Newsletter of the Internal Staff Association (ISA) Branch of SAPTU – February 2016

Dear ISA members


Substantial and wage demands 2016

At a Bargaining and Labour Relations Forum (BLRF) meeting on 18 February, Labour drafted their substantial and wage demands for 2016.


In compiling the demands, Labour considered the spiralling costs of food, electricity, water, travel, medical care, school fees and housing, and the increased inflation rate.


The wage demand for the financial year 2016/2017 must therefore consist of a cost of living adjustment to protect employees from the above mentioned situation and sustain the purchasing power. The real cost of living adjustment must be above an inflation rate to avoid unintended results like lower production due various reasons.


Term of agreement

Single term: 1 April 2016 to 31 March 2017.


Salary adjustment

15% across the board adjustment on completed (100%) new pay scales.


Salary scales


Salary scales (based on new pay scales) adjusted with the same percentage increase as annual salary adjustment.




  • Introduction of a 13th cheque on top of the salary package


  • Long service awards:

5 years                                  26 days of leave

10 years                                R10 000 (30 days leave)

15 years                                R15 000

20 years                                R20 000


  • Performance management and development scheme-linked bonus of 2% (pay progression)


Inclusion of labour in interview panels

Labour to be represented in selection/interview panels.


Scope of bargaining unit

  • The scope to include employees in grade D.
  • The new pay scales adjustment for all employees in D grade to be back-paid to 1 April 2015 and fully implemented by no later than 1 April 2016.


Medical aid

  • Remove capping of R2 285.50 and increase with agreed percentage of salary adjustment.
  • Extend the number of schemes covered by NHLS (unlimited).



  • Housing allowance: R1 500.00 (this should not reduce basic salary).
  • Rural allowance: To increase by percentage increase and laboratory sites categorisation aligned with that of government.
  • Danger allowance of R500, including drivers, receiving clerks, messengers, cleaners and any other job categories potentially exposed to infectious organisms.
  • Health and Safety representatives allowance of R1000.


  • Shift allowance:  1. R45.00 or 40% of hourly rate whichever is greater.
  1. Review and standardisation of shift allowance policy.


  1. Maternity leave
  • Maternity leave of 6 consecutive months.
  • No limit on number of confinements.
  1. Paternity leave increase to 5 days and separate from family responsibility leave
  2. Family responsibility leave increase from 5 to 10 days
  3. Shop stewards leave increase from 5 to 15 days (pooled)


Working week

  • Working week should change from 80 hours (over 2 weeks) to 40 hours (over one week).
  • Overtime pay for any work in excess of 40 hours.
  • Scrap non-payment of overtime in lieu of time-off.


Core skills allowance

  • This should include all employees in relevant professional categories (i.e. technologists in QA); not limited to laboratory-based workers.
  • A retrospective payment of core skills allowance (above excluded workers) to April 2015 as per agreement reached during 2015/16 negotiations.
  • Core skills allowance adjustment to 12%


Creation of decent work

  • In-sourcing of all outsourced work (Cleaning, Security, Drivers, etc.)
  • Scrapping of all temporary and contract posts



  • The implementation of new policies that were unilaterally changed by management should be halted and negotiated with labour.
  • Introduction of recognition of prior learning policy
  • Extension of bursary opportunities for furthering studies outside the work scope


Please give us your input, particularly if you have additional demands that you feel need to be addressed.


Salary adjustments

The reward and remuneration project is still under discussion between the employer and unions. The 50% salary adjustment back pay is guaranteed to be finalised and paid by 31 March 2016. The implementation of the balance of the back pay (50%) is still being negotiated.


The proficiency levels are still being debated in the BLRF and unfortunately the assessments and completion of this project may be delayed to, but not later than, December 2016. We ask that members be patient whilst unions try to get a win-win deal for the members.