Paul O`Flaherty, Eskom`s Chief Financial Officer and Group Capital Director, said: “Eskom is playing a much more active role in labour relations at the project sites, and we are working with employers and workers to ensure that workers are treated fairly and that we can improve productivity and focus on making them available.” These are different types of contracts such as indeterminate employment, fixed-term work, trial work and project employment. We will look at everyone one after the other. Participating worker leaders examined different categories of agreements, such as sector agreements, private sector bargaining councils, public sector bargaining councils, and levels of funding and institutions. They discussed what it means for them to negotiate on these platforms and their experience of being covered by a certain type of agreement. 1) Where am I with respect to a more inclusive collective agreement? Participants identified some key issues that workers in their sectors are most eager to follow and which should be incorporated into any decent agreement, such as: raising wages above inflation; Paid overtime Night work allowance Annual bonus; Paid study leave Pre-providence fund; Medical assistance Compensation for workplace injuries and deaths Guaranteed maternity leave Family responsibility leave Child custody provisions for overtime or away games at home; decent working time; Safe working conditions Specific and enforceable collective agreement; An agreement that enforces all labour laws and binds all parties. Collective bargaining allows workers to be heard and their working conditions improved. In South Africa, collective bargaining has sought to compensate for inequalities between employers and full-time workers. But the spread of other forms of employment in the country means that not everyone has done a decent job. These forms of employment include temporary, part-time agreements and other contractual agreements involving several parties, such as employment agencies.
The employment contract is an important document – it regulates the conditions of employment between the employer and the worker. It defines what the employer will do in terms of benefits and labour law and determines what the employee can achieve with regard to enterprise policy, company benefits and labour law. So what is missing from existing agreements and what are the strategies for setting priorities in agreements? Workers` leaders identified the following priorities to strengthen their collective agreements. 1. Provision of storage facilities – non-transposition of the agreement reached with the merchants by the city on 18 June 2013 – Eskom, employer and labour at the Medupi and Kusile project sites have reached an agreement. The objective of this agreement is to stabilize the working relationship on the ground and to speed up the delivery of the two new coal-fired power plants for a total volume of about 9.6 GW. The new agreement will enter into force in recent weeks, after a wide-ranging negotiation process. “Employment starts at (early) and ends at the end of the project.” The partnership agreement will allow for new location-specific agreements in Medupi and Kusile, which will replace existing policies and agreements. However, the new agreement does not replace existing sectoral forums and negotiating structures. The parties agreed on a procedure for implementing the provisions of the agreement.
This includes creating partnership forums in which all relevant outstanding issues can be resolved.