QUESTION 2: BUSINESS ENVIRONMENTS 2.1 State any FOUR consumer rights as stipulated in the Hational Credit (4) Act (NCA) 2.2 Read the scenario below and answer the questions that follow LUSANDA DEALERS (LD) LD is a large rertail business that employs many workers. They refuse to allow workers time of to attend to sick family members. 2.2.1 Identify the Act that is applicable to LD in the scenario (1) 72. Name other actions that can be regarded as discriminatory in (3) terms of the Act in question 2.2.1 (3) 2.3 Discuss the impact of the Skills Development Act on businesses

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**2.1 FOUR Consumer Rights under the National Credit Act (NCA)**  
1. **Right to Disclosure:** Consumers have the right to receive all necessary information about the terms, conditions, fees, and interest rates before entering into a credit agreement.  
2. **Right to Fair and Responsible Lending:** Consumers are entitled to be treated fairly during both the lending process and the servicing of their credit agreements, ensuring that loans are granted only when affordable.  
3. **Right to Be Informed:** Consumers have the right to obtain clear, understandable, and accurate information regarding their credit obligations and any subsequent changes in terms.  
4. **Right to Remedial Action:** Consumers can seek redress if they believe that a credit provider has engaged in unfair practices, including the right to lodge complaints and have disputes resolved.

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**2.2.1 Applicable Act for Lusanda Dealers (LD) Scenario**  
In the scenario where Lusanda Dealers (LD) refuse to allow workers time off to attend to sick family members, the applicable Act is the **Basic Conditions of Employment Act (BCEA)**. This Act governs issues like leave entitlements, working hours, and the fair treatment of employees.

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**2.2.2 Other Actions Regarded as Discriminatory under the BCEA**  
In terms of the Basic Conditions of Employment Act, the following actions can also be considered discriminatory:

1. **Unequal Promotion Opportunities:** Denying promotions or career advancement solely based on gender, family responsibilities, or other personal characteristics.  
2. **Inequitable Allocation of Benefits:** Providing different or reduced benefits (for example, additional leave or flexible working hours) to employees due to their family status or other discriminatory factors.  
3. **Unfair Dismissal Practices:** Terminating or disciplining employees because they require time off to attend to family or personal health issues.

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**2.3 Impact of the Skills Development Act on Businesses**

The Skills Development Act aims to improve the skills of the workforce, and its impact on businesses can be discussed as follows:

1. **Enhanced Workforce Competence:**  
   Businesses are encouraged to invest in training and skills development. This increases the overall competence of employees and improves productivity. For example, a company might allocate resources for further training so that employees can adapt to new technologies and work processes.

2. **Mandatory Levies and Funding:**  
   Companies are required to contribute to the skills development fund through mandatory levies. While this creates an additional cost, it also provides access to government-funded training programs that can benefit the company in the long run.

3. **Improved Competitiveness:**  
   A more skilled workforce enhances the quality of products and services, which increases the competitiveness of businesses in both national and global markets. This can lead to improved innovation and better customer satisfaction.

4. **Compliance and Corporate Social Responsibility (CSR):**  
   By complying with the Skills Development Act, businesses can improve their corporate image and demonstrate a commitment to employee development and social responsibility. This can lead to stronger employee loyalty and potentially attract a better pool of talent.

5. **Long-Term Economic Benefits:**  
   Although businesses may face short-term challenges in reallocating resources for training, the long-term benefits include reduced skills shortages and a more adaptive, future-ready workforce, which contributes to overall economic growth.

Overall, while the Skills Development Act requires businesses to allocate time and financial resources to employee training, the investment leads to a more skilled, efficient, and competitive workforce.

**2.1 Consumer Rights under the National Credit Act (NCA):** 1. **Right to Disclosure:** Consumers have the right to full information about credit terms before agreeing. 2. **Right to Fair and Responsible Lending:** Consumers are treated fairly in lending and loan servicing. 3. **Right to Be Informed:** Clear and accurate information about credit obligations is provided. 4. **Right to Remedial Action:** Consumers can seek redress for unfair practices. --- **2.2.1 Applicable Act for Lusanda Dealers (LD):** The **Basic Conditions of Employment Act (BCEA)** applies to LD's policy of not allowing workers time off for family members. --- **2.2.2 Other Discriminatory Actions under BCEA:** - **Unequal Promotion Opportunities:** Denying promotions based on personal characteristics. - **Inequitable Allocation of Benefits:** Providing different benefits to employees due to family status. - **Unfair Dismissal Practices:** Terminating employees for needing time off for family or health issues. --- **2.3 Impact of the Skills Development Act on Businesses:** The Skills Development Act enhances employee skills, improves workforce competence, and increases competitiveness. Businesses must invest in training through mandatory levies, which leads to a more skilled and efficient workforce in the long run. This investment improves product quality, attracts better talent, and contributes to overall economic growth, despite initial costs.

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