If a worker is given sleeping facilities and is not awake, the minimum wage need not be paid.
Unions must also have political objects in the constitution.
Broadly, then, the collective-bargaining process may be defined as a process whereby employers (or employers organisations) bargain with employee representatives (trade unions) about terms and conditions of employment, and about other matters of mutual interest.
Usually the employer will pay the other half, but this is not required in the Basic Conditions of Employment Act.Employers that do not fall within the ambit of this definition may still voluntarily indicate that they intend to comply with the Act.Representations on issues regarding the reasons for dismissal, online roulette spielen 1 cent einsatz alternatives to dismissal, measures to minimise the number of dismissals, the timetable for dismissal, assistance offered, severance pay, etc., are therefore allowed.It appears that the approach of the court will vary according to the degree and nature of the absenteeism.
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The purpose of redundancy pay is to compensate a worker for loss of job, irrespective of whether that leads to any unemployment.
In East Rand Proprietary Mines v upusa, the issue was the fairness of the dismissal of a number of Zulu-speaking workers after violent clashes between them and workers belonging to other ethnic groups.
Trade-union officials are employees of the trade union; they perform various duties for the trade union in this capacity.
Neither the right to strike nor the right to a lock-out is directly protected in terms of an ILO Convention, but it is indirectly done through ILO Convention 87 and ILO Convention 98, which were both ratified by South Africa.
It can be factually difficult in such cases to determine what was the true reason for the dismissal.The common law also allowed employers summarily to dismiss striking employees, but this has since been changed by the Labour Relations Act 1995.Even if the discrimination suffered is not listed in section 6(1) of the EEA, it would amount to discrimination if, objectively, it is based on attributes and characteristics which have the potential to impair the fundamental human dignity of persons as human beings,.A refusal to bargain includes: the employers refusal to recognise a trade union as a bargaining agent; the employers refusal to establish a bargaining council; the employers withdrawal of recognition of a collective bargaining agent; the employers resignation as a party to a bargaining council;.In National Education Health Allied Workers Union v University of Cape Town, the court held as follows: In deciding whether a business has been transferred as a going concern, regard must be had to the substance and not the form of the transaction.Unlike mere consultation, collective bargaining presumes a willingness from each party, not only to listen to and consider the representations of the other party, but also to abandon its own fixed positions where possible, in order to find common ground.The Protection from Harassment Act 1997, and now the Equality Act 2010 sections 26 and 40, define harassment as where a person's dignity is violated, or the person is subject to an intimidating, hostile, degrading, humiliating or offensive environment.The Companies Act 2006 section 168 defines only "members" as those with participation rights.Seniority edit This is the "last in, first out" or lifo principle.