A number of issues could fall under the definition of a residual unfair labour practice relating to retirement funds.
You, as an employee, may be able to tackle your employer on these issues through the Commission for Conciliation, Mediation and Arbitration or through a bargaining council.
Pension and labour lawyer, Peter Strasheim says these practices include:
* Withdrawal benefits, when you leave a fund before retirement, that are paid out at below-market interest rates;
* Having unfairly discriminatory fund membership qualifications;
* Having unequal contribution rates for similar benefits, or unequal benefits for similar contribution rates;
* An array of issues relating to ill-health or disability including: making eligibility conditional on a fixed number of years service or age irrespective of the severity of a disability; repudiations of claims caused by "own action, fault or negligence "; non-disclosure of disability claim medical reports; no rules for rehabilitation, disability accommodation, or job modification; provision for increasing contribution levels to accommodate a shorter working life; and rights of appeal to an independent body against the rejection of a disability claim;
* Differentials between on and off-duty death benefits;
* Gender and age discrimination in fund rules and practices;
* Non-recognition of customary law and non-civil "marriages";
* Consistent unfair, illogical and unlawful exercise of discretion in awarding benefits, evaluating and condoning claims; and
* Poor information disclosure relating to a number of issues including: benefits, funding, investments, minutes of trustee meetings and decisions.