Microhabitat and biotic structure of stromatolite formations
- Authors: Weston, Ross-Lynne Alida
- Date: 2018
- Subjects: Stromatolites , Microbial mats Sedimentary structures
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/10948/17493 , vital:28358
- Description: Stromatolites are among the oldest types of microbial formations. In contrast to their ancient counterparts, many modern marine stromatolites have a coarser internal structure and host a diverse eukaryotic community. Different mesofabric structures are found within stromatolite formations which may provide microhabitat opportunities for organisms. Therefore, the first aim of this study was to investigate how the microalgal (including Bacillariophyta, Chlorophyta and cyanobacteria) community contributes towards the differences observed amongst mesofabric structures in terms of depth profiles and layering at representative stromatolites forming along the Port Elizabeth coastline in South Africa. The second aim was to investigate how the invertebrate community changes between mesofabric types. This was achieved by comparing the proportional abundances of each of the major microalgal classes between the different mesofabric types and depth profiles. Additionally, the invertebrates found within samples collected were identified and counted. These were related to site and environmental characteristics using multivariate modelling. Clear variability in terms of proportional abundance was apparent between microhabitats and with depth. Coarser, more-bioturbated types had a higher bacillariophyte biomass than smoother types. Invertebrate abundance was generally higher in coarser mats. However, one of the finer, well-laminated types had surprisingly more invertebrates than expected, but only in summer. The changes in microalgal and invertebrate community distribution varied seasonally. More microalgae were found in summer and more invertebrates were found in winter. Microalgae distribution was driven by mesofabric features whereas invertebrate distribution was attributed to resource changes. The implications of this study are in terms of the role of microalgae as ecosystem engineers in driving microhabitat differences. The microhabitats provide opportunities for colonisation by invertebrates.
- Full Text:
- Date Issued: 2018
- Authors: Weston, Ross-Lynne Alida
- Date: 2018
- Subjects: Stromatolites , Microbial mats Sedimentary structures
- Language: English
- Type: Thesis , Masters , MSc
- Identifier: http://hdl.handle.net/10948/17493 , vital:28358
- Description: Stromatolites are among the oldest types of microbial formations. In contrast to their ancient counterparts, many modern marine stromatolites have a coarser internal structure and host a diverse eukaryotic community. Different mesofabric structures are found within stromatolite formations which may provide microhabitat opportunities for organisms. Therefore, the first aim of this study was to investigate how the microalgal (including Bacillariophyta, Chlorophyta and cyanobacteria) community contributes towards the differences observed amongst mesofabric structures in terms of depth profiles and layering at representative stromatolites forming along the Port Elizabeth coastline in South Africa. The second aim was to investigate how the invertebrate community changes between mesofabric types. This was achieved by comparing the proportional abundances of each of the major microalgal classes between the different mesofabric types and depth profiles. Additionally, the invertebrates found within samples collected were identified and counted. These were related to site and environmental characteristics using multivariate modelling. Clear variability in terms of proportional abundance was apparent between microhabitats and with depth. Coarser, more-bioturbated types had a higher bacillariophyte biomass than smoother types. Invertebrate abundance was generally higher in coarser mats. However, one of the finer, well-laminated types had surprisingly more invertebrates than expected, but only in summer. The changes in microalgal and invertebrate community distribution varied seasonally. More microalgae were found in summer and more invertebrates were found in winter. Microalgae distribution was driven by mesofabric features whereas invertebrate distribution was attributed to resource changes. The implications of this study are in terms of the role of microalgae as ecosystem engineers in driving microhabitat differences. The microhabitats provide opportunities for colonisation by invertebrates.
- Full Text:
- Date Issued: 2018
The effective use of legal protection to combat stigma and discrimination related to HIV and AIDS in a workplace: a case study in kwa Zulu Natal
- Authors: Ndobeni, Zoliswa Nomawesile
- Date: 2018
- Subjects: AIDS (Disease) -- Law and legislation , Medical policy -- legislation & jurisprudence Public health -- legislation & jurisprudence HIV-positive persons -- Employment -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: http://hdl.handle.net/10948/32804 , vital:32365
- Description: Stigma and discrimination continue to be the leading cause of everyday cases of new HIV/AIDS infections in spite of the current legal and medical interventions available. The purpose of the study is to explore the effective use of legal protection in combating stigma and discrimination related to HIV/AIDS in the workplace. When it comes to fighting discrimination and stigma against people living with HIV/AIDS, it is still a challenge as these aspects prevent people from coming forward for testing and for prevention as well as treatment service. The rationale for conducting the study is to examine the relationship of the human rights as per the Constitution of South Africa and the spread and impact of HIV/AIDS on individuals in the workplace. The study is of significance to conduct as the research will further provide knowledge and awareness to both the employer and employee regarding the legal framework pertaining to HIV/AIDS and perhaps unintentional consequences of the legal framework to both the employer and employee concerning productivity and growth. Various legal frameworks were determined to address HIV pandemic in South Africa which constitutes one of the utmost challenges facing the nation as well as benchmarking international law. The structure and functioning of the workplace is a key possibility to address developmental inequities in South Africa. This includes the development of healthcare centres in the workplace. HIV testing involves a great deal of risks and consequences that may not be apparent to the patient. Hence, informed consent is required. Policies and guidelines have been put in place to protect employees. HIV clinicians now argue that HIV testing should be presented as a routine procedure, to remove social barriers and stigma. The present study recommends various programmes that may assist in minimizing stigma and discrimination of people living with HIV. This stigma prevent persons from testing for HIV status. The study also seeks to evaluate and review current policies concerning HIV/AIDS.
- Full Text:
- Date Issued: 2018
- Authors: Ndobeni, Zoliswa Nomawesile
- Date: 2018
- Subjects: AIDS (Disease) -- Law and legislation , Medical policy -- legislation & jurisprudence Public health -- legislation & jurisprudence HIV-positive persons -- Employment -- South Africa
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: http://hdl.handle.net/10948/32804 , vital:32365
- Description: Stigma and discrimination continue to be the leading cause of everyday cases of new HIV/AIDS infections in spite of the current legal and medical interventions available. The purpose of the study is to explore the effective use of legal protection in combating stigma and discrimination related to HIV/AIDS in the workplace. When it comes to fighting discrimination and stigma against people living with HIV/AIDS, it is still a challenge as these aspects prevent people from coming forward for testing and for prevention as well as treatment service. The rationale for conducting the study is to examine the relationship of the human rights as per the Constitution of South Africa and the spread and impact of HIV/AIDS on individuals in the workplace. The study is of significance to conduct as the research will further provide knowledge and awareness to both the employer and employee regarding the legal framework pertaining to HIV/AIDS and perhaps unintentional consequences of the legal framework to both the employer and employee concerning productivity and growth. Various legal frameworks were determined to address HIV pandemic in South Africa which constitutes one of the utmost challenges facing the nation as well as benchmarking international law. The structure and functioning of the workplace is a key possibility to address developmental inequities in South Africa. This includes the development of healthcare centres in the workplace. HIV testing involves a great deal of risks and consequences that may not be apparent to the patient. Hence, informed consent is required. Policies and guidelines have been put in place to protect employees. HIV clinicians now argue that HIV testing should be presented as a routine procedure, to remove social barriers and stigma. The present study recommends various programmes that may assist in minimizing stigma and discrimination of people living with HIV. This stigma prevent persons from testing for HIV status. The study also seeks to evaluate and review current policies concerning HIV/AIDS.
- Full Text:
- Date Issued: 2018
Suspension as an unfair labour practice
- Authors: Share, Hanli
- Date: 2013
- Subjects: Labor laws and legislation , Unfair labor practices
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: vital:10273 , http://hdl.handle.net/10948/d1018655
- Description: Suspension as a form of an unfair labour practice can be of two categories. There could be a situation where an employer suspends an employee as a disciplinary sanction after an employee has committed an act of misconduct. This is often referred to as a punitive suspension. An employer may also suspend an employee pending a disciplinary hearing. In this case the employee has not yet been found guilty because the investigation into the alleged misconduct is still on going. The employee may be suspended as a way of preventing him from interfering with the investigation process into the alleged misconduct. This form of suspension is often referred to as a preventative suspension. It is very important to note the distinction between the two forms of suspension because the processes that are followed when effecting them are different. Failure to acknowledge the difference might result in a situation where an employer might be effecting a preventative suspension but the consequences might be that of a punitive suspension and end-up being an unfair labour practice. Suspension is a disciplinary measure, and it is important to note that in the event that the employer elects to implement a suspension, its conduct must be disciplinary in nature and intent and should be corrective rather than punitive.Unlike dismissals where the Code of Good Practice of the Labour Relations Act, No 66 of 1995 provides guidance on what constitutes procedural and substantive fairness, there are no guidelines on what constitutes procedural and substantive fairness when it comes to suspensions. This has resulted in a situation where suspension is treated as a minor aspect of disciplinary measures that is frequently abused as it is often on full remuneration. This, however, does not allow an employer to suspend employees at will, without merit and without following proper procedure. Suspension could have severe adverse effects on employees and often affects their reputation, goodwill, human dignity, self-esteem and the right to meaningful association and work. It is for this reason that suspension must be effected in a way that is procedurally and substantively fair.Punitive suspension is implemented as a sanction and is often without pay and is a last resort prior to dismissal. Preventative suspension occurs prior to a disciplinary hearing, with the aim of temporarily removing the employee from the workplace to enable the employer to conduct a proper investigation without interference. Unfortunately preventative suspensions are often abused by employers in that they protract over extended periods of time, making the preventative suspension punitive in nature, to the extent that the courts have been forced to intervene and lay down stringent requirements that must be met in order to prevent such abuse.There are various requirements for suspension which range from the intention of the employer, the audi alteram partem rule, sufficient reasons prior to suspension to period of suspension. Most employment relationships are governed by disciplinary codes or collective agreements, which often place limitations on the concept of suspension. Some codes provide for special leave at the option of the employee, which the employer often abuses instead of utilizing the preventative suspension option. This, however, is more often than not to suit a political agenda.In the event of non-compliance by an employer, an employee is not left remediless. An unfair suspension constitutes an unfair labour practice and an employee has the right to refer such dispute to the relevant labour forums like the CCMA or the relevant bargaining council. Employees are cautioned not to refer their disputes to the Labour Court for final relief, but rather to only approach the courts for urgent interim relief, like interdicts.
- Full Text:
- Date Issued: 2013
- Authors: Share, Hanli
- Date: 2013
- Subjects: Labor laws and legislation , Unfair labor practices
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: vital:10273 , http://hdl.handle.net/10948/d1018655
- Description: Suspension as a form of an unfair labour practice can be of two categories. There could be a situation where an employer suspends an employee as a disciplinary sanction after an employee has committed an act of misconduct. This is often referred to as a punitive suspension. An employer may also suspend an employee pending a disciplinary hearing. In this case the employee has not yet been found guilty because the investigation into the alleged misconduct is still on going. The employee may be suspended as a way of preventing him from interfering with the investigation process into the alleged misconduct. This form of suspension is often referred to as a preventative suspension. It is very important to note the distinction between the two forms of suspension because the processes that are followed when effecting them are different. Failure to acknowledge the difference might result in a situation where an employer might be effecting a preventative suspension but the consequences might be that of a punitive suspension and end-up being an unfair labour practice. Suspension is a disciplinary measure, and it is important to note that in the event that the employer elects to implement a suspension, its conduct must be disciplinary in nature and intent and should be corrective rather than punitive.Unlike dismissals where the Code of Good Practice of the Labour Relations Act, No 66 of 1995 provides guidance on what constitutes procedural and substantive fairness, there are no guidelines on what constitutes procedural and substantive fairness when it comes to suspensions. This has resulted in a situation where suspension is treated as a minor aspect of disciplinary measures that is frequently abused as it is often on full remuneration. This, however, does not allow an employer to suspend employees at will, without merit and without following proper procedure. Suspension could have severe adverse effects on employees and often affects their reputation, goodwill, human dignity, self-esteem and the right to meaningful association and work. It is for this reason that suspension must be effected in a way that is procedurally and substantively fair.Punitive suspension is implemented as a sanction and is often without pay and is a last resort prior to dismissal. Preventative suspension occurs prior to a disciplinary hearing, with the aim of temporarily removing the employee from the workplace to enable the employer to conduct a proper investigation without interference. Unfortunately preventative suspensions are often abused by employers in that they protract over extended periods of time, making the preventative suspension punitive in nature, to the extent that the courts have been forced to intervene and lay down stringent requirements that must be met in order to prevent such abuse.There are various requirements for suspension which range from the intention of the employer, the audi alteram partem rule, sufficient reasons prior to suspension to period of suspension. Most employment relationships are governed by disciplinary codes or collective agreements, which often place limitations on the concept of suspension. Some codes provide for special leave at the option of the employee, which the employer often abuses instead of utilizing the preventative suspension option. This, however, is more often than not to suit a political agenda.In the event of non-compliance by an employer, an employee is not left remediless. An unfair suspension constitutes an unfair labour practice and an employee has the right to refer such dispute to the relevant labour forums like the CCMA or the relevant bargaining council. Employees are cautioned not to refer their disputes to the Labour Court for final relief, but rather to only approach the courts for urgent interim relief, like interdicts.
- Full Text:
- Date Issued: 2013
Comparing child justice legislation in South Africa and South Sudan
- Authors: Teny, Jamual Peter Malual
- Date: 2012
- Subjects: Children -- Legal status, laws, etc , Criminal law -- South Africa , Criminal law -- Sudan
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: vital:10187 , http://hdl.handle.net/10948/d1020941
- Description: The legal framework and legislation governing the rights of the children have become of great concern in modern societies, particularly, in the area of criminal justice and human rights. The Convention on the Rights of the Child and African Charter on the Rights and Welfare of the Child are basic international and regional conventions regulating the rights of the children and include how to deal with children in conflict with the law. States parties to these conventions are required to take appropriate measures, which includes enactment of legislation to give effect to these rights. Legislative instruments must address the following issues: The principle of the best interest of the child; the age of criminal responsibility; restorative justice; diversion; and the trials of children in conflict with the law. The above-mentioned instrument require and emphasise the use of an alternative approach in respect of the children who are in conflict with law. In this research a comparative approach is used to compare the South African and South Sudanese child justice legislative instruments. The legislative instruments pertaining to child justice in both countries are set out and compared. It is concluded that the South African legislative instruments are more aligned to the Convention on the Rights of the Child and African Charter on the Rights and Welfare of the Child. Recommendations and proposals are made to enact to adopt in South Sudan new legislative measures and provisions aim to afford more protection to children in conflict with the law and to strike a better balance between rights of a child and victim of crimes.
- Full Text:
- Date Issued: 2012
- Authors: Teny, Jamual Peter Malual
- Date: 2012
- Subjects: Children -- Legal status, laws, etc , Criminal law -- South Africa , Criminal law -- Sudan
- Language: English
- Type: Thesis , Masters , LLM
- Identifier: vital:10187 , http://hdl.handle.net/10948/d1020941
- Description: The legal framework and legislation governing the rights of the children have become of great concern in modern societies, particularly, in the area of criminal justice and human rights. The Convention on the Rights of the Child and African Charter on the Rights and Welfare of the Child are basic international and regional conventions regulating the rights of the children and include how to deal with children in conflict with the law. States parties to these conventions are required to take appropriate measures, which includes enactment of legislation to give effect to these rights. Legislative instruments must address the following issues: The principle of the best interest of the child; the age of criminal responsibility; restorative justice; diversion; and the trials of children in conflict with the law. The above-mentioned instrument require and emphasise the use of an alternative approach in respect of the children who are in conflict with law. In this research a comparative approach is used to compare the South African and South Sudanese child justice legislative instruments. The legislative instruments pertaining to child justice in both countries are set out and compared. It is concluded that the South African legislative instruments are more aligned to the Convention on the Rights of the Child and African Charter on the Rights and Welfare of the Child. Recommendations and proposals are made to enact to adopt in South Sudan new legislative measures and provisions aim to afford more protection to children in conflict with the law and to strike a better balance between rights of a child and victim of crimes.
- Full Text:
- Date Issued: 2012
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