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Officer Collective Bargaining

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The Public Health and Social Development Sectoral Bargaining Council (“the Council”) promotes labour peace and collective bargaining in the Public Health and Social Development sectors. We seek to appoint individuals who are conversant with the policy and legislative framework that governs the Public Service Labour Relations arena with particular reference to the health and social development sectors. The Council invites suitable persons to apply for the following position based in Centurion, Pretoria.

Position: Officer Collective Bargaining

Department: Collective Bargaining

Duration: Permanent

Remuneration and Benefits: Basic Salary: R 316 791.00 Per Annum Plus Provident Fund; Medical Aid; Housing Allowance & 13th Cheque

Purpose of the post: The purpose of this position is to ensure the efficient and effective coordination of collective bargaining processes within the Council. This position is suited for a dynamic, self-motivated professional with well-developed, proven capability in the coordination of collective bargaining processes and provision of labour relations expertise about the resolutions, decisions and agreements reached by the Council including labour law and public service law.

Reporting line: The position reports to the Manager: Collective Bargaining.

Key Performance Areas:

  • Recording, drafting and filling of minutes of proceedings of the Council, i.e. National Council, Exco, Collective Bargaining Committee and Task Teams.
  • Interpretation and application of Labour Laws in particular the Public Service Labour Laws.
  • Drafting, facilitation and presentation of collective agreements and policies
  • Drafting and Presentation of Monthly, Quarterly and Annual reports.
  • Provision of secretarial and logistical support to the Council meetings, Committees and Task teams by ensuring the highest standard of editorial integrity.
  • Ensure the coordination of constructive collective bargaining engagements between Labour and the Employer in the Sector.
  • manage a good record keeping system, independence of the reports, minutes, and resolutions of the Council.
  • Coordinate the facilitation of efficient and effective collective bargaining meetings, workshops, conferences and study tours.
  • Participate in the development and implementation of the departmental operational plan and the budget thereof.
  • Prepare and present monthly, quarterly, half-yearly and annual schedules and reports of Collective Bargaining processes.

Requirements:

Candidates should have a recognised three (3)-year Degree/ Diploma in labour relations specialising in Labour Law. The candidate should have a minimum of three (3) years’ proven experience in coordination of collective bargaining processes and provision of labour relations expertise.

To be considered for the position:

The candidate must have sound knowledge and understanding of public service labour law, as well as good interpersonal, communication and writing skills and ability to work under pressure with strict deadlines. The candidate should also have a valid driver’s license as the position involves extensive travelling and over-night stays.

Enquiries for the above-mentioned position must be directed to: Ms. Winnie Mkhuzangwe, Tel no: (086 074 7322).

Applications accompanied by an application letter, concise CV with three contactable references and certified copies of qualifications (Inclusive of an academic record) must be clearly marked “CONFIDENTIAL” to the General Secretary: Emailed applications will not be considered.

PO Box 11467, Centurion, 0046 or hand delivered to PHSDSBC’s Offices Block E on 260 Basden Avenue, Lyttelton, Centurion

Closing date for applications is Friday, 20 September 2019.

Note: Appointment will be made at sole discretion of the PHSDSBC. It will also be expected of the shortlisted candidates to undergo an internal competency assessment process. successful candidate to sign a performance contract on appointment. Correspondence will be conducted with short-listed candidates for an interview. Candidates who have not been contacted within 30 days may assume that they have not been considered for an interview and are hereby thanked for applying.

The Public Health Social Development and Sectoral Bargaining Council is an equal opportunity employer and is committed to the achievement and maintenance of diversity and equity in employment and intends to promote representativeness in all occupational levels as contemplated in the Employment Equity Act, 1998.

ILERA Congress

Council Delegation to ILERA African Regional Congress in Mauritius

REPORT ON FORENSIC PATHOLOGY SERVICES: 19 – 23 MARCH 2018

Forensic pathology services fell under the ambit of the South African Police Services (SAPS). A signed memorandum of understanding amongst the National Department of Health (NDoH), Department of Public Works and SAPS, in 2006, transferred the responsibility from SAPS to the Department of Health (DoH)

Subsequently, the Council concluded Resolution 2 of 2010; the objective of the resolution, being to introduce an Occupational Specific Dispensation (OSD), remuneration and career progression for therapeutic, diagnostic and related allied health professionals.

Forensic Pathology Officers (FPOs) are also part of the allied health professionals. The implementation of this resolution had created disparities amongst the FPOs, resulting in inconsistences across the various provinces.

Consequently, the trade unions requested the Council, to review the resolution in order to deal with its unintended effects. The primary concern of the implementation was the downward variation of the salary structure, from levels five (5) and six (6), to a model made up of only two (2) grades; one (1) and two (2) respectively. Whereas, the previous salary structure had four (4) levels to progress in; not only levels five (5) and six (6), but also seven (7) and eight (8) at supervisory positions. The new model eliminated the latter two (2) levels and combined all these levels into only two (2) grades, i.e. one (1) and two (2).

As a result, those FPOs who occupied supervisory positions, such as a senior FPO at level seven (7) and a chief FPO at level eight (8), had to be paid personal notches, and accept that their careers had reached a ceiling, because of the lack of any further grade progression; which is contrary to the letter and spirit of the resolution. Hence, the provinces started to selectively implement the resolution, which created inconsistences. While some provinces decided not to translate levels seven (7) and eight (8), in order to circumvent placing themselves in a precarious position, others tried to force a fit; giving rise to personal notches at the expense of career pathing.

Parallel to these discrepancies, there was a concern of misappropriation of FPOs, i.e. FPOs were found themselves performing functions that they perceived to fall outside their scope of practice, such as dissecting bodies, removing organs, replacing organs, stitching bodies, and preparing organs for investigation by pathologists. According to the FPOs, they understood their duties strictly, to collect (physical collection), process, safekeep and release corpses, record keeping, assist with post-mortem preparations, and attend court, as and when required.

Due to this very conflict, there was a work to rule or withdrawal of these services, by the FPOs in Gauteng, in June 2017, which cascaded to other provinces, like Limpopo and KwaZulu-Natal. The pressure from the withdrawal of these services, led to the Gauteng Department of Health withdrawing from Resolution 2 of 2010, and remunerating the FPOs through the administrative levels system.

In an attempt to address the conflict, the Council concluded Resolution 4 of 2017, in order to provide for the payment of a special allowance and a danger allowance, to FPOs. The resolution also provided for the payment of a provisional allowance, pending the finalisation of a new model that would take into account all the concerns raised by the FPOs. The provisions were envisaged to take effect within a period of six (6) months, which expired on 29 December 2017. The expiration of the six (6) month period without a new model, led FPOs in Gauteng, Limpopo and KwaZulu-Natal to again withdraw their services, in March 2018.

The parties at the Council have undertaken to expedite the process and find an amicable and long-lasting solution. Processes are at an advanced stage at the Health Professions Council of South Africa in terms of creating a professional register for the FPO. The regulations relating to the registration of Forensic Pathology Officers have been promulgated by the Minister of Health for public comment. The regulations are pending final promulgation after the inputs by the public.

The Council is also seized with the process of finalising a new model for the FPOs and interested parties and the public will be kept informed about progress.