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BASIC CONDITIONS OF EMPLOYMENT ACT, 1997 (Summary)

SUMMARY TO BE KEPT BY AN EMPLOYER IN TERMS OF SECTION 30; The following is a summary of the provisions of the most important sections of the Basic Conditions of Employment Act, 1997, as amended.

Summary of the Employment Equity Act, 55 of 1998, issued in terms of Section 25(1)

MIBCO Circular – Expiry of Admin agreement

Expiry off the MIBCO admin agreement. The following circular sent from MIBCO 26 August 2016 further explains the matter.

UPDATE! 2016 Motor Industry Wage Negotiations.

The Motor Industry Bargaining Council (MIBCO) has confirmed that the 2016 wage negotiations has not been completed yet.

COLLECTIVE BARGAINING LEVY CONTRIBUTIONS FROM 1 JANUARY 2013

RE: COLLECTIVE BARGAINING LEVY CONTRIBUTIONS FROM 1 JANUARY 2013. The industry agreement relating to collective bargaining levy (CBL) expired on 31 December 2012.

Opinion in regards to hours of work and leave

An opinion regarding hours of work and leave by Ruben Opperman. Discussing Overtime, Public holidays and leave. For more read here.

Workplace health and safety Definitions:

“Approved inspection authority” means an inspection authority approved by the chief inspector: Provided that an inspection authority approved by the chief inspector with respect to any particular service shall be an approved inspection authority with respect to that service only. Read more on Workplace health and safety Definitions here

What is the meaning of “dismissal”?

If the employer refused to permit an employee to resume work, the date of dismissal is the date on which the employer first refused to allow the employee to resume work. If an employer refused to reinstate or re-employ an employee, the date of dismissal is the date on which the employer first refused to reinstate or re-employ that employee.

Unfair labour practices: an introduction

The concept of “fairness” (or unfairness) entered South African labour law in the course of amendments to the Labour Relations Act of 1956 — as part of the amendments to the 1956 Act in the wake of the Wiehahn Commission, the concept of the unfair labour practice took centre stage in the development of our labour law.

The CCMA

It is a juristic person and it is independent of the State, any political party, trade union, employer, employers’ organisation, federation of trade unions etc. This neutrality and independence is a prerequisite for the CCMA’s effective and efficient fulfilling its functions.

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