Workplace bullying: An evaluation of the legal framework on workplace bullying in South Africa: Need for reform

dc.contributor.advisor	Booley, Ashraf
dc.contributor.author	Safodien, Fayroes
dc.date.accessioned	2022-11-10T11:50:37Z
dc.date.available	2022-11-10T11:50:37Z
dc.date.issued	2022
dc.identifier.uri	http://hdl.handle.net/11394/9444
dc.description	Magister Legum - LLM	en_US
dc.description.abstract	Workplace bullying is often associated with negative acts such as harassment, discrimination and victimisation,1 which is the reason that legal certainty is required, for protection against such conduct. Consequently, the legislation under scrutiny includes the Occupational Health and Safety Act 85 of 1993 (‘OHSA’), Labour Relations Act 66 of 1995 (‘LRA’), Employment Equity Act 55 of 1998 (‘EEA’), Protection from Harassment Act 17 of 2011 (‘PHA’), Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000 (‘PEPUDA’) and other statutes. Research shows that employees experience workplace bullying in South Africa (‘SA’).	en_US
dc.language.iso	en	en_US
dc.publisher	University of the Western Cape	en_US
dc.subject	Employment	en_US
dc.subject	Discrimination	en_US
dc.subject	Bullying	en_US
dc.subject	Constructive dismissal	en_US
dc.subject	South Africa	en_US
dc.title	Workplace bullying: An evaluation of the legal framework on workplace bullying in South Africa: Need for reform	en_US
dc.rights.holder	University of the Western Cape	en_US