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dc.contributor.advisor Letseku, R. Thulare, Mabjana Petunia 2015-08-20T08:19:22Z 2015-08-20T08:19:22Z 2014
dc.description Thesis (LLM. (Labour Law)) -- University of Limpopo, 2014 en_US
dc.description.abstract Constructive dismissal comes into the equation when an employer behaves in such a manner that eventually and ultimately leads to the employee, being the receiving party, in the employment relationship, to terminate the employment contract. This termination must be the direct result of the conduct of the employer that irreparably frustrated the relationship and made it impossible for the employee to remain in the service of the employer in question. The law of constructive dismissal requires a balance between the competing interests of employees and employers. The employee is the one who makes the claim and determines whether to accept the changes made to his position or to resign and seek damages for wrongful dismissal. A factor which creates further uncertainty is that the employee also controls when to make the claim. Although the employee has greater control over constructive dismissal claims, an employer can take steps to limit the risk of an employee making a claim of constructive dismissal. en_US
dc.format.extent ix, 35 leaves en_US
dc.language.iso en en_US
dc.relation.requires Adobe Acrobat Reader, version 8 en_US
dc.subject Constructive dismissal en_US
dc.subject Resignation en_US
dc.subject.ddc 344.12596 en_US
dc.subject.lcsh Employees -- Dismissal of -- South Africa en_US
dc.subject.lcsh Employees -- Resignation en_US
dc.title "Constructive dismissal in South Africa prospects and challenges" en_US
dc.type Thesis en_US

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