Identify and distinguish between three different types of human rights, and explain four types of leave of absence from work, the objective of affirmative action, and give two examples of employee grievances.

3.1 Identify the THREE rights. Step 1: The THREE rights referred to in Siphiso's situation under the Basic Conditions of Employment Act (BCEA), 1997, are: Maternity leave Family responsibility leave Incapacity leave (sick leave) 3.2 Distinguish between the THREE rights. Step 1: Maternity leave (Section 25, BCEA) Formula first: Entitlement = 4 consecutive months unpaid leave for childbirth. Substitute: Applies to female employees expecting a child; must commence 4 weeks before expected date of birth or as agreed; employer cannot change the date. Simplify: Purpose is to allow recovery after birth and care for newborn; unpaid unless company scheme provides otherwise. Differs from others as it is gender-specific and longer duration. Step 2: Family responsibility leave (Section 27, BCEA) Formula first: Entitlement = 3 days paid leave per annual cycle. Substitute: For employees employed >4 months; for birth of own child, death/sickness/expected death of child, spouse or immediate family requiring personal attendance. Simplify: Short-term, paid, event-specific for family matters; differs as it covers family emergencies, not personal health or maternity. Step 3: Incapacity leave (Section 22, BCEA - sick leave) Formula first: Entitlement = 30 days full pay + 30 days half pay over 36-month cycle (if no better agreement). Substitute: For employee's own temporary incapacity due to illness/injury; requires medical certificate after 2 days. Simplify: For personal sickness; differs as it is for employee's health issues, paid based on cycle, not family or maternity. 3.3 Explain entitlement under BCEA, 1997, and types of leave. Siphiso is entitled to these leaves under the Basic Conditions of Employment Act (BCEA), 1997, even as a new employee (after qualifying periods). His employer cannot unfairly refuse legitimate requests. 3.3.1 Maternity leave Female employee entitled to at least four consecutive months' unpaid maternity leave. Starts no earlier than four weeks before due date. Protects job security during pregnancy and post-birth. 3.3.2 Responsibility leave (Family responsibility leave) Employee (after 4 months' service) gets 3 paid days per 12-month cycle for: child's birth, illness/death/expected death of child/spouse/immediate family needing attendance. Employer pays as normal wage. 3.3.3 Incapacity leave (Sick leave) For own illness/injury: 30 days full pay, then 30 days half pay in 36-month period (or better if agreed). Medical certificate required after 2 consecutive days or twice in 8 weeks. 3.3.4 Overtime on Sundays Under Section 16 BCEA, Sunday work only if agreed in contract/collective agreement. Paid double rate (or 1.5x + paid time off). Employee can refuse Sunday overtime unless by collective agreement. No work on Sunday/public holiday without consent. 3.4 Affirmative action Siphiso, as the only black male among female kitchen staff, benefits from affirmative action under the Employment Equity Act (EEA), 1998. Main objective: To promote equitable representation of historically disadvantaged groups (black people, women, disabled) in the workplace, redress past unfair discrimination from apartheid, and achieve diversity at all levels through measures like targeted recruitment and training. 3.5 Two examples of possible grievances in the workplace. 1. Unfair refusal of family responsibility leave for a family emergency, violating BCEA Section 27. 2. Sexual harassment by a colleague, which can be grieved under unfair labour practice provisions in the Labour Relations Act (LRA), 1995.