Workplace Law |
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Page 15
... facts support a conflicting construction . For tax purposes , employees sometimes form close corporations which nominally render services to their employer in their stead . Where such a close corporation in fact trades on its own ...
... facts support a conflicting construction . For tax purposes , employees sometimes form close corporations which nominally render services to their employer in their stead . Where such a close corporation in fact trades on its own ...
Page 102
... fact that a disciplinary code stipulates a maximum penalty of a final warning for a particular offence does not necessarily preclude an employer from dismissing an employee for an aggravated case of such offence.67 The labour courts ...
... fact that a disciplinary code stipulates a maximum penalty of a final warning for a particular offence does not necessarily preclude an employer from dismissing an employee for an aggravated case of such offence.67 The labour courts ...
Page 130
... fact a retrenchment . Conversely , a person dismissed for what the employer purports to be a retrenchment but was in fact dismissed for some ulterior purpose falling within the class of automatically unfair dismissals will also not be ...
... fact a retrenchment . Conversely , a person dismissed for what the employer purports to be a retrenchment but was in fact dismissed for some ulterior purpose falling within the class of automatically unfair dismissals will also not be ...
Contents
Introductory topics | 1 |
The parties to the employment relationship | 12 |
The individual contract of employment | 20 |
Copyright | |
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9 ILJ agency shop Allied Workers Union application arbitration award automatically unfair bargaining council BCEA breach Catering & Allied CCMA Chapter circumstances collective agreement collective bargaining Commission commissioner common law comply conciliation constitution constructive dismissal consultation contract of employment disciplinary code domestic workers duty East Rand election employee's employers and employees employment contract employment relationship entitled example expressly fair Food & Allied industrial court jurisdiction Labour Appeal Court Labour Court Ltd t/a Ltd v National Metal & Allied misconduct National Union notice obliged offence organisational rights overtime participate parties performance period person Pick n Pay procedures protected strike protest action provides reasonable refer the dispute refusal regard registered trade union relating remuneration representative trade union residual unfair labour retrenchment rules statutory strike action strikers termination terms of subsection trade union representative Transvaal ultimatum unfair labour practice Union of Metalworkers Union of Mineworkers wages workplace forum