Agreement Between Numsa And Mibco

Agreement Between Numsa And Mibco

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These employees had not received a salary increase since August 2016, when the previous collective agreement was signed. Since then, a rise in fuel prices of almost 30% and a consequent rise in the prices of other raw materials have reduced the purchasing power of their wages. Numsa requested that the Council meet to reconstitute itself, that it ratify the collective agreement signed by RMI – vote in favour of adoption or rejection – and that RMI stop interfering in the process of appointing the Secretary General of the Council. In addition to increasing wages, the agreement also provides for an increase in benefits. The on-call allowance and the appeal allowance will be increased by 6% this year and by 5.5% over the next two years. NUMSA had insisted since last August for a new collective agreement with a 12% increase, at the end of which the collective agreement for 2016-19 expired. Employers were only willing to offer a 5% increase. The National Union of MetalWorkers of South Africa (Numsa) has signed a three-year transaction agreement within the Motor Industries Bargaining Council (MIBCO). The National Union of MetalWorkers of South Africa (NUMSA) condemns Mafoko Security for refusing to implement the increase that was secured last year during wage negotiations in the security sector. Mafoko filed, with thirty-five backward and prudent employers, an application from the Labor Court to invalidate the collective agreement signed at the National Bar. Last year, the Council for the Private Security Sector was received.

“The RMI finally asked Numsa, by signing the agreement, to avoid further delays,” Schoeman said. This sector represents workers in component companies, service stations and car dealerships and employs approximately 306,000 workers. The settlement agreement signed last week on Friday by a majority of NUMSA regions applies from the date of its publication and extension and expires on August 31, 2022. However, the RMI recommended to its members that the agreement be implemented from 1 December 2019. The conciliation procedure to break the deadlock between employers and NUMSA during this year`s wage and substantive negotiations, under the aegis of MIBCO, continued on 4 December 2019. Since the last conciliation meeting on 18 November 2019, representatives of the RMI and NUMSA have informally committed to narrow down the contentious issues. During these informal meetings, considerable progress was made towards a possible agreement, so that a possible scope of regulation was identified only for wages (and all other unresolved issues). NUMSA is committed to promoting the proposed settlement area with its regional structures and confirmed, on 4 December 2019, that its regional structures have prepared a recommendation for NUMSA`s national leadership, which should review and approve them.

The details of this recommendation are unclear, but the NUMSA negotiating team said it was a positive recommendation to pursue an agreement. NUMSA has asked the RMI to give them a week of grace to test a possible settlement area with its national leaders and has pledged in exchange to join the RMI negotiating team by December 11, 2019, when hopefully an agreement will be negotiated. The RMI will continue to keep its valued members informed of developments and will remain keen on the likelihood of an agreement between the parties in a timely manner. In the meantime, members of the RMI`s regional offices are questioning their obligation to pay bonuses to employees. In short, we must point out that in December 2019, employers are not legally required to pay bonuses to employees, as MIBCO`s main agreement that obliges employers to do so has expired. However, members must take note of the need to comply with these provisions in the event that they provide for bonuses in individual employment contracts. Another question frequently asked by members is whether the collective agreement is deferred. .