Human capital management national municipal managers meeting 28 february 2011
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Human Capital Management National Municipal Managers Meeting 28 FEBRUARY 2011. Coverage. Job Evaluation and related dispute High Impact Disputes – SALA PF, Sec 57 FTC Councilor Induction 2011 Menu for 2011 –forward Wage and Sal Revision of Main Collective Agreement C B and HR.

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Human Capital Management

National Municipal Managers Meeting

28 FEBRUARY 2011


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Coverage

  • Job Evaluation and related dispute

  • High Impact Disputes – SALA PF, Sec 57 FTC

  • Councilor Induction 2011

  • Menu for 2011 –forward

    • Wage and Sal

    • Revision of Main Collective Agreement

    • C B and HR


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JOB EVALUATION

  • Wage Curve Collective Agreement, April 2010

    • Dispute on what agreed

    • Matter in Labour Court





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PROVINCIAL STATUS OF JE

  • MUNICIPALITIES THAT DID NOT COOPERATE (12)

  • Municipalities awaiting verification and auditing (33)



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SOLUTION

  • In view of the above:

    • At the SALGA HR Conference of September 2010 it was resolved that JE be concluded by the employer alone.

    • Municipal Managers to take responsibility in line with the Systems Act


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Sensibility of entering into new Agreement

  • SALGA obtained a legal opinion on whether it is obliged to negotiate on JE, in view of the HR Conference Resolution

  • Legal opinion to effect that SALGA is obliged to negotiate but no obligation to agree.

  • As a consideration it appears that SALGA will not be in a position to unilaterally publish TASK results as the Wage Curve Collective Agreement stipulates in terms of Clause 4.1.3 that “ employees to receive new wage rates as a result of their jobs being evaluated, as per the TASK Job Evaluation System and published by the SALGBC”

  • However in the face of the trade unions’ currently disputing the validity of the wage curve collective agreement this obstacle may fall away.


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SALGA EFFORTS TOWARDS UNIFORMITY

  • Taking the tone of the HR Conference resolutions, SALGA geared itself to provide municipalities with the necessary tools to ensure uniformity in terms of Job Evaluation

  • A Task Team consisting of SALGA and municipal officials as TASK experts drafted a Job Evaluation Guideline policy document.

  • This policy was communicated to all municipalities for inputs that was further incorporated in the document and is ready for implementation


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HRM Working Group 3 December 2010

  • Given the obligation to negotiate per the advice from Counsel:

    • HRMWG resolved that SALGA explore negotiations with trade unions to seek possible areas of agreement and use that to obtain a proper mandate from municipalities.

    • If no agreement is possible, the duty to negotiate will have been met and Conference resolution can then be implemented.


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EXPLORATORY TALKS

  • Summary of deliberations on 14 December 2010 BC:





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PROCESS TO CLOSURE PROPOSAL

  • Final offer tabled at NEC to get approval of principles and to give delegation to HRMWG for closure.

  • SALGA to engage municipalities before end of February 2011 to obtain a mandate

  • Final offer tabled at Bargaining Committee

  • Trade unions to accept or reject offer

  • In case unions reject:

  • SALGA to give notice to trade unions and implement unilaterally


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MGCBS PROPOSAL

EFFECT OF APPROACH TOWARDS MUTUAL GAIN COLLECTIVE BARGAININGSTRATEGY (MGCBS)

  • SALGA showed commitment towards joint decision making in accommodating the unions in the JEU’s as well as NAC structures in line with MGCBS.

  • All parties in favour of expeditious process

  • Common ground reached on most matters

  • Uncertainty and suspicion that SAMWU position be that of individual rather than organisation- thus compromise MGCBS

  • At plant level both unions eager to see conclusion and agreeable on same basis as per SALGA proposals.



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Continued… PROPOSAL


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INDUCTION PROPOSAL

RESPONSIBILITIES


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T HANK YOU PROPOSAL!!!!

“ Working towards ensuring effective functioning of municipalities”.


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