Discuss any TWO rights of consumers in terms of the CPA, 2008 (Act 68 of 2008).

here are the answers to the questions from the image: Question 2.3.1: The Act that MW complied with by encouraging employees to participate in learnerships is the Skills Development Act (SDA), 1998 (Act 97 of 1998). Question 2.3.2: Other ways in which MW can comply with the Skills Development Act include: Paying the Skills Development Levy* to SARS. Appointing a Skills Development Facilitator (SDF)*. Developing and submitting a Workplace Skills Plan (WSP) and an Annual Training Report (ATR)* to their Sector Education and Training Authority (SETA). Implementing training programmes* for employees. Question 2.4: Here are two rights of consumers in terms of the Consumer Protection Act (CPA), 2008 (Act 68 of 2008): Right to choose: Consumers have the right to choose products and services from various suppliers, without undue pressure or coercion. They can also choose to return goods under certain conditions. Right to fair and honest dealing: Consumers have the right not to be subjected to unfair marketing practices, false advertising, or unconscionable conduct by suppliers. This includes protection against misleading representations and aggressive selling tactics. Question 2.5: Here are two types of defensive strategies applied by Prestige Suppliers (PS): 1. Divestiture: "PS sold some of their assets that were unproductive to pay off debts." 2. Retrenchment: "They terminated the employment of some employees to reduce costs." Question 2.6: The impact of the Employment Equity Act (EEA) on businesses includes: Businesses must implement affirmative action measures* to ensure equitable representation of designated groups (black people, women, and people with disabilities) in all occupational levels. They are required to conduct a workplace analysis to identify employment barriers and develop an Employment Equity Plan* with specific targets and timelines. Businesses must submit annual reports to the Department of Labour, detailing their progress in achieving employment equity. Failure to comply can result in significant penalties and fines*. Question 2.7: Actions regarded as non-compliance with the Labour Relations Act (LRA), 1995 (Act 66 of 1995) include: Unfair dismissal* of employees without following proper procedures or for unfair reasons (e.g., discrimination, union activity). Refusing to bargain collectively* in good faith with recognized trade unions. Implementing unilateral changes* to terms and conditions of employment without consulting employees or their representatives. Failing to adhere to dispute resolution procedures* outlined in the Act, such as conciliation or arbitration through the CCMA. What's next?