Salgbc Main Collective Agreement 2016
Collective bargaining in the disciplinary code is complete and a collective agreement is concluded on February 1, 2018. 8. MEDICAL AID 8.1 Maintaining the maximum employer contribution 8.1.1 SALGA proposes that the local sector ensure the maximization of workers` “access” to medical assistance by maintaining the current maximum employer contribution rate (R3 871) and the 60/40 principle, in accordance with the main collective agreement. 8.1.2 With effect on 1 July 2016, the employer contribution rate increases by 50 per cent (50) of the annual increase. 8.1.3 Effective July 1, 2017, the employer contribution rate is increased by 25 of the annual increase. 8.1.4 The parties agree to create a medical aid instrument for low-income people. 8.1.5 In addition, the parties are committed to following the national health minister`s current initiative to introduce National Health Insurance (NHI) as it can benefit local community workers. A dispute was referred to SALGBC, where the arbitrator found that the workers were bound by SALGBC`s main collective agreement. (3) PERIOD OF OPERATION 3.1 Notwithstanding the signing date, this agreement enters into force for the parties to the agreement on 1 July 2015 and remains in force until 30 June 2018.
3.2 This agreement will enter into force for non-parties on a date set by the Minister of Labour and will remain in effect until 30 June 2018. Under the LRA scheme, the old collective agreements only guarantee the continuity of the old terms of service to the extent that the new employer does not have a replacement principal contract. 1. APPLICATION CHAMP The terms of this agreement are respected in the municipal enterprise of the Republic of South Africa by all employers and workers within the scope of the SALGBC. 6. SALARY AND RELATED INCREASES Fiscal Year 2015/2016 6.1 For this financial year, all employees covered by this agreement benefit from a 7% increase effective July 1, 2015 (7). 5. DEFINS All the expressions used in this agreement, defined in the Employment Relations Act 1995 (hereinafter referred to as “law”), have the same meaning as in the law, unless the contrary intent appears, the words that matter to the male sex must contain the feminine. During the audit, the applicant unions argued, on behalf of the workers, that s 197 (5) (b) (ii) had made it clear that the new employer, the City of Casu, was bound by the old collective agreement. Section 197 (5) (a) and b) is as follows: when workers enter into a collective agreement that regulates the terms of employment with their employer and is then transferred to a new employer in accordance with Act 197 of labour relations Act 66 (LRA) of 1995, in circumstances where the new employer falls within the scope and jurisdiction of a bargaining council that regulates the terms of employment in a main agreement; Are workers and the new employer bound by the old collective agreements or the main contract of the bargaining council? 10.