independent tenure security on farm dwellers and labour tenants. It aims to provide for issues such as the continued protection of rights and a support framework for persons who live and work on farms; state assistance in the settlement of interested and affected persons on alternative land; measures aimed at security of tenure, sustainable livelihoods and production discipline; and acquisition of rights in land for resettlement. Sexual harassment is prohibited and punishable in South Africa. Sexual harassment in the workplace is prohibited under the Employment Equity Act and the Labour Relations Act In this regard, the Code of Good Practice on the Handling of Sexual Harassment has been issued in terms of the Labour Relations Act, 1995. In schools, sexual harassment is addressed under the Employment of Educators Act, 1998 and the South African Schools Act, 1996, both of which make sexual harassment a serious misconduct. Our courts have also handed down various ground-breaking judgments on the issue of sexual harassment. In a bid to strengthen the protection of victims of harassment, the Protection from Harassment Act, 2011 was passed in Parliament. The Unemployment Insurance Act, 2001 (UIF) provides protection to workers who become unemployed. The UIF is a social security intervention that provides protection to workers who become unemployed. It prescribes claiming unemployment benefits for unemployment, maternity benefits, illness benefits, adoption benefits and dependents' benefits. In terms of section 187(1) (e) of the Labour Relations Act, the dismissal of an employee on account of her pregnancy or any reason related to her pregnancy is automatically unfair. The definition of dismissal in section 186 of the Act includes the refusal to allow an employee to resume work after she has taken maternity leave in terms of any law, collective agreement or her contract. An employee is entitled to at least 4 months maternity leave. Article 8: Right to join a trade union Article 8 of the Covenant is mirrored in section 23 of the Constitution which provides for the protection of trade unions. Collective bargaining is an industrial relations mechanism or tool, and is an aspect of negotiation, applicable to the employment relationship. As a process, the two are in essence the same, and the principles applicable to negotiations are relevant to collective bargaining as well. In collective bargaining the union always has a collective interest since the negotiations are for the benefit of several employees. Where collective bargaining is not for one employer but for several, collective interests become a feature for both parties to the bargaining process. The Constitution recognises the right to strike as an important bargaining tool for trade unions.
independent tenure security on farm dwellers and labour tenants. It aims to provide for issues such as the continued protection of rights and a support framework for persons who live and work on farms; state assistance in the settlement of interested and affected persons on alternative land; measures aimed at security of tenure, sustainable livelihoods and production discipline; and acquisition of rights in land for resettlement. Sexual harassment is prohibited and punishable in South Africa. Sexual harassment in the workplace is prohibited under the Employment Equity Act and the Labour Relations Act In this regard, the Code of Good Practice on the Handling of Sexual Harassment has been issued in terms of the Labour Relations Act, 1995. In schools, sexual harassment is addressed under the Employment of Educators Act, 1998 and the South African Schools Act, 1996, both of which make sexual harassment a serious misconduct. Our courts have also handed down various ground-breaking judgments on the issue of sexual harassment. In a bid to strengthen the protection of victims of harassment, the Protection from Harassment Act, 2011 was passed in Parliament. The Unemployment Insurance Act, 2001 (UIF) provides protection to workers who become unemployed. The UIF is a social security intervention that provides protection to workers who become unemployed. It prescribes claiming unemployment benefits for unemployment, maternity benefits, illness benefits, adoption benefits and dependents' benefits. In terms of section 187(1) (e) of the Labour Relations Act, the dismissal of an employee on account of her pregnancy or any reason related to her pregnancy is automatically unfair. The definition of dismissal in section 186 of the Act includes the refusal to allow an employee to resume work after she has taken maternity leave in terms of any law, collective agreement or her contract. An employee is entitled to at least 4 months maternity leave. Article 8: Right to join a trade union Article 8 of the Covenant is mirrored in section 23 of the Constitution which provides for the protection of trade unions. Collective bargaining is an industrial relations mechanism or tool, and is an aspect of negotiation, applicable to the employment relationship. As a process, the two are in essence the same, and the principles applicable to negotiations are relevant to collective bargaining as well. In collective bargaining the union always has a collective interest since the negotiations are for the benefit of several employees. Where collective bargaining is not for one employer but for several, collective interests become a feature for both parties to the bargaining process. The Constitution recognises the right to strike as an important bargaining tool for trade unions.
E_C-12_ZAF_1_8195_E.docx