MRL3702 - Labour Law
Assignment 2 (Semester 2)
DUE 11 September 2025
With reference to the relevant legal authority, advise on the following:
1. Whether #23&24 has the right to issue the statement above and why?
ANSWER:
Yes, #23&24 has the right to issue a statement regarding leave and work expectations.
Under the Labour Relations Act 66 of 1995 (LRA), employers may regulate operational
requirements and set reasonable conditions regarding leave during busy periods,
provided they are consistent with employment contracts and statutory leave provisions
(Section 20, Basic Conditions of Employment Act 75 of 1997 – BCEA). The employer is
entitled to ensure business continuity, especially during peak periods, and may warn
employees of potential disciplinary action for non-compliance, as long as it is lawful and
reasonable.
2. Assume that #23&24 dismisses Tselani under these circumstances. Which
ground of dismissal may #23&24 rely on for the dismissal of Tselani?
ANSWER:
If #23&24 dismisses Tselani, the likely ground would be misconduct, specifically
unauthorised absenteeism. Tselani’s absence during a critical business period, without
Disclaimer:
All materials are for study assistance only. We do not condone academic dishonesty. Use at your own risk.
We are not liable for any consequences arising from misuse.
Redistribution, resale, or sharing without permission is prohibited.
Assignment 2 (Semester 2)
DUE 11 September 2025
With reference to the relevant legal authority, advise on the following:
1. Whether #23&24 has the right to issue the statement above and why?
ANSWER:
Yes, #23&24 has the right to issue a statement regarding leave and work expectations.
Under the Labour Relations Act 66 of 1995 (LRA), employers may regulate operational
requirements and set reasonable conditions regarding leave during busy periods,
provided they are consistent with employment contracts and statutory leave provisions
(Section 20, Basic Conditions of Employment Act 75 of 1997 – BCEA). The employer is
entitled to ensure business continuity, especially during peak periods, and may warn
employees of potential disciplinary action for non-compliance, as long as it is lawful and
reasonable.
2. Assume that #23&24 dismisses Tselani under these circumstances. Which
ground of dismissal may #23&24 rely on for the dismissal of Tselani?
ANSWER:
If #23&24 dismisses Tselani, the likely ground would be misconduct, specifically
unauthorised absenteeism. Tselani’s absence during a critical business period, without
Disclaimer:
All materials are for study assistance only. We do not condone academic dishonesty. Use at your own risk.
We are not liable for any consequences arising from misuse.
Redistribution, resale, or sharing without permission is prohibited.
