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Exam (elaborations)

MRL3702 EXAM PACK LATEST MAY 2025 VERIFIED DETAILED QUESTIONS AND ANSWERS

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1. MRL3702 exam pack May 2025 with verified answers 2. Detailed questions for MRL3702 UNISA exam 2025 3. Latest MRL3702 study material for South African students 4. MRL3702 past exam questions with solutions 2025 5. UNISA MRL3702 exam preparation guide May 2025 6. MRL3702 practice questions for South African law students 7. Verified MRL3702 exam pack for UNISA distance learning 8. MRL3702 study notes with updated 2025 content 9. South African labor relations law exam pack MRL3702 10. MRL3702 mock exam questions for May 2025 11. UNISA MRL3702 exam tips and tricks for 2025 12. Comprehensive MRL3702 revision material for South African students 13. MRL3702 exam pack with explanations for difficult concepts 14. Latest MRL3702 exam format and structure 2025 15. MRL3702 study group resources for UNISA students 16. South African labor law MRL3702 exam preparation strategies 17. MRL3702 exam pack with updated case studies 2025 18. UNISA MRL3702 exam pack with marking guidelines 19. MRL3702 exam pack for part-time South African students 20. Verified MRL3702 exam questions aligned with 2025 syllabus 21. MRL3702 exam pack with time management tips 22. South African labor relations MRL3702 exam pack with glossary 23. MRL3702 exam pack for last-minute revision May 2025 24. UNISA MRL3702 exam pack with practice essays 25. MRL3702 exam pack with updated legislation changes 2025

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Uploaded on
May 15, 2025
Number of pages
6
Written in
2024/2025
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Exam (elaborations)
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  • mrl3702 exam workbook
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  • detailed mrl3702 questions
  • mrl3702 test questions may 2025
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THEkCOMMONkLAWkDUTIESkOFkANkEMPLOYEEk-
kCORRECTkANSWER-1.ktokrenderkservicesktokthekemployer
2.kTokworkkcompetentlykandkdiligently
3.kTokobeyklawfulkandkreasonablekinstructions
4.kTokservekthekemployer'skinterestskandkactkinkgoodkfaith

CATEGORIESkOFkEMPLOYEESkSPECIFICALLYkEXCLUDEDkFROMkTH
EkAPPLICATIONkOFkTHEkLRAk-kCORRECTkANSWER-
•kmemberskofkthekNationalkDefencekForce,kand
•kmemberskofkthekStatekSecuritykAgency.

METHODSkTHROUGHkWHICHkBASISkCONDITIONSkOFkEMPLOYMENTk
MAYkBEkCHANGEDk-kCORRECTkANSWER-
Variationkbykwaykofkakcollectivekagreement
Variationkbykwaykofkakministerialkdetermination
Variationkbykwaykofkaksectoralkdetermination

CIRCUMSTANCESkUNDERkWHICHkHIV/AIDSkTESTINGkWOULDkBEkALL
OWEDkINkTHEkWORKPLACEk-kCORRECTkANSWER-
thekfollowingkfactorskwerekstipulatedkaskcircumstanceskunderkwhichkHIVkte
stingkwouldkbekallowed:
•ktokpreventkunfairkdiscrimination,
•kwherekthekemployerkneededkHIVktestingktokdeterminekthekextentkofkHIVkin
kthekworkplacekinkorderktokplacekitselfkinkakbetterkpositionktokevaluatekitsktra
iningkandkawarenesskprogrammes,kandktokdrawkupkfuturekplanskbasedkonkt
hekoutcomekofkthektests,
•kwherekthekpurposekofktestingkwaskthatkthekemployerkneededktokknowkthek
prevalencekofkHIVkatkitskworkplacekinkorderktokbekpro-

, activekinkitskpreventionkamongstkemployees,kandktoktreatktheksymptomskan
dktokplankforkcontingencies,
includingkthekfairkdistributionkofkemployeekbenefits,kmedicalkaidkandkthektrai
ningkofkreplacementklabour,
•kwherekmedicalkfactskindicatedkthekneed,
•kwherekemploymentkconditionskrequiredktesting,
•kwhereksocialkpolicykrequiredktesting,
•kwherekthekinherentkrequirementskofkthekjobknecessitatedkit,kor
•kwherekparticularkcategorieskofkemployees/jobskrequiredksuchktesting.

THEkSUBSTANTIVEkFAIRNESSkOFkAkDISMISSALkBASEDkONkMISCON
DUCTk-kCORRECTkANSWER-
ThekCode:kDismissalksetskthekfollowingkrequirementskforksubstantivekfairne
ss:
•kDidkthekemployeekcontravenekakrulekorkstandardkregulatingkconductkin,kor
kofkrelevancekto,kthekworkplace?
•kIfkso,kwaskthekrulekvalidkandkreasonable?kThiskisknormallykdeterminedkwit
hkreferencektokthekneedskofkthekworkplacekandkbusiness.
•kWaskthekemployeekawarekofkthekrule,korkcouldkshe/hekreasonablykbekexp
ectedktokhavekbeenkawarekofkthekrule?kAnkemployeekcankonlykbekpunished
kifkshe/hekknewkthatkthekconductkwaskunacceptablekandkthatkaktransgressio
nkof
thiskrulekcouldkleadktokdismissal.
•kDidkthekemployerkconsistentlykapplykthekrule?kAnkemployerkcannotkenforc
ekakrule,kwhichkhadkbeenkpreviouslykignored.kThiskiskcalledk'historicalkincon
sistency',kbecausekpresentkconductkiskinconsistentkwithkpastkconduct.kIfkakr
ulekisktokbekenforcedkinkthekfuture,kthekemployerkmustkinformkthekemployee
skbeforehand.kIf,katkakgivenktime,kankemployer'sktreatmentkofkseveralkemplo
yeeskguiltykofktheksamekoffencekwerekinconsistent,kthatkwould
bek'contemporaneouskinconsistency'.
•kIskdismissalkankappropriatekactionkforkContraventionkofkthekrule?kDismiss
alkshouldkbekseenkaskakmatterkofklastkresort.kNormally,kdismissalkwillknotkbe
kappropriatekinkthekcasekofkakfirstkoffence,kunlesskthekmisconductkiskserious
andkofksuchkgravitykthatkitkrenderskthekemploymentkrelationshipkintolerable.
Thekappropriatenesskofkdismissalkaskakpenaltykwillkdependkonkthekemploye
e'skcircumstances,kincluding:
--klengthkofkservice,
--kpreviouskdisciplinarykrecord,
--kpersonalkcircumstances,
--ktheknaturekofkthekjob,kand
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