Mr T E Chaane (ANC –NW) to ask the Minister of Public Service and Administration:
(1). whether the Government has signed minimum agreements on essential services with the unions; if not; why not; if so, what are the relevant details;
(2). whether the Government is intends taking any disciplinary action against any of its employees who behaved in a manner that is detrimental to government institutions whilst on strike; if not, why not; if so, what action;
(3). whether the government has signed any picketing and striking rules with the unions prior to the commencement of the strike as provided for in the labour Relations Act, Act 66of 1995; if not, why not; if so, what are the relevant details;
(4).Whether the Government will consider entering into multi-year wage agreement with the unions in the future and align this with the Medium Term Expenditure Framework period to allow for stability in the country’s economy; if not ,(a) what are the constrains and (b) how will the Government overcome these constrains; if so, what are the relevant details?
1.In Resolution 4 of 2010 parties at the PSCBC has agreed to approach the Essential Services committee to investigate and make recommendations on:
1.Minimum service agreements for the public service applicable across relevant sectors.
2.Review the current essential services/designations declarations within the public service and occupations within those designations/declarations to determine whether or not such services should be deemed essential service.
The essential services committee was approached by the PSCBC to do this work and PSCBC is still awaiting response from the committee.
(2) It is the responsibility of the employer to discipline any employee who misconducted him/herself during the recent strike action and the Government is committed to do so, in line with public service disciplinary code, however it should be pointed out that in Resolution 4 of 2010 parties have agreed as follows:
Employees who participated in the strike and committed any misconduct during the strike will be subjected to the applicable disciplinary procedure and any sanction may apply excluding the sanction for dismissal. For purposes of this clause such misconduct shall exclude mere participation in the strike by essential services employees. (See Addendum to Resolution 4 of 2010 clause 1.2)
(3) It was further agreed that parties will observe the Code of Good Practice provided for in the Labour Relations Act, Act 66 of 1995 when embarking on industrial action.
(4) The current employer proposal for the next round of salary negotiations is based on multi-year principle. It is also in line with clause 7.1 of Resolution 4 of 2010, which parties agreed to re-align salary negotiations with the government budgetary process.