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Ljniversity Free State Universiteit Vrystaat I _ lJniversity Free State ·"""1'""11"111111111"...... 34300004748251111111"" 1"" 111111111111111·1111111111·"11111111111 Universiteit Vrystaat IN REGSVERGELYKENDE STUDIE VAN DIE MINIMUM PROSEDURELE VEREISTES VIR DIE BILLIKE ONTSLAG VAN IN WERKNEMER OP GROND VAN WANGEDRAG HENDRIK JACOBUS DEACON IN REGSVERGELYKENDE STUDIE VAN DIE MINIMUM PROSEDURELE VEREISTES VIR DIE BILLIKE ONTSLAG VAN IN WERKNEMER OP GROND VAN WANGEDRAG deur HENDRIK JACOBUS DEACON PROEFSKRIF voorgelê ter vervulling van die graad Doctor Legum in HANDELSREG in die FAKULTEIT REGSGELEERDHEID, DEPARTEMENT HANDELSREG, aan die UNIVERSITEIT VAN DIE VRYSTAAT PROMOTOR: Prof J V Du Plessis NOVEMBER 2010 Verklaring Ek, Hendrik Jacobus Deacon, verklaar dat die proefskrif wat hierby vir die kwalifikasie Doctor Legum aan die Universiteit van die Vrystaat deur my ingedien word, my selfstandige werk is en nie voorheen deur my vir 'n graad aan 'n ander universiteit/fakulteit ingedien is nie. Ek doen hiermee ook afstand van die kopiereg op die proefskrif ten gunste van die Universiteit van die Vrystaat. Handtekening Datum Erkenning en dankbetuigings Alle eer aan die Here wat my die geleentheid gegee het om hierdie droom te verwesenlik. Hiermee wil ek graag my opregte dank en erkenning uitspreek teenoor die volgende persone wat met hierdie studie gemoeid was: • Prof JV du Plessis as promotor vir sy waardevolle insette, opbouende kritiek en aanmoediging. • Marlie van Rooyen vir haar noukeurige taalversorging en raad. • My eggenoot, Tamari, en ons kinders, Franco en Suné, vir al julle liefde, opofferings, motivering, ondersteuning en geduld. • Die personeel aan die Fakulteit Regsgeleerdheid en al die assistente by die Departement Handelsreg vir raad, ondersteuning en hulp. • Familie en vriende. Julle voortdurende belangstelling en aanmoediging was 'n onderskraging. INHOUDSOPGAWE Deell Hoofstuk 1 Algemene oriëntering 1.1 Inleiding 1 1.2 Die belang van die onderwerp 1 1.3 Taakstelling en afbakening 4 1.4 Uiteensetting 5 1.5 Die ontwikkelingsgang van die Suid-Afrikaanse arbeidsreg 6 Deelll Hoofstuk 2 Werkplekdissipline 2.1 Inleiding 18 2.2 Die aard van die diensverhouding 23 2.2.1 Die dienskontrak 23 2.2.2 Die gemenereg en wetgewing 27 2.2.3 Dissiplinêre kodes en kollektiewe ooreenkomste 33 2.3 Dissipline in die werkplek 34 2.4 Billikheid 44 2.5 Gevolgtrekking 52 Hoofstuk 3 Die Internasionale Arbeidsorganisasie en prosedurele billikheid 3.1 Inleiding 54 3.2 Dissipline in die werkplek 56 3.2.1 Recommendation concerning Termination of Employment at the Initiative of the Employer, 1963 57 3.2.2 Convention concerning Termination of Employment at the Initiative of the Employer, 1982; Termination of Employment Recommendation, 1982 61 3.2.3 The Part-time Work Convention, 1994 65 3.3 Internasionale toepassing van werkplekdissipline 65 3.4 Die internasionale debat oor die regulering van ontslag 71 3.4.1 Reëls en regulasies dra by tot werksekuriteit 73 3.4.2 Hoe meer reëls en regulasies, hoe minder werkskepping vind plaas 75 3.5 Die IAO se standpunt in hierdie debat 77 3.6 Die "insider-outsider" teorie 81 3.7 Gevolgtrekking 85 Hoofstuk 4 Prosedurele billikheid - 'n Regsvergelykende perspektief 4.1 Inleiding 87 4.2 Australië 88 4.2.1 Agtergrond 88 4.2.2 Beëindiging van diens 92 4.2.3 Kennisgewing 93 4.2.4 Ontslag 93 4.2.5 Uitsluitings 98 4.2.6 Interne prosedures by beëindiging van diens 102 4.2.7 Wangedrag 103 4.2.8 Small Business Fair Dismissal Code 105 4.3 Engeland 107 4.3.1 Agtergrond 107 4.3.2 Code of Practice on Disciplinary and Grievance Procedures 114 4.3.3 Beëindiging van diens 116 4.3.4 Uitsluitings 117 4.3.5 Ontslag 118 4.3.6 Kennisgewing 121 4.3.7 Interne proses by beëindiging van diens 122 4.3.8 Wangedrag 124 4.3.9 Dienskontrak 126 4.4 Nederland 126 4.4.1 Agtergrond 126 4.4.2 Beëindiging van diens 130 4.4.3 Kennisgewing 131 4.4.4 Ontslag 133 4.4.5 Uitsluitings 139 4.4.6 Interne prosedures by beëindiging van diens 140 4.4.7 Wangedrag 141 4.5 Gevolgtrekking 143 Hoofstuk 5 Prosedurele billikheid binne die Suid-Afrikaanse konteks 5.1 Inleiding 144 5.2 Die ontwikkeling van prosedurele billikheid in Suid-Afrika 146 5.2.1 Die werknemer moet 'n billike geleentheid gebied word om sy saak te stel 159 5.2.2 Die besluitnemer in die proses moet onpartydig wees 161 5.2.3 Die werknemer is geregtig op 'n tydige verhoor 165 5.2.4 Genoegsame voorafgaande kennisgewing moet aan die werknemer gegee word 165 5.2.5 Genoegsame inligting ten opsigte van die aard van die beweerde oortreding moet aan die werknemer gegee word 166 5.2.6 Die werknemer is geregtig op 'n verteenwoordiger 168 5.2.7 Getuies kan tydens die proses kruisondervra word 169 5.2.8 Die bevinding moet aan die werknemer gekommunikeer word 171 5.2.9 Appel teen beslissings 171 5.2.10 Klein ondernemings 172 5.2.11 Dissiplinêre kodes 177 5.3 Die Wet op Arbeidsverhoudinge, 66 van 1995 179 5.3.1 Goeie Praktykskode 182 5.3.2 Dissiplinêre prosedures voor ontslag 185 5.4 Ontslag weens wangedrag 186 5.5 Prosedurele billikheid soos uitgekristalliseer in regspraak na 1996 189 5.6 Gevolgtrekking 201 DeellII Hoofstuk 6 Die reg om ingelig te word 6.1 Inleiding 205 6.2 Kennisgewing moet aan die werknemer gegee word 207 6.3 Die vorm van die kennisgewing 212 6.4 Duplisering van klagtes 221 6.5 Wysigings aan die kennisgewing 223 6.6 Die taal van die kennisgewing 225 6.7 Ander jurisdiksies 226 6.8 Gevolgtrekking 228 6.9 Praktiese toepassing 230 Hoofstuk 7 Die reg op voorbereiding 7.1 Inleiding 232 7.2 'n Redelike tydperk van kennisgewing moet aan die werknemer gegee word 233 7.3 Versoeke om nadere besonderhede 239 7.4 Dissiplinêre kodes 244 7.5 Uitstel van verhore 245 7.6 Ander jurisduksies 247 7.7 Gevolgtrekking 249 Hoofstuk 8 Die reg om jou saak te stel 8.1 Inleiding 251 8.2 Om 'n saak te stel 254 8.3 Getuies te roep 262 8.4 Kruisondervraging 264 8.5 Versagtende en verswarende omstandighede 267 8.6 Die gebruik van "ntolk 270 8.7 Ander jurisdiksies 273 8.8 Gevolgtrekking 274 8.9 Praktiese toepassing oor die verloop van 'n dissiplinêre verhoor 277 Hoofstuk 9 Die reg om verteenwoordig te word tydens dissiplinêre optredes 9.1 Inleiding 278 9.2 Gemenereg 281 9.3 Die Wet op Arbeidsverhoudinge, 28 van 1956 284 9.4 Die Wet op Arbeidsverhoudinge, 66 van 1995 288 9.4.1 Interne dissiplinêre optrede 290 9.4.2 Arbitrasie voor ontslag 301 9.5 Die afweging van belange 303 9.6 Ander jurisdiksies 310 9.7 Gevolgtrekking 311 Hoofstuk 10 Die reg om ingelig te word 10.1 Inleiding 315 10.2 Die reg om oor die uitkoms ingelig te word 317 10.3 Appel binne die werkplek 321 10.4 Verwysing na die KVBA/bedingingsraad 323 10.5 Die hou van rekord 324 10.6 Ander jurisdiksies 325 10.7 Gevolgtrekking 327 DeellV Hoofstuk 11 Samevatting en aanbevelings 11.1 Inleiding 331 11.2 Samevatting 335 11.2.1 Die werknemer moet weet wat die aanklag teen hom is 336 11.2.2 Die werknemer moet 'n billike geleentheid kry om hom voor te berei 337 11.2.3 Die werknemer moet 'n geleentheid kry om sy kant van die saak te stel 337 11.2.4 Die werknemer het die reg om tydens die proses bygestaan te word338 11.2.5 Die werkgewer moet daarna die werknemer skriftelik oor sy besluit inlig 339 11.3 Aanbevelings 340 11.3.1 Toepassing van die huidige regsposisie binne die werkplek 341 11.3.1.1 Interne kodes en prosesse 341 11.3.1.2 Regsverteenwoordiging 342 11.3.2 Aanbevelings vir statutêre wysigings 344 11.3.2.1 Klein ondernemings 344 11.3.2.2 Goeie Praktykskode: Ontslagprosedure vir klein ondernemings 348 11.3.2.3 Uitsluiting van werknemers 350 11.3.2.4 Berekening van vergoeding 352 11.3.2.5 Koste van geskilbeslegting by KVBA/rade 354 11.4 Gevolgtrekking 356 11.4.1 Toepassing van die huidige regsposisies binne die werkplek 356 11.4.2 Aanbevelings vir statutêre wysigings 357 11.5 Slotopmerking 359 ADDENDUMS Addendum A Kennisgewing van 'n dissiplinêre ondersoek 360 Addendum B Die raamwerk van 'n dissiplinêre verhoor 362 Addendum C Kontrolelys vir 'n dissiplinêre ondersoek vir werkgewers van klein ondernemings 364 BIBLIOGRAFIE 366 OPSOMMING 436 SUMMARY 438 KEYWORDS 440 DEELI Hoofstuk 1 Algemene oriëntering "The war between profit-maker and the wage-earner is always with US.,,1 Justice MB Higgens, 1922 1.1 Inleiding Die titel van hierdie studie is 'n Regsvergelykende studie van die minimum prosedurele vereistes vir die billike ontslag van'n werknemer op grond van wangedrag. In hierdie hoofstuk word die leser in die algemeen georiënteer ten opsigte van die belang van die onderwerp; wat met die navorsing beoog word; die afbakening van die studie; die verskillende dele waaruit dit bestaan; en word 'n oorsig oor die ontwikkelingsgang van die Suid-Afrikaanse arbeidsreg gegee, voordat die beginsels van "billikheid" en meer spesifiek "prosedurele billikheid" in die daaropvolgende hoofstukke bespreek word. 1.2 Die belang van die onderwerp Die Suid-Afrikaanse arbeidsreg staan sentraal tot die ekonomiese ontwikkeling van Suid-Afrika en moet daarom op 'n deurlopende basis nagevors word." Arbeidsreg het die afgelope paar jaar so snelontwikkel dat die navorsing van grondbeginsels nie noodwendig voorrang geniet het nie, omdat soveel aandag daaraan geskenk word om met praktykontwikkeling tred te hou. Daarom is dit onontbeerlik dat besondere aandag aan die basiese beginsels van prosedurele billikheid by ontslag geskenk moet word.
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