Structure of social dialogue in sa public service
This presentation is the property of its rightful owner.
Sponsored Links
1 / 18

Structure of Social Dialogue in SA Public Service PowerPoint PPT Presentation


  • 50 Views
  • Uploaded on
  • Presentation posted in: General

Structure of Social Dialogue in SA Public Service. Presented by Edwin Molahlehi PSCBC Conference 2005 14 February 2005. Historical background to labour relations in the SA Public Service. Formation of a democratic state.- 1994 Political change- impact on labour legislation

Download Presentation

Structure of Social Dialogue in SA Public Service

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Structure of social dialogue in sa public service

Structure of Social Dialogue in SA Public Service

Presented by Edwin Molahlehi

PSCBC Conference 2005

14 February 2005


Historical background to labour relations in the sa public service

Historical background to labour relations in the SA PublicService

  • Formation of a democratic state.- 1994

  • Political change- impact on labour legislation

  • Prior to 1993- no LR system Public Service- no right to join unions, bargain or to strike

  • Since 1920 PSA represented only white employees

  • Since 1960’s Joint Advisory Council existed- to advise Minister on HR matters


History continued

History continued…….

  • 1980’s other associations formed along racial lines- PSU, IPS, PSL

  • Also allowed to make written inputs to JAC- govt not obliged to respond- no negotiations

  • 1990’s, - political and labour unrest and beginning of dialoque.

  • Labour Associations and unions invited JAC to meetings to make inputs.

  • 1993- Public Service Labour Relations Act & Education Labour Relations Act passed

  • Right to join trade unions, right to collectively bargain, right to strike entrenched


Pscbc

PSCBC

  • Sections 35 and 36 of LRA establishes PSCBC as mandatory bargaining council

  • Section 37 provides for the establishment of sector bargaining councils

  • Power to designate, vary scope, amalgamate or disestablish BC in public service


Scope of the public service

Scope of the Public Service

  • National and provincial spheres of government

  • Excludes local government, state agencies or parastatals

  • +/- 1 million employees

  • Minister of Public Service and Administration determines conditions of service

  • Public Service – single largest employer- 20% of formal employment


Establishment of pscbc

Establishment of PSCBC

  • 1997- founding parties of central chamber, ELRC, NNF negotiated constitution

  • PSCBC Constitution registered- October 1997

  • CCMA facilitate role in establishment


Objectives

Objectives

  • Collective bargaining on matters of mutual interest

  • Prevention and resolution of disputes

  • Conclude, supervise & enforce collective agreements

  • Co-ordination of sector bargaining councils


Parties

Parties

  • State as employer- DPSA- 50% of vote

  • Labour- 50 000 admission threshold

  • Current- 8 unions- DENOSA, HOSPERSA, NAPTOSA, NEHAWU, POPCRU, PSA, SADTU, SAPU

  • Constitution allows for acting together arrangements – to allow smaller parties access.


Sector bargaining councils

Sector bargaining councils

  • 1998- designation of 3 sector council, in additional to ELRC

  • SSSBC- SAPS- functional & civilian employees- 125 000

  • PHWSBC- health and welfare- national/ provincial departments & other health professionals- 240 000

  • GPSSBC- core public service- all other depts & non- educators- 250 000

  • ELRC- teachers- 350 000


Structure of social dialogue in sa public service

PSCBC

Public Service Coordinating

Bargaining Council

General Public

Service Sector

Bargaining Council

Safety &

Security Sectoral

Bargaining Council

Scope: all employees

in scope of PSCBC,

outside scope of other

sectoral councils

Scope: employees

in the SA

Police Service

Public Health &

Welfare Sector

Bargaining Council

Education Labour

Relations Council

Scope: Employees

in nat and prov health

& welfare depts &

other defined employees

Scope: ‘educators’

employed

in national & prov.

depts of education

Head office

chamber

GPSSBC Chambers for all

national departments*

Incl National

treasury,

The Presidency,

SAMDI,

Statistics SA

Chambers

for national depts

of health & social

development

Provincial chambers

of the SSSBC

Not linked to PSCBC

provincial chambers

since policing is a

national competency

Coordinating provincial chambers

of the PSCBC in each province

Provincial chambers

of the ELRC

Provincial chambers

of the PHWSBC

GPSSBC Chambers for

provincial administrations*

Key

PSCBC to sectoral councils

Sectoral councils to chambers

Indirect link between provincial cham-

bers & PSCBC coord. prov. chamber

From

Bosch, Molahlehi, Everett

The Conciliation and Arbitration

Handbook

As listed in Public Service Act, Schedule 1, excluding

those where GPSSBC does not have jurisdiction


Key achievements since establishment

Key Achievements since establishment

  • Setting negotiations and consultation process

  • Setting dispute resolution structures

  • The Job Summit

  • Transformation and restructuring

  • Creating social dialogue structures

  • Improving relations between parties


Negotiations and consultative processes

Negotiations and consultative processes

  • PSCBC- collective bargaining intensive

  • Average of 160 days per year

  • Task teams/ committees- support CB process- investigative work/ research

  • Average of 12 collective agreements reached a year

  • Industrial action- only in 1997, 1999 and 2004.


Dispute resolution systems

Dispute Resolution Systems

  • Dispute resolution procedures – collective agreement- in compliance with Section 51 of LRA

  • PSCBC- deals with collective disputes – mostly interpretation and application of collective agreements, failure to reach agreement

  • Sector Councils- individual disputes, ULP and dismissal cases

  • Conciliation and arbitration- set down within 30 days

  • Independent panels of conciliators and arbitrators- accredited by CCMA


Job summit

Job Summit

  • PSCBC hosted a Job Summit in 2001

  • In line with Presidential Job Summit- NEDLAC

  • Purpose – establish joint mechanisms- on transformation, employment practices and socio- economic development in P/S

  • Outcome- framework agreement on transformation and restructuring of P/S

  • Framework agreement on Labour relations policy

  • Framework agreement on socio-economic policies

  • Adopted as collective agreement of PSCBC


Transformation and restructuring process

TRANSFORMATION AND RESTRUCTURING PROCESS

  • Adoption of Job Summit framework agreement led to negotiations on restructuring process-utilisation of human resources- result was Resolution 7 of 2002

  • Objectives- framework for transformation/ restructuring process, provide for redeployment, retraining, alternative employment, develop sector strategies for job creation, comply with all labour legislation


Creation of social dialogue structures res 7 2002

Creation of social dialogue structures ( Res 7/2002)

  • Agreement established joint employer and labour structures at departmental and interdepartmental levels

  • Consultation over strategic & HR plans, job and employee profiles, vacancy and excess lists, matching and placement, training needs

  • Technical Committee of PSCBC- drove implementation process- regular assessment


Improving relations between parties

Improving relations between parties

  • One of the achievements of this process- commitment and direct involvement of labour

  • Improved working relations

  • Participative Management- joint decision making.


Conclusion

Conclusion

  • Social dialogue institutions- fairly young in SA- 10 years

  • PSCBC – 7 years- positive contribution to labour peace & sound labour relations

  • Can be acknowledged as best practice in developing world.


  • Login