PUBLIC SERVICE COORDINATING BARGAINING COUNCIL (PSCBC) UPDATE ON SALARIES AND CONDITIONS OF SERVICE IN PUBLIC SERVICE for 2018 to 2021

This serves to update and inform you about the developments regarding negotiations on Salaries and Conditions of Service in Public Service and for all employees employed by the Government of South Africa. The negotiations process started 10 months ago where Parties to the Council agreed on all matters tabled to be conciliated up until there is a tangible response from the Employer regarding demands from labour. The parties have finally signed a three (3) year multi-term agreement on salary adjustments and improvements to conditions of service for employees in the financial years 2018/2019, 2019/2020 and 2020/2021. Details of the Collective Agreement under Resolution 1 of 2018 can be found on the PSCBC’s website under the following link:

http://www.pscbc.org.za/index.php?option=com_docman&view=list&Itemid=148&slug=2018-1

The terms and conditions of the agreement are summarised as follows:
 
1. Salary Adjustment
 
The salary adjustment for the period 1 April 2018 to 31 March 2019 and effective from the 1st of April, shall stand as follows:
 
1.1 Level 1 – 7 : 7%
1.2 Level 8 – 10: 6.5%, and
1.3 Level 11 – 12: 6%

The salary adjustment for the period 1 April 2019 to 31 March 2020 and effective from the 1st of April 2019, shall stand as follows:

1.4 Level 1 – 7 : projected CPI + 1.0%
1.5 Level 8 – 10: projected CPI + 0.5% and
1.6 Level 11 – 12: projected CPI

The salary adjustment for the period 1 April 2020 to 31 March 2021 and effective from the 1st of April 2020 shall stand as follows:
1.7 Level 1 – 7: projected CPI + 1.0 %
1.8 Level 8 – 10: projected CPI + 0.5%
1.9 Level 11 – 12: projected CPI

2. Pay Progression
Equalization of pay progression shall be 1.5% per annum across all sectors in Public Service.

3. Leave
3.1 Employees as commissioning parents under a surrogacy agreement shall be eligible to surrogacy leave equivalent to four consecutive months ‘paid leave from the date of birth of the child. If both parents are employed by the state, only one parent will qualify for surrogacy leave. An employee who is a surrogate mother in terms of the Children’s Act is entitled to 6 consecutive weeks ‘leave after the birth of the child.
3.2 Leave taken by a shop steward while initially on annual leave shall be converted to shop-steward leave if such shop steward had to perform trade union activities during such annual leave.

4. Housing
Parties agreed to the delinking of the payment of the housing allowance of spouses. The delinking will be implemented effective from the 1st of September 2018 for spouses of employees on salary level 1-5 and effective from the 1st of September 2019 for spouses of employees on salary level 6-12.

5. Moratorium on the filling of vacant posts
The employer shall provide labour with detailed statistical information on the filling of posts from 1 July 2017 to 30 April 2018 and a report on the comparative head count of employees employed by the state as at 1July 2017 and the 31st of March 2018. The parties agree to amend clause 14.1.4 of the PSCBC Resolution 1 of 2007 by submitting reports to Council on a quarterly basis. Reports to include the number of funded vacant posts, number of advertised vacancies, number of filled & unfilled vacancies and the reasons for non-filling.
 
6. Comprehensive danger allowance
A benchmark in terms of developing a comprehensive danger allowance policy will be conducted and its outcomes to be tabled in the Council 6 months after the signing of the agreement on salaries and improved conditions of service for the financial year 2018/2019

For any queries please contact SAMA's Labour Relations Department on:
labour@samedical.org
berthas@samedical.org
012 481 2090