LRM3701
assignmen
Exam Portfolio Semester 1 2025
UNIQUE CODE:
Detailed Solutions, References & Explanations
DUE DATE: 30 May 2025
Terms of use
By making use of this document you agree to:
Use this document as a guide for learning,
comparison and reference purpose,
Not to duplicate, reproduce and/or misrepresent the
contents of this document as your own work,
Fully accept the consequences should you plagiarise
or misuse this document.
Disclaimer
Extreme care has been used to create this
document, however the contents are provided “as
is” without any representations or warranties,
express or implied. The author assumes no
liability as a result of reliance and use of the
contents of this document. This document is to
be used for comparison, research and reference
purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or
by any means.
, 0688120934
PREVIEW
1. Reflection on Assessment 2 and 3
Competencies Gained from Assessment 2
Assessment 2 focused on fundamental issues in labour relations management,
including disciplinary hearings, leave policy compliance, occupational injuries, and
ethical labour practices. From this assessment, I gained a strong understanding of
procedural and substantive fairness in disciplinary processes, especially the rights of
employees to a fair hearing under Section 188 of the Labour Relations Act (LRA) 66 of
1995. Drafting a disciplinary notice for an employee accused of smuggling contraband
required me to apply real-life procedural rules, such as allowing representation, timeous
notice, and ensuring impartiality. This developed my ability to conduct fair and legally
compliant disciplinary actions.
Additionally, I developed a deeper understanding of employee leave entitlements under
the Basic Conditions of Employment Act (BCEA) 75 of 1997. I learned how to formulate
a clear and compliant leave policy covering annual, sick, maternity, and family
responsibility leave. This competency is vital in ensuring that employee wellness is
protected while the organisation remains compliant.
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is”
without any representations or warranties, express or implied. The author assumes no liability as
a result of reliance and use of the contents of this document. This document is to be used for
comparison, research and reference purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or by any means.
, 0688120934
Question 1
1. Reflection on Assessment 2 and 3
Competencies Gained from Assessment 2
Assessment 2 focused on fundamental issues in labour relations management,
including disciplinary hearings, leave policy compliance, occupational injuries, and
ethical labour practices. From this assessment, I gained a strong understanding of
procedural and substantive fairness in disciplinary processes, especially the rights of
employees to a fair hearing under Section 188 of the Labour Relations Act (LRA) 66 of
1995. Drafting a disciplinary notice for an employee accused of smuggling contraband
required me to apply real-life procedural rules, such as allowing representation, timeous
notice, and ensuring impartiality. This developed my ability to conduct fair and legally
compliant disciplinary actions.
Additionally, I developed a deeper understanding of employee leave entitlements under
the Basic Conditions of Employment Act (BCEA) 75 of 1997. I learned how to formulate
a clear and compliant leave policy covering annual, sick, maternity, and family
responsibility leave. This competency is vital in ensuring that employee wellness is
protected while the organisation remains compliant.
Finally, by addressing occupational injury scenarios in line with the Compensation for
Occupational Injuries and Diseases Act (COIDA) 130 of 1993 and the Occupational
Health and Safety Act (OHSA) 85 of 1993, I developed a strong understanding of how
to protect employees’ safety and rights. These legal frameworks taught me to prioritise
workplace safety and employee support in the event of injury, thus promoting ethical
labour practices and legal compliance.
Competencies Gained from Assessment 3 (5 Marks)
Assessment 3 focused on disciplinary action, dismissal procedures, and workplace
safety, particularly in cases of gross misconduct. I further refined my ability to draft
legally compliant communication relating to dismissals and developed a deeper
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is”
without any representations or warranties, express or implied. The author assumes no liability as
a result of reliance and use of the contents of this document. This document is to be used for
comparison, research and reference purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or by any means.
assignmen
Exam Portfolio Semester 1 2025
UNIQUE CODE:
Detailed Solutions, References & Explanations
DUE DATE: 30 May 2025
Terms of use
By making use of this document you agree to:
Use this document as a guide for learning,
comparison and reference purpose,
Not to duplicate, reproduce and/or misrepresent the
contents of this document as your own work,
Fully accept the consequences should you plagiarise
or misuse this document.
Disclaimer
Extreme care has been used to create this
document, however the contents are provided “as
is” without any representations or warranties,
express or implied. The author assumes no
liability as a result of reliance and use of the
contents of this document. This document is to
be used for comparison, research and reference
purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or
by any means.
, 0688120934
PREVIEW
1. Reflection on Assessment 2 and 3
Competencies Gained from Assessment 2
Assessment 2 focused on fundamental issues in labour relations management,
including disciplinary hearings, leave policy compliance, occupational injuries, and
ethical labour practices. From this assessment, I gained a strong understanding of
procedural and substantive fairness in disciplinary processes, especially the rights of
employees to a fair hearing under Section 188 of the Labour Relations Act (LRA) 66 of
1995. Drafting a disciplinary notice for an employee accused of smuggling contraband
required me to apply real-life procedural rules, such as allowing representation, timeous
notice, and ensuring impartiality. This developed my ability to conduct fair and legally
compliant disciplinary actions.
Additionally, I developed a deeper understanding of employee leave entitlements under
the Basic Conditions of Employment Act (BCEA) 75 of 1997. I learned how to formulate
a clear and compliant leave policy covering annual, sick, maternity, and family
responsibility leave. This competency is vital in ensuring that employee wellness is
protected while the organisation remains compliant.
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is”
without any representations or warranties, express or implied. The author assumes no liability as
a result of reliance and use of the contents of this document. This document is to be used for
comparison, research and reference purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or by any means.
, 0688120934
Question 1
1. Reflection on Assessment 2 and 3
Competencies Gained from Assessment 2
Assessment 2 focused on fundamental issues in labour relations management,
including disciplinary hearings, leave policy compliance, occupational injuries, and
ethical labour practices. From this assessment, I gained a strong understanding of
procedural and substantive fairness in disciplinary processes, especially the rights of
employees to a fair hearing under Section 188 of the Labour Relations Act (LRA) 66 of
1995. Drafting a disciplinary notice for an employee accused of smuggling contraband
required me to apply real-life procedural rules, such as allowing representation, timeous
notice, and ensuring impartiality. This developed my ability to conduct fair and legally
compliant disciplinary actions.
Additionally, I developed a deeper understanding of employee leave entitlements under
the Basic Conditions of Employment Act (BCEA) 75 of 1997. I learned how to formulate
a clear and compliant leave policy covering annual, sick, maternity, and family
responsibility leave. This competency is vital in ensuring that employee wellness is
protected while the organisation remains compliant.
Finally, by addressing occupational injury scenarios in line with the Compensation for
Occupational Injuries and Diseases Act (COIDA) 130 of 1993 and the Occupational
Health and Safety Act (OHSA) 85 of 1993, I developed a strong understanding of how
to protect employees’ safety and rights. These legal frameworks taught me to prioritise
workplace safety and employee support in the event of injury, thus promoting ethical
labour practices and legal compliance.
Competencies Gained from Assessment 3 (5 Marks)
Assessment 3 focused on disciplinary action, dismissal procedures, and workplace
safety, particularly in cases of gross misconduct. I further refined my ability to draft
legally compliant communication relating to dismissals and developed a deeper
Disclaimer
Extreme care has been used to create this document, however the contents are provided “as is”
without any representations or warranties, express or implied. The author assumes no liability as
a result of reliance and use of the contents of this document. This document is to be used for
comparison, research and reference purposes ONLY. No part of this document may be
reproduced, resold or transmitted in any form or by any means.
