Contents
1. ORDINARY HOURS OF WORK
1.1 Daily hours
1.2 Weekly hours
1.3 Emergency work
2. OVERTIME
3. COMPRESSED WORKING WEEK
4. AVERAGING OF HOURS
5. MEAL INTERVALS
6. REST PERIODS
7. SUNDAYS AND PUBLIC HOLIDAYS
8. NIGHT WORK
May employers exclude candidates for employment based on the fact that they have a criminal record, or may an employee be dismissed if the employer discovers that an employee has a criminal record?
COSATU gave notice to NEDLAC of their intention to embark on nation-wide protest action on Monday, 7 October 2024. What does this mean for employers?
If an employer contemplates dismissing employees based on operational requirements (retrenchment), the Labour Relations Act (LRA) requires the employer to follow certain procedures. However, may an employer approach employees informally and strike a deal by signing a mutual separation agreement, thereby avoiding the legal technicalities of the LRA?
The challenge of dealing with irregular or ‘fake’ sick notes continues. Taking disciplinary action against employees may backfire, as happened in the case of Woolworths vs Maseko and others (2024) LAC.
This year 16 June (Youth Day) falls on a Sunday. Therefore Monday, 17 June, is also a public holiday. So, what must employees be paid?
can you please make me clear about tea break who entitled the tea break is it company or workers
Reply to Nomusa: In terms of the Basic Conditions of Employment Act there is only a right to a meal interval, not a tea break. It is up to the employer to decide whether to grant tea breaks. However, some Sectoral Determinations and Bargaining Council Agreements do make provision for tea breaks.
What is the policy regarding tea and smoke breaks?
Reply to Nadarajan: The BCEA deals only with meal intervals. Tea breaks and smoke breaks may be agreed in the the employment contract or are governed by company policy or internal rules.