Retrenchment and Employment Practices Quiz

The responsibility to decide on workforce size ultimately belongs to:

• Trade union

• Labour Department

• Employer

• Employees

A retrenchment exercise without following Articles 20-24 of the Code may be considered:

• Economically justifiable

• Contractually binding

• Constructive dismissal

• Unfair dismissal

A retrenchment based on mala fide intention refers to one that is:

• Legally acceptable

• Driven by bad faith

• Supported by evidence

• In line with industrial practice

Section 12 of the Employment Act 1955 requires employers to provide:

• Bonus payments

• Annual increments

• Prior notice to employees

• Promotion letters

Failure to give appropriate notice during retrenchment can result in:

• Transfer to another department

• Employee being rehired

• Court refusing to recognize the termination

• Automatic pension payment

In the absence of a collective agreement to find new jobs for retrenchment, the employer is:

• Obliged to find new jobs for redundant workers

• Not required to offer retraining

• Not bound to offer alternative employment

• Expected to extend probation

LIFO stands for:

• Lawful Involvement for Operations

• Last In First Out

• Legal Investigation for Offences

• Labour Incentive For Occupation

An employer may depart from LIFO if the decision is based on:

• Gender and age

• Seniority only

• Valid and fair selection criteria

• Emotional reasons

The primary purpose of retrenchment is to:

• Punish non-performing workers

• Improve company branding

• Reduce staff for business sustainability

• Fulfil staff promotion policies

A trade union must be notified if the affected employee:

• Is under probation

• Holds a contract position

• Is part of a collective agreement

• Works on a temporary basis