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Nom: Labour Relations Amendment Act, 2002 [No. 12 of 2002].
Pays: Afrique du Sud
Sujet(s): Liberté syndicale, négociation collective et relations professionnelles
Type de loi: Loi
Adopté le: 2002-06-24
Entry into force:
Publié le: Official Gazette, 2002-06-24, Vol. 444, No. 23540, pp. 2-61 (DOC.NORMES;INFORM - P60720)
ISN: ZAF-2002-L-62422
Lien: https://www.ilo.org/dyn/natlex/natlex4.detail?p_isn=62422&p_lang=fr
Bibliographie: Official Gazette, 2002-06-24, Vol. 444, No. 23540, pp. 2-61 (DOC.NORMES;INFORM - P60720)
Labour Relations Amendment Act 2002 Labour Relations Amendment Act 2002 South Africa Government Online, Documents - Legislation, South Africa PDF of Act PDF of Act (DOC.NORMES;INFORM - P60720) (consulté le 2004-07-02)
Résumé/Citation: Amends Labour Relations Act 1995. Provides for the following matters: enforcement of collective bargaining agreements; extension of functions of bargaining councils so as to enhance effective enforcement of bargaining council agreements; rationalisation of registration and amalgamation of bargaining councils in public service; extension of information that bargaining councils must supply to registrar; extension of powers of Commission to make rules concerning procedures; making of regulations by Minister concerning representation at Commission; making of settlement agreements into arbitration awards or Labour Court orders; exclusion of application of Arbitration Act 1965 to bargaining council arbitration; concurrent appointment of Labour Court Judges as High Court Judges; regulation of right of employees not to be subjected to unfair labour practices; regulation of resolution of disputes concerning occupational detriment in terms of Protected Disclosures Act 2000; clarification and revision of procedures for resolving disputes in respect of dismissals based on employer's operational requirements; expediting of resolution of disputes by Commission by conciliation or arbitration; clarification of transfer of contracts of employment in the case of transfers of business, trade or undertaking as a going concern, rebuttable presumption as to who is an employee, as well as some related matters.
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