mrl3702 questions and answers with detailed accurate solutions with a grade of A+

Four circumstances under which employees of the labour broker may hold both the labour broker and the client jointly and severally liable ito the LRA - ANSIf the TES contravenes - a collective agreement concluded in a bargaining council that regulates terms and 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 the BCEA - ANSAn employee is entitled to 3 days family responsibility leave for every 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 collective agreement from any other agreement between employees and employers - ANS- a collective agreement must be in writing - only a registered union can be a party to a collective agreement - 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? - ANSA 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 - ANSthe 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 reinstatement not be awarded to an employee who was unfairly dismissed - ANS- the employee does not wish to be reinstate or re-employed - the circumstances surrounding the dismissal are such that a 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