Show simple item record

dc.contributor.advisorWhitear-Nel, Nicola Jane.
dc.creatorMahomed, Aadila.
dc.date.accessioned2015-06-22T10:59:05Z
dc.date.available2015-06-22T10:59:05Z
dc.date.created2014
dc.date.issued2014
dc.identifier.urihttp://hdl.handle.net/10413/12144
dc.descriptionLL. M. University of KwaZulu-Natal, Pietermaritzburg 2014.en
dc.description.abstractThis dissertation aims to explore the nature of fixed-term contracts and their effect. Employees who are employed on fixed-term contracts usually develop a reasonable expectation of renewal. A reasonable expectation may arise where an employee, who has been employed on a fixed-term contract, or successive fixed-term contracts, then develops a reasonable expectation that s/he will be offered permanent employment. The common law position was that employees who were employed on fixed-term contracts could not have this expectation, as their contract expressly provided for automatic termination on a specific date, or on the completion of a specific project. However, the Labour Relations Amendment Bill which is now in force serves to change this position. It provides some relief to employees who are exploited in the sense that they are essentially kept in limbo- employed temporarily and without certainty or job security. In this dissertation, fixed-term contracts in general and relevant provisions of the Bill will be compared to international developments and standards.en
dc.language.isoen_ZAen
dc.subjectLabour laws and legislation--South Africaen
dc.subjectLabour contract--South Africa.en
dc.subjectContracts for work and labour--South Africa.en
dc.subjectTheses--Labour law.en
dc.titleFixed-term contracts and the reasonable expectation of renewal and the effect of the Labour Relations Amendment Bill 2012.en
dc.typeThesisen


Files in this item

Thumbnail

This item appears in the following Collection(s)

Show simple item record