Sttlements have been reached at:
Iscor, Assmang, Chrome-Alloy, X-Strata, Hillside and Bayside Aluminium (see below)
Company Duration of agreement Wage increase Wage model Incorporation into main agreement Other issues Numsa demands 2 years CPI-X + 5% improvement factor CPI-X + 5% improvement factor. Ceiling 14%, floor 7% House Agreement to form part of Main Agreement Iscor Still under discussion 8% on each of basic salary, compulsory overtime, annual bonus, housing allowance, shift allowance, standby allowance Still under discussion Agreed in principle * 2 days paternity leave; * HIV/Aids – parties to work together to provide affordable options for employees with HIV/Aids and to go for pap smears and prostate cancer tests * will comply if there is future legislation around employment security entitlement and work security fund * labour brokers – agreed in principle that the time frame that contractors can work in positions, will be limited * traditional healers will be recognised once they are registered with the Medical and Dental Council Assmang Agreed 9% across the board Machadadorp; 10% across the board – Cato Ridge Floor 6% + 1% improvement factor, ceiling 10% Noted Chrome Alloy Agreed 9% across the board Floor 5% + 1% improvement factor, ceiling 10% Noted Xstrata Disagreed 10,5% across the board Rejected Hillside Aluminium Agreed EATs – increases as below plus a bonus up to a maximum of 15% of their package: – those on the base – CPIX (i.e. 7.7%) + 2%; – those below the base – CPIX + 2% + adjustment factor ranging from 0% to 4%; – those above the base – CPIX on the package + cash payment of 2% improvement factor until the base reaches their package; EMTs – Increases of CPI-X + 2% as well as a bonus of up to 25% of package depending on the individual and his grade and performance Will consider once union resolves the issue at national level * Training – where possible, will be done in company time* 3 days per occasion for family responsibility leave * no contractor should be employed for more than 6 months * company will work with the union to meet the costs of medication that those infected with HIV/Aids require * 4 months maternity leave at 75% of package per month * parties to look into profit sharing at other companies* entitlement fund/work security fund – if union resolves at national level, company will consider joining Bayside Aluminium Agreed CPI-X (7,7%) + 2% improvement factor + 0,3% (instead of acting allowance) = 10% across the board; acting allowances are terminated from July 1, 2003 ; acting is voluntary Not applicable (1-year agreement) Will consider once union resolves the issue at national level * entitlement fund/work security fund – if union resolves at national level, company will consider joining* employees infected with HIV/Aids will get access to anti-retrovirals through medical aid schemes. * employees of labour brokers may only be employed for a period of 6 months ESKOMElectricity giant Eskom has also settled. Wages – 2 year agreement: July 2003 – 9,5% on actual rates of pay effective from July 1 July 2004 – CPI-X + 1% improvement factor. If CPI-X rises above 10%, negotiations will be re-opened.
Service gratuity:Eskom will pay out service gratuity to all those who are permanent employees as of 11-08-03 . New employees from 12-08-03 will not be eligible for payment.
Incentive and performance management scheme :
10% for bargaining unit members – (AAA to CCU/PAO)
X-scheme car allowance:
Min – R2500 Max – R5270 Guidelines increase – R410
Allowances 2003
Standby R35 + 9% = R39 Meal with a voucher R65 + 9% = R71 Meal without a voucher R23 + 9% = R26 Camp allowances R50 + 9% = R55 Live line with helicopter R57 + 9% = R63 Live line without helicopter R23 + 9% = R26 Fixed daily subsistence R275 to R300
No increases for: out allowance, code welder, emergency response team, first aid (quarterly), fire fighting, occasional driver, telephone.
AUTO AND TYRE – NEW WAGE RATES
Workers in the auto and tyre sectors have a 3-year agreement. New rates effective from July 1, 2003 are as follows: Auto rates of pay July 1, 2003 to June 30, 2004. Across the board increase of 8,7% for all skill levels. (NB – entry rate is the rate at which workers are paid for the first three months that they start work. Qualifying rate = rate at which workers are paid once they have passed all the modules for that particular skill level.)
Auto
Skill level
Entry rate
Qualifying rate
1
20,95
23,34
2
23,26
25,94
3
25,86
28,82
4
28,72
32,04
5
31,31
35,58
6
42,69
7
51,23
Tyre
Skill level
entry rate
qualifying rate
1
25,57
28,41
2
28,41
31,57
3
31,57
35,08
4
35,08
38,98
5
38,98
43,31
6
46,77
51,97
7
56,12
62,36
Source
Numsa News