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

Dear ISA Members


Annual Substantive and Wage Negotiations

Following is the DRAFT agreement for your perusal. We need a mandate from our members whether we should accept or not, and would also appreciate your comments.


  1. Introduction

The parties including management representatives and organised labour (NEHAWU AND HIP ALLIANCE) concluded the substantive annual salary negotiations for 2016/2017.


  1. Objective

The objectives of this Agreement are to:

2.1       provide for annual salary adjustments and improvement in conditions of employment for 2016/2017;

2.3       address other issues raised by parties during salary negotiations of 2015/2016.


  1. Scope

This agreement binds:

3.1       the employer;

3.2       the employees of the employer who are members of the trade union (NEHAWU AND HIP ALLIANCE) to this agreement, including those who are not their member yet on grade A-C.

3.3       the agreement covers permanent bargaining unit employees at grade A-C, of NHLS, as defined in the recognition agreement.


  1. Agreement
    • Annual salary increase: parties agreed that salaries will be increased by 7.6% effective from the 1st April 2016 excluding salaries for newly appointed employees as per their contract of employment and applicable policies of the NHLS.
    • Medical Aid Schemes: parties agreed to an in principles increase of the number of medical aid schemes. The Health Committee will meet and finalise the process of evaluating the presentations and make recommendations to the BLRF before September 2016.The BLRF will take a decision based on these recommendations.
    • Medical aid maximum cap: parties agreed that the maximum cap shall increase by 7.6% from the current R2 285, effective 01 April 2016.
    • Labour Inclusion into Interview panels: parties agreed that organised labour shall be included in the interviews as full participants. The inclusion means that organised labour will be bound by the decisions of the panels and expected to uphold the same confidentiality and professionalism. However the union representative’s absence for whatever reason will not delay the process and in such cases, panels will continue accordingly with the decision remaining binding to all unions. This inclusion and participation shall be preceded by extensive training on how to conduct and handle interviews and preparation of the organisation and identification of which jobs & levels shall be amongst the initial ones.
    • Insourcing: parties agreed to an in principle insourcing of the following services i.e security, cleaning and gardening services; and identify other possible services. A task team will be established to finalise modalities (which will include financial implications, sustainability, etc) around the insourcing, this will be done with due consideration of the current contractual obligations.
    • Long Service Awards: parties agreed to increase the current long service awards of the following service years categorization i.e 30yrs, 35yrs and 40yrs by R500.00 effective April 2016.
    • Performance Pay Progression: to the in principle implementation of the principle of performance pay progression within the context of the updated remuneration and reward policy and submit the policy for the remuneration and human resources committee consideration and Board approval. Parties agreed that performance-based pay progression shall be implemented as of April 2017, and to align with the Reward and Remuneration policy, once agreed with labour and approved by the board.
    • Shop steward leave: parties agreed that the allocation of leave days for shop stewards will increase from five (5) to seven (7). The days will be pooled.
    • Maternity Leave: parties agreed to retain the four (4) months fully paid maternity leave, but to remove the confinement restriction. An employee shall be expected to have completed one (1) year before being eligible to access the benefit, and a work-back period of another one (1) year from date of return. However in an unlikely event that an employee has to take maternity leave prior to completion of a year, a total work-back period of 24 months will be applicable.
    • Core Skills Allowance: parties agreed that the core skills allowance must be applied consistently across NHLS to all those health professionals whose jobs require them to register with Health Professions Council of South Africa and remain employed and performing the bench and/or work outside the bench related to the scope of his/her registration.
    • Performance-Proficiency Matrix Assessment: parties agreed to continue with the implementation of the proficiency assessment for all workers in which it is applicable as per approved pay scale for implementation (effective date), once approved by the Board.
    • Policy review: parties agreed that numerous NHLS policies requires updating and all future consultation on those human resources policies will be done through the BLRF in order to obtain coordinated input. Parties further agree that no policy shall be put in force until properly being consulted with organised labour.

4.13        Allow a process to check the issue of the 13th cheque in the context of Total Cost to Company and what transpired; and map a way forward; any outcome to be implemented in the new financial year – April 2017.

4.14        Parties agree to consider 40hrs week and other alternatives such as 45hrs week and employer to further consult with operations colleagues by not later than end August 2016 and make submission for labour input. The final agreement to be effective April 2017 to coincide with new financial year.


4.15        Parties agreed that the full time shop steward process should be retained in the recommended route and with the intent to finalise the agreement within two weeks or not later than 06 June 2016.


  1. Dispute resolution

If there is a dispute about the interpretation or application of this agreement any party may refer the matter to the dispute resolution procedure as prescribed in the prevailing recognition agreement.


  1. Implementation of this agreement

This agreement shall come into effect on the date signed by both parties.


Send your comments by reply email or to or to reach us by no later than 27 May 2016