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LATEST UPDATE ON THE PUBLIC SECTOR WAGE NEGOTIATIONS:

Dear DENOSA member.

Below is the latest full update on the public sector wage negotiations.

In summary, the employer finally declared this morning that the offer that we communicated early this morning was its final offer.

That means all the unions must go back to members and seek feedback on what to do next. From now on, unions will be convening meetings in the workplace collecting mandate from members on whether to accept the tabled offer or not.

DENOSA urges nurses to fully participate in this process in their institutional meetings in their large numbers and make their voice heard. This process must have been concluded by the 11th of May 2018 and consolidated feedback reached the DENOSA office.

Check with your DENOSA shop steward in your facility about the meeting of collecting mandate.

DENOSA

………………

 

Dear members. 

Parties met on the 3rd May 2018 to pursue the wage negotiations.  Meeting started at 16h00 until the 4th May 2018 (it went throughout the night up until the 11h00 am the following day). Labour managed to persuade the employer to re table the their last offer of the 26th January 2018

 

Their revised offer was tabled as follows:

1.      Cost of living adjustment

-          1 April 2018 to 31 March2019 on salary levels1 to 7 or the equivalent of OSD salary levels, is 7%

-          On salary level 8 to 10 or on the equivalent of OSD, including employees paid at a higher salary level in terms of the OSD , is 6.5%

-          On salary level 11 to 12 or on the equivalent of OSD, including employees paid at a higher salary level in terms of the OSD , is 6%

2.      1 April 2019 to31 March 2020 on salary levels1 to 7 or the equivalent of OSD salary levels, is CPI + 1%

-          On salary level 8 to 10 or on the equivalent of OSD, including employees paid at a higher salary level in terms of the OSD , is CPI + 0.5%

-          On salary level 11 to 12 or on the equivalent of OSD, including employees paid at a higher salary level in terms of the OSD , is CPI

3.      1 April 2020 to31 March 2021 on salary levels1 to 7 or the equivalent of OSD salary levels, is CPI + 1%

-          On salary level 8 to 10 or on the equivalent of OSD, including employees paid at a higher salary level in terms of the OSD , is CPI + 0.5%

-          On salary level 11 to 12 or on the equivalent of OSD, including employees paid at a higher salary level in terms of the OSD, is CPI.

-          Labour final demand is 1-7, CPI plus 2%

-          8-10, plus1.5%

-          11 to 12 CPI plus1. % for all the three year period.

-          The employer does not agree with Labour.

4.      Pay progression

The employer agree to the equalisation of pay progression across the public service at 1.5% but now they are proposing to effect it in a staggered way.

-          Educators/ T VET Lecturers

(a)   Year 1= 0.2

(b)   Year 2=0.3

(c)    Year 3=0

-          Police

(a)   Year 1=0.0

(b)   Year 2=0.2

(c)    Year 3=0.0

5.      Leave

Surrogacy

The employer propose that, Surrogacy leave – An employee who is a commissioning parent in terms of a surrogates motherhood agreement contemplated in the Children’s Act, 2005, is entitled to four consecutive month’s paid leave from the date of birth of child.

If both commissioning parents are employed in the public service, only one such parent will qualify for the surrogacy leave.

An employee who is a surrogate mother in terms of the Children’s Act 2005 is entitled to six consecutive week’s leave after the birth of the child

Temporary Incapacity Leave-

Parties agree that the employer will develop a guiding document on Temporary Incapacity Leave (TIL) and table such with the reviewed Policy on ill Health Retirement ( PILIR) in  the PSCBC for consultation within 1 month of this of this agreement enjoys a majority.

Shop steward Leave- Leave taken by a shop steward while initially on vocational leave to be converted to leave for trade union activities.

 

Family responsibility leave-

Parties agree to refer this matter for a secondary process of review to be completed within six moth of this agreement enjoys a majority.

Shop steward leave

Leave taken by a shop steward while initially on annual leave, who has perform union activities during such annual leave, shall be converted to shop steward leave, upon the receipt of a formal request with supporting document from the affected shop steward

6.      Housing

-          The employer proposed the following:

-          Parties agree to delink of the payment of the housing allowance of spouse as follows:

-          Year 1=0.0

-          Year 2= salary level 1-5 (July implementation)

-          Year 3= salary level 6-12 (July implementation)

-          With effect from 1 April 2020, clause 7.14.(b) of the PSCBC Resolution 2 of 2004 will no longer apply to employees to qualify for a housing allowance

-          The increase of the housing allowance on an annual basis, is guaranteed as per clause 4.6 of PSCBC Resolution 7 of 2015 with an increase by the average consumer price index for the preceding year.

Parties agree that the employer will take the responsibility of developing a definition of a Permission to Occupy (PTO) and to circulate it to all departments for ease of implementation by the date this agreement enjoys a majority

 

7.      Comprehensive Danger Insurance

The PSCBC will conduct research to benchmark within 6 months from this agreement enjoys a majority.

8.      Outstanding Matters

-          Parties agree that the following matters be referred to Council for a secondary process of review that must be completed within three month from this agreement enjoys a majority.

-          6.1.1. Resolution 3 of 2009 and

-          6.1.2. Resolution 4 of 2015 clause 4.1.4

-          6.1.3. Resolution 5 of 2015 clause 3

9.      Moratorium on filling of vacant posts

-          The employer confirms that there is no public service wide moratorium on the filling of funded vacant posts.

-          The employer must provide Labour with detailed statically information on the filling of funded vacant posts from 01 July to 30 April 2018.

-          Parties agrees that the employer will submit reports to Council on bi-annual basis. The reports must include the number of funded vacancies, number of funded vacancies advertised, number of funded vacancies filled, number of unfilled funded vacancies and the reason for non-filling.

-          The employer shall submit a report on the comparative head count of employees employed by the State as at 01 July 2007 and as at 31st March 2018.

 

10.  Abolishment of salary level 1-3 and entry level in the public service to be salary level 4 coupled with the review of Resolution3 of 2009.

Labour propose that in conceding on their demand for the abolishment, the employer should consider developing a mechanism through which the benefits structure for level for level1-5 would be enhanced e.g. Medical Aid Assistance: Employees to be moved from sapphire option to the emerald.

Housing Benefits: An amount of R1500 should be ring fenced for this categories of employees. Such conditions will be subjected to the annual CPI increase.

Employer not in agreement because of affordability.

11.Management of the filling of funded vacancies

-          The  Employer will put in place a system to manage the filling of funded vacancies within the public service

 

The employer said this is their last and final offer. This means that we have to take this document to our structures for mandating process. You are therefore requested to submit your mandate whether to accept the offer or not? Your response must reach our office by the 11 May 2018.

 

Regards

Mr JC Magagula

Duly signed

Head: Bargaining; Organising & Campaigns