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| Patricia Townshend
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More Less | | PRO-level points: 105, Questions answered: 62 | Sample translations submitted: 1 | English: Laws Concerning Staff | Source text - English
Unwritten laws about staff
These are the rules and regulations that every employer draws up for the convenient organizing of his business. They cover routine procedures and disciplines.
For instance, it would be highly convenient for some firms if all the staf wished to take their annual leave at the same time – there must be rules as to when individuals can apply to take their annual leave, and the dates must then be mutually agreed upon between staff and management.
Many firms provide there employees with pension and medical aid schemes, this is usually compulsory and as a consequence, the the employer (with the implicit authority of the employee) deducts from the employee's wages or salaries the weekly or monthly contributions to these schemes.
From December 1898, the Basic Conditions of Employment Act have established minimum wages and working conditions for all employees.
A tidy office or workshop is a sign of efficiency; employees are expected to maintain a high standard of cleanliness in their work place.
Written laws about staff
The Labour Realations Act 66 of 1995
The purpose of the Labour Relations Act 66 of 1995 is to advance economic development, social justice, and the democratisation of the workplace.
It does this by fulfilling 4 primary objects:
to give effect to, and regulate the fundamental rights under section 27 of the Constitution (see below);
to give effect to obligations undertaken by the Republic as a member state of the International Labour Organisation;
to set up a framework in which employees, trade unions, employers and employees' organisations can:
– collectively bargain to fix wages, terms and conditions of employment and other matters of mutual interest;
– formulate industrial policy; and
to promote:
orderly collective bargaining;
sectoral (that is, to industry or area segments) bargaining;
employee participation in decision making in the workplace; and
effective settlement of labour disputes.
In terms of these objects the Act, therefore, deal with matters like trade unions, employers' associations, bargaining councils, collective agreements, strikes and lock-outs, unfair dismissals, the Commission for Conciliation, Mediation and Arbitration (CMCA), the Labour Court, the Labour Appeal Court and many related matters.
Note that section 27 of the Constitution, quoted above, states the following rights:
Every person shall have the right to fair labour practices;
Workers shall have the right to from and join trade unions and employers shall have the right to form and join employers' organisations;
Workers and employers shall have the right to organise and bargain collectively; Workers shall have the right to strike for the purpose of collective bargaining; and
Employers' recourse to the lockout for the purpose of collective bargaining shall not be impaired.
Workmen’s Compensation Act
The Compensation for Occupational Injuries and Diseases Act 130 of 1993 came into force on 1 March 1994, and replaced the previous Workmen's Compensation Act, 1941.
The purpose of the Act is to provide for compensation for workmen who are disabled by injury or industrial disease in the course of their employment. Their dependents also receive compensation if the injury or disease cause death.
A Compensation Fund finances the compensation. Employers contribute an annual assessment based on the total amount of earnings paid to their employees during the year. Employees does not contribute. The operation of the Act falls under the Department of the Minister of Labour, who appoints a Compensation Commissioner to administer and manage the detailed operation.
Punctuality in arriving for work and comencing work without delay are also unwritten requirements of all employees. | Translation - English
Unwritten laws about staff
These are the rules and regulations that every employer draws up for the smooth running of the business. They cover routine procedures and practices.
For instance, it might be highly inconvenient for some firms if all the staff wished to take their annual leave at the same time. There must be rules as to when individuals can take their annual leave, and the dates should then be mutually agreed upon by staff and management.
Many firms provide their employees with pension and medical aid schemes. These are usually compulsory and the employer (with the implicit authority of the employee) deducts from the employees' wages or salaries the weekly or monthly contributions to these schemes.
There are other unwritten but understood expectations. As a tidy office or workshop is a sign of efficiency, employees are expected to keep a high standard of cleanliness in their work place. Punctuality in arriving for work and beginning work without delay are also unwritten requirements for all employees.
Written laws about staff
In December 1997, the Basic Conditions of Employment Act established minimum wages and working conditions for all employees. Since then other acts have been passed.
The Labour Relations Act
The purpose of the Labour Relations Act 66 of 1995 is to promote economic development, social justice, and democracy in the workplace.
It does this by fulfilling four primary objectives:
to endorse and regulate the basic rights stated under section 27 of the Constitution (see below);
to fulfil obligations which the Republic of South Africa has undertaken as a member state of the International Labour Organisation;
to set up a framework in which employees, employers, trade unions and employees' organisations can
collectively bargain to determine wages, terms and conditions of employment and other matters of mutual interest;
formulate industrial policy;
to promote:
orderly collective bargaining;
sectoral bargaining (that is, bargaining concerning the different areas of industry);
employee participation in decision making in the workplace;
the effective settlement of labour disputes.
In terms of these objectives, therefore, the Act deals with matters concerning trade unions, employers' associations, bargaining councils, collective agreements, strikes and lock-outs and unfair dismissals. It also deals with the Commission for Conciliation, Mediation and Arbitration (CCMA), the Labour Court, the Labour Appeal Court and other related matters.
Note that section 27 of the Constitution, mentioned above, outlines the following rights:
“Every person shall have the right to fair labour practices.”
“Workers shall have the right to form and join trade unions and employers shall have the right to form and join employers' organisations.”
“Workers and employers shall have the right to organise and bargain collectively.”
“Workers shall have the right to strike for the purpose of collective bargaining.”
“Employers' recourse to the lock-out for the purpose of collective bargaining shall not be impaired.”
Workmen’s Compensation Act
The Compensation for Occupational Injuries and Diseases Act 130 of 1993 came into force on 1 March 1994 and replaced the previous Workmen's Compensation Act of 1941.
The purpose of the Act is to provide compensation for workmen who are disabled by injury or industrial disease in the course of their employment. Their dependents also receive awards if the injury or disease causes death.
A Compensation Fund finances the pay-outs. Employers contribute an annual assessment based on the total earnings paid to their employees during the year. Employees do not contribute. The implementation of the Act falls under the Department of the Minister of Labour, which appoints a Compensation Commissioner to administer its details. |
More Less | | Other - University of South Africa | | Years of translation experience: 1. Registered at ProZ.com: Sep 2007. | | N/A | | N/A | | N/A | | Adobe Acrobat, Microsoft Word, gimp, Openoffice | | CV available upon request | | About me I am a graduate with a BA in English, French and Theology. I have subsequently gained a Diploma in theology, a B.Th (hons) in New Testament and Masters degree in Theology.
My theological studies have also included study of worship, liturgy, practical theology, Old Testament, church history, comparative religions and doctrine/systematic theology.
As an English teacher I have had many years experience in correcting and evaluating the written language. I also have a wide range of knowledge of English literature and in particular enjoy fantasy and mystery writers.
I have edited a master's thesis in business studies in October 2007, edited and proofread a translation done by a French honour's student and completed proofreading and editing tests with various publishers and done very well. I have also done small proofreading jobs for various outsourcers both on ProZ.com and on other sites.
I am very conscious of correct English and am sensitive to the appropriate register in writing. I am meticulous and painstaking in my work.
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Keywords: literature, theology, gender, new testament, domestic violence, St Paul, children's books, fantasy, church, editing and proofreading
Profile last updated
Nov 3, 2009 |
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