-
- A–
- Actus reus
- Administrative action
- Admissibility of evidence
- Admissible evidence
- Admission of guilt
- Affirmative action
- Agency shop
- Agency Shop Agreement – Interpretation and Application
- Aggravating factors
- Agreed retirement age
- Alcoholism
- Annual leave
- Apprehension of bias
- Armchair approach
- Arrear wages
- Assault
- Audi alteram partem rule
- Autrefois acquit
- Autrefois convict
- B–
- Balance of probabilities
- Ballot
- Bargaining agent
- Bargaining council jurisdiction
- Bargaining levels
- Bargaining unit
- Basic conditions of employment
- BCEA – Interpretation/Application of Part C (Protection of Employees)
- BCEA – Severance Pay
- Bias
- Breach of confidentiality
- Breach of restraint
- Breathalyser
- Burden of proof
- C–
- Calendar month
- Caveat subscriptor
- Certain organisational rights for trade union party to council
- Certification of bargaining council award
- Closed shop
- CLOSED SHOP AGREEMENT – Interpretation or Application
- Closed Shop Agreement – Non-admission as Party
- Closure of undertaking
- Collective agreement
- Collective Agreement – Interpretation or Application
- Collective Agreement – Lapsed – Interpretation or Application
- Collective Agreement on Organisational Rights
- Collective Bargaining Provisions – Interpretation or Application
- Collective disciplinary action
- COMMISSION MAY OFFER TO RESOLVE DISPUTE THROUGH CONCILIATION
- Common law
- Comparative Law
- Competition with
- Compulsory arbitration
- Concurrent jurisdiction
- Conditions of Access – Reasonable and Necessary
- Confidential information
- Conflict of interest
- Consistency
- Constitutional law
- Constructive Dismissal
- Constructive dismissal
- Constructive dismissal related to transfer (s197 / s197A)
- Constructive dismissal related to transfer of contract (s197 / s197A)
- Continued employment intolerable
- Contra bonos mores
- Contractual leave
- Contractual leave
- Convention 158
- Convention 87
- Convention 98
- Corporate veil
- Course and scope of employment
- Criminal proceedings
- D–
- De bonis propriis
- Deduction of trade union subscription or levies
- Deduction of Union Levies
- Definition of Sufficiently Representative
- Demarcation Dispute
- Demotion
- Department of labour issues
- Dereliction of duty
- Derivative misconduct
- Desertion
- Determination on Jurisdiction
- Dialogue and reflection
- Disciplinary enquiry
- Disciplinary hearing pending criminal case
- Disclosure causes financial harm
- Disclosure of confidential information
- Disclosure of Information
- Disclosure of information
- Dismissal due to participation in unprocedural strike
- Dismissal due to participation in/supported protected strike/protest
- Dismissal related to a protected disclosure
- Dismissal related to domestic sectoral determination
- Dismissal related to employee exercising right in terms of Act
- Dismissal related to farming sectoral determination
- Dismissal related to freedom of association
- Dismissal related to Incapacity
- Dismissal related to misconduct
- Dismissal related to operational requirements
- Dismissal related to participation / support of protected strike
- Dismissal related to pregnancy or maternity
- Dismissal related to pregnancy/maternity
- Dismissal related to probation
- Dismissal related to refusal to accept demand (mutual interest)
- Dismissal related to refusal to perform work of a striker
- Dismissal related to Sectoral Determination – Domestic
- Dismissal related to Sectoral Determination – Farming
- Dismissal related to transfer (s197 / s197A)
- Dismissal related to transfer of contract (s197)
- Dismissal related to unfair discrimination
- Dispute of interests
- Dispute of right
- Dispute procedure
- Dominant impression test
- Double jeopardy
- Dual union membership
- Duty of good faith
- Duty to bargain
- Duty to begin
- E–
- Economically active population
- EEA – Protection of Employee Rights
- EEA – Unfair discrimination
- Employee singled out
- EMPLOYEE v INDEPENDENT CONTRACTOR
- Employer organisation membership, participation in activities
- Employer-employee relationship
- Employment equity plan
- Enforcement of collective agreements by bargaining council
- Entrapment
- Equal pay for equal work
- Equal pay for work of equal value – Age
- Equal pay for work of equal value – Arbitrary ground
- Equal pay for work of equal value – Disability
- Equal pay for work of equal value – Gender
- Equal pay for work of equal value – Race
- Equal pay for work of equal value – Religion
- Equal pay for work of equal value criteria
- Essential services
- Essential services
- Essential Services Disputes
- Evidence in camera
- Exhaust internal procedures
- Expert evidence
- F–
- Failure to consult
- Failure to cross-examine
- Failure to present oral evidence
- Failure to Reinstate Employee in Terms of Agreement
- Failure to reinstate or re-employ in terms of any agreement
- Failure to Renew Contract
- Fatigue break
- Fixed term contract
- Fixed term contracts with employees earning below earnings threshold
- Food poisoning
- For effective consultation or bargaining
- For Effective Consultation/Bargaining
- For union to perform functions
- Fraud
- Freedom of association
- FREEDOM OF ASSOCIATION & GENERAL PROTECTIONS
- Freedom of Association and General Protections
- Frivolous and vexatious
- Functions of Trade Union Representative
- G–
- Gender discrimination
- Gross dishonesty
- Gross negligence
- H–
- Hearing de novo
- Hearsay evidence
- I–
- Ill Health (Procedure)
- Illegal strike
- Impasse
- Implied consent
- Impossibility of performance
- Incapacity
- Incapacity (Substance)
- Incarceration
- Incitement
- Incompatability
- Incompatibility
- Incomplete referral
- Independent sales agent
- Individual Misconduct (Procedure)
- Individual Misconduct (Substance)
- Information required to be disclosed
- Inquiry by arbitrator
- Insolence
- Inspection in loco
- Insubordination
- Interest arbitration
- Interim relief pending
- International Labour Organisation
- International labour standards
- Interpretation or Application of Part C (Protection of Employees)
- Interpretation or application of sections 198A, 198B or 198C
- Intimidation
- Invasion of privacy
- J–
- K–
- L–
- Labour consultant
- Lapsed collective agreement – interpretation or application
- Last in first out
- Latecoming
- Learner agreement/contract – interpretation or application
- Leave for trade union activities
- Leave for Union Activities
- Legal precedent
- Legal representation
- Legitimate expectation
- Limited duration contract
- Lockout
- M–
- Majoritarianism
- Mala fides
- Management prerogative
- Managerial employee
- Matters of Mutual Interest
- Medical certificate
- Medical certificate
- Medical testing
- Mens rea
- Ministerial Determination – Interpretation or Application
- Misconduct
- Mitigating factors
- Moonlighting
- N–
- Natural justice
- Naturalia contractus
- Nolle prosequi
- Non-renewal of fixed term contract
- Non-work related misconduct
- Normal retirement age
- Numerical goals
- Numerical targets
- O–
- Obiter dicta
- Objection to con-arb
- Occupational detriment
- Operational requirements
- OPERATIONAL REQUIREMENTS (employer with more than 50 employees)
- Operational Requirements (Procedure)
- Operational Requirements (Substance)
- Organisational rights – establishment
- Organisational Rights – Interpretation & Application
- Organisational Rights – Interpretation and Application
- Organisational rights – interpretation or application
- Organisational Rights – Withdrawal
- Other mutual interest issues
- Other organisation has jurisdiction
- Outside working hours
- Outstanding salary / wages
- Oxford English Dictionary
- P–
- Pay parity
- Peremption
- Persons with disabilities
- Phonogram
- Physical assault
- Picketing
- Polygraph
- Poor work performance
- Post-traumatic stress disorder
- Precautionary suspension
- PRE-DISMISSAL ARBITRATION
- Presumption as to who is an employee
- Privacy
- Private Personal Information
- Procedural fairness
- Progressive discipline
- Prohibited grounds
- Prohibition of unfair discrimination
- Prohibition of unfair discrimination – Arbitrary ground
- Prohibition of unfair discrimination – Birth
- Prohibition of unfair discrimination – Disability
- Prohibition of unfair discrimination – HIV status
- Prohibition of unfair discrimination – Political opinion
- Prohibition of unfair discrimination – Race
- Prohibition of unfair discrimination – Religion
- Proprietary information
- Prospects of success
- Protected strike
- Protection of employee rights
- Provocation
- Public holidays
- Public policy
- Q–
- R–
- Racial abuse
- Racial discrimination
- Ratio decidendi
- Reason for dismissal not know
- Reasonable accommodation
- Reasonable commissioner
- Reasonable employer test
- Reasonable expectation
- Reasonable suspicion
- Recognition agreement
- Recommendation 119
- Recommendation 166
- Recusal
- Refusal to Bargain
- Refusal to reinstate after maternity leave
- Refusal to return to work
- Refused to accept demand (matter of mutual interest)
- Refused to join, refused membership – closed shop
- Refused to join/refused membership – closed shop
- Refused to perform work of a striker
- Relevant Information to be Disclosed
- Representation of employees or employers
- Repudiation
- Request for further particulars
- Res judicata
- Restraint of trade
- Retirement age
- Retrenchment
- Retrenchment package / severance pay
- Retrenchment package _ severance pay
- Right to strike
- Rights to establish thresholds of representativeness
- S–
- s189
- s189(3)
- s189A
- s197
- s197A
- s197B
- s200
- s200A
- Sangoma
- Scope of employment
- SDA – Interpretation/application – learner agreement/contract
- Second generation outsourcing
- Secondary strike
- Secondary Strikes
- Secondment
- Security for costs
- Selection criteria
- Selective re-employment
- Self-defence
- Serious misconduct justifying dismissal
- Settlement agreement
- Settlement Agreement – Interpretation or Application
- Severance Pay
- Severance pay
- Sexual harassment
- Sexual harassment
- Shop steward
- Short-time
- Sick leave
- Signatory to Convention
- Similar or related
- Social networking
- Specific performance
- Statutory leave
- Stay-away
- Stipulatio alteri
- Stock shortage
- Strike ballot
- Strike ultimatum
- Substance abuse
- Substantive agreement
- Substantive fairness
- Sufficiently representative
- Suitable alternative employment
- Suspension with pay
- Suspension without pay
- T–
- Tardiness
- Telegram
- Telegramme
- Telephonic evidence
- Termination by temporary employment services
- Termination of contract with or without notice
- Termination of contract with/without notice
- Terms of reference
- Till shortage
- Trade union access to workplace
- Trade union representativeness
- Trade union representatives
- Trade union representatives
- Traditional healer
- Training layoff
- Transfer of undertaking
- Travesty of justice
- U–
- Umbrella company
- Unauthorised absence
- Unauthorised possession
- Undue delay
- Unfair conduct – promotion/demotion/probation/training/benefits
- Unfair conduct – promotion_demotion_probation_training_benefits
- Unfair Conduct Regarding Promotion, Demotion, Training & Benefits
- Unfair Discrimination
- Unfair Dismissal Disputes
- Unfair dismissals
- Unfair Labour Practice
- Unfair labour practice
- Unfair suspension or disciplinary action
- Unfair Suspension or Discipline
- Unilateral Change to Terms & Conditions of Employment
- Unilateral Change to Terms and Conditions of Employment
- Unilateral variation
- Union membership, participation in activities
- Union verification
- Unjustifiable hardship
- Unlawful deductions
- Unprotected strike
- V–
- Vague and ambiguous
- Verification
- Vicarious liability
- Victimization
- Video surveillance
- W–
- Wages
- Wholly-owned subsidiary
- Work of equal value
- Work permit
- Work practice
- Work stoppage
- Workplace forum
- Workplace forums – disclosure of information
- Workplace Forums – Interpretation or Application of Provisions
- X–
- Y–
- Z–
- Zero tolerance
