5. Five Grade Schedule
Wage increases 2006For next year’s increase, the CPIX figure for April 2006 will be used. On top of this workers will get another 1% plus a wage spread increase of 1% if you are on Rate H and 0% on Rate A.Additional leave payAs soon as you have worked for the same employer for four years, you will be entitled to an additional week’s leave pay.Notice of retrenchment If you have worked for:
6 months or less – 1 week’s notice
More than 6 months but less than one year – 2 weeks’ notice
More than 1 year – 4 weeks’ notice
Job creation Employers will promote use of learnerships to create jobs.
HIV/Aids The Bargaining Council will launch an HIV/Aids awareness programme to educate employers and employees on the Code that applies to the industry.
Childcare By September 2005, the parties to the agreement must report on how they can assist with the development of childcare facilities in a specific area.
Trustee release Employer organisations will encourage their members to release Funds’ trustees to attend meetings and training.
LayoffIf you are laid off, your employer must count the shifts when you were laid off (for up to a maximum of 8 weeks) when he is calculating your paid leave and leave enhancement pay at the end of the year.
Rate
Current Minimum Wage Rate (hourly rates) R c
Increase on Actuals and Scheduled Wage Rates
Increase on Scheduled Wage Rates R c
New Minimum Wage Rates R c
5
R29,41
5,20%
1,53
30,94
4
R25,32
5,20%
1,32
26,64
3
R21,81
5,20%
1,13
22,94
2
R18,77
5,20%
0,98
19,75
1
R16,17
5,20%
0,84
17,01
Whichever is the greater personal increase
6. Vehicle Drivers
Year
Main Agreement Symbol
Current Minimum Wage Rate per Week
Increase on Actual Rates
Weekly Increase on Minimum Rates
New Minimum Weekly Wage Rates
Forklift drivers
F
16.65
6,53%
1,09
17,74
Code 08
E
17.60
6,40%
1,13
8,73
Codes 10 & 11
DD
19.74
6,13%
1,21
20,95
Codes 13 & 14
C
22.25
5,87%
1,31
23,56
Whichever is the greater personal increase
7. Gate and Fence Manufacturing (Division D/7)
Rate
Current Minimum Wage Rate R c
Increase on Actuals and Scheduled Wage Rates
Increase on Scheduled Wage Rates R c
New Minimum Wage Rates R c
B
15.14
5,94%
0,90
16,04
C
14.48
6,21%
0,90
15,38
D
14.14
6,36%
0,90
15,04
DDD
14.04
6,41%
0,90
14,94
E
14.03
6,41%
0,90
14,93
F
13.32
6,53%
0,87
14,19
G
12.56
6,67%
0,84
13,40
H
11.12
6,80%
0,76
11,88
Whichever is the greater personal increase
8. Annexure H: Special Provisions Related to Construction Sites
Rate
Current Minimum Wage Rate
R c
Increase on Actuals and Scheduled Wage Rates
Increase on Scheduled Wage Rates
R c
New Minimum Wage Rates
R c
5
R29,41
5,20%
1,53
30,94
4
R26.42
5,55%
1,47
27,89
3
R22.37
5,90%
1,32
23,69
2
R11.57
6,67%
0,77
12,34
1
R9.06
6,80%
0,62
9,68
1(a)
R8.19
6,80%
0,56
8,75
Whichever is the greater personal increase
Watch out for progress reports on these issues referred for further discussions
Construction sites – designation of shipyards as construction sites and application of Annexure H construction site wage structure to Project Labour Agreement negotiations.
Training demands
Job grades and NQF
Metal containers
Medical aid – investigation to be completed by June 30 2006
Sick Pay Fund – parties will investigate changing the Fund to allow it to pay for compassionate leave, one day off for preventative health testing (eg pap smear) and extending the Fund to all scheduled employees in the industry.
Items rejected:
retirement gratuity pay
shift allowances
labour broker arrangements
leave enhancement pay paid monthly to bargaining council
increased severance pay
Parties agree to discuss these further.
Wage exemptionsAny employer wanting to be exempted from these new wage increases must submit an application to the Bargaining Council within 30 days. Remember that before an employer can apply, s/he must consult with the workforce, through the trade union or its representatives. The application must include the views expressed by the workforce, especially if they are different from the employer. If the workers agree with the employer, the signed written agreement between the two must be sent to the Bargaining Council.