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IRM1501 MAY JUNE 2024 PORTFOLIO (COMPLETE ANSWERS) Semester 1 2024 - DUE 27 May 2024
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IRM1501 MAY JUNE 2024 PORTFOLIO (COMPLETE ANSWERS) Semester 1 2024 - DUE 27 May 2024
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Exam (elaborations) IRM1501 MAY JUNE 2024 PORTFOLIO (COMPLETE ANSWERS) Semester 1 2024 - DUE 27 May 2024 • Course • Introduction to Research Methodology for Law (IRM1501) • Institution • Unive...
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Exam (elaborations) IRM1501 MAY JUNE 2024 PORTFOLIO (COMPLETE ANSWERS) Semester 1 2024 - DUE 27 May 2024 • Course • Introduction to Research Methodology for Law (IRM1501) • Institution • Unive...
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Exam (elaborations) IRM1501 MAY JUNE 2024 PORTFOLIO (COMPLETE ANSWERS) Semester 1 2024 - DUE 27 May 2024 • Course • Introduction to Research Methodology for Law (IRM1501) • Institution • Unive...
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IRM1501 MAY JUNE 2024PORTFOLIO (COMPLETE ANSWERS)
Semester 1 2024 – DUE 27 May 2024
100% TRUSTED workings, explanations and solutions.
QUESTION 1
The Constitutional Court of South Africa in the case of Sidumo v Rustenburg
Platinum Mines Ltd & Others 2007 12 BLLR 1097 (CC) devised a new test to be
applied when determining the fairness of the dismissal. Discuss the case of
Sidumo in the prescribed format (facts, legal question, reasons for the decision or
ratio decidendi and the findings of the case) and highlight the test that the
Constitutional Court designed in deciding on fairness in labour law matters. (15
Marks)
Sidumo v Rustenburg Platinum Mines Ltd & Others 2007 12 BLLR 1097 (CC)
Facts:
Sidumo was a security guard employed by Rustenburg Platinum Mines. His duties
included searching employees to prevent theft. During a search, Sidumo failed to follow
proper procedures, which resulted in the loss of a significant amount of platinum.
Consequently, he was dismissed for negligence. Sidumo challenged the fairness of his
dismissal, and the matter was eventually taken to the Constitutional Court of South Africa.
Legal Question:
The key legal question was whether the dismissal of Sidumo for negligence was fair, and
more broadly, what the appropriate test for fairness in dismissals should be according to
South African labour law.
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