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FEDUSA’S Intended Protest Action on 26 July 2019

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Please note that the Federation of Unions of South Africa (FEDUSA), alongside its affiliated union, the United National Transport Union (UNTU), has served NEDLAC with a notice of intention to embark on a protest action on Friday, 26 July 2019 against the Passenger Rail Agency South Africa (PRASA) leadership’s alleged lack of competency.

This is pursuant to a Section 77(1)(b) notice that the Federation submitted to NEDLAC on 17 January 2019.

Following several meetings between the Applicant and the Respondents, the Standing Committee deemed the notice to have been considered. This effectively entitled the Applicant (FEDUSA) to the right to embark on a protected protest action. A copy of the NEDLAC certificate is attached hereto.

The protest action is planned to take place in Johannesburg, Pretoria, Durban and Cape Town. As a result, employees who are absent from work due to participation in the protest action cannot be disciplined by the employer. However, the no-work-no pay principle will apply.

This Management Brief provides some basic background to the issue and guidance to management in dealing with the intended protest action.

Protest Action and the Labour Relations Act

The Labour Relations Act (LRA) permits registered trade unions or federations such as FEDUSA to undertake protected protest action to promote the social and economic interests of workers, provided that they observe the procedural requirements contained in Section 77 of the LRA. Consequently, employees participating in any action on 26 July 2019 will be protected by the normal rules regarding protected strikes, namely: no work, no pay and no disciplinary action.

Please also be aware that this action by FEDUSA opens the way for other trade unions and their members to piggyback on the protected action. As a result, employees participating in any action on 26 July will be protected by the above-mentioned normal rules regarding protected strike action.

Available for Help

The Staff of SEIFSA’s Industrial Relations and Legal Services Division is available on (011) 298-9400 to provide any further advice and/ or assistance to management on the contents of this Management Brief.

merSETA is rolling out the rest of the NSDMS from 1st July 2019

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Since 1 February 2018, the National Skills Development Management System (NSDMS) has been assisting merSETA to become more efficient and effective in supporting you, merSETA stakeholders, to implement and facilitate access to skills development opportunities in merSETA sectors. merSETA would like to thank you for all the support and feedback so far. Without you, merSETA would not have met its milestones.

Here are some outstanding statistics since merSETA introduced the NSDMS:

More than 3 850 active users and nearly 5 700 active employers/organisations

Nearly 9000 Grant applications have been initiated (1 954 991 WSP and ATR entries)

Nearly 1 600 MOAs in the region of R850 million were generated electronically in 2018

Nearly 80 000 tasks have been completed with over 500 000 emails sent

merSETA has not stopped working on further development. Today, merSETA is thrilled to announce that has officially launched the rest of the NSDMS on 1st July 2019. You are now able to:

Apply/register as a Skills Development Provider

Apply/register as an Assessor/Moderator

Manage and process learner related activities including registration, transfers, trade test, verifications and certification etc

Apply for workplace approval, courseware, skills programmes or skills sets

Apply for recognition of prior learning

Manage MOAs

Access reports

The wait is now over and merSETA is really excited that has launched the other NSDMS modules, but merSETA know that with any new system, it will take time to get used to it. Do not despair! merSETA is committed to walk with you on this journey and through its various training & development initiatives, merSETA will be here to support you every step of the way! merSETA has rolled out its stakeholder capacity building interventions in its regions. So, look out for capacity-building dates to prepare yourself to utilise the NSDMS and its features to the max.

LEADERS IN CLOSING THE SKILLS GAP

Disciplinary Policy

What You Need To Know About Company Disciplinary Policy and Code in the Metals and Engineering Sector

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A Management Guide to Disciplinary Policy

It is management’s responsibility to maintain discipline within the workplace. The disciplinary policy must apply to and form part of the contract of employment of all employees up to a level determined by individual companies. SEIFSA understands that this arena of management can cause consternation for all parties, and may have legal repercussions. Thankfully, the SEIFSA Industrial Relations and Legal Services Division has the requisite expertise to advise and represent member and non-member companies in the intricacies of implementing company policies relating to Discipline in the work place.

The first area to be clarified should be Disciplinary warnings. Any warning issued should be kept in the personal file of the employee for the duration of the warning. Should the employee commit no further breach of the disciplinary code within that period, the warning will become null and void and should be removed from the employee’s personal file. Expired warnings should play no role in any subsequent disciplinary action.

The time periods relating to the expiry of warnings are generally as follows:

  • Verbal warnings…………………. three months
  • Written warnings………………… nine months
  • Final written warnings……………. Twelve months

The above-mentioned time periods may vary from organisation to organisation, depending on the individual organisation’s disciplinary policy.

Relevant factors and circumstances should be taken into account in determining the appropriate disciplinary action. These includes length of service, previous offences, the period since the last offence, status and any mitigating circumstances.

Nature of disciplinary measures

There are four types of disciplinary measures which may be applied, namely:

  • Verbal warning;
  • Written warning;
  • Final written warning; and
  • Formal enquiry and dismissal.

All disciplinary warnings are cumulative in nature. An employee who is already in receipt of a verbal warning for a particular offence and who commits any other offence of a similar nature within the prescribed time period will be subject to the next step in the disciplinary procedure, i.e. written warning, final warning or dismissal, depending on the nature and severity of the second offence.

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Disciplinary procedures

Level One: verbal warning

If the immediate supervisor is of the opinion that the behaviour or performance of an employee is unsatisfactory, but does not warrant a written warning, final written warning or dismissal, then a verbal warning will be given.

The verbal warning shall be given to the employee in the presence of a shop steward or employee representative and the reason for issuing the warning should be explained to the employee and representative. A record of the warning should be placed in the employee’s personal file. A verbal warning shall remain valid for three months.

Level Two: written warning

If, subsequent to issuing a verbal warning, the supervisor or manager is still not satisfied with the performance or behaviour of the employee, or if the employee commits another offence which requires a written warning, the supervisor and the immediate superior shall discuss the nature of the transgression, the corrective action and the disciplinary steps with the employee in the presence of a shop steward or employee representative and a management witness.

The supervisor must complete a Disciplinary Report Form. The employee and the shop steward or employee representative must sign the form to acknowledge receipt of the written warning, even though the employee may not necessarily agree with the disciplinary action applied. If the employee refuses to sign the warning, then the supervisor should merely note that fact on the form.

The disciplinary warning should be placed in the employee’s personal file and a copy of the warning should be given to the employee. This written warning shall remain valid for nine months from the date of issue.

Level three: final written warning

If, subsequent to issuing a written warning, the supervisor is still not satisfied with the performance or behaviour of the employee or if the employee commits another offence within the prescribed period of nine months or commits any offence which warrants a final written warning, then the same procedure as detailed in level two shall be followed – except that a final written warning shall be issued. The final written warning shall remain valid for 12 months from the date of issue.

The supervisor shall ensure that the employee and the shop steward or employee representative are made aware that should the employee commit a further offence within the 12-month period following the issuing of the final written warning, then that offence may result in dismissal, pending a final decision at a formal disciplinary enquiry.

Level four: formal disciplinary enquiry

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If, subsequent to issuing a final written warning, the supervisor is still not satisfied with the performance or behaviour of the employee or if the employee commits a further offence within the prescribed 12-month period or commits any offence which may justify dismissal, then the supervisor shall request a formal disciplinary enquiry.

The supervisor shall complete the Disciplinary Report Form stating the grounds for the enquiry. The supervisor will report the matter to the Human Resources Manager and hand over the disciplinary report. In the absence of a Human Resources Manager in the department concerned, the supervisor may hand the disciplinary report to any Designated Manager.

The Manager shall inform the employee and the shop steward or employee representative in writing, by way of the Formal Disciplinary Enquiry Notification Form, of the following:

 

  • The reason for the enquiry;
  • The date, time and venue of the enquiry;
  • The rights of the employee at the enquiry, namely:
  • the right to timeous notification of the intention to convene the disciplinary enquiry and the grounds for enquiry;
  • the right to be represented by a shop steward or employee representative;
  • the right to translation, if required;
  • the right to call and cross-examine witnesses;
  • the right to a fair and proper hearing.

The employee shall be given 48 hours’ notice to appear before an independent Chairperson of the enquiry to conduct a formal disciplinary enquiry.

The enquiry is held in the presence of the employee, the shop steward or employee representative and the supervisor.

The independent Chairperson shall:

  • Ensure that a record of the proceeding is kept;
  • Ensure that the enquiry is conducted in a fair and proper manner;
  • Give a decision on the matter, wherever possible, within two working days of the enquiry. The decision shall be recorded on the disciplinary report and a copy, signed by all parties, shall be made available to the employee and the shop steward or employee representative.
  • Ensure that the employee and the shop steward or representative are made aware of the right of the employee to appeal against any disciplinary action so implemented.

Level Five: appeal hearing

Any employee disciplined in terms of this procedure, but not dismissed, may appeal, in writing, to the next level of management, i.e. to the more senior supervisor or Manager than the one who implemented the disciplinary action.

In terms of the disciplinary procedure, any employee shall have the right of appeal to the company Director or his duly nominated representative.

The grounds of appeal against dismissal or disciplinary action shall be submitted in writing to the Manager or Director concerned within three clear working days of the disciplinary action.

The Manager concerned shall, as soon as possible, but within three working days of receipt of the appeal application, appoint a Chairperson to conduct a formal appeal hearing. The appeal hearing shall be conducted along similar lines to the disciplinary enquiry. The Chairperson shall, wherever possible within one working day of the appeal hearing, give a decision which will be final.

The disciplinary procedure and the grievance procedures fulfil different functions. Therefore, employee grievances against disciplinary action taken in terms of the disciplinary procedure cannot be channelled through the grievance procedure. Employees who have any enquires regarding the content of this procedure should approach their immediate supervisors or any senior Manager for advice and assistance.

These are complicated procedures to remember, and if companies do not have a specialised Human Resources or Legal representative, the company might find itself on the wrong end of the law and open itself up to legal action. A simple call to the SEIFSA Industrial Relations & Legal Services Division – which has the relevant expertise and experience – can resolve this situation.

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Unfair Dismissal Thumbnail

SEIFSA Legal Services Protecting Companies from the repercussions of unfair dismissals

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SEIFSA Legal Services Protecting Companies from the repercussions of unfair dismissals.

One of the most important changes introduced by the Labour Relation Act 66 of 1995 relates to procedural fairness in dismissal. The unfair dismissal provision of the Act (Chapter VIII) and the code of Good Practice on Dismissal found in Schedule 8 to the Act (the Code) has attempted to provide greater clarity on unfair dismissals and has provided employers with a clear set of guidelines on procedural fairness.

The aim of this blog is to highlight the pre-dismissal procedure in the Code and showcase how SEIFSA assists employers to comply with these pre-dismissal disciplinary procedures when conducting disciplinary enquiries.

Labour Relations Act 66 of 1995: Unfair Dismissal

Section 185 in chapter VIII of the Act states that “every employee has the right not to be unfairly dismissed.”

The right not to be unfairly dismissed is supported by section 23(1) of the Constitution of South Africa. A dismissal will be unfair (section 188 of the Act) if the employer cannot prove that the reason for the dismissal was a fair reason and “that the dismissal was effected in accordance with fair procedure.”

Certain dismissals (section 187) are deemed by the Act to be automatically unfair, and should an employer dismiss an employee for any one of these reasons, the employee will not have to prove that the dismissal was unfair and the employer will not be provided the opportunity to prove that the dismissal was, in fact, fair. These would include an employee participating in a protected strike, reasons related to pregnancy and unfair discrimination.

Although Chapter VIII requires a dismissal to be effected in accordance with a fair procedure, it does not provide any definition of what constitutes a fair procedure and ultimately this is left to the guidance in the Code.

The Code of Good Practice: Dismissal

In an intentionally general manner, the Code of Good Practice on Dismissals provides a set of guidelines that requires employers to “take it [the Code] into account” (section 188[2] of the Act) rather than prescriptively to apply it. This has created the mistaken impression that there is no duty to follow these guidelines.  Management must exercise caution before departing from the norms set out in the Code and be prepared to justify fully any deviation.

Section 188 (2) of the Act clearly states that “any person considering whether or not the reason for dismissal is a fair reason or whether or not the dismissal was effected in accordance with a fair procedure must take into account any relevant code of practice issued in terms of this Act.” This means that an arbitrator will be required to determine the procedural fairness of a dismissal against the norms provided by the Code.

In any dispute arising from an alleged unfair dismissal, the onus will always rest with management to prove the fairness of any procedure that has been followed.

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Pre-dismissal disciplinary procedure

The Code of Good Practice on Dismissal (paragraph 4[1]) requires that under normal circumstances an investigation should be conducted to determine whether there are grounds for dismissal, and that this “does not need to be a formal enquiry.” What the Code envisages is an investigatory fact-finding – rather than an adjudicatory –  process.

The purpose of this process is two-fold. Firstly, it aims to ensure that employers make their decisions with the best possible information at hand. Secondly, it gives affected parties the opportunity to participate in the process, thus legitimising the outcome. Unlike an adjudicative process, it does not guarantee a correct decision, but what it does do is ensure a fair decision,  one made upon an objective consideration of all the information at management’s disposal.

Conducting a disciplinary investigation

According to paragraph 4(1) of the Code, management is required to conduct an investigation to determine whether or not there are grounds for disciplinary action.

This preliminary investigation is not the disciplinary enquiry. The investigative stage of the disciplinary process is an opportunity for management to determine what misconduct, if any, has been committed. If the investigation reveals a breach of rules, the next step is to compile a list of objective facts and evidence that will be presented at the enquiry.

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It is recommended that management conduct a PRE-DISMISSAL INVESTIGATION along the following lines:

  • Determine if there are any witnesses to the alleged misconduct;
  • Question each witness separately to obtain as much information as possible;
  • Request witnesses to make signed written statements;
  • Differentiate between factual evidence and evidence based on opinion or hearsay;
  • Decide whether sufficient factual evidence has been collected to proceed with a disciplinary enquiry; and

NOTE: This is not tantamount to finding the employee guilty. It simply enables management to make a decision on whether to convene a disciplinary enquiry or not.

  • Decide whether or not to proceed with a disciplinary enquiry.

This is a technical procedure, and that is why SEIFSA has two Admitted Attorneys to guide companies through this difficult process.

Management is required to notify the employee of the allegation using a form and language that the employee can reasonably understand. Employees are entitled to sufficient particulars to enable them to answer the case against them. Fairness requires that an employee be informed of the facts supporting the allegation, the alleged offence with which they are being charged and, importantly, the sanction that might be imposed.

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How to use Labour Brokers

How to use Labour Brokers – risk free for companies in the metals and engineering industry

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How to use Labour Brokers – risk free for companies in the metals and engineering industry

The following guidelines have been prepared by SEIFSA in an attempt to assist management to avoid potential risks.

Income Tax Liability

The Income Tax Act places the responsibility and onus on the client company to make the necessary income tax deductions from the earnings paid to the workers supplied by a labour broker. However, in terms of paragraph 2(5) of the Fourth Schedule, the Act permits the Receiver of Revenue to issue an exemption to a labour broker, thereby removing this obligation from Client Company and placing the onus for the income tax deductions on the labour broker.

The tax exemption certificate is commonly referred to as an IRP 30 certificate and is only valid from date of issue to the labour broker until the end of the year of assessment, after which time the broker must apply for another exemption certificate.

The IRP 30 exemption certificate will only remain valid if:

  • It has not expired;
  • It bears a labour broker reference number beginning with a 7;
  • It has been computer printed;
  • The labour broker is able to produce the original certificate; and
  • It has not been altered in any way.

When contracting with a labour broker, management should ensure that the broker is in possession of a valid IRP 30 tax exemption certificate. Under these circumstances, no liability whatsoever is incurred by the client company, should the broker subsequently fail to deduct income tax from the earnings of the persons supplied to the company.

Where a company chooses to utilise the services of a labour broker who is not in possession of an IRP 30 tax exemption certificate or the certificate does not meet all the criteria detailed above, then the client company must deduct employee tax from the earnings of the persons supplied by the broker.

Professional Indemnity Insurance

The Labour Relations Act (LRA) prescribes that the client company and the broker may be held jointly and severally liable for any contravention of the collective agreements of  Metal and Engineering Industries Bargaining Council (hereafter called the “Bargaining Council” or the “Council”). This means, for example, that if the broker has not made the necessary contributions to the industry provident fund, then the Bargaining Council may claim the outstanding amounts from either the broker or the client company, whichever option is easier to pursue. This, obviously, has serious potential financial obligations for the client company since it has no knowledge or control over what payments or deductions are being made by the broker from employees’ earnings.

A way of dealing appropriately with this potential financial liability is for companies to:

How to use Labour Brokers
  • Seek a guarantee from the labour broker that it is observing all the provisions of the bargaining council agreements; and
  • Ensure that the broker has adequate professional indemnity insurance cover to protect the client against any subsequent claims from the bargaining council.

Professional indemnity insurance is available to the labour broker who meets certain qualification standards and this, in itself, is an important safeguard to client companies.

The Main Agreement Employer Obligations

The MEIBC Main Agreement imposes the following obligations on companies’ intent on utilising the services of labour brokers.

No employer should utilise the services of workers supplied by a labour broker unless the broker provides proof of:

  • Registration with the Unemployment Insurance Fund;.
  • Registration with the Compensation Commissioner in terms of the Compensation for Occupational Injuries and Diseases Act; and
  • Registration with the bargaining council.

The employer is required to complete a form to notify the Bargaining Council of the business name and physical address of the labour broker within seven days from the date on which the services of the broker are utilised.

 

The employer is required to complete a form in respect of each person supplied by the broker, detailing the following particulars:

  • The name, telephone number, residential address and identity number of the worker;
  • The business name, telephone number and business address of the labour broker;
  • The date from which the services of the worker will be utilised and the expected termination date;
  • The site or workshop address where the worker will be located;
  • The anticipated normal hours and overtime to be worked by the worker;
  • Whether the worker will be engaged on Rate A work; and
  • The scheduled occupation applicable to the worker.

Management should also ensure that employees supplied by the broker are members and contributors to either the Engineering Industries Pension Fund or the Metal Industries Provident Fund. A special dispensation is available to a labour broker’s employees permitting coverage only in respect of the death and disability components of these Funds. Management should request adequate proof of the existence of an appropriate exemption issued by the Bargaining Council where this arrangement is observed by the broker.

Bargaining Council Accreditation of Labour Brokers

The Bargaining Council has in place an accreditation process to enable individual labour broker companies, on a voluntary basis, to request a six-monthly audit and inspection to certify their compliance with the council’s agreements. The Bargaining Council, SEIFSA and the industry trade unions recognise and promote those broker companies which have been accredited.

The objectives of this comprehensive labour broker accreditation system are to:

  • Provide some protection to client companies against financial risks associated with the use of labour brokers who fail to comply with bargaining council agreements;
  • Ensure that employees of labour brokers benefit from all the negotiated provisions of the council’s agreement;
  • Promote the utilisation of accredited labour broker companies in the industry; and
  • Attempt to regulate the labour broker sector in more a positive and effective manner.

Management should utilise the services of these accredited broker companies. SEIFSA will keep members informed of the names of these accredited companies.

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Recommended Management Action

SEIFSA believes that proper use of the Federation’s services will help to ensure that:

  • Management satisfies itself that the labour broker is in possession of a valid tax exemption certificate;
  • The client company does not become liable for arrear income tax deductions;
  • The broker is in possession of appropriate professional indemnity insurance cover; and
  • Management has ensured that the broker has complied with the requirements of the Main Agreement, including, but not limited to, proof that the broker is registered with the bargaining council and is observing its various agreements.

Casual Employment

Casual employees are generally employed on a daily basis or for a very limited number of days per week. The Basic Conditions of Employment Act (BCEA) defines a casual employee as “…employees who work for less than 24 hour a month.” Previously this was three days per week.

As this is the only definition of a casual employee in our labour legislation, a great deal of emphasis will be placed on this definition in making a distinction between a casual employee who works less than 24 hours per month and a temporary employee whose contract is terminated on a specific date or upon completion of a specific task.

Nevertheless, management should be aware that casual employees are covered by the definition of employee in the Labour Relations Act (LRA) and are thus entitled to all the protections and rights under it. This is a point often overlooked by management who believe that employees employed on a casual basis may be treated differently in terms of the laws of equity and fairness. Management should be aware that casual workers may join unions, go on strikes, are protected against being unfairly dismissed and may approach the Council, the CCMA or the Labour Court for relief on the same basis as any other employee.

In a manufacturing environment where activities are governed by the MEIBC, management must ensure that all work being performed is in terms of the minimum rates of pay as set out in the Main Agreement.  On the other hand, where casuals are employed to perform work falling outside of the scope of jurisdiction of the Bargaining Council and the Main Agreement, management is free to free to pay casuals any amount mutually agreed upon.

In summary, then, casual workers should not be employed for more than 24 hours per month and their employment must automatically terminate when a particular job or task has been completed. In cases where management has employed the same casual worker every month, the casual worker may, after a reasonable period of time, have an expectation of continued casual employment. In other words, the casual may argue that he/she has become a permanent temporary employee.

Recommended Management Action

Where management needs to terminate the services of casual employees who have worked for a reasonably long period, it would be advisable not to do so unilaterally, but to follow the procedures as would be the case for any other employee.

How to use Labour Brokers

Conclusion

The use of temporary or fixed-term contracts of employment, casuals and persons provided by labour brokers to regulate the relationship between employer and employee in order to maximise flexible working arrangements is not unique to South-Africa.

With the increased reliance by management on non-standard forms of employment, the workforce of the future consists of two distinct categories of employees, all of whom will fall under the ambit and protection of the LRA, the BCEA and/or the Main Agreement.

At one level, there will be a core group of employees, employed for an indefinite period of time on a traditional and full-time basis fully integrated into the company. At the next level will be persons employed on a casual or temporary basis or via a labour broker who enjoy the protection of our labour system, but are not fully integrated into the organisation.

Non-standard or temporary forms of employment, when utilised correctly as a means of cost-effective manning in an attempt to keep wages and the costs of doing business in line with increasingly competitive markets, is an entirely acceptable and beneficial arrangement for both parties.

From a management point of view, the importance of observing the provisions relating to different employment relationships correctly cannot be overstressed.

It is strongly recommended that all contracts of employment –  be they permanent, temporary, casual or on the basis of persons provided by labour brokers – must be in writing, setting out the terms and conditions of employment, no matter how short the employment period may be. There is far more certainly when the contract has been recorded in writing, is compliant with relevant laws, rules and regulations and has been entered into knowingly and willingly by the parties.

Ends

SA Reserve Bank

SEIFSA Welcomes Reserve Bank’s Repo Rate Cut

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Johannesburg – 18 July 2019, The Steel and Engineering Industries Federation of Southern Africa (SEIFSA) welcomes the South African Reserve Bank’s decision to reduce both the repo and prime lending rates by 25 basis points, and said the decision has the potential of stimulating local consumer demand and boosting production towards reviving the stuttering economy.

Speaking after the Governor’s announcement, SEIFSA Chief Economist Michael  Ade said the decision provides some relief for businesses, which continue to operate in a tough economic environment characterized by low domestic growth, subdued demand, high unemployment, volatile output, high unit labour costs and poor business activity levels.

Moreover, Gross Domestic Product (GDP) growth has consistently deteriorated since quarter three of last year, despite the rebound from a technical recession, reflecting a continuing period of strain for businesses in 2019, with first-quarter growth results having shown a 3.2% annualised contraction.

“The performance of high-frequency data since the beginning of the year is also worrisome. The manufacturing Purchasing Managers’ Index, a proxy for business activity, has been trending in the contractionary zone from January 2019, reflecting generally poor inventory levels amid challenging supply chain management,” Dr Ade said.

He added that manufacturing firms, including those in the diverse metals and engineering (M&E) cluster of industries, are wary, as indices of business confidence and business expectations are gradually constricting, with the undesired potential of negatively impacting on competitiveness, investment, production and employment.

Dr Ade said the Reserve Bank’s decision to ease monetary policy is welcome, given the need to stimulate consumer demand further and improve on an ever-gloomy domestic outlook in the medium term.

“The timing, against the backdrop of moderate official inflation numbers, is apt, given the need also to stimulate spending by over-indebted consumers with restrained purchasing power. Correspondingly, the dovish stance of the US Federal Reserve ank, which has signalled possible rate cuts of as much as half a percentage point later this year, must have partly influenced the outcome by the Monetary Policy Committee members,” he said.

In conclusion, Dr Ade said the lowered interest rates will reduce borrowing costs of direct investors and domestic companies within the M&E cluster, thus benefitting key industries which are drivers of its domestic demand and supply patterns, and boosting overall demand for its intermediate products, towards better production levels. Moreover, it will help struggling companies to mitigate production costs, offset rising petrol prices and losses arising from pricey intermediate imports, and provide a basis for an improved differential for businesses faced with ever-fluctuating selling price inflation.

Ollie Madlala
Communications Manager
Tel: (011) 298 9411 / 082 602 1725
Email: ollie@seifsa.co.za
Web: www.seifsa.co.za

SEIFSA is a National Federation representing 21 independent employer Associations in the metals and engineering industries, with a combined membership of 1600 companies employing around 200 000 employees. The Federation was formed in 1943 and its member companies range from giant steel-making corporations to micro-enterprises employing fewer than 50 people.

An Opportunity To Represent The Metals And Engineering Sector On The RMA Board Of Directors

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The Steel and Engineering Industries Federation of Southern Africa (SEIFSA) invites applications from individuals interested in being nominated for appointment to the Board of Directors of The Rand Mutual Assurance Company Limited (RMA).

Until recently, former SEIFSA Industrial Relations and Legal Services Executive Bridgette Mokoetle represented the sector on the RMA Board of Directors. Following Ms Mokoetle’s resignation, the RMA has asked SEIFSA to nominate “black, female individuals, preferably with a finance-related background and who have operated at Non-Executive Director level”, for consideration for appointment onto its Board of Directors.

According to the RMA, its Board Nominations Committee will consider nominees against the following criteria:

  • “The transformation requirements imposed by the COIDA licence issued by the Minister of [Employment and] Labour;
  • “The applicable BBBEE Codes;
  • “The over-arching requirements that all Board Members of RMA meet the fit and proper requirements imposed by the Prudential Standards applicable to insurers;
  • “The skills gap that exists on the RMA Board and its Committees”.

Individuals meeting the criteria stipulated by the RMA and keen to be nominated by SEIFSA should please send their CVs to Ms Lerato Lebeko, Executive Personal Assistant to the CEO, on the address Lerato@seifsa.co.za. They must themselves be employed within the metals and engineering sector.

Kaizer M. Nyatsumba

Chief Executive Officer

Constructional Engineering Association (Labour Broking Division) Accredited Companies

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Adcorp BLU a div of Adcorp Workforce Solutions (Pty) Ltd

Adcorp Blu a division of Adcorp Staffing Solutions (Pty) Ltd

ALOS Holdings (Pty) Ltd

AMT Placement Services

AMT Placement Services

Babanango Recruitment Services cc

BDM Management (Pty) Ltd

Boardroom Appointments

CAP Personnel Placements (Pty) Ltd

CDR Contracts (Pty) Ltd

Consortium Personnel Consultants cc

Eduardo Construction (Pty) Ltd

EFS Labour Consultants cc

ESG Recruitment cc

Fempower Personnel (Pty) Ltd

Gee 2 Kay (Pty) Ltd

Global Industrial Consultants 2 cc

Global Isizwe Placements cc

Inqaba Services (Pty) Ltd

Intelli Staff (Pty) Ltd

Ithemba Langemphela

ITL International Task Labour cc

Khuboni Placements TES (Pty) Ltd T/A Express Employment Professionals Parktown

Lady of the Waters 46 cc t/a Spartan Technical Services

Lapace Construction (Pty) Ltd

Lavoro Matkri (Pty) Ltd

Lekang Projects & Security Services cc

M & S Projects (Pty) Ltd

Mabhele and Associates cc

Madobra (Pty) Ltd

Phakisa Technical Services (Pty) Ltd

Quyn International Outsourcing (Pty) Ltd

Scribante Labour Consultants (Pty) Ltd

Sebcon Contracting Services

Seven Stars Investments (Pty) Ltd

SFG Engineering

Sindawonye Services

Sizuluntu Staffing Solutions (Pty)Ltd

Stratostaff (Pty) Ltd

Tedoc Industries (Pty) Ltd

Themba Njalo Camden

Transman (Pty) Ltd

Tributum Emawi (Pty) Ltd

Uthingo Mndeni Services cc

Vusithemba Mpumalanga

Book your Hole Sponsorship – Golf Day 2019

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The opportunity to sponsor this Industry golf day and network with fellow business faculties will be at its peak, out and about at the pristine Houghton Golf Club.

Hole Sponsorship R5750.00

Book a hole sponsorship, benefits include:

  • Branding a specific hole with your corporate identity by erecting your own signage/banners on the tee boxes
  • Handing out brochures or corporate gifts
  • Supplying refreshments/ food to the players
  • Staff may run their own lucky draw on the hole
  • Company logo will be on display at prize giving
  • Company logo will be published in the September issue of SEIFSA News

Purchasing Managers’ Index Still Volatile Despite Rebound In June 2019, Says SEIFSA

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Johannesburg, 1 July 2019 – While the increase in overall business activity in the broader manufacturing sector – as reflected in the latest ABSA Purchasing Managers’ Index (PMI) data – is encouraging, nevertheless the trend remains volatile, highlighting the underlying constraints faced by business, Steel and Engineering Industries Federation of Southern Africa (SEIFSA) Economist Marique Kruger said this morning.

Based on a survey of purchasing executives, the composite PMI data for June 2019 shows that industrial activity improved to 46.2 points, up from the 45.4 points recorded in May 2019. A reading above the benchmark level of 50 indicates an expansion when compared with the previous months, while the reverse is true for a reading below 50.

Speaking after the release of the data today, Ms Kruger said it is encouraging to note that the majority of the five seasonally-adjusted sub-components correspondingly registered increases in June 2019 when compared to May 2019. Of the five sub-components, the new sales orders and the inventories sub-indices increased the most, surging from 44.4 points in May 2019 to 46.2 points and from 41.6 points to 43.4 points respectively in June 2019, while the worst-performing sub-index was the employment sub-index (41.9 points).

Despite the improvement, Ms Kruger said the PMI trend is still very volatile, highlighting the underlying constraints faced by business.

“Against the backdrop of low domestic demand, companies still have to deal with fluctuating input costs, increasing fuel and energy costs, carbon tax and volatility in the exchange rate. These are very challenging,” concluded Ms Kruger.

SEIFSA is a National Federation representing 21 independent employer Associations in the metals and engineering industries, with a combined membership of 1600 companies employing around 200 000 employees. The Federation was formed in 1943 and its member companies range from giant steel-making corporations to micro-enterprises employing fewer than 50 people.