Case Note: The cost of safe working conditions for pregnant employees: Manyetsa v New Kleinfontein Gold Mine (Pty) Ltd (2018) 39 ILJ 415 (LC)

Case Note: The cost of safe working conditions for pregnant employees: Manyetsa v New Kleinfontein Gold Mine (Pty) Ltd (2018) 39 ILJ 415 (LC)

Authors Asheelia Behari, Darren Subramanien, Tamara Cohen

ISSN: 2413-9874
Affiliations: Postdoctoral Fellow, School of Law, University of KwaZulu-Natal; Lecturer, School of Law, University of KwaZulu-Natal; Honorary Research Fellow, University of KwaZulu-Natal
Source: Industrial Law Journal, Volume 40 Issue 2, 2019, p. 732 – 745

Abstract

None

Note: Amendments to the CCMA Rules: Thoughts on the good, bad and the curious

Note: Amendments to the CCMA Rules: Thoughts on the good, bad and the curious

Authors Stefan van Eck, Rudolf Kuhn

ISSN: 2413-9874
Affiliations: Professor of Labour Law and Director of the Centre of Insolvency, Labour and Company Law, University of Pretoria; Practicing Attorney, Rudolf Kuhn Attorney, Pretoria
Source: Industrial Law Journal, Volume 40 Issue 2, 2019, p. 711 – 731

Abstract

None

The disorganisation of organisational rights – recent case law and outstanding questions

The disorganisation of organisational rights – recent case law and outstanding questions

Authors Emma Fergus

ISSN: 2413-9874
Affiliations: Senior Lecturer, Commercial Law Department, Institute of Development and Labour Law, University of Cape Town
Source: Industrial Law Journal, Volume 40 Issue 2, 2019, p. 685 – 710

Abstract

The regulation of organisational rights in South African law remains fraught. With reference to recent and contentious case law, this article considers selected questions which remain outstanding. In particular,the Constitutional Court’s decision in Police & Prisons Civil Rights Union v SA Correctional Services Workers Union & others is discussed, and aspects of the various judgments are critiqued. Whether organisational rights may be effectively categorised as statutory or contractual in nature is a highlighted issue. In addition, the definition of the workplace as it has been applied by both the Commission for Conciliation, Mediation and Arbitration and the courts is reviewed, along with the capacity of unions to acquire organisational rights through the statutory scheme, notwithstanding the nature of their membership. In conclusion, the author recommends that while clarity and certainty are urgently needed, they must be achieved in a way that facilitates the acquisition of organisational rights (in terms of the LRA) by trade unions, given the challenges which unions face today.

Workplace protection of employees suffering from depression: A South African perspective

Workplace protection of employees suffering from depression: A South African perspective

Authors Bernice Welgemoed, Elsabe Huysamen

ISSN: 2413-9874
Affiliations: Associate Lecturer, University of the Western Cape; Lecturer, University of the Western Cape
Source: Industrial Law Journal, Volume 40 Issue 1, 2019, p. 41 – 59

Abstract

Depression is a mood disorder that negatively affects the way in which a person feels. This can ultimately impact on an employee’s ability to work, and often results in extensive periods of absenteeism. Individuals who suffer from depression are frequently reluctant to share their knowledge of illness due to continuing societal prejudice around issues of mental health, and specifically depression. Fears of being subjected to unfair discrimination or ridicule because of depression also often contribute to the decision by employees not to disclose their mental health status to employers and/or colleagues. The labour courts in South Africa have largely tendered two different views on how employers should approach depression in the workplace. The first view holds that depression should be approached as an incapacity ill-health issue, while the second view argues that depression is more appropriately to be approached as part of disability protection for purposes of employment law. This article will discuss the general protection of people with disabilities in the workplace, and then investigate where depression could best fit into this overall scheme. This will include examining the decisions to date by the South African labour courts on the issue of depression, and what lessons could perhaps be learnt from the way in which the United Kingdom approaches depression in the workplace.

Testifying in camera and by video link in the labour context in South Africa: Challenges and opportunities

Testifying in camera and by video link in the labour context in South Africa: Challenges and opportunities

Authors Nicci Whitear

ISSN: 2413-9874
Affiliations: Senior Lecturer, University of KwaZulu-Natal, Pietermaritzburg
Source: Industrial Law Journal, Volume 40 Issue 1, 2019, p. 26 – 40

Abstract

Generally, when witnesses give evidence their identities are known to all, and they are physically present at the hearing venue. They give oral evidence that may be challenged in cross-examination, and their demeanour can be scrutinised by the presiding officer to assist in gauging the witnesses’ credibility. There are some exceptions to these general rules though, and this article considers two of them. The first exception is where witnesses present their evidence in camera and the second where evidence is given remotely via video-conference facilities. In this article I consider, inter alia, the developments in our civil courts and in the various statutory labour dispute resolution forums where witnesses have been allowed to testify via technology, notably video-conferencing software, from a location which is geographically remote from the court or arbitration room. I note that this trend is consistent with developments in the rest of the world, and discuss a recent judgment of the High Court where the judge commented that South African law was lagging behind foreign jurisdictions as it had not yet developed a statutory framework for remote witness testimony. In this article I consider the pros and cons of giving evidence by way of video-conference facilities, against the background of the types of statutory frameworks for video-link evidence that exist elsewhere. I also discuss the rules regarding giving evidence in camera, and suggest that allowing a witness who has been granted permission to testify in camera to do so from a safe, secret location by way of a video link may provide an additional layer of protection for that witness.