| dc.contributor.advisor | Van De Rheede, Jeannine | |
| dc.contributor.author | Lovell, Elmien | |
| dc.date.accessioned | 2022-08-02T13:34:25Z | |
| dc.date.available | 2022-08-02T13:34:25Z | |
| dc.date.issued | 2022 | |
| dc.identifier.uri | http://hdl.handle.net/11394/9198 | |
| dc.description | Magister Legum - LLM | en_US |
| dc.description.abstract | Retrenchments or dismissals based on operational requirements are defined as
requirements based on economic, technological or similar needs of an employer.1 In
terms of the Labour Relations Act 66 of 1995, a dismissal based on operational
requirements is a permissible ground for dismissing an employee.2 However,
research shows that some employers who choose to dismiss their employees use
such dismissals to conceal the real reason for dismissing some of their employees. | en_US |
| dc.language.iso | en | en_US |
| dc.publisher | University of the Western Cape | en_US |
| dc.subject | The Labour Relations Act 66 of 1995 | en_US |
| dc.subject | Dismissals | en_US |
| dc.subject | Unemployment | en_US |
| dc.subject | Retrenchments | en_US |
| dc.subject | Constitution | en_US |
| dc.subject | Labour law | en_US |
| dc.title | To what extent does the law governing dismissals based on operational requirements protect employees? | en_US |
| dc.rights.holder | University of the Western Cape | en_US |
