This paper is aimed at helping individuals in understanding the Labour Law and Unfair Labour practices in South Africa. There are two categories of labour law which are; collective labour law and individual labour law. On the other hand, Unfair Labour Practice can take many forms and all employers need to be aware. These include; discrimination on the basis of race, ethnicity, gender, etc., retaliation, wrongful pressure, and termination under collective bargaining agreement. Furthermore, there are certain procedural requirements set in place that individuals should follow in case anyone commits unfair labour practice. Follow this link to learn more on understanding the Labour Law and Unfair Labour Practices in South Africa
Understanding the Labour Laws that Every South African Need to Know
While understanding the labour laws, it is important to put in mind that there are those laws that every South African should know about. First, the National Minimum Wage Bill that aligns with the Basic Conditions of Employment Amendment Bill. This bill states the values of salary increment for full-time workers. Also, the bill introduces new wage rates per hour for domestic and agricultural workers. The second bill is the Labour Relations Amendment Bill which makes several changes to the Labour Relations Act 66 of 1995. Furthermore, these changes mainly involve collective bargaining. Lastly, Labour Laws Amendment Bill is a bill that aims to correct the Basic Conditions of Employment Act 75 of 1997. The bill discusses the three leaves entitled to employees. Thus, understanding these bills will help employees avoid and call out unfair labour practices in their workplaces.
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The Concept of Unfair Labour Practices
The concept of unfair labour practices entails various actions that unions or employers take that end up violating the national labour Relations Act. It is important to understand the three stages of employment relationship so as to tell when there are unfair practices in the workplace. Firstly, the beginning is the stage where an employee is an applicant for a position of work. Secondly, the middle stage goes on as long as the relationship continues. Lastly is the end-stage which may be in the form of retirement, dismissal or resignation. Through understanding the Labour law, an individual is able to tell when certain employer behavior falls out of the employee-employer relationship. For example, unfair dismissal or discrimination.
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