What is Section 69 of the Labour Relations Act?

Asked by: Mossie Rohan  |  Last update: April 14, 2026
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Section 69 of the Labour Relations Act, No. 66 of 1995, seeks to give effect to this right in respect of a picket in support of a protected strike or a lock-out. This code does not impose any legal obligations and the failure to observe it does not by itself render anyone liable in any proceedings.

What is Section 69 of the LRA?

Section 69 of the LRA provides registered trade unions the right to authorise a picket by its members and supporters for the purposes of demonstrating peacefully in support of a strike or in opposition to any lockout.

What are the three principles of the Labour Relations Act?

Purpose and Objectives of the Labour Relations Act

Promote economic development, social justice, labour peace, and workplace democracy. Regulate the organisational rights of trade unions and employers' organisations. Facilitate collective bargaining at both workplace and sectoral levels.

What is Section 69 of the Enterprise and Regulatory Reform Act 2013?

Section 69: Civil liability for breach of health and safety duties. 466. Section 69 amends the HSWA 1974 in order to provide that there should be no civil right of action for breach of a duty imposed by certain health and safety legislation, other than where such a right is specifically provided for.

What is a dismissal under the Labour Relations Act?

Section 186 of the LRA provides the meaning of dismissal by describing six types of circumstances which may be defined as a “dismissal”: Where an employer terminates employment summarily, without notice or by conduct, or terminates employment by giving an employee notice.

Business Studies | The Purpose of the Labour Relations Act (LRA) Explained

40 related questions found

On what grounds can an employee be dismissed?

Examples of serious misconduct, subject to the rule that each case should be judged on its merits, are gross dishonesty or willful damage to the property of the employer, willful endangering of the safety of others physical assault on the employer, a fellow employee, client or customer and gross insubordination.

What are 5 fair reasons for dismissal?

What are the fair reasons for dismissal?

  • Dismissal for misconduct. One of the five reasons for fair dismissal of an employee is for their conduct whilst at work. ...
  • Capability dismissal. ...
  • Redundancy. ...
  • Statutory restriction. ...
  • Dismissal for some other substantial reason (SOSR)

What is the law of Section 69?

Whoever, by deceitful means or by making promise to marry a woman without any intention of fulfilling the same, and has sexual intercourse with her, such sexual intercourse not amounting to the offence of rape, shall be punished with imprisonment of either description for a term which may extend to ten years and shall ...

What is Section 69Y of the Employment Relations Act 2000?

Since 1 April 2009, under Section 69Y of the Employment Relations Act 2000, employers have been required to provide unpaid breaks and/or facilities for employees who wish to breastfeed their infants or express milk during working hours.

What is Section 69 of the company Act?

(1) Where a company purchases its own shares out of free reserves or securities premium account, a sum equal to the nominal value of the shares so purchased shall be transferred to the capital redemption reserve account and details of such transfer shall be disclosed in the balance sheet.

What is illegal for a manager to do?

California law prohibits employers from requiring unpaid overtime work. If you're asked to work beyond regular hours, you're entitled to fair compensation, including overtime pay.

What are unfair labour practices?

Unfair labour practices are acts that interfere with a union's right or ability to represent its members or an employee's right to make up their own mind about whether to support a union. Unfair labour practices also include acts by unions that interfere with an employer's right to operate its business.

Is insubordination grounds for dismissal?

Acts of mere insolence and insubordination do not justify dismissal unless they are serious and willful. The sanction of dismissal is reserved for instances of gross insolence and gross insubordination, or the wilful flouting of the employer's instructions.

What qualifies as an unfair labor practice?

An agency commits a ULP when it violates rights that the Statute protects. Examples include: Threatening an employee that her career would not go much further if she proceeded with her grievance. Transferring an employee to an undesirable job because she filed a ULP charge.

What are 5 automatically unfair dismissals?

Automatically unfair reasons for dismissal

family, including parental leave, paternity leave (birth and adoption), adoption leave or time off for dependants. acting as an employee representative. acting as a trade union representative. acting as an occupational pension scheme trustee.

How do you prove unfair discrimination at work?

To prove discrimination, plaintiffs must provide evidence that they: (a) are a member of a protected class, (b) are qualified for the position at issue, (c) suffered an adverse employment action, and (d) the employer treated similarly situated employees outside of the protected class more favorably (or some other ...

Can my manager talk about me to other employees?

While most employers are careful about what is said at the workplace and the employers try to keep the "gossip mill" to a minimum in the workplace, there are no laws that an employee can fall back on to pursue an employer if the employer discusses them or what they said or did with another employee of the company.

What is a serious breach of employment contract?

Serious or 'material' breach of contract

This more serious kind of breach occurs when an employer fails to honour an important part of your employment contract. For example, if they reduced your pay, or failed to pay you a payment due.

What is considered workplace harassment?

Workplace harassment is unwelcome conduct based on a person's race, color, religion, sex, national origin, older age, disability, or genetic information. Harassment includes: Offensive jokes, objects, or pictures. Name-calling. Physical assaults and threats.

How is Section 69 enforced?

A violation of Penal Code 69 PC is a wobbler, meaning that it can be charged as either a misdemeanor or a felony. If charged as a misdemeanor, resisting an executive officer is punishable by: misdemeanor (or summary) probation, up to one year in county jail, and/or.

What is Section 69 of the contract?

Section 69 provides that if a person pays a debt or obligation that another is legally bound to pay, and the payer is "interested" in the fulfillment of that obligation, then the payer is entitled to reimbursement from the person who was originally responsible.

Who is affected by section 69?

(a) Every person who attempts, by means of any threat or violence, to deter or prevent an executive officer from performing any duty imposed upon the officer by law, or who knowingly resists, by the use of force or violence, the officer, in the performance of his or her duty, is punishable by a fine not exceeding ten ...

What are my rights as a terminated employee?

If you are fired or laid off, your employer must pay all wages due to you immediately upon termination (California Labor Code Section 201). If you quit, and gave your employer 72 hours of notice, you are entitled on your last day to all wages due.

How do you prove a dismissal was unfair?

Section 188 (1) of the LRA states that a dismissal which is not automatically unfair is still unfair if the employer fails to prove – (a) That the reason for the dismissal is a fair reason – (i) Related to the employee's conduct or capacity; or (ii) Based on the employer's operational requirements; and (iii) That the ...

What are 5 examples of serious misconduct?

Here are 7 examples classed as workplace misconduct

  • Theft. This may sound obvious, but theft isn't limited to financial fraud like embezzlement or money laundering. ...
  • Sexual harassment. ...
  • Abuse of power. ...
  • Falsifying documentation. ...
  • Health and safety breaches. ...
  • Damage to goods or property. ...
  • Drug and/or alcohol use.