Mrl 3702 - Study guides, Class notes & Summaries

ASSIGNMENT 02 Mantsho and Moshoueu, LLB students for RR University are engaged in a conversation in a train from Pretoria to Tembisa. You are in the same train minding your business but the issue they are discussing catches your attention because it relates to one of the labour law aspects. What sparked the conversation is that a certain Lepara who had reported to work under the influence of an unknown intoxicating substance was told to leave the employer’s business premises and never to set...

MRL 3702 ASSIGNMENT 2 SEMESTER 1 2023 ANSWERS/ SOLUTIONS

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Mrl 3702 Study Unit 7 - Fair & Unfair Dismissal And Dispute Resolution Exam With Complete Solutions 2024

Latest exam pack questions and answers and summarized notes for exam preparation.

DISMISSAL BASED ON OPERATIONAL REASONS Correct Answer Dismissal based on operational reasons is regarded as a "no fault" dismissal because the termination does not result from the actions or fault of the employee. FOUR BROAD CATEGORIES OF OPERATIONAL REQUIREMENTS Correct Answer 1. Economic needs 2. Technological needs 3. structural needs 4. similar needs TECHNOLOGICAL NEEDS Correct Answer Refer to the introduction of new technology, for example, machinery / computers that lead to the ...

©SOPHIABENNETT EXAM SOLUTIONS_2024/2025 Tuesday, September 3, 2024 10:30 AM Page | 3 - later court held that retrenchment should remain a matter of last resort. SECTION 189 A - DISMISSAL WILL BE SUBSTANTIVELY FAIR FOR OPERATIONAL REASONS IF THE FOLLOWING REQUIREMENTS ARE MET: - Answer️️ -1. the dismissal was to give effect to a requirement based on the employers economic, technological, structural or similar needs, 2. the dismissal was operationally justifiable on rational grounds, ...

MRL3702 SUMMARY NOTES & REVISION QUESTIONS. This document consist of a complete and a all-inclusive guide to MRL3702 LABOUR LAW. only employees are protected by labour legislation (therefore important to draw a distinction between employees and other workers, for eg. independent contractors). Furthermore, only when a relationship is labelled an employment relationship does it fall under the protective scope of labour laws. The employment relationship in SA is regulated by the following three...