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n Journal for Juridical Science - Die effek van die regulering van maksimum werkure op werknemers se grondwetlike reg op gelykheid

Volume 34, Issue 2
  • ISSN : 0258-252X
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Abstract

The paper examines the effect of the provisons regulating maximum working hours, with reference to the principle of equality entrenched in section 9 of the , 1996. Section 9(1) read with section 10(1) of the Basic Conditions of Employment Act 75/1997 has the effect that, subject to certain exceptions, employees are not allowed to work for the same employer for more than 55 hours per week. This does not prevent employees from working longer hours in total for different employers, an option that entails clear disadvantages. As a result of the adverse effect of past discrimination, black people, women and people on low socio-economic levels are disproportionately more unfavourably positioned in respect of levels of income, occupational status, financial ability and, consequentially, opportunities for promotion and improvement. This disadvantage often creates a need to work longer hours, specifically for the same employer. An application of the test developed in Harksen v Lane NO leads to a conclusion that the provisions referred to constitute unfair discrimination in terms of section 9 of the . The provisions also fail the proportionality test of section 36 of the .

Die artikel ondersoek die effek van die maatreëls wat maksimum werkure reguleer aan die hand van die gelykheidsbeginsel wat in artikel 9 van die , 1966 verskans is. Artikel 9(1) gelees met artikel 10(1) van die Wet op Basiese Diensvoorwaardes het tot gevolg dat werknemers, onderhewig aan sekere uitsonderings, nie langer as 55 uur per week vir dieselfde werkgewer mag werk nie. Dit verhoed werknemers nie om in totaal langer vir verskillende werkgewers te werk nie, 'n opsie wat duidelike nadele inhou. Weens die nadelige effek van diskriminasie van die verlede is disproporsioneel meer swartmense, vroue en mense op lae sosio-ekonomiese vlakke ongunstig geplaas met betrekking tot inkomstevlakke, beroepstatus en, daarmee gepaardgaande, geleenthede tot bevordering en vooruitgang. Hierdie agterstand skep dikwels 'n behoefte om langer ure te werk, spesifiek by dieselfde werkgewer. 'n Toepassing van die toets wat in Harksen v Lane NO and Others ontwikkel is, lei tot die gevolgtrekking dat die vermelde bepalings ingevolge artikel 9 van die indirekte onbillike diskriminasie daarstel. Die bepalings slaag ook nie die proporsionaliteitstoets van artikel 36 van die nie.

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/content/juridic/34/2/EJC55616
2009-12-01
2017-02-19

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