SARS confirms conclusion of a 3 year wage agreement

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The South African Revenue Service (SARS), the National Education Health & Allied Workers Union (NEHAWU) and the Public Servants Association of South Africa (PSA) have agreed on a 3-year multi-term agreement with an 8% increase on the Guaranteed Total Packages of employees in the Bargaining Unit for this year, effective 1 April 2019.
 
For the 2 subsequent years of the Agreement, the percentage salary increase will be determined on the projected CPI plus 2%.
 
This brings an immediate end to the industrial action that took place over two days last week.
 
The agreement further involves:
·       An increase in the Long Service Awards values by 8% in 2019, with further increases along the same percentage of the guaranteed salary increase in the subsequent years.
·       The hourly Shift allowance rate will also increase in the same manner, with 8% in 2019, and along the same percentage of the guaranteed salary increase in the subsequent years.
·       The introduction of a new leave type of Prenatal and Vaccination Leave of 8 days for qualifying employees.
·       The introduction of a 2-year leave cycle for Family Responsibility Leave, during which employees can utilise their provision of 5 working days per annum. This leave cycle will commence in 2019.
 
SARS, NEHAWU and PSA further agreed to have various other items deferred to be resolved under the auspices of the National Bargaining Forum: 
·       Review of the Remuneration policy relating to the pay progression principles.
·       GTP Cash Allowance options available to employees.
·       Short Term Insurance options to be explored around service providers that can possibly provide favourable rates to SARS employees.
·       Housing options to be explored around service providers that can possibly provide favourable bond rates to SARS employees.
·       Medical Aid Schemes to be explored to address the current challenges.
·       Review of the Extended Sick Leave policy provisions to address current challenges.
·       Review of the Recruitment policy to consider including promotions.
·       Review of the Bursary policy provisions dealing with dependent bursaries.
·       Consider a token of appreciation as a Retirement Exit Gift to the value of R2000, upon the compulsory retirement age of 65.
 
 The parties have committed to work together to enhance productivity, improve revenue flow and increase compliance levels.
 
SARS appreciates commitment that parties have exerted to this process, as well as the constructive manner in which the wage negotiation dispute was ultimately settled to bring back stability in the organisation.
 
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