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PRIORITY OBJECTIVE 5:
LABOUR RELATIONS A PRODUCTIVE,
STABLE LABOUR ENVIRONMENT,
SUPPORTED BY A MUTUAL
GAINS APPROACH
SALGA fully achieved 18 of the 22 targets set in this area and
continues its strive to improve labour relations with a view to creating
a productive, stable labour environment supported by a mutual
gains approach.
SALGA 2010-11 Institutional Scorecard by KPA
Priority Objective 05 - Labour Relations
Fully Achieved - 18
82%
Not Achieved - 1
4%
Partially Achieved - 3
14%
Conclusion of SALGBC Disciplinary Procedure Collective Agreement
and Wage Curve Collective Agreement
Parties of the South African Local Government Bargaining Council
(SALGBC) entered into the Disciplinary Procedure Collective
Agreement and the Wage Curve Collective Agreement in order to
ensure a predictable, consistent and certain discipline regime for all
employees of local government, and thereby more disciplined and
productive employees.
Supporting and providing labour relations advice to municipalities
SALGA Eastern Cape provided advice to municipalities on labour
related matters and led and concluded negotiations and collective
agreement with regard to divisional conditions of services with the
SALGBC, the South African Metal Workers Union (SAMWU) and the
Independent Municipal and Allied Trade Union (IMATU), effective
01 April 2011 - 31 March 2016. Additionally, all wage curve and
disciplinary procedures were concluded and a draft policy on HIV /Aids
in the work place was also developed in partnership with the unions
within SALGBC and will be implemented in the next financial year.
Various municipalities were assisted and represented in the SALGBC
dispute resolution processes and internal municipal disciplinary in
the areas of arbitration (seven cases), conciliation (15 cases) and
discipline (10 cases).
SALGA Mpumalanga fulfilled its mandate of representing member
municipalities in a number of areas, including the 09 December
2010 SALGBC meeting where all 21 municipalities were represented.
A further seven municipalities, namely Mbombela, Albert Luthuli,
Emalahleni, Emakazeni, Nkomazi, Dr JS Moroka and Bushbuckridge
were represented on disciplinary hearings, four on HR issues, namely
Mkhondo, Nkomazi, Victor Khanye and Mbombela, eight on capacity
programmes focusing on IDP and two on the Executive Leadership
Municipal Development Programme (ELMDP), with further assistance
being provided on the National Certificate in Municipal Governance,
the LED programme, the Gender Mainstreaming for Local Government
(GEMLOG) training programme, the Certificate in Financial Accounting
and the marketing programme. Overall, over 200 officials and
councillors were capacitated through these programmes and Mkhondo
and Mbombela Municipalities were supported on the functionality of
the Local Labour Forum (LLF), with the LLFs of seven municipalities
now being functional.
SALGA Western Cape represented and assisted municipalities with 29
internal disciplinary processes, namely Theewaterskloof (three cases),
Matzikama (six cases), Oudtshoorn (four cases), Saldanha Bay (three
cases), Drakenstein (three cases), Hessequa (one case), Overberg
(one case), Witzenberg (one case), Bergrivier (four cases), Central
Karoo (one case), Overstrand (one case) and Cape Agulhas (one
case). Further, following on a decision by the Premier’s Coordinating
Forum, the Office of the Premier requested SALGA Western Cape
to give input on its formulated draft Sexual Harassment Policy. The
document was sent to municipalities for their input, after which the
inputs were considered and adopted by the HR Practitioners Forum
and then by the Human Resources Development Working Group.
The working group decided that the task team of the HR Practitioners
Forum should ensure that all the inputs were contained in the
document before being sent to the Office of the Premier and they
met on 03 November 2010 before sending the draft document with
SALGA’s input to the Office of the Premier. The Human Resources
Development Working Group also resolved that an employee wellness
policy and an overtime policy for municipalities should be developed
and the task team of the HR Practitioners Forum also prepared
these two policies for consideration. The Steering Committee of
the Municipal Professionalisation Programme was attended on
08 February 2011 in order to discuss the progress of the programme
and the terms of reference for possible service providers. SALGA, the
Institute for Local Government Management (iLGM), the Department
of Cooperative Governance (DCOG), German Technical (GIZ), the
Provincial Government of the Western Cape (PGWC) and Mr Johnny
Douglas from the Municipal Managers Forum were in attendance, and
a meeting also took place with the Universities of Western Cape and
Stellenbosch when they were briefed about the programme and what
would be expected of the preferred service provider.
SALGA Annual Report | 2010/11
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