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Employment Law Duties and Misconduct under the Lab

The outlines key employment law terms and scenarios under the Labour Act 11 of 2007, covering employee duties, misconduct, sexual harassment, conflicts of interest, and legal obligations in the workplace through definitions and true/false analysis.

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    U n i t s Give a word or phrase (or complete the sentence), in the context of the common law and the Labour Act 11 of 2007 (whichever is applicable) for each of the following: 1. The failure of an employee to comply with reasonable standards of care in performance of duties that result in serious consequences. 2. Any unwarranted conduct of a sexual nature towards an employee which constitutes a barrier to employment. 3. The employee's duty not to acquire interests or benefits for himself without the knowledge of the employer. 4. The duty of the employee to act in good faith is in nature, i.e., the employee must ensure that his/her own interests do not conflict with those of his/her employer. 5. Failure of an employee to obey work-related orders. 6. Most of the implied duties of an employee, for example, the duty to act in good faith and to promote the employer's business, originate from the . Decide in each of the following instances whether the statement is True or False and motivate your answer: 1. An employer is not obliged to remunerate an employee for services not rendered during a lawful strike action. 2. An employee may be found guilty of insolence at a disciplinary hearing if such employee failed to obey a lawful and reasonable instruction of the employer. 3. Asa general rule, an employee is allowed to do part time work of the same nature in his or her free time. 4. The duty of an employee to promote the employer's business by not competing with the employer is known as "restraint of trade". 5. As a general rule, there is no obligation on an employee to disclose prejudicial information relating to his/her past. 1

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