The Independent Communications Authority of South Africa is anticipating an industrial action from members of the Communications Workers Union (CWU) after the two parties deadlocked over the annual salary increase for the 2011/12 financial year.
After several rounds of negotiations, the Authority has offered all employees falling under the Bargaining Unit 5% salary increase in December 2011.
In addition, the Authority is now augmenting the December 2011 offer of 5% with an additional 3% on a proportional basis to be granted on a sliding scale across the board.
This means that employees at the bottom rung of the salary scale are offered a maximum 8% salary increase, whereas those at the top are offered a minimum 6,5% increase.
The financial implications of this salary increase is R7,4 million for the 5% offered in December 2011, and R8,6 million for the additional 3% that the Authority has offered recently.
The 8% salary increase the Authority offers exceeds the current budget allocation for salaries for the new financial year by R1,3 million. The cumulative effect of this salary increase also implies that the Authority will have to reduce the costs for filling in existing vacant positions by 50%.
The CWU, retains its position in seeking an 11% increase across the board. In addition, the CWU is demanding the following:
- Housing allowance of R 1500,00 for all employees
- Performance Management System Bonus
- Shut down leave between Christmas and New Year’s Day
- Moratorium on retrenchment
- Cell Phone Allowance
As a result of this deadlock the CWU has issued a notice to embark on a
strike action on 20 January 2012. The Authority is seeking clarity from the
CWU as to the whether the proposed industrial action will be confined to
the 20 January 2012 or be an indefinite strike action.
The Authority is advising employees who intend to participate in the
industrial action or strike to sign a Declaration Form to this effect, and
that means participation throughout the entire striking period.
The Authority respects the right of employees to embark on industrial
action, but also expects employees on strike to respect the rights of
others as well.
The Authority will use the No Work, No Pay principle in relation to
employees who participate in the strike. There will be zero tolerance for
intimidating non-striking employees or stakeholders/customers who visit
ICASA premises for services.
In the same vein, any damage to property will not be tolerated as well.
In addition, the Authority is developing a contingency plan to mitigate the
impact of the industrial action on its operations.
Enquiries
Jubie Matlou
082 376 0015
E-mail: jmatlou@icasa.org.za
