Popcru NORTH WEST Province

04/02/2021

UPDATE ON THE SSSBC SPECIAL COUNCIL MEETING

REVIEW OF SERVICE ALLOWANCE

SAPS reported that they were still busy with their internal mandating process and requested more time for them to adequately respond.

Labour rejected this request raising the fact that this matter have been on the agenda for a long time.

After deliberations SAPS highlighted that they are committed to implement the review as per the draft tabled by Labour of R1 500 increase, although they needed to consult internally and deal with the calculation on the increase from 2001 till 2020 and subsequent following years.

Decision: SAPS will revert back to the SSSBC within 7 days failure which the matter will be elevated to the Principal bilateral.

EMPLOYMENT OF HOSPITAL GUARDS

SAPS reported that according to them this matter was finalised in 2010.

Labour rejected this response and further gave clarity that this matter has been deliberated thus a fact finding was conducted by the SSSBC as a result recommendations were tabled at the SSSBC. In light of this exercise SAPS requested Labour to table a draft agreement for their ease of their mandating process to which Labour tabled such a draft agreement in the process creating expectations.
Further to this Labour raised a concern that it seems the Chief negotiator was not briefed correctly by the SAPS negotiators.

Labour further proposed that within 14 days SAPS to come back to the SSSBC to discuss the draft as tabled by Labour for purposes of implementation before the end of this current financial year which ends by 31 March 2021.

SAPS gave their commitment to the course and agreed to the time frame as proposed.

Decision: SAPS to revert back to SSSBC for purposes of concluding an agreement on this matter within 14 days.

SSSBC AGREEMENT 2/2011 PROMOTION POLICY AND SALARY STRUCTURE

SAPS presented the recommendations from the PWC report.

The report was interacted by all parties to SSSBC.

Decision: Parties to participate in the upward mobility task team which will then report the recommendations to the SSSBC

SSSBC AGREEMENT 2/2011 INCORPORATION OF PUBLIC SERVICE ACT

SAPS requests time to deal with the costing measures regarding the implementation of the incorporation.

Labour reminded SAPS that there is no need to change Legislation since Section 29 of the SAPS Act give authority to the Minister and the National Commissioner to declare categories that falls within the SAPS Act.

Decision: SAPS to revert back to the SSSBC with all the costing and way forward on implementation at the next SSSBC meeting in February 2021

FSL Biology Building in KZN

This matter is long outstanding and a team from SSSBC consisting of one (1) per party shall do a site visit to this building on Wednesday 03 February 2021 and report back at the next SSSBC meeting.

20/08/2020

MEDIA STATEMENT

POPCRU calls for an increase in danger allowance

The Police and Prisons Civil Rights Union (POPCRU) calls for an urgent review and increase on service allowance for SAPS Act members, and further calls for an introduction of the danger allowance for the Public Service Act employees and SAPS act members.

Countless officials within the criminal justice cluster and the health sector alike have and continue to being strained by unsavoury working conditions they are confronted with, which have further been deteriorated by the global Covid-19 pandemic that has ravaged almost all aspects of our population’s livelihoods while leaving a trail of ill, and at times deceased colleagues and breadwinners.

Those in the criminal justice cluster have also been burdened by the fight against the ever-increasing criminal activities within our country, and yet they are always the last to be considered when their needs have to be catered for, partly demonstrated by the employer’s continued attempts to renege from signed agreements.

Considering the dire conditions these officers find themselves, be it Public Service Act or Police Act members, their situation has worsened, and it is for these reasons that their danger allowances should be reviewed.

With the allowance in the SAPS having been stagnant at R400 since 2001, we have submitted a position paper at the Safety and Security Sectoral Bargaining Council (SSSBC), therein demanding the allowance to be increased to R1500, which takes into consideration that according the SSSBC Agreement 4 of 2001, the initial allowance was supposed to have been increased yearly with the Consumer Price Index (CPI), including the cost of living adjustments and the frequency of the dangers these officers find themselves.

The Public Service Coordinating Bargaining Council (PSCBC) Resolution 4 of 2015 states that the danger allowance will increase with the CPI from the 1st of April every year. While we note that DCS members are covered, we also want to see this process benefitting the Public Service Act employees.

We call on all departments to finalise their submissions to the PSCBC through their sectors on all categories of those who are supposed to get danger allowance.

We further call for the implementation of a danger insurance for all public servants. Our experiences from the death benefits of many officers has proven not to be sustainable in the long-term, leaving behind immediate families of these officers under worse conditions, and unable to fund their schooling and addressing basic family needs.

This danger insurance will serve as a step towards improving their circumstances

Issued by POPCRU on 19/08/2020

For more information contact Richard Mamabolo on 066 135 4349

07/07/2020

Update

The arbitration on interpretation and application of Resolution 1 of 2018 clause 3.3 salary adjustment for financial year 2020/2021 that was supposed to take place on the 7th to the 8th of July 2020 has been postponed to the 10th of July 2020. DPSA has approached Labour Court on urgent basis seeking postponement of arbitration proceedings pending the outcome of Labour Court case lodged by unions that are not affiliated to COSATU. The Labour Court will make a ruling on the 10th July 2020 whether we continue with the arbitration or we should wait for the outcome of Labour Court case lodged by unions that are not affiliated to COSATU. The ruling of the Labour Court will be communicated to in due course.

Regards

05/07/2020

The Police and Prisons Civil Rights Union (POPCRU) is disheartened by yet another unfortunate and unwarranted gender-based violent act that has led to the brutal killing of Sergeant Martha Mamoitoi Bouwer from the Kanana SAPS in Klerksdorp, NW.

Cde Martha, just like many other countless victims of gender-based violence in our country, was allegedly killed by her partner who beat her up with a golf club on the night of the 30th of June 2020. Her lifeless body was discovered on the morning of the 1st of July by a concerned colleague.

With this and other recent eventualities of violent acts, we are distraught at the extent to which these preposterous acts continue to express themselves throughout our communities, and infuriated by the silence within which such inconceivable acts continue to normalise themselves.

This foul pandemic, which is clearly indiscriminate of any social standing, and affects us all must be collectively confronted and defeated. It is a societal problem, and cannot be isolated or designated solely to the attention of law enforcement officials.

The fact that the past yearly South African Police Service (SAPS) crime statistics indicate increases in the number of reported GBV cases firstly demonstrate that there is increased confidence among victims in reporting the cases, and secondly that these acts are rife. We need to work more closely in ensuring our police stations become friendly-zones in ensuring more victims come forward, while ensuring pro-active mechanisms are developed in countering such acts before they occur.

This includes ensuring a standardised syllabus for our young men in teaching them the values around gender equality and entrenching values that debunk the myths encouraging male superiority.

In the long-term, the solution to South Africa’s gender based violence crisis is not to task women with the responsibility of arming and protecting themselves, but rather to change the societal narrative around women and their bodily autonomy.

Issued by POPCRU on 05/07/2020
For more information contact Richard Mamabolo on 066 135 4349

01/07/2020

24/06/2020

SUBJECT: MISLEADING MESSAGES AGAINST POPCRU

1. This matter bears reference.

2. It has come to our attention that there are messages that are circulated by SAPU statin all sort of negative things against POPCRU whilst they are claiming victories that they have never attained.

3. It is disingenuous for SAPU to use Covid-19 pandemic and peddle lies that they will translate members from Public Service Act to SAPS Act. Members must be aware of these lies including another lie that they circulated not long ago informing Security Guards that they will translate them.

4. POPCRU feels that if these lies are left unattended they will mislead members in believing that what is said is true and below is a true reflection on the issues raised.

On the 10111 Translation

This matter emanates from 2017 when SAPU misled 10111 members in that they would ensure they are grade progressed to salary level 7. They further took those members on a strike and after which members were left abandoned with State debts and disciplinary sanctions against their names.

POPCRU intervened with the SAPS in that SSSBC Agreement 4/2017 on translation of 10111 was attained and later SSSBC Agreement 1/2019 which has been implemented to the latter.
This include none transverse issues in terms of Annexure B and C of SSSBC Agreement 4/2017 which is also implemented to the latter.

On Agreement 2/2011 Incorporation of Public Service Act to SAPS Act and other SSSBC Agreements
We call on all the members to be vigilant against the malice strategy by SAPU using the plight of the members for their recruitment purposes where they are urging members to sign a particular illegal form that require members to insert their names, ID numbers and signatures. This is just another desperate scam by SAPU to try and steal your details and use it to complete their recruitment forms where members would realise later that they have illegally joined SAPU.
It is imperative to mention that the matter on the Incorporation of the Public Service Act to the SAPS Act is a priority on the SSSBC Agenda and receiving all the necessary attention it deserves.
The discussions with the SAPS on this matter are at an advance stage and we can safely inform members that SAPU is not playing any role in the finalisation of this matter but only resorting to grand standing.

Not only this matter is at the advance stage but also all the SSSBC Agreements that have not yet been implemented are on the verge of being implemented and again SAPU is not playing any role in ensuring the implementation.

On COVID-19

Whilst members are suffering on the ground SAPU is busy using that as part of their recruitment strategy banking on the lives of vulnerable workers who are in the coalface of this pandemic.
SAPU pulled out of all the Steering Committees and that sends a clear signal of a Union that does not take care about the lives of members but we are not shocked because they have a history of abandoning members.

POPCRU is participating within all the Steering Committees and through our participation we can at least point out that indeed we are able to force employer to comply with all the provisions of the protocols and provision of PPE’s.

On PSCBC Resolution 1/2018 Salary Increments

SAPU withdrew from a Labour dispute and an arbitration that was held on the 22nd June 2020 for no apparent reason.
We are not shocked again because they are known for not signing agreements including this one.

On POLMED

They SAPU have disrupted all Annual General Meetings since 2016 till to date where pertinent issues like members benefits, POLMED financials amongst others were to be decided.
SAPU is even on record through their media statement saying they are fighting for the dissolution of POLMED which will lead to SAPS members going to Public Hospitals to seek medical health.

They are ignorant to such an extent that they do not even realise that amongst all medical aid schemes in South Africa POLMED is the best managed scheme and the cheapest.

On SSSBC

They SAPU are also on record writing to the PSCBC to disestablish the SSSBC and the implications of the disestablishment of the SSSBC will lead on all bread and butter matters relating to members be heard at the CCMA which is something that is not sustainable.

5. We therefore call on all members to be vigilant and refuse to be misled by SAPU in particular do not sign that form that is circulated because SAPU in its current form they are nowhere in a position to translate any member but will make sure that when things become heated they will disappear and leave members alone in the cold.

Kind regards,

20/05/2020

Update

Subsequent to the failure by government to implement clause 3.3 of the PSCBC, Res. 1 of 2018 meant to effect salary adjustments for public sector workers, POPCRU and other Cosatu unions admitted in the PSCBC declared a dispute to force the employer to implement the agreement.

The conciliation process resumed on the 28th of April 2020, and ended today, the 20th of May 2020.

This process ended without a solution towards the implementation of the PSCBC Res. 1 of 2018 and the adjustment of salaries of public servants.

Cosatu unions will convene an urgent Joint Mandating Committee (JMC) to discuss the next course of action.

Details thereof will be communicated in due course.

Regards

24/04/2020

COSATU JOINT MANDATING COMMITTEE (JMC) STATEMENT TO MEMBERS ON THE FAILURE BY THE EMPLOYER TO IMPLEMENT PSCBC RESOLUTION 1 OF 2018


This is an update to our members on the non-Implementation of the PSCBC Resolution 1 of 2018 “Agreement on the Salary Adjustments and Improvements on Conditions of Service for the period 2018/19; 2019/20 and 2020/21.

We, the following COSATU Public Service Unions: POPCRU, SADTU, DENOSA, PAWUSA, SAEPU & SAMA wish to bring to the attention of our members that following several attempts to break the impasse with the Employer on their failure to implement PSCBC Resolution 1 of 2018 to the latter, a dispute was referred in terms of the PSCBC constitution and the dispute resolution clause 10 as provided for in the agreement itself on the 16th April 2020.

The deliberate disregard of the provisions of the collective agreement including but not limited to clause 11 of the agreement is foreign in the public collective bargaining regime. We strongly view this as undermining the spirit of bargaining in good faith.

We collectively resolved after all attempts to persuade the employer to respect the collective agreement that we should refer the matter for dispute resolution. We have stated in our referral forms that the matter was very urgent and that the PSCBC should consider any available avenues including internet based platforms in compliance with the lockdown regulations. This is how much we view the seriousness of the matter.

The delay by the Council to respond to our desperate situation will be attended to after the lockdown so that we strengthen the capacity of the Council to enforce the collective agreements signed and treats all parties with respect.

We have done all these in defense of our hard fought labour rights including the right to collectively bargain.

The dispute is finally set down from the 28-30 May 2020 for conciliation and our team is hard at work to prepare for the defense of the collective agreement.

We wish to indicate that we are meticulously following on the Dispute Resolution mechanisms as set out in the constitution of the PSCBC and members shall be kept abreast from time to time on the developments regarding the Dispute processes.

We want to reiterate to our members that we will do everything within our power to resolve and win this impasse. We urge all our members not to be misled by fake news and misinformation peddled in the public. Our unity is our strength and our solidarity with one another is what will make us win the battles that lie ahead.

Issued by the JMC on behalf of the above-mentioned COSATU Public Service Unions.

Mugwena Maluleke COSATU JMC Co-Ordinator, 0827832968

23/10/2019

MEDIA STATEMENT

SAPU must learn to tell no lies, and claim no easy victories

The Police and Prisons Civil Rights Union (POPCRU) finds it extremely worrying the manner in which South African Policing Union (SAPU) has consistently stooped so low in their failed attempts to mislead workers.

If one tells the truth, one does not have to remember anything. However, the man who lies to himself and listens to his own lie comes to a point that he cannot distinguish the truth within him, or around him, and so loses all respect for himself and for others. And having no respect he ceases to love.

The same can be said of SAPU, as demonstrated by their recurring figments of their own imagination.

In his malevolent notice to its body-structure yesterday, Tuesday the 22nd of October 2019, the SAPU General Secretary Tumi Mogodiseng penned frolicsome claims, suggesting that POPCRU objected to the employer’s responds towards their stated demands of requesting a special council meeting on non-payments of pay progression.

In the first place, SAPU is not a signatory to pay progression, in terms of clause 4.2 of the PSCBC Resolution 1 of 2018.

Primary to our concern has been the fact that SAPU has consistently attempted to hijack platforms that POPCRU has created over the years, all in failed efforts to project themselves as the real defenders of workers.

As a matter of fact, POPCRU is not in the business of countering progressive ideals that would see its members’ working conditions improve. We stand for all that is in the best interests of workers in general.

The means this peddling SAPU has utilised in the hope that they gain sympathy has in turn destructed the lives of those whom they claim to represent, and this has in the recent past been observed by their ill-advice over the 10111 matter, where they misled workers by taking them on strike, something which led to them being penalised through the no leave, no pay principle. It was at that time of need where SAPU abandoned them as a failed project.

They have never been known for signing any agreements by the way.

To clarify those misled, we want to point out that on the 15th of October 2019, POPCRU called for a special SSSBC meeting under which numerous issues were raised, namely Agreement 2 of 2011 (incorporation), Agreement 3 of 2011 (grade and promotion policy), Agreement 4 of 2017 (Annexure B and C on the grading of the Public Service Act), Agreement 1 of 2019 (translation of 10111), the translation of hospital and security guards, the translation of crime intelligence analysts and the translation of Phuthaditshaba Mounted Unit.

We had called the employer to account on the above matters, and their response was that such matters were matters for normal Council.

It took POPCRU serious persuasion for the employer to understand that they have a duty to respond to the matters brought forth before the special sitting, hence they resorted to telling POPCRU they do not have a mandate to respond.

POPCRU contributed and participated fully in questioning the SAPS as to when they were going to give members their pay progression, and even went further to remind them that the back pay must be paid, and also called upon SAPS to respect PSCBC Resolution 1 of 2018.

Even at that time, POPCRU was mindful of the fact that pay progression was still outstanding, and even SSSBC records can attest to the fact that it was POPCRU who tabled this matter at the SSSBC in May 2019, just before the collapse of negotiations in that council.
If SAPU is worthy of itself, it should have known better.

POPCRU’s participation at the SSSBC is not at the behest of SAPU, it has never at a single point appointed SAPU as its spokesperson, and therefore SAPU has got no credence in thinking they can speak on POPCRU’s behalf.

POPCRU is an independent majority formation within the SAPS.

SAPU must refrain from telling lies, and claiming easy victories.

Issued by POPCRU on 23/10/2019
For more information contact;



03/09/2019

07/08/2019

Popcru North West led by 2nd Deputy president cde bonny marekwa today donated school shoes, socks, toiletry and sanitary towels to needy learners of Gobusamang primary school and Goitsemang Primary school ko pella

05/08/2019

MEDIA ALERT

POPCRU North West to donate school shoes

The Police and Prisons Civil Rights Union (POPCRU) in the North West Province will be donating school shoes and socks to learners in the North West Province.

Led by our 2nd Deputy President Bonny Marekwa, a delegation will be visiting the Gobusamang and Goitsemang Primary Schools respectively, where the shoes and socks will be donated to children whose disadvantaged families struggle to make ends meet.

This program is continuous and aimed at ensuring that there is no child left out of schooling due to their unfavourable material conditions.

The hand-over event is to take place as follows;

Wednesday, 7 August 2019
10h00
Gobusamang and Goitsemang Primary Schools, Phela village, Rustenburg

Media is hereby invited.

Issued by POPCRU on 05/08/2019
For more information contact Richard Mamabolo on 066 135 4349

23/05/2019

TRANSLATION OF 10111 CALL CENTRE OPERATORS POSTS UTILISED WITHIN THE SAPS SSSBC AGREEMENT 1/2019
23 May 2019

1. Kindly be advised that parties to the SSSBC have concluded a Collective Agreement on the Translation of 10111 Call Centre Operators Posts in terms of SSSBC Agreement 1/2019.

2. This agreement revokes clause 7 of SSSBC Agreement 4/2017 and will be applicable as follows.

3.1 The current Public Service Act posts within the 10111 Call Centres will be translated to posts under the South African Police Service Act 1995;

3.1.1 All interested employees who are employed at the 10111 Call Centres as Call Centre Operators as on 1 April 2019, and who are employed in terms of the Public Service Act 1994, will be considered for translation to the said vacant posts with effect from 1 April 2019, provided that they conform to the following criteria:

• Permanent Residence (RSA);
• At least a Grade 10 certificate or fully completed qualification on equivalent NQF level;
• Suitability (which may be affected be a person’s record of conduct/criminal and/or disciplinary record);
• No visible tattoo when wearing the summer uniform/no tattoo that is irreconcilable with the objectives of the Service;
• Willing to undergo the prescribed shortened basic training as and when required; and
• Willing to undertake the prescribed Oath.

3.1.2 The affected employees will be translated as follows:
• Call Centre Operators on Salary Level 5 – Constable;
• Call Centre Operators on Salary Level 6 – Sergeant; and
• Call Centre Operators on Salary Level 7 – Warrant Officer.
3.1.3 Employees currently employed as Call Centre Operators at the 10111 Call Centres and who are not interested/successful in translation/appointment to the SAPS Act 1995, will be considered for lateral placement in terms of the provisions of the Transfer Policy, SSSBC Agreement 5 of 1999.

3.2. The previous service of Public Service Act, 1994 employees who are translated/appointed to the SAPS Act, 1995 in terms of this Agreement, will be recognised for purposes of leave, long service recognition, pension and salary.

Those members which may be affected by their personal records of conduct/criminal and/or disciplinary record shall be considered on individual basis depending on merits of their cases.

3. Hoping you find this in order.

Kind regards,

07/05/2019

Workers who vote for the DA are voting against their interests



COSATU has avoided commenting on the election campaigns of opposition political parties during the elections, many of them do not warrant the attention of the biggest federation in this continent. However, one party, the DA, has chosen to unashamedly market itself as the nemesis of workers and has promised its funders that it will stop at nothing to destroy workers’ hard-won rights.



Four things stand out in this regard in the DA’s 2019 elections campaign:



· The DA’s elections manifesto promise to scrap the national minimum wage:

o The DA manifesto seeks to collapse the NMW by allowing workers to “agree” to waive it when a boss offers them a job.

o The DA proposes that the NMW be reduced to the level of a social grant.



· The DA’s elections manifesto promise to scrap all progressive labour laws:

o These include laws that protect workers from being unfairly dismissed or victimised, that guarantee minimum decent conditions of work e.g. not being forced to work excessive hours, ensure workers can work in a safe environment etc.



· The DA’s elections pledge to privatise State-Owned Enterprises and retrench 1000s of SOE workers:

o Their response to the looting of SOEs is to punish workers and increase the already ballooning unemployment rate.



· The DA’s Parliamentary List is 58% white and only 30% African:

o Yet the DA has been pontificating to all and sundry that they are no longer a majority white party, are the most non-racial etc. This represents, in fact, a disservice to the national project of building a non-racial society.



COSATU’s elections stance has always been clear, that only the ANC has shown itself to be a champion of workers’ rights. However, it is important for workers to know that some parties, in particular, the DA is opposed to all their hard-won rights and have committed themselves to reverse them if elected.



Issued by COSATU

Sizwe Pamla (Cosatu National Spokesperson)
Tel: 011 339 4911
Fax: 011 339 5080
Cell: 060 975 6794

01/05/2019

North West may day rally celebration. James motlatsi stadium orkney

24/04/2019

Popcru North West Provincial executive committee meeting 24-25 April 2019. Klerksdorp

11/03/2019

POPCRU on the job evaluation and grading of specialised units within the SAPS SSSBC agreement 3 of 2018 and other issues

We note with concern the outcry made by the South African Police Union (SAPU) regarding the SSSBC agreement 3 of 2018, claiming that they do not form signatories and that the agreement creates divisions.

For us as the Police and Prisons Civil Rights Union (POPCRU), every journey starts with a single step.

For the record, we regraded public servants from level 3 to level 5, and also grade progressed constables and sergeants in 2014 and 2015 (Verify dates), which at the time excluded warrant officers.

It was not that warrant officers were ignored at the time, but because the backlog was too much on constables who then met the requirements of 7 years and above, hence their regrading.

The first people we regraded were public servants from 1 to 3, 3 to 5, and we still maintain that those who were at level 5 at the time should be graded to supervisory positions, notwithstanding the fact that we are vigorously pushing for the incorporation of all Public Service Act to the SAPS Act.

We have recently concluded a collective agreement at the Safety and Security Sectoral Bargaining Council (SSSBC) agreement 3 of 2018, which deals with the job evaluation of entry levels in the South African Police Service (SAPS).

The job evaluation was conducted as a first phase for the Specialised Units, eg. Special Task Force (STF), National Intervention Unit (NIU), Counter Assault Team (CAT), Tactical Response Team (TRT) and Static and Close Protection.

This agreement is a first of its kind, as the SAPS has never done any job evaluation over the past years.
It is not true that this process was only meant to benefit a few as all SAPS members will benefit. As stated in clause 3.2 to 3.4 of the agreement, this job evaluation was done in a staggered approach due to financial constraints.

It should be noted that those members who may not be covered at the present moment by agreement 3 of 2018 are covered in terms of agreement 2 of 2018 which deals with the grade progression of about 28 000 members ranging from constables to sergeants, sergeants to warrant officers and warrant officers from band B1 to band B2.

Although we are realising that there is still a backlog with regards to grade progression of about 41 000 members, we have since concluded that agreement 2 of 2018 with a view that we will be able to address this backlog within a period of 3 years.

We also want to dispel the myth that POPCRU does not care for Public Service Act members;

1. In 2011, we signed a collective agreement, SSSBC agreement 2 of 2011 which dealt with the incorporation of the Public Service Act to the SAPS Act.

2. In 2013, after we had marched to the SAPS Head Office, a sizeable number of admin clerks were regraded to salary level 5, from salary levels 1 to 3.

3. In 2017, we concluded agreement 4 of 2017 which dealt with transverse issues contained in Annexures B and C. There is progress on the implementation of regrading those levels to better salary levels. We are only awaiting the Department of Public Service and Administration (DPSA) to issue a directive on the proposed regrading for implementation purposes.

4. The same agreement 4 of 2017 deals with the translation of 10111 posts to the SAPS, and the process is on, although there are some challenges with regards to implementation. As soon as the challenges are resolved, we are hopeful that the implementation shall be realised.

5. In February 2018, we tabled a position paper demanding a grade progression of Public Service Act members who are on salary levels 6 and 8, who have also been overlooked by the system. We have since provided the SAPS with proof that they issued a directive insinuating that there is no more salary levels 6 and 8 within the SAPS. Suring the last SSSBC meeting, SAPS made a commitment to respond to us in writing.

6. In October 2018, we tabled another position paper regarding the IAC analysts employed under the Public Service Act within the Crime Intelligence environment. This matter is on the agenda of the SSSBC for further discussions.

7. In the SSSBC, we have established a committee that will deal with modalities on the incorporation of the Public Service Act to the SAPS Act, while noting that agreement 2 of 2011 was subjected to court processes.

8. While we are busy with the job evaluation and grading of entry levels in the SAPS, we have realised the concerns from broader members who are necessarily on entry levels, but on higher ranks. We have taken it upon ourselves during the SSSBC meeting which was held on the 7th of February 2019 that such members should also be looked at in ensuring there’s an upward mobility for them.

This agreement 3 of 2018 has benefitted all members listed, regardless of affiliation to any of the unions. We pride ourselves that for the first time in history, we have concluded such a collective agreement. It has always been our view that the current entry level posts in the entire SAPS are disproportionate. Therefore, we challenge any union who feels that POPCRU has sold out to advise their members to take back those ranks that they have received to the SAPS and go negotiate a better deal for them.

From the 1st o April 2019 and moving forward, we will be signing another agreement which will cover everyone who has not been covered by the 2018 agreement as this is a 3-year program.

Issued by POPCRU.