MRL3702 - EXAM QUESTIONS AND
CORRECT ANSWERS COMPLETELY
VERIFIED 2025.
WHAT DOES THE ACRONYM / ABBREVIATION TES STAND FOR - ANSTemporary Employment
Services
WHICH TERMS OF EMPLOYMENT ARE REGARDED AS CORE TERMS IN TERMS OF THE BCEA AND
CANNOT BE VARIED - ANSmaximum working hours
provisions relating to night work
not less than 2 weeks annual leave
4 months maternity leave
provision relating to sick leave
DEFINE "FOREIGN NATIONAL" IN TERMS OF THE EMPLOYMENT SERVICES ACT 4 OF 2014 -
ANSThe ESA defines a 'foreign national' as follows:
'an individual who is not a South African citizen or does not have a permanent residence permit
issued in terms of the Immigration Act.'
WHO IS "TEMPORARY EMPLOYEE"? - ANSThis refers to employees supplied to a client by a
TES/labour broker. Such a
relationship is characterised by its triangular form.
NAME AND EXPLAIN THE TREE FORMS OF SEXUAL HARASSMENT - ANSVictimization
An employee is victimised or intimidated for
, failing to submit to sexual advances
Quid pro quo harassment
Employment circumstances, for example, promotion or an increase, are influenced by the
employer, manager or a co-employee to coerce
an employee to surrender to sexual advances
Sexual favouritism
A person in a position of authority in the workplace
rewards only those who respond to her/his sexual advances.
MENTION NINE TYPES OF DISMISSAL WHICH QUALIFY AS AUTOMATICALLY UNFAIR DISMISSALS
IN TERMS OF THE LRA - ANS'A dismissal is automatically unfair if the employer, in dismissing the
employee, acts contrary to section 5 [section 5 confers protections relating to the right to
freedom of association and on members of workplace forums] or, if the reason
for the dismissal is:
(a) that the employee participated in or supported, or indicated an intention to participate in or
support, a [protected] strike or protest action;
(b) that the employee refused, or indicated an intention to refuse, to do any work normally
done by an employee who at the time was taking part in a [protected] strike or was locked out,
unless that work is necessary to prevent an actual danger to life, personal safety or health;
(c) a refusal by employees to accept a demand in respect of any matter of mutual interest
between them and their employer;
(d) that the employee took action, or indicated an intention to take action against the employer
by:
(i) exercising any right conferred by this Act; or
(ii) participating in any proceedings in terms of this Act;
(e) the employee's pregnancy, intended pregnancy, or any reason related to her pregnancy;
CORRECT ANSWERS COMPLETELY
VERIFIED 2025.
WHAT DOES THE ACRONYM / ABBREVIATION TES STAND FOR - ANSTemporary Employment
Services
WHICH TERMS OF EMPLOYMENT ARE REGARDED AS CORE TERMS IN TERMS OF THE BCEA AND
CANNOT BE VARIED - ANSmaximum working hours
provisions relating to night work
not less than 2 weeks annual leave
4 months maternity leave
provision relating to sick leave
DEFINE "FOREIGN NATIONAL" IN TERMS OF THE EMPLOYMENT SERVICES ACT 4 OF 2014 -
ANSThe ESA defines a 'foreign national' as follows:
'an individual who is not a South African citizen or does not have a permanent residence permit
issued in terms of the Immigration Act.'
WHO IS "TEMPORARY EMPLOYEE"? - ANSThis refers to employees supplied to a client by a
TES/labour broker. Such a
relationship is characterised by its triangular form.
NAME AND EXPLAIN THE TREE FORMS OF SEXUAL HARASSMENT - ANSVictimization
An employee is victimised or intimidated for
, failing to submit to sexual advances
Quid pro quo harassment
Employment circumstances, for example, promotion or an increase, are influenced by the
employer, manager or a co-employee to coerce
an employee to surrender to sexual advances
Sexual favouritism
A person in a position of authority in the workplace
rewards only those who respond to her/his sexual advances.
MENTION NINE TYPES OF DISMISSAL WHICH QUALIFY AS AUTOMATICALLY UNFAIR DISMISSALS
IN TERMS OF THE LRA - ANS'A dismissal is automatically unfair if the employer, in dismissing the
employee, acts contrary to section 5 [section 5 confers protections relating to the right to
freedom of association and on members of workplace forums] or, if the reason
for the dismissal is:
(a) that the employee participated in or supported, or indicated an intention to participate in or
support, a [protected] strike or protest action;
(b) that the employee refused, or indicated an intention to refuse, to do any work normally
done by an employee who at the time was taking part in a [protected] strike or was locked out,
unless that work is necessary to prevent an actual danger to life, personal safety or health;
(c) a refusal by employees to accept a demand in respect of any matter of mutual interest
between them and their employer;
(d) that the employee took action, or indicated an intention to take action against the employer
by:
(i) exercising any right conferred by this Act; or
(ii) participating in any proceedings in terms of this Act;
(e) the employee's pregnancy, intended pregnancy, or any reason related to her pregnancy;
