One of the core functions of the SALGBC is to manage the disputes referred to the council. Disputes are managed at the Divisional level and/or Central Council. Disputes such as unfair dismissal, unfair labour practices are referred to the relevant Regional Secretary of the Division, to the applicable regional offices. If the dispute is about the interpretation or application of a collective agreement concluded at the Central Council level, it must be referred to the General Secretary. After the dispute is referred, it is scheduled for conciliation within 30 days, where the parties will attempt to settle the dispute between themselves before an independent conciliator. If the matter is unresolved a certificate is issued. The party may elect to refer the matter to arbitration, in which case the Council, shall appoint an independent arbitrator to arbitrate the dispute within 60 days. The referral should be correct, without any errors or mistakes, to avoid delays. If in doubt speak to your trade union, SAMWU or IMATU
Collective bargaining is one of the key functions in the SALGBC which can place take either at Central Council, Divisional Level or Municipal level (in the LLF). The subject matter being negotiated will determine the appropriate level or forum for such negotiations. As an example salary and wages, medical aid and retirement fund contributions, annual leave must be negotiated at the Central Council level only. The Division or LFF has no authority to negotiate wages. National conditions of service is regulated in the Main Collective Agreement.
Divisional conditions of service will apply to the specific division, if an agreement has been concluded.
Collective agreements are categorized per
Salary and Wage Negotiations updates
Central Council level:
The Executive Committee of the Central Council, appointed an independent facilitator, to facilitate the salary and wage negotiations between SALGA, SAMWU and IMATU.
The salary and wage negotiations have taken place, at the bargaining committee of the Central Council, as follows:
- 29 and 30 March 2021 Pre-negotiation or planning meeting was held over two days.
- 12/13/14 April 2021 First Round of negotiation.
- 5 and 6 May 2021 Separate sessions were held with each party by the facilitator, as agreed at the first round of wage negotiation.
- 10/11/12 May 2021 Second Round negotiation.
- 24 May & 25 May 2021 Further bilateral discussions with each party were held via virtual platform, convened by the facilitator
- 3 and 4 June 2021 Third round of wage negotiation.
Facilitator issued a Facilitator Proposal on 10 June 2021. The parties will seek a mandate on the facilitators proposal and submit their response to the facilitators proposal, by the return date 22 June 2021.
President Cyril Ramaphosa’s announcement to the nation on 15 March 2020 regarding a range of measures to fight COVID-19 pandemic, and the Government’s subsequent announcement of a national lockdown, have highlighted the seriousness of this pandemic. The potential negative impact on the lives of all citizens and the economy, if every person and every organisation do not become part of the efforts to curb the spread of the coronavirus, is self-evident.
The SALGBC parties (SALGA, SAMWU and IMATU) agreed to and commissioned a multi – media video as part of their collective contribution to creating sector awareness about COVID – 19 and to convey a message of support and motivation from the parties to the sector. The 10 minutes video is available on YouTube, please click here or use the following link: https://youtu.be/vO7JjwK12Qo additionally, the video is also available on electronic and digital platforms of the SALGBC, SALGA, SAMWU and IMATU.
The disciplinary code collective agreement negotiations has been completed and a collective agreement concluded on 1 February 2018.
The SALGBC is established voluntarily in terms of the Labour Relations Act, by agreement between the employer organization (SALGA) and trade unions parties (IMATU and SAMWU). This agreement is contained in the Council’s Constitution (a collective agreement), which is the fundamental governing instrument that regulates the relationship between the employer organization and the trade union parties, to be read in conjunction with the Labour Relations Act.