MRL3702 Labour Relations Management Exam Questions
with Detailed Answers A+ Study Guide.
This document provides a comprehensive collection of MRL3702 Labour Relations Management
exam questions and well-structured answers designed to help students prepare effectively for their
assessments and final examinations.
The study material focuses on the core principles of labour relations, including workplace relations,
labour legislation, dispute resolution, collective bargaining, and employee–employer relationships.
The questions are organized to reflect common exam formats and frequently tested topics in the
MRL3702 module.
This study guide includes:
1.Carefully selected MRL3702 exam-style questions
2.Clear and detailed explanations for each answer
3.Important labour relations concepts and theories
4.Revision material for effective exam preparation
This resource is ideal for students who want to review key topics quickly, practice exam-style
questions, and improve their performance in the MRL3702 Labour Relations Management
examination.
1/9
, Four circumstances under which employees of the labour If the TES contravenes
broker may hold both the labour broker and the client - a collective agreement concluded in a bargaining council that regulates
terms and jointly and severally liable ito the LRA conditions of employment
- a binding arbitration award that regulates terms and conditions of
employment
- the BCEA
- a determination made in terms of the BCEA
When can an employee take family responsibility ito An employee is entitled to 3 days family responsibility leave for every
the BCEA 12 months worked (s17). *Only for employees who have worked for
longer than 4 months and who work at least 4 days a week
What are the 3 NB elements that distinguish a - a collective agreement must be in writing
collective agreement from any other agreement - only a registered union can be a party to a collective agreement
between employees and employers - a collective agreement must regulate terms and conditions of
employment or any other matter of mutual interest between a trade
union and the employer or employers organisations
Definition of a strike? A strike is the partial or complete concerted refusal to work, or the
retardation or obstruction of work, by people who are or have been
employed by the same employer or by different employers, for the
purposes of remedying a grievance or resolving a dispute on respect of
any matter of mutual interest between employer and employee and
every reference to work in this definition includes overtime work,
whether it is voluntary or compulsory
Definition of protest action the partial or complete concerted refusal to work, or the retardation or
obstruction of work, for the purpose of promoting or defending the
socio-economic interests of workers, but not for a purpose referred to
in the definition of strike
Under which circumstances may the remedy of - the employee does not wish to be reinstate or re-employed
reinstatement not be awarded to an employee who - the circumstances surrounding the dismissal are such that a
was unfairly dismissed continued employment relationship would be intolerable
- it is not reasonably practicable for he employer to reinstate or re
employ the employee
- the dismissal is unfair only because the employer did not follow a fair
procedure
What does TES stand for? Temporary Employment Services
Which terms of employment are regarded as core - maximum working hours
terms ito the BCEA and cannot be varied - provisions relating to work
- not less than 2 weeks annual leave
- 4 months maternity leave
- provisions relating to sick leave
Who is a temporary employee Employee who is supplied to a client by a TES/Labour broker. Such a
relationship is characterised by its triangularform
2/9
with Detailed Answers A+ Study Guide.
This document provides a comprehensive collection of MRL3702 Labour Relations Management
exam questions and well-structured answers designed to help students prepare effectively for their
assessments and final examinations.
The study material focuses on the core principles of labour relations, including workplace relations,
labour legislation, dispute resolution, collective bargaining, and employee–employer relationships.
The questions are organized to reflect common exam formats and frequently tested topics in the
MRL3702 module.
This study guide includes:
1.Carefully selected MRL3702 exam-style questions
2.Clear and detailed explanations for each answer
3.Important labour relations concepts and theories
4.Revision material for effective exam preparation
This resource is ideal for students who want to review key topics quickly, practice exam-style
questions, and improve their performance in the MRL3702 Labour Relations Management
examination.
1/9
, Four circumstances under which employees of the labour If the TES contravenes
broker may hold both the labour broker and the client - a collective agreement concluded in a bargaining council that regulates
terms and jointly and severally liable ito the LRA conditions of employment
- a binding arbitration award that regulates terms and conditions of
employment
- the BCEA
- a determination made in terms of the BCEA
When can an employee take family responsibility ito An employee is entitled to 3 days family responsibility leave for every
the BCEA 12 months worked (s17). *Only for employees who have worked for
longer than 4 months and who work at least 4 days a week
What are the 3 NB elements that distinguish a - a collective agreement must be in writing
collective agreement from any other agreement - only a registered union can be a party to a collective agreement
between employees and employers - a collective agreement must regulate terms and conditions of
employment or any other matter of mutual interest between a trade
union and the employer or employers organisations
Definition of a strike? A strike is the partial or complete concerted refusal to work, or the
retardation or obstruction of work, by people who are or have been
employed by the same employer or by different employers, for the
purposes of remedying a grievance or resolving a dispute on respect of
any matter of mutual interest between employer and employee and
every reference to work in this definition includes overtime work,
whether it is voluntary or compulsory
Definition of protest action the partial or complete concerted refusal to work, or the retardation or
obstruction of work, for the purpose of promoting or defending the
socio-economic interests of workers, but not for a purpose referred to
in the definition of strike
Under which circumstances may the remedy of - the employee does not wish to be reinstate or re-employed
reinstatement not be awarded to an employee who - the circumstances surrounding the dismissal are such that a
was unfairly dismissed continued employment relationship would be intolerable
- it is not reasonably practicable for he employer to reinstate or re
employ the employee
- the dismissal is unfair only because the employer did not follow a fair
procedure
What does TES stand for? Temporary Employment Services
Which terms of employment are regarded as core - maximum working hours
terms ito the BCEA and cannot be varied - provisions relating to work
- not less than 2 weeks annual leave
- 4 months maternity leave
- provisions relating to sick leave
Who is a temporary employee Employee who is supplied to a client by a TES/Labour broker. Such a
relationship is characterised by its triangularform
2/9
