Labour relations act s a free#

Similar conditions exist in some sectors of South Africa. This prompted major changes, resulting in strict regulation, then outright banning and, finally, a return to more moderate regulation (Botes 2013). Namibia had a very active labour broking sector, which was characterised by harsh treatment of employees and poor working conditions.

Labour relations act s a free#

These proposed changes caused much debate regarding the impact they might have on employment rates, company expenses, international competition and the free labour market system, which is very similar to the system operating in Namibia, one of South AfricaвЂ™s neighbouring countries (Botes 2013 Van Eck 2010). Labour broking is defined in the LRA as an institution or person who renders out the services of an individual to his or her client for a fee. More recently, South African labour legislation has undergone some changes, specifically to section 198 of the LRA, which deals with labour broking. At this time, slavery was introduced as the first form of labour broking (Venter et al. South AfricaвЂ™s labour history can be traced back to 1652 and the beginning of colonialism. Although South African labour legislation is complex, it is the only legislation that can be changed to accommodate specific employment relationships (Basson et al. The workplace and the employment relationship are governed and supported by three fundamental pieces of South African labour legislation: the Labour Relations Act 66 of 1995 (LRA), the Employment Equity Act 75 of 1997 and the Basic Conditions of Employment Act (BCEA) 55 of 1998. Practical / managerial implications: The outcome of the study can be used to develop an employment policy and dispute resolution to minimise the negative implications for the organisation and its employees.Д¬ontribution / value-add: The study represents original research, extending the current body of knowledge on the perceptions of employees in the human resources department regarding the changes to section 198 of the LRA. The negative implications for the employees are unemployment, negative attitudes, poor employability, and a situation where the permanent employees have to do all the work. The negative implications for the organisation are higher costs, new policies and guidelines, and less employment flexibility. Main findings: The results indicated that the changes to section 198 have positive and negative implications for the organisation as well as its employees. The data were collected by means of individual interviews and telephonic interviews. Research design, approach and method: The qualitative exploratory study was conducted with six employees of a large integrated petroleum and chemical company making use of labour brokers, until data saturation was reached. Motivation for the study: The changes to section 198 of the LRA are new and the impact of the changes to a company and its employees is still unclear. Research purpose: The purpose of this study was to explore the perceptions of employees regarding the changes to section 198 and the potential implications of these changes for the company and its employees.

Orientation: This article focuses on the changes to section 198 of the Labour Relations Act (LRA). This is an Open Access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution,ДЄnd reproduction in any medium, provided the original work is properly cited. The impact of changes in labour broking on an integrated petroleum and chemical company

& Loggenberg B., 2017, вЂThe impact of changes in labour broking on an integrated petroleum and chemical companyвЂ™, Acta Commercii 17(1), a441.