Load Shedding: Management Guidelines

This point is important as with unplanned load shedding, essentially the status quo with regard to the four-hour rule continuous to apply – as opposed to planned load shedding i.e. where there is advance notice and the employer can implement the short-time provisions of the agreement as a response strategy to deal with the planned event.

Furthermore, the position whereby individual employers and their employees may enter into any other mutually acceptable response strategy continues to apply and where agreed and signed-off on does not require the consent of either the union and/or the bargaining council. The reference here is clause 4 of the Main Agreement/ Alternative Working Time Arrangements/ any other alternative working time arrangement agreed between workers and management, effectively meaning that if an agreement is reached no exemption is required.

SEIFSA will be running a series of ½ day workshops where we will advise management on how to deal with load shedding from both an industrial relations and health and safety point of view.

Should you require any further clarity, please contact the SEIFSA Industrial Relations Division on 011 298 9400.

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Load Shedding: Management Guidelines

Following on last years’ negotiations, the position with regards to load shedding is essentially no different to what was contained in the previous agreement with one exception and that is namely the differentiation between planned and unplanned load shedding.

Unplanned load shedding i.e. to which industry is currently (and more than likely for the foreseeable future) being subjected, is the scenario where, for example Eskom (and by implication the local authorities) cannot with complete certainty inform industry as to exactly when load shedding will be implemented. What we are told is the likelihood of when load shedding may be implemented. Consequently and until certainty is built into the system that is verifiable, tried and tested all load shedding is by definition unplanned.

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