Nbcrfli Wage Agreement 2015

13 Dec

The full contribution must be paid to the Board, as if the worker in question had worked during that month and had received his full salary. For monthly returns, there is no need for abs sets. However, employers have the right to collect a share of contributions for non-payment, for example. B for AWOL. The employer can therefore argue the difference between what was paid when the worker worked for a full month and the same calculation on the basis of the salary actually received: R346.18 – R266.28 – R79.90 Yes. An employee`s contribution to the fund increased from 0.5% per week of his normal weekly base salary to 1% from 1 March 2013. Health insurance continues for the duration of the contract. Conciliation is a procedure by which CCMA-accredited commissioners, who are selected for the NBCRFLI board, meet with parties of employers and workers in conflict and explore ways to resolve the dispute. Legal representation is not permitted with respect to the rules. This is a non-prejudice process outside the registration process. For the parties to reach an agreement, both parties must be present at the conciliation hearing.

If one of the parties does not participate in the conciliation hearing, the case remains whole and can only be resolved by arbitration or by the labour tribunal, depending on the nature of the dispute. Sometimes the parties do not participate in conciliation because they prefer an adjudicative (or arbitration) procedure. However, it is important to note that arbitration is a much more stressful, time-consuming and costly process. R6000.00 – R1384.72 – R4615.28 (salary is) Run the same calculation as above. Real salary R4615.28 รท 4,333 – R1065.15 pw Monthly contribution – R1065.15 X 25% – R266.28 Employment contract (regardless, if it was concluded before or after the date of operation of the collective agreement concerned) may not authorize less favourable treatment than the collective agreement or the abrogation of the provisions of the collective agreement. However, the Council remains the body in which collective agreements are negotiated and, subsequently, we implement the provisions of the aforementioned collective agreement within the meaning of the Labour Relations Act. Although there are Provident Fund service centres in the Johannesburg, Cape Town and Durban branches, this can only be achieved by the comfort of the Members of the Council. Applications or payments from the contingency fund are not received or processed by the Board itself, as noted above. Yes, yes. Employers must pay the full amount that will be deducted from the union concerned no later than the 7th day of the month following the date of the deduction. For each monthly transfer, the employer must also provide the union with a list of the family names, initials, identification numbers, occupational categories, computer numbers, weekly salaries and sectoral addresses of each union member. (For more information, see item 54 of the main collective agreement).

The Commission can only make contributions of funds received. Short payments on contributions received may have the following consequences: i. Employers calculate contributions on the weekly base salary of employees. In general, wages increase in the industry in March of each year. As a result, contributions can be calculated on previous and current wages, i.e. the deficit; ii. Employers have the right to charge a portion of the contributions in a given month, since a worker is not unduly absent from work. Yes, new minimum wages came into effect on 1 March 2013. Overall, employee increases were also published before 1 March 2013.

Compensation plans can be found here. Yes, yes. The Board will pay a full-time salary to the worker, provided that he has sufficient resources for the worker`s balance.