Framework
Pieter’s use of the words “harlot” and “loose morals” directed at Lerato
constitutes sexual harassment as defined under South African labour
legislation. This is prohibited as a form of unfair discrimination.
Statutory Provisions
Section 6(3) of the Employment Equity Act 55 of 1998 (EEA) explicitly
states that “harassment of an employee is a form of unfair discrimination
and is prohibited on any one, or a combination of grounds of unfair
discrimination” . The grounds listed in section 6(1) include sex, gender,
and pregnancy – all of which are relevant to Lerato’s situation.
The Code of Good Practice on the Handling of Sexual Harassment
Cases in the Workplace (as updated in 2022) provides detailed guidance.
The Code defines sexual harassment as “unwanted conduct of a sexual
nature that violates the rights of an employee and constitutes a barrier to
equity in the workplace” .
Application to the Facts
