Sectoral Determination: Hospitality Sector

Click here to download the new minimum wages for the Hospitality Sector: 1 July 2010 until 30 June 2011

Click here to download the new Sectoral Determination (32 pages)

SECTORAL DETERMINATION: HOSPITALITY SECTOR

Minimum Wages

Commission work

Calculation of wages or remuneration

Payment of remuneration

Information concerning pay

Deductions and other acts concerning remuneration

Payment of contributions to benefit funds

Particulars of employment

Written particulars of employment

Hours of work

Ordinary hours of work

Overtime

Payment of overtime

Compressed working week

Averaging hours of work

Work on Sundays

Night work

Meal intervals

Daily and weekly rest period

Public holidays

Leave

Annual Leave

Sick leave

Family responsibility leave

Maternity leave

Termination of employment

Notice of termination of employment

Payment on termination

Certificate of service

Click here to download the new minimum wages for the Hospitality Sector: 1 July 2010 until 30 June 2011

Case Law Summaries and Articles

Can employees be dismissed for refusing to accept new terms and conditions of employment?

Can an employer dismiss employees because they refuse to agree to a change to their terms and conditions of employment? An initial answer may be, “yes”.

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Escape route: “Resignation with immediate effect”

The latest case in the ‘disciplining employees who have resigned with immediate effect’ saga has brought about more uncertainty as to whether an employee who resigns with immediate effect shortly before a disciplinary hearing can avoid disciplinary action and subsequent dismissal.

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Freedom of expression or incitement to commit an offence? A constitutional challenge

On 4 July 2019, the North Gauteng High Court handed down judgment in the case of The EFF and other v Minister of Justice and Constitutional Development and other (87638/2017 and 45666/2017) in which the EFF and Julius Malema (the applicants) sought to have s18(2)(b) of the Riotous Assemblies Act, No 17 of 1956 (Riotous Act) declared unconstitutional.

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Consolidated, comprehensive or general final written warnings

Regarding dismissal, according to the Code of Good Practice, “the courts have endorsed the concept of corrective or progressive discipline. This approach regards the purpose of discipline as a means for employees to know and understand what standards are required of them.