• Public Service Co-ordinating Bargaining Council

    Public Service Co-ordinating Bargaining Council

    A Bargaining Council positioned to advance and influence change in the labour market environment
  • Public Service Co-ordinating Bargaining Council

    Public Service Co-ordinating Bargaining Council

    Promoting sound labour relations through collective bargaining and dispute management both locally and internationally
  • Public Service Co-ordinating Bargaining Council

    Public Service Co-ordinating Bargaining Council

    Our Values Integrity; Efficiency; Accountability; Good Governance and Equity
  • Public Service Co-ordinating Bargaining Council

    Public Service Co-ordinating Bargaining Council

    Promoting sound labour relations through collective bargaining and dispute management both locally and internationally
  • Public Service Co-ordinating Bargaining Council

    Public Service Co-ordinating Bargaining Council

    A Bargaining Council positioned to advance and influence change in the labour market environment
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WAGE NEGOTIATIONS:

The Employer responded to Labour’s demands on the 10 December 2014, a summative among others of the proposed agreement is provided below:

• a multi-year salary adjustment and improvements to conditions of service for employees for the period 2015/16 to 2017/18.

The proposed salary adjustments are as follows:

• The salary adjustment effective from 1 April 2015 will be based on the average projected CPI (5.8%) for the period 1 April 2015 to 31 March 2016.
• The salary adjustment effective from 1 April 2016 will be based on the average projected CPI for the period 1 April 2016 to 31 March 2017.
• The salary adjustment effective from 1 April 2017 will be based on the average projected CPI for the period 1 April 2017 to 31 March 2018.
• The forecasts of National Treasury shall be used to determine the average projected CPI.

FAMILY RESPONSIBILITY LEAVE:

• Addition of two (2) working days family responsibility leave with effect from 1 January 2015 for parents with children who have severe special needs.
• An application for family responsibility leave should be supported by reasonable proof to demonstrate the severe special needs of the employee’s child.

MEDICAL ASSISTANCE:

IN-SERVICE EMPLOYEES

The medical aid contribution would be adjusted by 17,6% (5,6% for 2012; 5,8% for 2013 & 6,2% for 2014). This is as a result of lack of adjustment on the medical aid contributions for the years 2012, 2013 and 2014.
FORMER EMPLOYEES
• The new post-retirement medical assistance dispensation shall be accessible to all former employees on GEMS and those on Open Medical Schemes.
• The adjustment of the medical subsidy for all former employees shall be implemented for March 2012 to March 2014 based on the aggregate CPI of the respective years effective from January 2015 or date of signature.

FUTURE MEDICAL SUBSIDY ADJUSTMENTS
• The first annual adjustment and alignment of medical subsidy shall come into effect on 1 January 2015 or date of signature.
• The future adjustment of medical assistance for in-service employees on GEMS and all former employees on all medical schemes shall be in line with the average CPI of the preceding 12 months ending in October of the current year for implementation in January of the following year.

PAYMENT OF THE 13TH CHEQUE / SERVICE BONUS

• All employees will be required to make a once-off election on the date of payment of the 13th cheque / service bonus by 28 February 2015.
• The new payment dates will be effected in the 2015/16 financial year.
• For employees who do not make an election, the current arrangement shall continue.

RECOGNITION OF PRIOR LEARNING (RPL)
• The Employer recognises the principle of prior learning as contained in the SAQA National Policy for the Implementation of the Recognition of Prior Learning.

NEGOTIATIONS ON OUTSTANDING MATTERS:

Council agreed to a series of meetings as to engage in an attempt to resolve outstanding matters from previous collective agreements. This resulted in a number of meetings over the last two to three months and substantial progress was made as to finalise these matters.

Herewith a summary on the progress made:

Review of the Impact of Outsourcing and Decent Work in the Public Service

A Resolution has been prepared and being circulated for signature.

Government Employees Housing Scheme (GEHS):

Parties agreed to introduce a GEHS in terms of clause 4.2 of PSCBC Resolution 4 of 2010, clause 3.3 of PSCBC Resolution 2 of 2011 and clause 19 of PSCBC Resolution 1 of 2012; the scheme has the following objectives;

• To support, educate and advise employees on housing options and opportunities;
• To enhance public service employees’ access to affordable housing;
• To promote home ownership and facilitate asset security among public service employees;
• To assist public service employees to access affordable housing loans and finance;
• To assist employees to rent houses with a view to buy and own homes; and
• To provide transitional arrangements towards the GEHS.

Substantial progress has been made in finalising the framework for establishment of the scheme. The status of the current homeowners allowance and the date of implementation of the new scheme is two of the more important issues that Parties are still deliberating on.

Parties will conclude on this agreement soon. Clients will be updated on the progress made.

The following outstanding matters are still under discussion and a progress report is as follows:

Minimum Service Level Agreement for the Public Service: The following are the positions of the parties:
Labour- requested more time to consult on this matter and as such requested the matter to remain on the agenda.
Employer- Indicated that the matter must be escalated to Principals.

The review of Resolution 3 of 2009, the salary structure and career pathing for non-OSD employees and the remuneration policy of the Public Service with the remuneration of educators receiving priority attention within the review process: A draft policy was tabled by the Employer and parties agreed to engage on the policy in a Consultative Workshop in 2015.

The review of the PMDS for Public Servants: The employer has tabled a diagnostic report on this matter and will be tabling a draft Policy in January 2015 for consultation.
• Labour indicated that they are still consulting on the outcomes of the diagnostic report and will submit inputs on this in January 2015

The Negotiations process will resume in the second week of January 2015.