Article 58/2021

Labour Edge

What is the content of the reasonableness requirement to be complied with for a secondary strike to be lawful?

The reasonableness requirement involves a proportionality assessment: the harm caused by the secondary strike to the secondary employer must be in proportion to the harm potentially caused to the primary employer as a consequence of the secondary strike.  In the labour court’s view, this called for an assessment of three key issues:

  1. the effect of the secondary strike on the secondary employer;
  2. the possible direct or indirect effect that the secondary strike may have on the business of the primary employer; and
  3. the proportionality of the harm caused to the primary and secondary employers respectively.

With reference to Potgieter v Samancor Chrome Ltd t/a Tubatse Ferrochrome (2022) 33 SALLR 190 (LC) and Van Rensburg and Others v Department of Justice and Correctional Services and Others (2022) 33 SALLR 280 (LC); (2022) 43 ILJ 2110 (LC).

In what instances does the jurisdiction of the supreme court of appeal trump the jurisdiction of the labour appeal court?

Where an employer prematurely terminates a fixed-term contract and the employee challenges such termination as being unlawful and claims damages and not specific performance, the labour court has up to now ordered damages even though same is an unliquidated claim for damages.