Tseleng October 2007 - nbcrfli.org.za

n ewsl e t t e rEmploymentConditionsEmployeeBenefitsDisputeResolutionIndustryWellnessIssue No. 1 Vol. 1 October 2007

ContentEditor’s commentsFrom the NationalSecretary’s deskLeap ahead in wagenegotiationsTrucking industryprepares for ARVassault on HIV/AIDSSummary of non monetaryissues and outstandingmatters from wagenegotiationsDreaded festive year-endpayout turns jubilantCouncil bridges thedigital divideA new Exemptions andDispute Resolution CollectiveAgreement & Rules23456788Editor’scommentsWelcome to the launch issue of our industry newsletter Tseleng. Ithas been a long and arduous road that the Council has travelled, notjust in terms of putting this publication together, but in making aconcerted effort to validate our existence to the industry.One of our biggest challenges has been in the lack of open and consistentcommunication with our members, especially regarding developmentswithin the organisation and how these ultimately benefit our constituents.Hence the need for this kind of publication, one of a variety of toolsCouncil is putting in place to facilitate ongoing and interactive dialoguewith employers and employees, as well as other stakeholders in ourindustry.In this, our inaugural issue, the main focus lies in detailing some of themajor achievements during 2007. A number of significant amendmentshave been made to the agreements that govern our relationship withmember parties, thus allowing for an expansion in terms of our serviceoffering to the industry. On page 4 you will find a breakdown of thewage schedule following the ground breaking two-year agreementnegotiated earlier this year. Ngoako Bopape, Senior General Managerof Benefits Administration, explains the soon to be launched WellnessFund. Further on we also get a preview of the decentralised process foryear-end payouts.SubscriptionsTo subscribe - subscriptions to our email mailing list can be postedto tseleng@nbcrfi.co.za with the Subscription in the subject line.Moving forward, you can expect your copy of this publication on aquarterly basis. This is part of Council’s bid to ensure that we haveeffective and ongoing communication with the industry. With eachissue of Tseleng you will receive updates on Council’s strategic directionand ongoing interactions with the industry and stakeholders.To unsubscribe – emailtseleng@nbcrfi.co.zawith the wordUnsubscribe in thesubject line.Or visit our websitewww.nbcrfi.org.za todownload the latestissue.2

From theNational Secretary’s deskIn this inaugural issue of Tseleng, National Secretary, JoeLetswalo gives a few soundbytes on Council’s strategicfocus areas just to give a sense of the prevailingchallenges and associated solutions that are underway.1. RepresentivityWe are looking at devising a non-poachingagreement as well as other membershiprecruitment and retention strategies.2. Complex Agreement FrameworkOur agreements need to be simplified andtranslated into the official languages so that theyare accessible and user friendly.3. Negotiation ParadigmWe need to create a paradigm shift so that all ournegotiation processes are streamlined so as to createsolutions that are beneficial to all parties. Of importancehere is to shorten the duration of the negotiation process andallow for pre-negotiation facilitation.4. Recruitment & RetentionThe reality is that there is a desperate need to create a pool of trainedand qualified drivers and support staff. We have identified career andmedia exposure as well as lobbying stakeholders such as TETA as a wayof addressing this challenge.5. AdministrationWe aim to deliver an effective and efficient service tostakeholders and customers through capacitation of ourregional and branch offices, decentralisation,infrastructure rollout and the establishment of ahelpdesk.6. Government RelationsCouncil needs to establish a meaningful relationshipwith relevant government stakeholders.7. Communication & Council ImageWe are implementing a variety of platforms to fosterongoing and effective communication with andamongst our stakeholders.8. Council Roles & ResponsibilitiesThrough a comprehensive framework our councillors havea common understanding of their roles and responsibilities.9. Dispute ResolutionThe Exemptions and Disputes Resolution Collective Agreement whichwas recently submitted for promulgation aims to provide for effectiveand fair resolutions within the industry.10. Theft in IndustryWe are looking into a number of initiatives that will contribute towardsminimising the incidence of industry theft and corruption.RegionOffices:BranchAddressTelephoneContactGautengHead OfficeRegional Office31 de Korte StreetBraamfonteinJohannesburg2017011 403 9990011 403 9990Nicholas Van Der StruysRegan OockPretoria401 Provisus Building523 Church Street, ArcadiaPretoria 0083012 440 8454Francis MatsepeWestern CapeWC Regional OfficeGround Floor,Mclntyre Place10 Picton StreetParowCape Town, 7500021 930 7720Madelein Van Der WattGeorgeGround Floor,Liberty Building98 Meade StreetGeorge, 6529044 874 3098Wiseman Mdeyide3

Truckingindustry preparesfor ARV assault on HIV/AIDSRoad freight industry prepares for battleThe road freight industry has negotiated a first-of-its-kind agreementwhich is to be a comprehensive strategy aiming to facilitate treatmentfor those infected with HIV/Aids through the distribution of antiretroviraldrugs.“The impact of HIV/AIDS has been devastating to our industry as withall others” says Ngoako Bopape, “because the long distance travellingand time spent away from home, makes our drivers especiallysusceptible”. Bopape is the General Manager of BenefitsAdministration at the National Bargaining Council forthe Road Freight Industry.“The Wellness Fund came into being as part of anagreement in the industry between the trade unionsand the Road Freight Employer's Association,”explains Bopape. Industry players felt the need tomake a realistic assessment of the situation andtake drastic measures to curb the negative impact.The road freight industry’s overall Wellness responsetakes a holistic approach to employee’s health andwellbeing, not only catering for ARV rollout and VoluntaryCounselling and Testing, but also supplying immune boostingsupplements.Explaining how the Fund is to operate, Bopape outlines the financialcontributions to be made by the parties – half a percent from theemployees and 1% from the employers – bringing the total offeringsRegionEastern CapeKwaZulu-NatalOffices:BranchPort ElizabethEast LondonKZN Regional OfficePietermaritzburgNewcastleRichards BayAddress4th Floor,Russel SquareParliament StreetPort Elizabeth, 6002 Floor,Room 202N B S Building15 Terminus StreetEast London, 52016th Floor,Suit 601Old Mutual Building300 Smith StreetDurban, 4001184 Loop StreetPietermaritzburg 32014th Floor,Room 402Old Mutual BuildingCnr Scott & Voortrekker StreetNew Castle, 29402nd FloorOld Mutual Building1st Krugerrand StreetRichards Bay, 3900to 1,5%. The Fund caters for all those employees who fall under theregistered scope of the Council as promulgated and extended to nonparties.“Our long-term view is the extension of the productive life of affectedemployees,” says Bopape, “and through education, counselling andawareness the spread of the virus will ultimately decline”. This will, inturn, have a positive influence on industry-wide recruitmentand training costs.Telephone041 582 5104031 307 6070033 342 1761034 315 1207035 789 3847Rollout of the Fund is expected to be effective fromDecember 2007 when the initiative will be formallylaunched. Plans are currently underway to securea suitable service provider who will oversee theoverall project management. “We are also procuringactuarial services that will assist us to ascertain thenumber of members, track members and the outcomesof the programme and give us a projection of numbersto target,” says Bopape.The high incidence of death as a result of the HIV/AIDSpandemic has caused insurance premiums to rise as companiesbattle to cover the increasing number of deaths and the escalatingcosts. Bopape says, “We hope to impact on this area with the WellnessFund in order to create a sustainable workforce. An intervention wasneeded, and it has come in the form of this project.”ContactDeon KoenSiyabonga MizaSanel BergerBen Du PlessisBen Du PlessisThulani MdluliFact sheet:Function• ARV rolloutTimeline• Promulgation - July 2007• Implementation - end 2007EligibilityAll employees who fall underthe Council's jurisdiction,including non-parties5

Summary ofnon monetary issues andoutstanding matters from wage negotiationsIssue1. Temporary Employment2. Chamber Model & Dispute Resolution3. Sunday Work4. Extended Definition of Bargaining UnitTHE NEW WAGE SCHEDULEFOR YEAR TWO01 March 2008 – 28 February 2009Category Class Grade PattersongradeNewminimumwageAcross theboardincrease p/w1 General worker 1. A42 General worker, repair shop A3 Packer/loader, grade I A27 Security guard A R579.16 8%5 Motorcycle/motor tricycle driver 2. B16 Light motor vehicle driver B12 Checker, grade I B122 Loader operator, grade II B124 Mobile hoist operator, grade II B146 Packer/loader, grade II B1 R646.80 8%7 Medium motor vehicle driver (articulated) 3. B28 Medium motor vehicle driver (rigid) B244 Artisan assistant B219 Gantry crane operator, grade I B123 Mobile hoist operator, grade I B247 Checker, grade II B221 Loader operator, grade I B120 Gantry crane operator, grade II B226 Storeman (workshop) B215 Team leader B2 R797.1950 Vehicle Guard B2 R872.37 8%10 Heavy motor vehicle driver (articulated) 4. B311 Heavy motor vehicle driver (rigid) B312 Extra-heavy motor vehicle driver (articulated) B313 Extra-heavy motor vehicle driver (rigid) B318 Dispatch clerk B3 R883.88 8%14 Ultra-heavy motor vehicle driver 5. B445 Semi-skilled artisan B449 Storeman (warehouse) B4 R1010.5851 Custodian B4 R1496.53 8%41 Security officer, III 6. B3 R1043.28 8%40 Security officer, II B3 R1280.13 8%39 Security officer, I B4 R1280.13 8%5. Short Time in the Furniture Removal Chamber6. Long Service Awards7. Agreement Cycle8. Occupational Allowances9. Leave Pay, Holiday Bonus and Sick Fund10. Transformation11. Split Shifts12. Study Leave13. Paid Holiday Work14. Compressed Week15. Radio Controller Definition; Tactical Support16. Incentive work17. Hours of Work18. Payment of Remuneration19. Overtime Work20. Trade Union and Employers’21. Professional Drivers Permit22. Deductions23. Owner Drivers24. Unpaid Absence6

Council bridgesthe digitaldivide to improveservice delivery.Council’s plans for service deliveryand efficiency to all stakeholdersThe NBCRFI has implemented a new Electronic Funds Transfer (EFT)payment system to replace the existing cheque system in conjunctionwith the decentralisation process that is currently underway. This ispart of a move to create greater efficiency and effectiveness withinthe organisation, as well as to streamline the systems that are alreadyin place.The lengthy and manual process that was used to issue cheques createdunnecessary inefficiencies and the system was vulnerable to fraud. AnilRanchod, General Manager of Finance and Support Services, explains“members also need to understand that it is for their own protectionthat we are putting this technology in place”.According to Ranchod fraud is the one of the biggest dangers whenusing cheques where crime syndicates develop creative ways and meansto swindle unsuspecting victims. “Employees will collect their chequesdirectly from our offices and from the time they walk from here to thebank they get mugged”. Also prevalent are missing cheques sent in themail. “Syndicates out there are clever, they manufacture ID books andsimply open up a bank account and cash those cheques,” says Ranchod.Further advancement in Council’s improvements on service deliveryincludes an e-Business solution which is still in development. The aimis to do away with manual monthly returns, a system which is highlysusceptible to human error. E-Business Manager Marius van derWesthuizen explains that “the new system will not only make theprocess of submitting the monthly returns easier, but it will automaticallyperform all calculations to ensure that data integrity is maintained atall times.”The Council is in the process of settingup helpdesks throughout the country thatwill assist members with any questionsthey may have concerning the newsystems.A new Exemptionsand DisputeResolution CollectiveAgreement & RulesQ&A with Theresa Daniels – Manager,Dispute ResolutionsWhy the need for a new agreement?It was important that we consolidate the terms contained in theagreement and also just to streamline it so that relevant informationis included in the appropriate sections. Full compliance with the LabourRelations Act (LRA) was also important.How was this achieved?We shuffled information around so that the terms of the agreementare one and the rules governing the agreement, that is exemptions andarbitration respectively, are also separated.So there are two sets of rules?That is correct.Why is that?In separating the rules into two sets we were able to incorporate theestablishment of independent exemptions and appeals bodies. Remember,the LRA only specifies for the appeals body to be independent and sowe have taken things a step further.What other outstanding features are in the new agreement?There are quite a few. The agreement stipulates that we have independentCCMA accredited arbitrators to deal with arbitration requests andrescission applications. The same applies to the conciliators dealingwith conciliations and condonation applications. And of course ourrules are aligned with those of the CCMA.8