It is with great concern BEMAWU has noted the blatant racism displayed when the SABC Political Editor, Abbey Makoe has banned white journalist from an exclusive black meeting.
What is of greater concern however is the attitude of our new President-to-be-elected, Mr Jacob Zuma when he said he sees nothing wrong with this.
BEMAWU is of the view that it divides instead of unifies the nation. Why can't white journalists hear the problems black journalists have and jointly try to address same?
Fortunately not all black South Africans think like Mr Makoe and Zuma.
BEMAWU therefore supports the complaints laid with the Human Rights Comission and we are eagerly awaiting the public hearings in this respect.
We call on the SABC to take the strongest action possible against Mr Makoe to send a clear message it is comitted to rid the SABC and our society from racism.
We are comitted to a non-racial, non-sexist community and SABC.
Tuesday, 26 February 2008
Friday, 22 February 2008
Substantive Negotiations
Substantive negotiations with the SABC for the 2008/9 financial year kicked off last week and continued this week.
Organised labour (BEMAWU, CWU and MWASA) tabled proposals to inter alia increase the Housing Subsidy of members, an increased gym subsidy for all and a better bursary scheme.
The SABC tabled (an already implemented) revised Long Service Awards Policy, TCOE (Total Cost of Employment), moving from a DB (Defined Benefit) to a DC (Defined Contribution) Pension Fund and the closing down of the in-house Medical Aid Scheme.
MOVING FROM A DEFINED BENEFIT TO A DEFINED CONTRIBUTION PENSION FUND
Currently SABC employees are on a DB Fund. The fund is doing exceptionally well and in comparison is one of the best managed and strongest pensions funds in South Africa. According to the SABC negotiators and an actuary from 5th Quadrant there is nothing wrong with the pension fund.
Organised Labour is opposed to change to a DC fund mainly (but not limited) for the following reasons:
Organised Labour is opposed to this.
The SABC wants us to close down our in-house scheme and join an open scheme.
Organised labour (BEMAWU, CWU and MWASA) tabled proposals to inter alia increase the Housing Subsidy of members, an increased gym subsidy for all and a better bursary scheme.
The SABC tabled (an already implemented) revised Long Service Awards Policy, TCOE (Total Cost of Employment), moving from a DB (Defined Benefit) to a DC (Defined Contribution) Pension Fund and the closing down of the in-house Medical Aid Scheme.
MOVING FROM A DEFINED BENEFIT TO A DEFINED CONTRIBUTION PENSION FUND
Currently SABC employees are on a DB Fund. The fund is doing exceptionally well and in comparison is one of the best managed and strongest pensions funds in South Africa. According to the SABC negotiators and an actuary from 5th Quadrant there is nothing wrong with the pension fund.
Organised Labour is opposed to change to a DC fund mainly (but not limited) for the following reasons:
- With our current scheme, the SABC (by law) must guarantee our pension. What are the chances that the SABC/Government will go bankrupt and not be able to pay our pension? I say Zero!
- With a DC fund, the SABC does not carry any legal obligation and theoretically the SABC can give us notice and stop their contributions. (They cannot do so with the current scheme, as they are legally liable to uphold the fund).
- Dear SABC, we will not lightly forget (and forgive) what you have done to us with the Post Retirement Medical Aid, where you STOPPED your contributions after giving us notice! Why would you not do so with the new proposed DC Fund?
- We have trustees (50%) that have a say in how to manage the fund, its rules and benefits. With an external scheme we don't!
- If it ain't broken, don't fix it!
Organised Labour is opposed to this.
The SABC wants us to close down our in-house scheme and join an open scheme.
- Our in-house scheme had the lowest increase in tariff the previous year
- Our scheme is run by trustees and we have 50% say in matters like benefits and tariff increases
- In an open scheme the administrators make that decision,
- All money coming into the fund is utilised for members - in an open fund profit goes to the owners, and marketing cost is paid
- Our fund has an ex Gratia option - an open fund don't have that option.
- Particularly the lower income people will not be able to afford medical aid with the same benefits they enjoy currently
Another proposal, as part of TCOE is the inclusion of our 13th guaranteed cheque into monthly salary. In other words, our 13th cheque will be collapsed into our salaries, and we will receive it monthly instead of in December every year.
Negotiations will continue soon and we will held a General Meeting to answer questions.
Please feel free to comment and air your opinion. Make your voice heard.
Wednesday, 21 November 2007
13th Cheque
The SABC is in the (unlawful) process of phasing out 13th cheques for middle management in its current form.
In a letter addressed to middle management no option is given to accept or reject this. Employees simply have to sign that they have received this letter, that informed them it will change. The SABC Human Resources Director, Dr Pat Naves is claiming in the same letter addressed to middle management that she has consulted with the unions on this issue.
Nonsense!
We were never consulted on this. In any event, this is not a matter of consultation, but of negotiation. After all, it's terms and conditions of employment.
We have asked our representative on the pension fund to investigate this matter and report back on it. Once his report is available, it will be published here.
In the meantime, advise the Human Resources Director that you do not accept this change to your terms and conditions of employment.
RESPONSE FROM FRED DANIEL, BEMAWU CHAIRPERSON, POLOKWANE
Regarding Dr. Nave’s letter about the thirteenth cheque for middle management, just a few observations
This will not have any tax or pension implications.
At present our thirteenth cheque is taxed as normal salary and therefore taxed in full. The percentage or tax depends on the income of an individual and will be taxed on the marginal percentage for your specific income. At the end of the tax year when you do your return, a calculation is made based on your full income. It does not matter whether this income was received periodically (monthly) or in a single amount.
As for pension, this is based only on our basic salary and excludes any other receipts such as a thirteenth cheque, other bonuses, housing or car allowance or overtime. Dr. Naves’s new disposition will therefore also not affect pensions.
As for the last paragraph in the letter, it is not clear what exactly is envisaged. If the thirteenth cheque, which will now be based on merit, instead of being paid in December, will now be paid out monthly starting from April 2008, it is unclear how merit will be considered. Dr Naves say the bonus will henceforth be based on performance during the financial year after approval of financial statements. If next year’s payments will already start in April 2008, how can it be based on the 2007/8 financial year as financial statements are normally approved much later. At salary negotiations, we know from experience that financial statements can not be presented to us even several months after the end of March (end of the financial year) as it is not approved yet. The question therefore is on what year’s merits will the bonuses then be based? What is a “full performance cycle” as mentioned in the letter. If this is say three months preceding 1st April, what about the part that says it will be determined after approval of the financial statements, which normally only happens, as said, only several months after 1st April?
Also, if it is based on merit, one would expect differentiation between low and high performers. It seems however, that everybody will still receive a month’s salary or 1/12th of the annual salary.
It would certainly be unwise for anyone presented with the 13th cheque letter to sign their approval if they do not know what exactly they are signing for. It would be better, I think, for BEMAWU to first negotiate this with management. This is a drastic change of the terms of your service contract with the SABC. It can mean that you will loose 13th of your annual salary (if your merit is regarded as low)- it is just not clear at this stage. Such a contract can only be changed with mutual consent and not unilaterally. You therefore do have a choice. If you do not accept the new dispensation, the status quo will remain.
Fred Daniel
Shop Steward and BEMAWU representative on the Board of the Pension Fund.
In a letter addressed to middle management no option is given to accept or reject this. Employees simply have to sign that they have received this letter, that informed them it will change. The SABC Human Resources Director, Dr Pat Naves is claiming in the same letter addressed to middle management that she has consulted with the unions on this issue.
Nonsense!
We were never consulted on this. In any event, this is not a matter of consultation, but of negotiation. After all, it's terms and conditions of employment.
We have asked our representative on the pension fund to investigate this matter and report back on it. Once his report is available, it will be published here.
In the meantime, advise the Human Resources Director that you do not accept this change to your terms and conditions of employment.
RESPONSE FROM FRED DANIEL, BEMAWU CHAIRPERSON, POLOKWANE
Regarding Dr. Nave’s letter about the thirteenth cheque for middle management, just a few observations
This will not have any tax or pension implications.
At present our thirteenth cheque is taxed as normal salary and therefore taxed in full. The percentage or tax depends on the income of an individual and will be taxed on the marginal percentage for your specific income. At the end of the tax year when you do your return, a calculation is made based on your full income. It does not matter whether this income was received periodically (monthly) or in a single amount.
As for pension, this is based only on our basic salary and excludes any other receipts such as a thirteenth cheque, other bonuses, housing or car allowance or overtime. Dr. Naves’s new disposition will therefore also not affect pensions.
As for the last paragraph in the letter, it is not clear what exactly is envisaged. If the thirteenth cheque, which will now be based on merit, instead of being paid in December, will now be paid out monthly starting from April 2008, it is unclear how merit will be considered. Dr Naves say the bonus will henceforth be based on performance during the financial year after approval of financial statements. If next year’s payments will already start in April 2008, how can it be based on the 2007/8 financial year as financial statements are normally approved much later. At salary negotiations, we know from experience that financial statements can not be presented to us even several months after the end of March (end of the financial year) as it is not approved yet. The question therefore is on what year’s merits will the bonuses then be based? What is a “full performance cycle” as mentioned in the letter. If this is say three months preceding 1st April, what about the part that says it will be determined after approval of the financial statements, which normally only happens, as said, only several months after 1st April?
Also, if it is based on merit, one would expect differentiation between low and high performers. It seems however, that everybody will still receive a month’s salary or 1/12th of the annual salary.
It would certainly be unwise for anyone presented with the 13th cheque letter to sign their approval if they do not know what exactly they are signing for. It would be better, I think, for BEMAWU to first negotiate this with management. This is a drastic change of the terms of your service contract with the SABC. It can mean that you will loose 13th of your annual salary (if your merit is regarded as low)- it is just not clear at this stage. Such a contract can only be changed with mutual consent and not unilaterally. You therefore do have a choice. If you do not accept the new dispensation, the status quo will remain.
Fred Daniel
Shop Steward and BEMAWU representative on the Board of the Pension Fund.
Friday, 30 March 2007
BEMAWU
Welcome to BEMAWU.
We are the biggest specialist trade union organised in the Broadcast, Electronic, Media and related sectors, and the only independent, non-political, non-racial, non-sexist union in our sector. We are not a member of any Federation.
All employees (including freelancers) in these sectors are most welcome to join BEMAWU.
These sectors include (but are not limited to) the SABC, M-Net, Multichoice, all Radio Stations, E-Tv, the Newspapers, like Beeld, Rapport, Sunday Times, Citizen, City Press, Sowetan, Mail & Guardian, Telkom, Sentech, Urban Brew, all Production Houses, Advertising Agencies, etc.
To join BEMAWU, mail us at headoffice@bemawu.org.za to get an application form.
Membership fees where we do not have stop order facilities are R25,00 per month, else 0.475% of your basic salary. Members get free legal advice and free representation at the CCMA, Labour Court, Labour Appeal Court and any other forum in connection with their employment. (Legal fees for a labour matter average between R20 000 and R60 000!)
It is a constitutional right to join a trade union and to participate in its lawful activities. No employer may prevent an employee from belonging to a trade union of choice or penalise or victimise or dismiss such an employee.
BEMAWU will represent its members in all labour matters, including disciplinary hearings, CCMA hearings, Labour Court matters, Labour Appeal Court matters, High Court matters, etc.
We also represent our members at the following forums:
You may NOT be represented at the CCMA by an attorney in an unfair dismissal case related to conduct or capacity, unless the employer and the Commissioner agrees and you may not be represented by a fellow employee. Only a registered trade union may represent you in such matters.
Join today.
We are the biggest specialist trade union organised in the Broadcast, Electronic, Media and related sectors, and the only independent, non-political, non-racial, non-sexist union in our sector. We are not a member of any Federation.
All employees (including freelancers) in these sectors are most welcome to join BEMAWU.
These sectors include (but are not limited to) the SABC, M-Net, Multichoice, all Radio Stations, E-Tv, the Newspapers, like Beeld, Rapport, Sunday Times, Citizen, City Press, Sowetan, Mail & Guardian, Telkom, Sentech, Urban Brew, all Production Houses, Advertising Agencies, etc.
To join BEMAWU, mail us at headoffice@bemawu.org.za to get an application form.
Membership fees where we do not have stop order facilities are R25,00 per month, else 0.475% of your basic salary. Members get free legal advice and free representation at the CCMA, Labour Court, Labour Appeal Court and any other forum in connection with their employment. (Legal fees for a labour matter average between R20 000 and R60 000!)
It is a constitutional right to join a trade union and to participate in its lawful activities. No employer may prevent an employee from belonging to a trade union of choice or penalise or victimise or dismiss such an employee.
BEMAWU will represent its members in all labour matters, including disciplinary hearings, CCMA hearings, Labour Court matters, Labour Appeal Court matters, High Court matters, etc.
We also represent our members at the following forums:
- Collective bargaining (Salaries and substantive conditions of employment where we are sufficiently representative)
- Employment equity,
- Skills development,
- Medical Aid,
- Pension Fund,
- MAPP SETA,
- ISETT SETA,
- Policy and procedure issues
You may NOT be represented at the CCMA by an attorney in an unfair dismissal case related to conduct or capacity, unless the employer and the Commissioner agrees and you may not be represented by a fellow employee. Only a registered trade union may represent you in such matters.
Join today.