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The Department of Employment and Labour is the department of the South African government responsible for matters related to employment, including industrial relations, job creation, unemployment insurance and occupational health and safety. Through a range of initiatives developed in collaboration with social partners, the Department of ...
Labour Rights Supported Union of Khmer Employees of Naga Hotel: NHW: Cambodia Fako Agricultural Workers' Union: FAWU: Cameroon Fédération Nationale des Syndicats de Travailleurs - Filière Banane du Cameroun: FENASYTRAFBACAM: Cameroon Bakery, Confectionery, Tobacco Workers and Grain Millers' International Union: BCTGM: Canada Teamsters Canada ...
The Labour Court is a South African court that handles labour law cases, that is, disputes arising from the relationship between employer, employee and trade union. The court was established by the Labour Relations Act, 1995 , and has a status similar to that of a division of the High Court .
Department of Labour Commission for Conciliation, Mediation and Arbitration National Economic Development and Labour Council: Primary legislation: Labour Relations Act (1995) Total union membership: 3.11 million [1] Density: 25.3%: Global Rights Index
New Labour Party (NLP; 2004–2009) Pro-death Penalty Party (2004?) Progressive Reform Party (1975–1977) Reform Party (1975–1975) Socialist Party of Azania (SOPA; 1998–2014) South African Business Party (SABP; ?–2012) South African Democratic Congress (Sadeco; 2008–2011) Ubuntu Party (2012–2020) United Independent Front (UIF; 2005 ...
The union was founded in 1975, as the Commercial Catering and Allied Workers' Union (CCAWUSA). The first General Secretary was the union stalwart, Emma Mashinini, and Makhulu Ledwaba was elected as the first President of CCAWUSA.
In later years, SAMWU absorbed the Durban Indian Municipal Employees' Society and the Union of Johannesburg Municipal Workers. [1] Initially, the union grew rapidly, and by 1994 it had 100,410 members, 31.3% of all eligible workers. [2]
the submission of reports to the Department of Labour. [28] The analysis described above must also contain a profile of the employer's workforce. [26] Using this profile, the employer must determine the degree of under-representation of people from designated groups in the various categories and levels. The employment-equity plan must include