/PSCBC Resolution 1 of 2012 transcribed//from the facsimile PDF/
*
PSCBC*
**
*PUBLIC SERVICE CO-ORDINATING BARGAINING COUNCIL*
**
*RESOLUTION 1 OF 2012*
*
*
*AGREEMENT ON SALARY ADJUSTMENTS AND IMPROVEMENTS ON CONDITIONS OF
SERVICE IN THE PUBLIC SERVICE FOR THE PERIOD 2012/13- 2014/15*
*1. OBJECTIVES*
1.1. To provide for a multi-year salary adjustment and improvements
to some conditions of service for employees for the FY2012/13 - 2014/15.
1.2. To amend particular PSCBC resolutions.
*2. SCOPE*
2.1. This agreement binds the Employer and employees who:
2.1.1. Are employed by the State; and
2.1.2. Fall within the registered scope of the Council.
*THE PARTIES TO COUNCIL AGREE TO A MULTI-YEAR AGREEMENT FOR THE PERIOD
2012/13 TO 2014/15 ON THE FOLLOWING TERMS:*
*3. SALARY ADJUSTMENTS*
3.1. The salary adjustment effective on 1 May 2012 will be 7% for
the period 1 May 2012 to 31
March 2013.
3.2. The salary adjustment effective on 1 April 2013 will be based
on the average projected CPI plus 1% for the period 1 April 2013 to
31 March 2014.
3.3. The salary adjustment effective on 1 April 2014 will be based
on the average projected CPI plus 1% for the period 1 April 2014 to
31 March 2015.
3.4. The forecasts of National Treasury shall be used to determine
the average projected CPI.
3.5. If the actual average for a period is higher than the projected
average, the difference shall be added to the adjustment for the
following year.
3.6. If the actual average for a period is lower than the projected
average, the difference shall be deducted from the adjustment for
the following year.
*4. PAY PROGRESSION*
4.1. Parties agree to amend clause 4.6 of PSCBC Resolution 9 of 2001
in order to develop and professionalise the public service.
4.2. The qualifying period for first time participants will be
extended from 12 to 24 months. The amendment will take effect from 1
July 2012.
4.3. Upon completion of the 24 month period, an eligible first time
participant will qualify for pay progression annually.
*5. LONG SERVICE RECOGNITION*
5.1. Long Service will be recognised as follows:
5.1.1. All employees with 10 or more years of continued service will
qualify for 30 working days leave and a certificate;
5.1.2. 20 years continued service: a cash award of R7 500 plus a
certificate;
5.1.3. 30 years continued service: a cash award of R15 000 plus a
certificate; and
5.1.4. 40 years continued service: a cash award of R20000 plus a
certificate.
*6. NIGHT SHIFT ALLOWANCE*
6.1. The current fixed fee night shift allowance model is retained.
6.2. The night shift allowance is increased from:
6.2.1. R2,12 to R2,69 per hour from 1 July 2012
6.2.2. R2,69 to R3,35 per hour from 1 July 2013
6.2.3. R3,35 to R4,00 per hour from 1 July 2014
6.3. The night shift allowance will be revised annually with effect
from 1 April 2015, based on the CPI for the previous year.
6.4. The night shift allowance is payable to eligible employees on
the date on which such employees are paid their monthly salaries.
6.5. Should part of the shift hours fall within the defined night
shift period (18:00 to 06:00 or
19:00 to 07:00), the employee will receive the night shift allowance
for such hours.
6.6. A pro rata night shift allowance will be paid to an eligible
employee commensurate with the hours the employee has worked,
provided the period of absence has been approved by the supervisor/
manager.
6.7. Employees who are on leave are not eligible to receive night
shift allowance.
6.8. Should the value of the night shift allowance exceed the value
of the personal shift allowance, the personal shift allowance will
cease to exist.
*7. RECOGNITION OF IMPROVED QUALIFICATIONS*
7.1. The employer will recognise the attainment of an improved
qualification which is related to an employee's scope of work and
enhances the employee's performance and the service delivered by the
employee.
7.2. Upon attainment of the said qualification, the employee will
receive a once-off cash bonus of 10% of his/her annual salary notch,
provided this does not exceed the minimum notch of salary level 8.
7.3. Sectors must define the qualifications which are relevant to
their respective areas of work and determine the conditions or
criteria applicable for recognition of such qualifications.
7.4. The cash bonus referred to in clause 7.2 above will be payable
to employees with effect from 1 January 2013.
7.5. Employees who have received state-funded bursaries for the
attainment of an improved qualification are not eligible for the
once-off cash bonus referred to in clause 7.2 above.
7.6. The cash bonus is limited to the attainment of one additional
qualification.
7.7. Notwithstanding the above provisions, where Sectors have more
favourable conditions, such conditions shall be retained and any
amendment thereof maybe negotiated in the Sector.
*8. SHOP STEWARD LEAVE*
8.1. The Head of Department shall develop standard operating
procedures to ensure that the utilisation of the pool of shop
stewards leave is properly managed, recorded and monitored to ensure
that the leave days available in the pool is not exceeded and/or abused.
8.2. Shop steward leave may only be utilised for activities related
to the employee's union position. All applications for this type of
leave must be submitted in writing on the prescribed leave
application form, together with supporting documentation.
8.3. Leave for shop stewards of recognised trade unions will be
increased from 10 to 15 working days in a leave cycle with effect
from 1 January 2013.
8.4. The 15 working days shall be pooled per recognised trade union.
8.5. The Head of Department shall appoint an administrator to manage
the pool of shop stewards leave.
*9. OUTSOURCING*
9.1. The PSCBC will review the impact of existing outsourcing and
agentisation practices within the public service as agreed to in the
2010 Public Service Summit.
*10. COMPLIANCE WITH OCCUPATIONAL HEALTH AND SAFETY ACT*
10.1. The PSCBC will conduct an independent audit on compliance with
the Occupational Health and Safety Act.
10.2. The audit report must be tabled at the PSCBC for discussion.
*11. DECENT WORK*
11.1. The PSCBC will conduct an independent study on the principle
of decent work.
11.2. The research report must be tabled at the PSCBC for discussion
by 1 April 2014.
12. PERFORMANCE MANAGEMENT AND DEVELOPMENT SYSTEM (PMDS)
12.1. The employer will review the current PMDS and table its
proposal to the PSCBC for consultation by 31 July 2013.
*13. EXIT MANAGEMENT SYSTEMS*
13.1. The employer will review the exit management system in order
to expedite the processing of pension pay-outs within 30days.
13.2. The Employer will ensure that the submission of withdrawal
documents to the GPAA is done within 30 days of the employees' exit
from the Public Service.
*14. FAMILY RESPONSIBILITY LEAVE*
14.1. With effect from 1 January 2013 an employee will be entitled to:
14.1.1. 5 working days family responsibility leave per an annual
leave cycle for utilisation if the employee's spouse or life
partner gives birth to a child; or the employee's child, spouse
or life partner is sick; and
14.1.2. 5 working days leave per annual leave cycle for
utilisation if the employee's child, spouse or life partner
dies; or an employee's immediate family member dies.
*15. PRE-NATAL LEAVE*
15.1. With effect from 1 January 2013 an eligible employee will be
entitled to 8 working days pre-natal leave, per pregnancy, allowing
the employee to attend medical examinations by a medical
practitioner or midwife, and tests related to the pregnancy.
15.2. An employee can utilise a full day or part of a day for pre
natal leave.
15.3. An application for pre-natal leave should be supported by
reasonable proof that the employee attended a doctor's appointment
and/or went for tests related to the pregnancy.
15.4. An employee who has used all her pre-natal leave may, subject
to the approval of the Head of Department, apply to use available
annual leave and/or unpaid leave.
15.5. Absences related to medical complications during the pregnancy
will be covered by sick leave.
15.6. All other maternity leave provisions, as defined in the
Determination on Leave of Absence, remain unchanged.
*16. RE-ARRANGEMENT OF WORKING TIME*
16.1. The PSCBC will review the working time arrangements in the
Public Service with a view to determine which service delivery areas
require different working time arrangements to facilitate service
delivery improvement and employment creation.
*17. DANGER ALLOWANCE*
17.1. The PSCBC will conduct a comprehensive review of annexure "A"
of PSCBC Resolution 1 of 2007. The aim is to determine which
categories are exposed to a genuine risk, the nature and extent of
the risk, the frequency of the risk and the impact on the safety of
the employee to ascertain which categories should receive a danger
allowance.
17.2. A report on the review of the danger allowance will be tabled
to the PSCBC.
*18. AMENDMENTS TO PSCBC RESOLUTION 3 of 2009*
18.1. Clause 3.6.3.2 of PSCBC Resolution 3 of 2009 is hereby amended
to allow employees whose posts are graded on salary levels 10 and 12
to be appointed and remunerated on salary levels 10 and 12
respectively.
18.2. The PSCBC to commence a process of review of the current
provisions of PSCBC Resolution 3 of 2009.
*19. HOUSING ALLOWANCE*
19.1 The parties to the PSCBC share a common strategic vision of
promoting and implementing home ownership for all Public Service
employees.
19.2 The housing allowance of R800-00 will be increased to R900-00
per month effective from 1 April 2012.
19.3 The technical working committee (TWC) shall continue to work
towards the establishment of the GEHS.
19.4 A new housing dispensation will be negotiated in the PSCBC in
the form of the GEHS.
*20. AMENDMENTS TO PSCBC RESOLUTION 2 OF 2011 - MSLA*
20.1 To amend clause 3.4.2 as follows:"The outcome of the engagement
referred to in 3.4.1 above will be tabled for consideration at the
PSCBC and implemented with effect from 1 April 2013."
*21. REMUNERATION POLICY*
21.1 The Employer will review the Remuneration Policy of the Public
Service as per the process outlined in Annexure A, with the
remuneration of educators receiving priority attention within the
said process.
21.2 In conjunction with this process parties commit to enter into a
service charter for the public service.
21.3 The parties may conduct independent research and develop their
respective positions papers.
21.4 These papers will be tabled for consultation at the PSCBC.
*22. MANAGEMENT PLAN*
22.1 PSCBC will develop a management plan to oversee the
implementation of processes agreed to in this agreement by end of
August 2012.
*23. GENERAL PROVISION*
23.1 In the event of extreme socio-economic conditions or
circumstances, a party may, for the duration of the agreement
request Council to re-open negotiations.
23.2 A decision to re-open negotiations must be agreed to by the
parties admitted to Council.
23.3 The request must be accompanied by a detailed motivation of the
circumstances that such party wishes to rely on.
*24. DISPUTE RESOLUTION*
24.1 If there is a dispute about the interpretation or application
of this agreement any party may refer the matter to the Council for
resolution in terms of the dispute resolution procedure of the Council.
*25. IMPLEMENTATION OF AGREEMENT*
25.1 This agreement shall come into effect on the date it enjoys
majority support and will remain in force unless terminated or
amended by agreement.
25.2 The Council will monitor the implementation of this agreement.
THIS DONE AND SIGNED AT OF THIS 31st DAY OF July 2012.
*ON BEHALF OF THE EMPLOYER*
STATE AS EMPLOYER
*ON BEHALF OF TRADE UNION PARTIES*
DENOSA
NAPTOSA
NEHAWU
POPCRU
SADTU
SAPU
--
You are subscribed. This footer can help you.
Please POST your comments to [email protected] or reply to this
message.
You can visit the group WEB SITE at
http://groups.google.com/group/yclsa-eom-forum for different delivery options,
pages, files and membership.
To UNSUBSCRIBE, please email [email protected] . You don't
have to put anything in the "Subject:" field. You don't have to put anything in
the message part. All you have to do is to send an e-mail to this address (repeat):
[email protected] .
