Bargaining Council Wage Agreement

The terms of division apply to the division concerned when an agreement has been reached. The parties agreed that all students enrolled in the Board will be exempt from participation in the pension fund and at the Council`s expense. If the learner or student begins to generate income on the ground towards the end of their training, they must contribute as full-time workers. This exemption does not apply to any of the other training categories in the main agreement. The parties agreed that, effective September 1, 2019, minimum/wage wages per job category in the relevant schedules of the main agreement will be increased by 7% in all regions, with the exception of Kimberley Province, DesNorwest, Border/East London and Cape Eastern, where they will be increased by 6%. Collective bargaining in the disciplinary code is complete and a collective agreement is concluded on February 1, 2018. Collective bargaining is one of the key functions of SALGBC, which can take place either at the central council level, at the department level or at the local level (at the LLF). The subject of the negotiations will determine the appropriate level or forum for these negotiations. As an example of salary, medical assistance and pension fund contributions, annual leave can only be negotiated at the Central Council level. The department or LFF does not have the authority to negotiate salaries. National terms of service are governed by the main collective agreement.

The parties agreed that a single ex-Gratia payment, equal to 5.5% of the minimum wage currently prescribed for the worker`s professional title, would be paid in three equal tranches, at the end of September 2019, or at the end of September, October and November 2019. Workers who received an increase of more than 5.5% in January 2019 as a result of the introduction of the national minimum wage, or workers earning an effective wage equal to or above the prescribed minimum wage, plus 5.5%, will not receive an additional increase and the ex-Gratia payment. SaLGBC is based on a voluntary basis, within the meaning of the Industrial Relations Act, in agreement with the Employers` Organisation (SALGA) and the trade unions (IMATU and SAMWU). This agreement is contained in the Council Constitution (a collective agreement), which is the essential instrument that governs relations between the employers` organisation and the trade union parties. Workers who received an increase of less than 5.5% calculated on the prescribed minimum wage will receive an additional increase equal to the difference between the increase received and 7% in all areas excluding Kimberley Province, North West, Border/East London and Cape Eastern, where they are calculated and paid on the difference between the increase received and 6%. One of saLGBC`s core tasks is to manage disputes that have been referred to the Commission. Disputes are conducted at the department and/or central council level. Disputes such as unfair dismissals and unfair labour practices are referred to the relevant regional secretary of the division, to the relevant regional offices. Where the dispute concerns the interpretation or application of a collective agreement reached at the Central Council level, it must be referred to the Secretary General.

After the dispute is resolved, mediation is scheduled within 30 days, during which time the parties will attempt to resolve the dispute before an independent conciliator.