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Payment of a performance bonus constitutes a “benefit” as contemplated by s186(2)(a) of the Labour Relations Act, 1995 (LRA). The majority of bonus schemes are made subject to an employer’s discretion in assessing the extent to which an employee (or a team, department or the employer as a whole) may have achieved previously agreed upon deliverables giving rise to payment of a bonus or a portion thereof. However, there may be circumstances where employees may feel aggrieved by the manner in w...
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04

COVID-19: SOUTH AFRICAN TERS BENEFIT

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Section 8 of The National Disaster Regulation 10 empowers the Minister of Employment and Labour (the Minister) as required, may issue and vary directions, within his mandate, to address, prevent and combat the spread of COVID-19. In line with the above regulation, the Minister has announced measures that the Department will put in place under the current special circumstance relating to the Coronavirus (COVID-19) and its impact on UIF contributors. The Unemployment Insurance Fund will assist a...
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Online SignaturesCOVID-19 How can a party execute signature to documents in terms of South African Law? 1. Under South African Law, there are three methods available to parties when signing documents namely: - The traditional method where parties physically sign in pen on an actual document; Electronic signatures, and Advanced Electronic Signatures (AES) Electronic Communications and Transactions Act, 2002 2. In terms of Section 13 of the Electronics Communications and Transactions Act...
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Code of Good Practice for the handling of Sexual Harassment Cases Until 19 December 2018, employers had to apply two Code of Good Practice for the Handling of Sexual Harassment Cases in the workplace. The first code was issued in 1998 (Government Notice R1367 of 17 July 1998). This code was amended on 4 August 2005, by the Amendments to the Code of Good Practice on the Handling of Sexual Harassment Cases in the Workplace (General Notice 1357). The amended code introduced a new definition for w...
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The Department of Employment and Labour has communicated that the general National Minimum Wage will increase from R20 per hour to R20.76 as of 1 March 2020. This represents a 3.8% increase right off the back of the CPI figures.
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The Basic Conditions of Employment Act(BCEA) has changed to make provision for three new categories of leave. The first category is parental leave that relates to the birth of a child. An employee who is a parent of a child will be entitled to 10 consecutive days’ parental leave. This will effectively replace the three days’ paternity leave currently provided for in the BCEA, but the current maternity leave provisions in the BCEA remain unchanged. Parental leave may commence on the day the chi...
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30

Not to over-criminalise Labour Law

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In SAPS v SSSBC and others (PA 10/2017) (handed down on 5 November 2019), the Employee, a sergeant, employed by SAPS since 1991, was dismissed after being found guilty of shooting and killing a civilian with his service firearm. The SAPS charged the employee with four counts of misconduct arising from his killing of the deceased. After the employer had presented evidence and the employee had testified and presented evidence, he was found guilty of three of the charges. The sanction of dismissal ...
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May an employer dismiss employees because they refuse to agree to a change to their terms and conditions of employment? An initial answer may be, “yes”. Section 187(1)(c) of the South African Labour Relations Act, 1995 (the “LRA”) as amended provides that a dismissal will be automatically unfair if the reason for the dismissal is “a refusal by employees to accept a demand in respect of any matter of mutual interest between them and their employer.”
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27

SEXUAL HARASSMENT IN THE WORKPLACE

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SEXUAL HARASSMENT IN THE WORKPLACE   In terms of the Employment Equity Act, No. 55 of 1998 (Act), harassment of an employee is a form of unfair discrimination and it is prohibited on any one or combination of grounds of unfair discrimination listed in the Act.   Sexual harassment is a form of unfair discrimination based on the grounds of sex, gender and/or sexual orientation. It has been characterised by the Labour Appeal Court as “the most heinous misconduct that plagues a workplace”.   ...
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Is THERE a DIFFERENCE between a TEMPORARY EMPLOYMENT SERVICE (TES) and a SERVICE PROVIDER for PURPOSES of SECTION 198?   q  Amendments to Section 198 and the insertions of sections 198A-C of the LRA came into operation on 01 January 2015. q  One of the most crucial impacts of these amendments is the deeming provision in terms of section 198A(3)(b)(i), which provides that an employee engaged by a temporary employment service (TES) (otherwise known as a labour broker), for the purposes of rend...
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