Crowdly
Add to Chrome
LRM1501-25-S1
Looking for LRM1501-25-S1 test answers and solutions? Browse our comprehensive collection of verified answers for LRM1501-25-S1 at mymodules.dtls.unisa.ac.za.
Get instant access to accurate answers and detailed explanations for your course questions. Our community-driven platform helps students succeed!
Organisations should have policies and procedures to ________ .
❌
❌
❌
✅
View this question
The Labour Relations Act 66 of 1995 encourages a progressive discipline approach to minor offences in the workplace. For minor offences, ________ would be appropriate.
0%
0%
0%
0%
View this question
The HR manager at Hi-Quality Pty (Ltd) heads a team of 20 HR practitioners and administrators. On their first day at the company, they were verbally informed that telephone bills should not exceed R250,00 per month. HR practitioners exceeded this limit without any consequences. However, Samantha (the financial administrator) was given a letter of dismissal for exceeding the limit. In terms of the provisions of the LRA, Samantha’s dismissal would be __________ .
✅
❌
❌
❌
View this question
There is an allegation that John was seen by a colleague taking a bribe for a tender. John’s employment contract was terminated with immediate effect. In terms of the Labour Relations Act 66 of 1995, John’s dismissal did not follow requirements of __________ .
❌
✅
❌
❌
View this question
Progressive discipline is used to __________ .
0%
0%
0%
0%
View this question
In terms of the LRA, employers have a right to __________ employees who engage in undesirable behaviour or misconduct in the workplace.
❌
❌
❌
✅
View this question
Jack was caught stealing stationery in the workplace. He was given a notice to attend a disciplinary hearing, after which he was dismissed. Indicate the type of dismissal that occurred.
0%
0%
0%
0%
View this question
It is advised that __________ in the workplace should be viewed as a corrective measure and not as a punishment.
0%
0%
0%
0%
View this question
Indicate internal workplace procedures that can be used to resolve labour matters between employees and employers within the workplace.
❌
❌
❌
✅
View this question
Mary took a portable printing machine to her house without the authorisation of the employer. Sarah took a computer and an office chair to her house without informing the manager. Both employees were charged with misconduct for unauthorised removal of company property and attended disciplinary hearings. Mary was dismissed while Sarah was given a final writing warning. Indicate which of the following statements relating to the outcomes of their disciplinary hearings are correct.
0%
0%
0%
0%
View this question