ABR 311 EXAM
Revision Theme 1-5
Basic Conditions of Employment Act (BCEA)- minimum conditions of employment for unorganised & vulnerable
workers. E.g. leave, working hours, notice periods.
Includes: all er, ee; domestic workers; gardeners; farm workers
Excluded if earning above the threshold= R241 110, 59
Collective bargaining- negotiation process between an er and a group of ee or a labour union that represents
them
Dispute of right- what an ee is entitled to earning
Dispute of interest- what an ee wants (increase in salary)
Commission for Conciliation, Mediation and Arbitration (CCMA)
Conciliation- settling a dispute by friendly means
Mediation- person between 2/more disputing parties
Arbitration – process of resolving disputes outside the courts by using an arbitrator
Employment Equity Act (EEA)- Promote equal opportunities, fair treatment and eliminate unfair discrimination
Equality- everyone is equal before the law
Direct discrimination s9(3)- specific category of persons
Indirect discrimination s9(4)- particular category of persons
1994= new democratic order
Fixed term contracts- if longer than 3 months> worker becomes indefinite worker and entitled to same T’s & C’s
of work as other workers
Workplace forums- 100 or more ee in workplace required. Er consults ee on workplace issues: policy,
restructuring, education + training.
The Labour Court has the same status as a high court. The Labour Court adjudicates matters relating to labour
disputes. Appeals are made to the Labour Appeal Court.
Make sure to review the slides regarding T1-4
©Megan Meiring
, Theme 5: Dismissals
Dismissals
• Ee’s right to not be unfairly dismissed: section 185 LRA of 1994 (before 1995 er can just “fire” ee)
• 2 legs for fair dismissal: (1 proven to be unfair dismissal)
1. Substantive (good reason)
2. Procedural
Dismissal definition:
Employment terminated with/without notice
Fixed term contract - Ee had reasonable expectation i) renew on same terms or ii) Renew on less
favourable terms (to retain services on indefinite basis, but Er refused to allow Ee to resume work)
Er refused to employ Ee after maternity
Er dismissed ee for the same reason, but selective re-employment of some ee
Constructive dismissal - Er made continuous work intolerable
Er terminated contract after business transferred as going concern
3 valid dismissals: misconduct, poor work performance/ incapacity, ee operational requirements of the er-
retrenchment
Resignation- terminates employment (not dismissal); ee offered to resign, can’t withdraw, needs er’s consent
Hot-heated resignations: difficult to establish if ee resigned or was dismissed. E.g. “You might as well fire me”;
Words in the heat of the moment where courts say er should be slow to accept such resignation and call for a
cooling off
Constructive dismissal (DC)
o Termination by ee, with or without notice, that made continued employment intolerable
o Actions on the part of er which drive ee to leave (resignation or not)
o Er confronts ee with a choice ‘either you resign or I shall summarily dismissal you’ – er made employment
intolerable = onus to prove by ee
o Ee is then forced to accept voluntary retrenchment
o But case law indicates that ee is expected to try & resolve grievances prior to resigning, they must be
patient to await the outcome of er
o Objective test (sappi case)- ee would have continued but for intolerable/ unbearable circumstances
Sappi Kraft v Majake 1998 ILJ 1240 (Labour Court)
1. The test whether the er has rendered an ee’s work intolerable is an objective one. The ee has to prove
that there was no alternative but to resign.
2. A person’s over sensitivity or misinterpretation of the er’s action cannot be considered.
3. An allegation of constructive dismissal cannot be used as a means of escaping a disciplinary enquiry.
4. Two–stage approach:
• Although the ee resigns or leaves employment, the onus of proving that the er’s conduct made
employment intolerable rests with the ee;
• The onus then shifts to the er to prove that such dismissal was not unfair.
©Megan Meiring
, Automatically unfair dismissal
▪ Usually when er discriminates or because ee exercised his rights of LRA
1. Exercise of right to freedom of association
2. Disclosed lawful information
3. Ee exercised rights ito LRA, eg dispute resolution
4. Ee participated in proceedings ito LRA
5. Dismissal because ee participated in a strike
6. Dismissal lock-out: ee refused to accept offer and er locked-out until accept demand/offer
7. Refused work of ee’s on protected strike (unless actual danger to life, personal safety and health)
8. Pregnancy related dismissal
9. Unfair discrimination, any grounds (race, gender)
10. Transfer of a business
11. Protected disclosure, ito Protected Disclosures Act (Whistle blowers Act)
Date of dismissal (dod)
If 2 dates: dod is earlier date when contract of employment is terminated and ee left service of er (not
date of appeal)
Ee must have 30 days from dod for dispute to CCMA or bargaining council
Fixed-term contracts -> dod is: notification of non-renewal / refusal to resume work (after period of
absence) / refusal to reinstate / refusal to re-employ / “notice” given / date of less favourable
Requirements for fair dismissal
Substantive + Procedural
• Serious misconduct (total blameworthiness) (summary dismissal)
• Incapacity/ poor work performance (less or total blameworthiness) (notice dismissal)
• Er operational requirements
Er should not be flexible of disciplinary rules, and ee should be familiar with rules
Misconduct
▪ Avril Elizabeth Homes case:
The court adopted an overly strict approach and held that a fair disciplinary hearing has to comply with
the following court-like requirements:
1. The ee must be fully informed about the charges brought against him, prior to the hearing.
2. The ee must be granted enough time to prepare for the hearing and must be informed where and
when the hearing will take place.
3. The hearing must be held within a reasonable time.
4. The er is entitled to a representative at the hearing.
5. The offender must be allowed to call witnesses.
6. If necessary, an interpreter must be present.
7. The committee must be unbiased and consider all relevant information.
8. After a finding of guilty but before a penalty, the ee must be afforded the opportunity to adduce
evidence in mitigation.
9. The decision and the reasons for the decision must be made known.
10. The ee must be informed of his right to appeal.
▪ Er should set disciplinary rules through a code of conduct
▪ Adopt corrective measures - progressive discipline
©Megan Meiring
Revision Theme 1-5
Basic Conditions of Employment Act (BCEA)- minimum conditions of employment for unorganised & vulnerable
workers. E.g. leave, working hours, notice periods.
Includes: all er, ee; domestic workers; gardeners; farm workers
Excluded if earning above the threshold= R241 110, 59
Collective bargaining- negotiation process between an er and a group of ee or a labour union that represents
them
Dispute of right- what an ee is entitled to earning
Dispute of interest- what an ee wants (increase in salary)
Commission for Conciliation, Mediation and Arbitration (CCMA)
Conciliation- settling a dispute by friendly means
Mediation- person between 2/more disputing parties
Arbitration – process of resolving disputes outside the courts by using an arbitrator
Employment Equity Act (EEA)- Promote equal opportunities, fair treatment and eliminate unfair discrimination
Equality- everyone is equal before the law
Direct discrimination s9(3)- specific category of persons
Indirect discrimination s9(4)- particular category of persons
1994= new democratic order
Fixed term contracts- if longer than 3 months> worker becomes indefinite worker and entitled to same T’s & C’s
of work as other workers
Workplace forums- 100 or more ee in workplace required. Er consults ee on workplace issues: policy,
restructuring, education + training.
The Labour Court has the same status as a high court. The Labour Court adjudicates matters relating to labour
disputes. Appeals are made to the Labour Appeal Court.
Make sure to review the slides regarding T1-4
©Megan Meiring
, Theme 5: Dismissals
Dismissals
• Ee’s right to not be unfairly dismissed: section 185 LRA of 1994 (before 1995 er can just “fire” ee)
• 2 legs for fair dismissal: (1 proven to be unfair dismissal)
1. Substantive (good reason)
2. Procedural
Dismissal definition:
Employment terminated with/without notice
Fixed term contract - Ee had reasonable expectation i) renew on same terms or ii) Renew on less
favourable terms (to retain services on indefinite basis, but Er refused to allow Ee to resume work)
Er refused to employ Ee after maternity
Er dismissed ee for the same reason, but selective re-employment of some ee
Constructive dismissal - Er made continuous work intolerable
Er terminated contract after business transferred as going concern
3 valid dismissals: misconduct, poor work performance/ incapacity, ee operational requirements of the er-
retrenchment
Resignation- terminates employment (not dismissal); ee offered to resign, can’t withdraw, needs er’s consent
Hot-heated resignations: difficult to establish if ee resigned or was dismissed. E.g. “You might as well fire me”;
Words in the heat of the moment where courts say er should be slow to accept such resignation and call for a
cooling off
Constructive dismissal (DC)
o Termination by ee, with or without notice, that made continued employment intolerable
o Actions on the part of er which drive ee to leave (resignation or not)
o Er confronts ee with a choice ‘either you resign or I shall summarily dismissal you’ – er made employment
intolerable = onus to prove by ee
o Ee is then forced to accept voluntary retrenchment
o But case law indicates that ee is expected to try & resolve grievances prior to resigning, they must be
patient to await the outcome of er
o Objective test (sappi case)- ee would have continued but for intolerable/ unbearable circumstances
Sappi Kraft v Majake 1998 ILJ 1240 (Labour Court)
1. The test whether the er has rendered an ee’s work intolerable is an objective one. The ee has to prove
that there was no alternative but to resign.
2. A person’s over sensitivity or misinterpretation of the er’s action cannot be considered.
3. An allegation of constructive dismissal cannot be used as a means of escaping a disciplinary enquiry.
4. Two–stage approach:
• Although the ee resigns or leaves employment, the onus of proving that the er’s conduct made
employment intolerable rests with the ee;
• The onus then shifts to the er to prove that such dismissal was not unfair.
©Megan Meiring
, Automatically unfair dismissal
▪ Usually when er discriminates or because ee exercised his rights of LRA
1. Exercise of right to freedom of association
2. Disclosed lawful information
3. Ee exercised rights ito LRA, eg dispute resolution
4. Ee participated in proceedings ito LRA
5. Dismissal because ee participated in a strike
6. Dismissal lock-out: ee refused to accept offer and er locked-out until accept demand/offer
7. Refused work of ee’s on protected strike (unless actual danger to life, personal safety and health)
8. Pregnancy related dismissal
9. Unfair discrimination, any grounds (race, gender)
10. Transfer of a business
11. Protected disclosure, ito Protected Disclosures Act (Whistle blowers Act)
Date of dismissal (dod)
If 2 dates: dod is earlier date when contract of employment is terminated and ee left service of er (not
date of appeal)
Ee must have 30 days from dod for dispute to CCMA or bargaining council
Fixed-term contracts -> dod is: notification of non-renewal / refusal to resume work (after period of
absence) / refusal to reinstate / refusal to re-employ / “notice” given / date of less favourable
Requirements for fair dismissal
Substantive + Procedural
• Serious misconduct (total blameworthiness) (summary dismissal)
• Incapacity/ poor work performance (less or total blameworthiness) (notice dismissal)
• Er operational requirements
Er should not be flexible of disciplinary rules, and ee should be familiar with rules
Misconduct
▪ Avril Elizabeth Homes case:
The court adopted an overly strict approach and held that a fair disciplinary hearing has to comply with
the following court-like requirements:
1. The ee must be fully informed about the charges brought against him, prior to the hearing.
2. The ee must be granted enough time to prepare for the hearing and must be informed where and
when the hearing will take place.
3. The hearing must be held within a reasonable time.
4. The er is entitled to a representative at the hearing.
5. The offender must be allowed to call witnesses.
6. If necessary, an interpreter must be present.
7. The committee must be unbiased and consider all relevant information.
8. After a finding of guilty but before a penalty, the ee must be afforded the opportunity to adduce
evidence in mitigation.
9. The decision and the reasons for the decision must be made known.
10. The ee must be informed of his right to appeal.
▪ Er should set disciplinary rules through a code of conduct
▪ Adopt corrective measures - progressive discipline
©Megan Meiring
