General Working Conditions Act: defines all conditions of employment, with the exception of hours of operation and days during which businesses under the jurisdiction of the provincial government may be opened. 4. Wage Act: provides for the creation of wage boards to define the conditions of employment policy in areas not covered by the aforementioned laws. Machinery and Work Safety Act: provides for factory registration, regulation of working time, health and working conditions, as well as monitoring and use of machinery, including incidents. 6.5 Working conditions The minimum wage is set for certain sectors and professions, within the meaning of works councils or other labour laws. Wages in more industrialized regions are generally higher than minimum rates and higher than in less industrialized regions. Wages in the Greater Johannesburg area, for example, are generally about 9% higher than those in the Durban or Cape Town regions. KwaZulu-Natal has comprehensive legislation on environmental, training and social security conditions. A summary of the most important orders is cited below: it should be noted the low levels of education of the restaurant staff, with only about 5% of hotel school or technical training, 1% with a university education and 42% on average with an immatralike. More than half of the staff (52%) in restaurants, pubs and fast food restaurants across the country have less than an immatrique education (Fast Food – Family Restaurant). 5. Industrial Relations Act: it is the most important labour relations law, which essentially has two objectives: the establishment of collective bargaining mechanisms for employers and workers and the orderly resolution of disputes. Voluntary training of industrial councils is planned for collective bargaining with industrially registered trade unions.
Employers` and registered workers` organizations are also represented on the Works Councils, which offer a platform for industrial self-management through collective bargaining on wages and terms of employment. The employer is responsible, in accordance with the various laws on working conditions, for the granting of full remuneration to a worker when the illness results in a work disability.