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
The parties (SALGA, SAMWU and IMATU) to the Council have been rngagedin the salary and wage negotiations since 29 March 2021.
The negotiation were facilitated by an independent facilitator and a Facilitator’s Proposal, incorporating the retirementfund arrangements, was issued on 10 June2021. Each party, having considered the Facilitator’s Proposal, declared three(3) seperate disputes on 2 July 2021, which resulted in three rounds of robust and tough conciliation.
At the extended conciliation hearing held on 14 September 2021, the parties settled their disputes. The settlement is recorded in two seperate collective agreements, viz the Salary and Wage Collective Agreement and the Ritirement Fund Collective Agreement.
The medical schemes which have been accredited by the Executive Committee of the Central for the 2022 period, are: BONITAS, SIZWE HOSMED, KEY HEALTH, LA HEALTH and SAMWUMED.
The only change from Circular 5 of 2021 is that the name HOSMED has changed to SIZWE HOSMED.
The spreadsheets of the applications are available on the SALGBC website.
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.