PC-LLAW221.

Requirements for this paper/Benodighede vir hierdie vraestel: Resources/Hulpmiddels:

Answer Scripts/ Multi-choice cards (A4)/

Antwoordskrifte: X Multikeusekaarte (A4)
Attendance Slips (Fill-in Paper)/ Graph Paper/
Presensiestrokies (Invulvraestel): GrafiekPapier
Scrap Paper/ Calculators/
Rofwerkpapier Sakrekenaars X
Multi-choice cards (A5)/ Laptop (Power not provided)/
Multikeusekaarte (A5) Skootrekenaar (Krag word nie voorsien nie)

Type of Assessment/ Duration/ 3

Tipe Assessering:
Exam Opportunity:1 Tydsduur:

Paper Number/ Maximum Marks/ 100

1
Vraestel Nommer: Maksimum Punte:

Module Code/ LLAW221 Date/ 2018/11/05

Modulekode: Datum:

Examiner(s)/ Dr. A Botes-PC;Mr. RW Nkhumise- Time/

14:00:00
Eksaminator(e): MC;Mr. R Masilo-VTC; Tyd:

Internal/Interne
Moderator(s): Mrs. E Gresse-MC

External Moderator(s)/
Eksterne Moderator(s):

Submission of answer scripts/Inhandiging van antwoordskrifte: ORDINARY

Question 3 [15]

Employee A has been appointed by employer B in his company as an analyst in one of its laboratories. The
parties conclude an employment contract on 25 June 2018 and does not indicate the date when it will end. A
is paid a monthly salary of R18,500 and works 8 hours a day, 5 days a week. Although employee A is expected
to work with dangerous chemicals which pose certain health hazards, employer B does not provide employee
A with medical cover or protective clothing (safety goggles and a lab coat, gloves and safety shoes) to wear
during working hours. Employee A is expected to resume with her duties as from the 1 st of July 2018.

Answer the following questions:

3.1 What type of contract is this and what type of employee is A? (1)
3.2 How is a contract of this kind terminated? State any three ways. (3)
3.3 Assuming that the contract between the parties is not in writing, what impact will this have on the validity
of the employment contract? (2)
3.4 Define a contract of employment. In your answer make sure to clearly identify the essential elements of
such a contract. (6 x ½ = 3)
3.5 Looking at the given problem statement above, does employer B comply with his obligations as an
employer towards employee A? Give reasons for your answer. (2)
3.6 Employee A is not required to work over weekends and her cousin who works for a rival company asks
her to assist her with work over weekends for a fee. Employee A looks at her employment contract and
finds that there is no provision that she may not work for another company over weekends. So she
accepts the offer to work for the rival company over the weekend. Employer B finds out that employee
A has been doing work for the rival company and informs employee A that he has decided to terminate
her contract. A asserts that B cannot do so as it is not in her employment contract that she may not work
for another company over the weekend. Is A correct? Did A act in breach of one of her duties towards
the employer? Fully motivate your answer. (4)

Vraag 3 [15]

Werknemer A is by werkgewer B se maatskappy aangestel as ʼn analis in een van B se laboratoriums. Die

partye het op 25 Junie 2018 ʼn dienskontrak gesluit wat nie ʼn einddatum aantoon nie. A word ʼn maandelikse
salaris van R18,500 betaal en werk 8 ure per dag, 5 dae per week. Alhoewel daar van werknemer A verwag
word om met gevaarlike chemikalieë te werk wat haar aan gesondheidsrisiko’s blootstel, voorsien werkgewer
B nie mediese dekking of beskermende kleredrag aan haar om tydens werksure te dra nie (byvoorbeeld ʼn
veiligheidsbril en ʼn laboratoriumjas, handskoene en veiligheidstewels). Daar word van werknemer A verwag
om haar take vanaf 1 Julie 2018 te begin verrig.

Beantwoord die volgende vrae:

3.1 Watter tipe kontrak is hierdie en watter tipe werknemer is A? (1)
3.2 Hoe word ʼn kontrak van hierdie aard beëindig? Noem drie wyses. (3)
3.3 Gestel die kontrak tussen die partye is nie op skrif nie, wat is die impak hiervan op die geldigheid van
die dienskontrak? (2)
3.4 Definieer ʼn dienskontrak. In u antwoord moet u verseker dat al die essensiële elemente van so ʼn kontrak
geïdentifiseer word. (6 x½=3)

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3.5 By nadere oorweging van die probleemstelling hierbo, voldoen werkgewer B aan al die verpligtinge van
ʼn werkgewer teenoor A? Gee ʼn rede vir u antwoord. (2)
3.6 Werknemer A is nie verplig om oor naweke te werk nie en haar niggie, wat vir ʼn mededingende
maatskappy werk, vra haar een naweek om haar met haar werk te help teen ʼn fooi. Werknemer A
raadpleeg haar dienskontrak en vind dat geen bepaling daarin vervat is wat haar verbied om vir ʼn ander
maatskappy oor naweke te werk nie. Sy aanvaar dus die aanbod van haar niggie om oor die naweek
vir die mededingende maatskappy te werk. Werkgewer B vind uit dat A vir ʼn mededingende maatskappy
werk verrig en stel A in kennis dat hy besluit het om haar dienste te beëindig as gevolg daarvan.
Werknemer A beweer dat B nie so ʼn stap mag neem nie aangesien daar niks in haar kontrak staan wat
haar verbied om vir ʼn ander maatskappy oor naweke werk te verrig nie. Is A korrek? Het A strydig met
enige van haar pligte teenoor haar werkgewer opgetree? Motiveer u antwoord volledig. (4)
_______________________________________________________________________________________

Question 4 [16]

Write short notes on any FOUR of the following topics within the context of South African Labour Law (indicate
your choices clearly):

4.1 What conduct of the employer constitutes an unfair labour practice for the purposes of the Labour
Relations Act 66 of 1995? Briefly explain with reference to the particular provision in the Act. (4)
4.2 Describe in full the meaning of the ‘presumption of who is an employee’ as a statutory principle included
in the Labour Relations Act in 2002. Indicate properly in your answer how it works and to whom this
principle will apply. (4)
4.3 Describe selective re-employment as a form of dismissal in terms of section 186(1) of the Labour
Relations Act. You must specifically refer to at least two requirements that should be met before a claim
for this type of dismissal will succeed. (4)
4.4 Assume that a dismissal based on misconduct was unfair. Under which circumstances must an arbitrator
or Labour Court grant reinstatement or re-employment as a form of remedy for unfair dismissal under
the Labour Relations Act 66 of 1995? (Put differently, when will it be more suitable to grant compensation
as a remedy instead of reinstatement or re-employment?) (4)
4.5 Explain what a secondary strike is and briefly discuss what the requirements of a protected secondary
strike are for the purposes of the Labour Relations Act. (4)
4.6 What is meant by the concept ‘inherent job requirement’ for the purposes of the Employment Equity Act
55 of 1998? Briefly explain. (4)

Vraag 4 [16]

Skryf kort notas oor enige VIER van die volgende onderwerpe in die konteks van die Suid-Afrikaanse
arbeidsreg (toon asseblief u keuses duidelik aan):

4.1 Watter tipes optrede van die werkgewer sal ʼn onbillike arbeidspraktyk vir doeleindes van die Wet op
Arbeidsverhoudinge 66 van 1995 daarstel? Bespreek kortliks met verwysing na die betrokke bepaling
in die Wet. (4)

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4.2 Beskryf volledig die “vermoede van wie ʼn werknemer is” as ʼn statutêre beginsel wat in 2002 in die Wet
op Arbeidsverhoudinge geïnkorporeer is. Toon duidelik in jou antwoord aan hoe dit werk en op wie
hierdie beginsel van toepassing sal wees. (4)
4.3 Beskryf selektiewe herindiensneming as ʼn vorm van ontslag ingevolge artikel 186(1) van die Wet op
Arbeidsverhoudinge. U moet spesifiek verwys na ten minste twee vereistes waaraan voldoen moet word
voordat ʼn bewering van hierdie tipe ontslag sal slaag. (4)
4.4 Gestel dat ʼn ontslag op wangedrag gebaseer onbillik was. Onder welke omstandighede moet die arbiter
of die Arbeidshof herindiensstelling of herindiensname as ʼn remedie onder die Wet op
Arbeidsverhoudinge 66 van 1995 toestaan? (Anders gestel, wanneer sal dit meer geskik wees om
eerder kompensasie in die plek van herindiensstelling of herindiensneming as remedie toe te staan?(4)
4.5 Verduidelik wat ʼn sekondêre staking is en beskryf kortliks die vereistes vir ʼn beskermde sekondêre
staking onder die Wet op Arbeidsverhoudinge. (4)
4.6 Wat word bedoel met die begrip “inherente vereiste vir die werk” vir doeleindes van die Wet op Gelyke
Indiensneming 55 van 1998? Beskryf kortliks. (4)
_______________________________________________________________________________________

Question 5 [12]

5.1 Diana Moreo has been an employee of Quick-Silver (Pty) Ltd for the past two years. The employees of
Quick-Silver (Pty) Ltd are engaged in a protected strike. The aim of the strike is to prevent Quick-Silver
(Pty) Ltd from dismissing a large number of casual workers as part of a rationalisation drive. Ms Moreo
fears that the same fate may befall her. She therefore leaves work without permission on Monday
afternoon to join a picket line outside the regional offices of Quick-Silver (Pty) Ltd.

Quick-Silver (Pty) Ltd decides to dismiss all employees who participated in the protected strike. Will the
dismissal constitute an automatically unfair dismissal? Briefly explain. (Note: Also indicate in your
answer when dismissal in the above instances may fairly occur.) (6)

5.2 Assume that the strike referred to in the problem statement was in fact unprotected (the strike was not
planned and conducted according to the provisions of the LRA). What are the substantive and
procedural requirements for a fair dismissal of employees for participating in an unprotected strike in
terms of the Labour Relations Act 66 of 1995? (Note: You must refer to the Code of Good Practice:
Dismissal) (6)

Vraag 5 [12]

5.1 Diana Moreo is by Quick-Silver (Edms.) Bpk. as werknemer werksaam vir die laaste twee jaar. Die
werknemers van Quick-Silver (Edms.) Bpk. is tans betrokke in ʼn beskermde staking. Die doel met die
staking is om Quick-Silver (Edms.) Bpk. te verhoed om groot getalle toevallige werknemers as deel van
ʼn rasionaliseringspoging af te lê. Mejuffrou Moreo is bekommerd dat aflegging haar voorland sal wees,
en om daardie rede het sy die Maandagmiddag haar werk sonder toestemming verlaat om aan die
betooglinie buite die provinsiale kantoor van Quick-Silver (Edms.) Bpk. deel te neem.

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 Quick-Silver (Edms.) Bpk. besluit om al die werknemers wat aan die beskermde staking deelgeneem
het, te ontslaan. Sal hierdie ontslag ʼn outomatiese onbillike ontslag daarstel? Bespreek kortliks. (Nota:
Toon ook in u antwoord aan wanneer ontslag in bogenoemde gevalle billik sal wees.) (6)`

5.2 Gestel dat die staking waarna hierbo verwys is, ʼn onbeskermde staking was (die staking is met ander
woorde nie in ooreenstemming met die bepalings van die Wet op Arbeidsverhoudinge beplan en
uitgevoer nie.) Wat behels die substantiewe en prosedurele vereistes vir ʼn billike ontslag van
werknemers wat aan ʼn onbeskermde staking ingevolge die Wet op Arbeidsverhoudinge 66 van 1995
deelgeneem het? (Nota: U moet in hierdie verband na die Goeie Praktykskode: Ontslag verwys) (6)
_______________________________________________________________________________________

Question 6 [12]

Glicks Resources (Pty) Ltd, a Green Energy multinational corporation is looking to employ chemical engineers
for its operations in two of its offices in the Sub-Saharan regions. This will be affirmative action positions. The
company places an advert online and in the national newspapers calling for applications. The advert says the
company is looking for candidates with 5 years’ relevant experience and that an honours/second degree will
be an advantage. Further to this the advert states that the company is an ‘equal opportunity employer’ and
candidates from the designated groups are encouraged to apply.

Kegan, a white male deaf NWU graduate with no engineering work experience applies for the position. The
only work experience Kegan has, is working at the University library during recess periods. Kegan passed his
degree in Chemistry cum laude (with distinction) and is currently registered for his Master’s degree in
Chemistry.

6.1 Only with reference to section 20 of the Employment Equity Act, discuss whether Kegan is a ‘suitably
qualified person’ for the position. (5)
6.2 Can the fact that Kegan does not have any experience in the engineering field deter the company from
considering him for the position? State how the employer must go about in determining whether Kegan
should be appointed in the position. (4)
6.3 The advert is calling for applicants from designated groups. Who are people from designated groups in
terms of the EEA and does Kegan qualify as such a person? (3)

Vraag 6 [12]

Glicks Resources (Edms.) Bpk., ʼn Groen Energie multinasionale korporasie, wil chemiese ingenieurs aanstel
vir die werksverrigting in twee van die kantore daarvan in die Sub-Saharastreke. Dit sal regstellende aksie-
aanstellings moet wees. Die korporasie plaas ʼn advertensie in die nasionale koerante, waarin dit applikante
uitnooi om aansoek te doen. Die advertensie lees dat die korporasie op die uitkyk is vir kandidate wat 5 jaar
se toepaslike ervaring het en dat ʼn honneurs- of tweede graad ʼn voordeel sal wees. Die advertensie toon ook
aan dat die korporasie ʼn “gelyke geleentheid werkgewer” is en dat veral kandidate van aangewese groepe
aangemoedig word om aansoek te doen.

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Kegan, ʼn wit, dowe man wat by NWU gegradueer het, doen aansoek. Hy het nie ervaring in die spesifieke
posisie waarvoor hy aansoek doen nie. Die enigste werkservaring wat Kegan het, is die ure wat hy oor naweke
in die Universiteit se biblioteek gewerk het. Kegan het egter sy graad in Chemie cum laude (met onderskeiding)
geslaag en is tans vir sy Meestersgraad in Chemie geregistreer.

6.1 Slegs met verwysing na artikel 20 van die Wet op Gelyke Indiensneming, bespreek of Kegan “geskik
gekwalifiseer” vir die posisie is. (5)
6.2 Kan die feit dat Kegan nog nie werkservaring in die veld van ingenieurswese het nie, die maatskappy
toelaat om Kegan nie vir die aanstelling te oorweeg nie? Stel hoe die werkgewer te werk moet gaan in
die vasstelling of Kegan in die pos aangestel behoort te word. (4)
6.3 Die advertensie versoek spesifiek applikante van aangewese groepe. Wie is persone in die aangewese
groepe ingevolge die WGI en is Kegan daarvolgens ʼn aangewese werknemer? (3)
_______________________________________________________________________________________

Question 7 [13]

Mr Jones owns a factory and has 300 employees in his service. One particular trade union, Factory Allied
Workers Union, represents 200 of those employees. FAWU wants to obtain organisational rights from Mr.
Jones. Answer the following questions.

7.1 Identify the various organisational rights of a trade union. (5)

7.2 Indicate which of the organisational rights you mentioned in 7.1, FAWU is entitled to apply for. Give a
reason for your answer. (2)
7.3 Explain to FAWU the importance of being registered and explain to it the registration process. (6)

Vraag 7 [13]

Mnr Jones besit ʼn fabriek waar 300 werknemers werksaam is. Een spesifieke vakbond, die Factory Allied
Workers Union, verteenwoordig 200 van daardie werknemers. FAWU wil organisatoriese regte van mnr Jones
bekom. Antwoord die volgende vrae.

7.1 Identifiseer die verskillende organisatoriese regte van ʼn vakbond. (5)

7.2 Identifiseer welke van hierdie organisatoriese regte in 7.1 genoem, FAWU op geregtig is. Gee ʼn rede
vir jou antwoord. (2)
7.3 Verduidelik aan FAWU die belang van registrasie en verduidelik aan FAWU die registrasieproses. (6)

TOTAL/TOTAAL: 100
File reference: 8.1.7.2.2

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