, LLW2602 Assignment 2 (COMPLETE ANSWERS) Semester 1
2026 (792539) - DUE April 2026; 100% trusted ,comprehensive and
complete reliable solution with clear explanation.
(a) Nature of the action and requirements for protection
The action taken by the members of the Wood Employees Association
(WEA) is a secondary strike (also called a solidarity strike). A
secondary strike occurs when employees stop working in support of
employees of another employer who are engaged in a labour dispute. In
this scenario, WEA members are striking in support of employees of
Furniture Manufacturers (FM), even though their dispute is not directly
with their own employer, Red Wood (RW).
For a secondary strike to be protected under South African labour law,
the following requirements must be met (as per the Labour Relations Act
66 of 1995):
1. Primary dispute existence
For a secondary strike to be protected, there must first be a primary
dispute. This means the employees of the original employer (in this case,
Furniture Manufacturers) must themselves be engaged in a protected
strike, in line with the Labour Relations Act 66 of 1995. Without a valid
primary strike, any solidarity action by another group of employees (like
WEA members) would automatically be considered unprotected. The
law ensures that secondary strikes are only lawful when supporting an
existing dispute, rather than creating a new conflict. In this scenario, the
FM employees are disputing a new promotion criterion, which forms the
basis for the secondary action.
2. Good faith support
Employees taking part in a secondary strike must act genuinely to
support the rights or interests of the primary employees. The action
cannot be motivated by unrelated issues, personal grievances, or ulterior
2026 (792539) - DUE April 2026; 100% trusted ,comprehensive and
complete reliable solution with clear explanation.
(a) Nature of the action and requirements for protection
The action taken by the members of the Wood Employees Association
(WEA) is a secondary strike (also called a solidarity strike). A
secondary strike occurs when employees stop working in support of
employees of another employer who are engaged in a labour dispute. In
this scenario, WEA members are striking in support of employees of
Furniture Manufacturers (FM), even though their dispute is not directly
with their own employer, Red Wood (RW).
For a secondary strike to be protected under South African labour law,
the following requirements must be met (as per the Labour Relations Act
66 of 1995):
1. Primary dispute existence
For a secondary strike to be protected, there must first be a primary
dispute. This means the employees of the original employer (in this case,
Furniture Manufacturers) must themselves be engaged in a protected
strike, in line with the Labour Relations Act 66 of 1995. Without a valid
primary strike, any solidarity action by another group of employees (like
WEA members) would automatically be considered unprotected. The
law ensures that secondary strikes are only lawful when supporting an
existing dispute, rather than creating a new conflict. In this scenario, the
FM employees are disputing a new promotion criterion, which forms the
basis for the secondary action.
2. Good faith support
Employees taking part in a secondary strike must act genuinely to
support the rights or interests of the primary employees. The action
cannot be motivated by unrelated issues, personal grievances, or ulterior
