Tebogo is employed as a Health Inspector at SIRA company. In terms of Tebogo's performance agreement, she was supposed to conduct 60 inspections per year which is 5 per month. Her job requires her to travel in order to conduct inspections. During the financial year 2023/2024, Tebogo took 4 months maternity leave as provided by the leave policy in her company, further 2 months before she commenced her maternity leave, she was unable to perform her duties as an inspector as her doctor advised her to stop travelling due to her condition. This resulted in Tebogo not conducting inspections for 6 months. At the end of the year, Tebogo had only been able to conduct 32 inspections instead of 60 in her performance agreement.

During assessments at the end of the financial year, Tebogo's Manager said Tebogo failed to meet her targets and decided to institute disciplinary actions.

Imagine you are Labour Practitioner and advise Tebogo's manager why his conduct is discriminatory. Take into account the following in your answer;

The Constitution of South Africa, 108 of 1996

The employment Equity Act, 55 of 1998

The Basic Conditions of Employment Act, 75 of 1997

The labour relations Act, 66 of 1995