Notice No. 622
I, Membathisi Mphumzi Shepherd Mdladlana, Minister of Labour, in terms of section 51(1) of the Basic Conditions of Employment Act, 1997, make a sectoral determination establishing conditions of employment for employees in the Contract Cleaning Sector, South Africa in the schedule hereto and determine the second Monday after the date pf publication of this notice as the date from which the provisions of the said Sectoral Determination shall become binding.
M. M. S. MDLADLANA
Minister of Labour
1) This determination shall apply in the Republic of South Africa to every employer in the Contract Cleaning Sector and to all employees in that trade, except-
2) For the purposes of determining the wage rate applicable to an employee, the area where the employee performed that work shall be the area contemplated in clause 3 irrespective of whether or not the employer has an establishment in that area.
Unless the context indicates otherwise, any expression used in this determination and which is defined in the Basic Conditions of Employment Act, 1997, has the same meaning as in that Act, further, unless inconsistent with the context-
"administrative personnel"
means employees who are charged by the employer with the performance of work entailing responsibility for taking decisions of an administrative nature in the conduct of any activity;
"annual leave cycle"
means the period of 12 months employment with the same employer.
"agreement"
includes a collective agreement.
"CCMA"
means the Commission for Conciliation, Mediation and Arbitration established in terms of section 112 of the Labour Relations Act, 1995;
"cleaner"
means a person employed to clean office, school, business, factory, residential or any other premises, or any airplanes, trucks, cars, buses, trains or any other vehicle requiring to be so cleaned on a contractual basis and/or to clean the furniture and any other object(s) in such premises and vehicles, and/or to perform any work incidental thereto;
"Contract Cleaning Sector"
means the sector in which employers and employees are associated on a fixed-term or fixed-project contract for the purpose of cleaning or washing by hand or machine, of furniture, windows, carpets, doors, floors, tools, machinery, under supervision at industrial and commercial premises, buildings, and flats that are let commercially or any airplanes, trucks, cars, buses, trains or any other vehicle requiring to be so cleaned;
"day"
means a period of 24 hours measured from the time when the employee normally commences work.
"emergency work"
means work which is required to be done without delay owing to circumstances for which the employer could not reasonably have been expected to make provision and which cannot be performed by employees during their ordinary hours of work.
"employee"
means any person excluding an independent contractor, who works for another person for more than 24 hours per month in the Contract Cleaning Sector and who receives, or is entitled to receive, any remuneration;
"establishment"
means any premises or part thereof, on or in connection with which one or more employees are employed in the Contract Cleaning Sector;
"hourly-rated employee"
means an employee whose wage is calculated on an hourly basis notwithstanding the frequency of the payment thereof;
"incapacity"
means inability to work owing to any sickness or injury other than sickness or injury caused by an employee's own misconduct: Provided that any such inability to work, caused by an accident or scheduled disease for which compensation is payable under the Compensation for Occupational Injuries and Diseases Act, 1993, shall only be regarded as incapacity during any period in respect of which no disablement payment is payable in terms of that Act.
"law"
includes the common law;
"manager"
means an employee who is charged by his/her employer with the overall supervision over, responsibility for, and direction of the activities of and establishment and the employees engaged therein;
"medical practitioner"
means-
a) a person entitled to practice as a medical practitioner in terms of section 17 of the Medical, Dental and Supplementary Health Service Professions Act, 1974 (Act No 50 of 1974); or
b) a traditional healer;
"midwife"
means a person registered or enrolled to practice as a midwife in terms of section 16 of the Nursing Act, 1978 (Act No. 50 of 1978);
"Month"
means a calendar month.
"night work"
means work performed after 18:00 and before 06:00 the next day;
"ordinary hours of work"
means the hours of work prescribed in clause 8 but if by agreement between an employer and the employee the Latter works a lesser number of ordinary hours, it means such shorter hours;
"overtime"
means the time that an employee works during a day or a week in excess of ordinary hours of work;
"paid public holiday"
means all public holidays declared as such in terms of the Public Holidays Act, 1994
"remuneration"
means any payment in money or in kind, or both in money and in kind, made or owing to any person in return for that person working for any other person, including the State, and "remunerate" has a corresponding meaning;
"shift worker"
means an employee who is engaged in shift work in a workplace in which two or three consecutive shifts per day are worked on not more than six day per week;
"short time"
means a temporary reduction in the number of ordinary hours of work owing to slackness of trade, shortage of raw materials, vagaries of the weather, a breakdown of plant or machinery or buildings that are unfit for use or is in danger of becoming unfit for use.
"the Act"
means the Basic Conditions of Employment Act ,1997;
"Trade"
means an industry or a service or a part of an industry or a service;
"wage"
means that amount of money payable to an employee in terms of clause 3 read with clause 11 in respect of his/her ordinary hours of work: Provided that if an employer regularly pays an employee in respect of such ordinary hours of work an amount higher than that prescribed in clause 3, it means such higher amount, and "weekly wage" has a corresponding meaning;
"weekly wage"
see "wage";
"week"
in relation to an employee, means the period of seven days within which the working week of that employee ordinarily falls;
"work place"
means any place where employees work.
Hourly-rated employee: An employer shall pay an employee in respect of each hour or part there of (excluding overtime) worked by the employee on any day other than a paid holiday or a Sunday, not less than the hourly wage prescribed in schedule below:
| AREAS | AREA A | AREA B | AREA C |
| Magisterial districts or Municipal areas of: Alberton, Bellville, Benoni, Boksburg, Brakpan, Germiston, Goodwood, Johannesburg, Kempton Park, Krugersdorp, Kuilsriver, Mitchells Plein, Nigel, Oberholzer, Paarl, Port Elizabeth, Pretoria, Randburg, Randfontein, Roodepoort, Sasolburg, Simons Town, Somerset West, Springs, Stellenbosch, Strand, Cape Town, Uitenhage, Vanderbijlpark, Vereeniging, Westonaria, Wonderboom, and Wynberg. |
In the rest of Kwa-Zulu Natal excluding any area covered by a bargaining council. | In the rest of the RSA * | |
| RATES PER HOUR | RATES PER HOUR | RATES PER HOUR | |
| MINIMUM WAGES FOR ALL EMPLOYEES | First 12 months R6,00 Second 12 months R6,42 |
First 12 months R5,13 Second 12 months R5,49 |
First 12 months R4,80 Second 12 months R5,14 |
1) The wage of an employee shall be calculated as set out hereunder:
1) For employees, save as provided in clauses 10(1) and 15(1), an employer must pay to an employee any remuneration that is paid in money-
2) Any remuneration paid by cash or by cheque must be given to each employee-
3) An employer must pay remuneration-
4) Clause 5(3)(b) does not apply to any pension or provident fund payment to an employee that is made in terms of the rules of the fund.
1) An employer must give an employee the following information in writing on each day the employee is paid:
1) An employer may not make any deductions from an employee's remuneration other than the following:
2) An employer who deducts an amount from an employee's remuneration in terms of subclause (1) for payment to another person must pay the amount to the person in accordance with the time period and other requirements specified in the agreement, law, court order or arbitration award.
3) Training fee: Subject to the provisions of any other act, no payment by or on behalf of an employee shall be accepted by an employer, either directly or indirectly, in respect of the employment or training of that employee.
4) Purchase of goods: An employer shall not require an employee to purchase any goods from the employer or from any shop, place or persons nominated by the employer.
5) Accommodation, meals and rations and payment in natura: An employer shall not as a condition of employment require the employee to accept accommodation, meals or rations from the employer or from any person or at any place nominated by the employer. An employer shall not as a condition of employment require an employee to receive any in natura form of payment in lieu of wages or a part of the employee's wages.
6) A deduction in terms of subclause (1) may be made to reimburse an employer for loss or damage only if-
7) An employer may not require or permit an employee to-
8) Except where otherwise provided in this determination, whenever an employee is absent from work other than on the instructions of the employer, a deduction proportionate to the period of such absence and calculated on the basis of the wage which such employee was receiving in respect of the employee's ordinary hours of work at the time of such absence.
9) Short time: Whenever the ordinary hours of work specified in the Act are reduced on account of short time, a deduction not exceeding the amount of the employee's hourly wage in respect of each hour of such reduction:
Provided that-
1) An employer may not require or permit an employee to work more than-
1) An employer who employs 10 or more employees may not require or permit an employee to work overtime otherwise than in terms of an agreement concluded by the employer with the employee and such overtime shall not exceed-
2) An employer who employs less than 10 employees may not require or permit an employee to work overtime otherwise than in terms of an agreement concluded by the employer with the employee and such overtime shall not exceed-
1) An employer shall pay an employee who works overtime at a rate of not less than one and a half times the hourly wage in respect of the overtime referred to in clause 9.
2) Any time worked on Sundays and paid public holidays shall be paid in accordance with the provisions of clauses 16 and 17.
3) Despite subclause (1), an agreement may provide for an employer to-
4) An employer must grant paid time off in terms of subsection (3) within one month of the employee becoming entitled to it.
5) An agreement in writing may increase the period contemplated by subclause (4) to 12 months.
6) An agreement concluded in terms of subclause (3)with an employee when the employee commences employment, or during the first three months of employment, lapses after one year.
1) An agreement in writing may require or permit an employee to work up to twelve hours in a day, inclusive of the meal intervals required in terms of clause 13, without receiving overtime pay.
2) An agreement in terms of subclause (1) may not require or permit an employee to work-
1) Despite clause 8(1) and 9(1)(b), the ordinary hours of work and overtime of an employee may be averaged over a period of up to four months in terms of a written agreement.
2) An employer may not require or permit an employee who is bound by a agreement in terms of subclause (1) to work more than-
3) An agreement in terms of subclause (1) lapses after 12 months.
4) Subclause (3) only applies to the first two agreements concluded in terms of subclause (1).
1) An employer must give an employee who works continuously for more than five hours a meal interval of at least one continuous hour.
2) During a meal interval the employee may be required or permitted to perform only duties that cannot be left unattended and cannot be performed by another employee.
3) An employee must be remunerated-
4) For the purposes of subclause (1), work is continuous unless it is interrupted by an interval of at least 60 minutes.
5) An agreement in writing may-
1) An employer shall grant to each of the employees a rest interval of not less than 15 minutes as near as practicable in the middle of the first and second work period of the day, and during such interval such employee shall not be required or permitted to perform any work, and such interval shall be deemed to be part of the ordinary hours of work of such employee.
2) An employer must allow an employee-
3) A daily rest period in terms of subclause (1)(b) may, by written agreement, be reduced to 10 hours for an employee-
4) Despite subclause (1)(c), an agreement in writing may provide for-
1) An employer must pay an employee who works on a Sunday at double the employee's wage for each hour worked, unless the employee ordinarily works on a Sunday, in which case the employer must pay the employee at one and one-half times the employee's wage for each hour worked.
2) If an employee works less than the employee's ordinary shift on a Sunday and the payment that the employee is entitled to in terms of subclause (8) is less than the employee's ordinary daily wage, the employer must pay the employee the employee's ordinary daily wage.
3) Despite subclause (1) and (2), an agreement may permit an employer to grant an employee who works on a Sunday paid time off equivalent to the difference in value between the pay received by the employee for working on the Sunday and the pay that the employee is entitled to in terms of subclause (1) and (2).
4) Any time worked on a Sunday by an employee who does not ordinarily work on a Sunday is not taken into account in calculating an employee's ordinary hours of work in terms of clause 8, but is taken into account in calculating the overtime worked by the employee in terms of clause 9(1)(b).
5) If a shift worked by an employee falls on a Sunday and another day, the whole shift is deemed to have been worked on the Sunday, unless the greater portion of the shift was worked on the other day, in which case the whole shift is deemed to have been worked on the other day.
6) An employer must grant paid time off in terms of subclause (3) within one month of the employee becoming entitled to it.
7) An agreement in writing may increase the period contemplated by subclause (6) to 12 months.
1) An employer, who requires or permits an employee to perform night work, may do so, provided that-
2) An employer who requires an employee to perform work on a regular basis after 23:00 and before 06:00 the next day must-
3) For the purposes of subclause (2) an employee works on a regular basis if the employee works for period of longer than one hour after 23:00 and before 06:00 at least five times per month or 50 times per year.
1) An employer may not require an employee to work on a public holiday except in accordance with an agreement.
2) If a public holiday falls on a day on which an employee would ordinarily work, an employer must pay-
3) If an employee works on a public holiday on which the employee would not ordinarily work, the employer must pay that employee an amount equal to-
4) An employer must pay an employee for a public holiday on the employee's usual pay day.
5) If a shift worked by an employee falls on a public holiday and another day, the whole shift is deemed to have been worked on the public holiday, but if the greater portion of the shift was worked on the other day, the whole shift is deemed to have been worked on the other day.
1) An employer must grant to an employee at least:
2) An employer must grant an employee an additional day of paid leave if a public holiday falls on a day during an employee's annual leave on which the employee would ordinarily have worked.
3) The employer shall pay an employee in respect of the leave prescribed in subclause (1) an amount not less than three times the weekly wage which the employee was receiving immediately prior to the date on which the leave commenced.
4) The leave prescribed in subclause (1) shall be granted and be taken at a time to be fixed by the employer: Provided that-
5) The remuneration in respect of the leave prescribed in subclause (1), read with subclause (3), shall be paid not later than the last working day before the date of commencement of the leave.
6) Upon termination of employment the employer shall pay the employee the pay in respect any period of leave which has accrued to the employee but was not granted to the employee before the date of termination of the employment.
7) If the employee has been in employment longer than four months, in respect of the employee's annual leave entitlement during an incomplete annual leave cycle as defined in subclause (1)-
8) For the purposes of this clause the expressions "employment" and "period of employment" shall be deemed to include any time during which the employer requires an employee not perform emergency work.
9) Closing of establishment:
1) During every sick leave cycle of 36 consecutive months of employment with the employer an employee is entitled to an amount of paid sick leave equal to the number of days the employee would normally work during a period of six weeks. Provided that-
2) An employer may, as a condition prior to payment of any amount claimed in terms of this clause by an employee in respect of any absence from work-
3) For the purpose of this clause-
4) This clause does not apply to an inability to work caused by an accident or occupational disease as defined in the Compensation for Occupational Injuries No. 130 of 1993), or except in respect of any period during which no compensation is payable in terms of those Acts.
1) An employee is entitled to at least four consecutive months' maternity leave.
2) An employee may commence maternity leave-
3) No employee may work for six weeks after the birth of her child, unless a medical practitioner or midwife certifies that she is fit to do so.
4) An employee who has a miscarriage during the third semester of pregnancy or bears a stillborn child is entitled to maternity leave for six weeks after the miscarriage or stillbirth, whether or not the employee had commenced maternity leave at the time of the miscarriage or stillbirth.
5) An employee must notify an employee in writing, unless the employee is unable to do so, of the date on which the employee intends to-
6) Notification in terms of subclause 5 must be given-
1) No employer may require or permit a pregnant employee or an employee who is nursing her child to perform work that is hazardous to her health or the health of the child.
2) During an employee's pregnancy, and for a period of six months after the birth of her child, her employer must offer her suitable, alternative employment on terms and conditions that are not less favourable than her ordinary terms and conditions of employment, if-
1) This clause applies to an employee-
2) An employer must grant an employee, during each annual leave cycle, at the request of the employee, three days' paid leave, which the employee is entitled to take-
3) Subject to subclause (5), an employer must pay an employee for a day's family responsibility leave-
4) An employee may take family responsibility leave in respect of the whole or a part of a day.
5) Before paying an employee for leave in terms of this clause, an employer may require reasonable proof of an event contemplated in subclause (2) for which the leave was required.
6) An employee's unused entitlement to leave in terms of this section lapses at the end of the annual leave cycle in which it accrues.
7) A collective agreement may vary the number of days and the circumstances under which leave is to be granted in terms of this section.
1) Subject to the provisions of the Labour Relations Act of 1995 an employer or an employee, who desires to terminate the contract of employment, shall give notice in writing, except when it is given by an illiterate employee-
2) The notice prescribed in subclause (1) shall be given on any working day: Provided that-
1) For the purposes of this clause, "operational requirements" means requirements based on the economic, technological, structural or similar needs of an employer.
2) An employer must pay an employee who is dismissed for reasons based on the employer's operational requirements severance pay equal to at least one week's remuneration for each completed year of continuous service with that employer, calculated in accordance with clause 4.
3) An employee who unreasonably refuses to accept the employer's offer of alternative employment with that employer or any other employer, is not entitled to severance pay in terms of subclause (2)
4) The payment of severance pay in compliance with this clause does not affect an employee's right to any other amount payable according to law.
5) If there is a dispute only about the entitlement to severance pay in terms of this section, the employee may refer the dispute in writing to the CCMA.
1) An employer shall supply in serviceable condition, free of charge, any uniform, overall, gumboots or other protective clothing which the employer requires the employee to wear or which by any law the employer is required to provide for the employee, and any such uniform, overall, gumboots or other protective clothing shall remain the property of the employer.
2) The employer must issue articles indicted in subclause (1) within seven days after an employee has commenced work provided that-
3) No employer shall make any deduction from the wages of any employee in regard to any article provided to that employee in terms of subclause (1) unless the loss or damage occurred in the course of employment and was due to the fault of the employee; if
4) the employer has followed a fair procedure and has given the employee a reasonable opportunity to show why the deductions should not be made;
5) the total amount of the debt does not exceed the actual amount of the loss or damage;
6) the total deductions from the employee's remuneration in terms of this subclause do not exceed one-tenth of the employee's weekly wage.
1) An employer must supply an employee, when the employee commences employment, with the following particulars in writing-
2) When any matter listed in subclause (1) changes-
3) If an employee is not able to understand the written particulars, the employer must ensure that they are explained to the employee in a language and in a manner that the employee understands.
4) The employer must keep written particulars in terms of this clause for a period of 12 months after the termination of employment.
1) An employer must ensure that a copy of the Determination is available and accessible to the employee.
2) give a copy of that sectoral determination-
1) On termination of employment an employee is entitled to a certificate of service stating-
1) An employer shall provide an attendance register substantially in the prescribed format, in which the employer shall record in ink or indelible pencil the name and class of each of the employees and if an employee is unable to write, the employer shall on the employee's behalf for each day worked and on that day make the necessary entries in the presence of a person nominated by the employee, and shall sign such entries.
2)An employer may, instead of an attendance register, provide a semi-automatic time recorder which records substantially the same information as is required to be kept in the attendance register specified in subclause (1).
3)Unless prevented from doing so by unavoidable causes, every employee shall, in respect of each day worked on that day-
4)An employer shall retain such attendance register referred to in subclause (1) or the information recorded by a semi-automatic time recorder referred to in subclause (2), as the case may be, for a period of not less than three years after the date of the last entry therein or thereon.
1) Enforcement of this determination is done in term of chapter ten of the Basic Conditions of Employment Act, No. 75 of 1997.
All the provisions of Wage Determination 482, Contract Cleaning Trade, South Africa published under Government Notice No. R.1484 of 20 November 1998 will be cancelled by this Determination with effect from the date of publication.
I, Membathisi Mphumzi Shepard Mdladlana, Minister of Labour, in terms of Section 52 (1), read with Section 55(4)(m), of the Basic Conditions of Employment Act, No 75 of 1997, hereby invite interested providers to establish and administer a Provident Fund for the Contract Cleaning Sector as set out in the Schedule below. Potential providers should forward their proposals to: The Directorate: Employment Standards, Department of Labour, Private Bag X117, Pretoria within 60 days of the publication of this notice.
M M S MDLADLANA,MP
Minister of Labour
Gazetted on 10 November 2000 in GG 21743 as Sectoral Determination 4 (not 1) which is the Clothing and Knitting Sector. No correction notice amending this schedule to Sectoral Determination 1 has been gazetted yet.
Establishment of a Provident Fund for the Contract Cleaning Sector
1. Topic
1.1 The purpose of this notice is to invite interested providers to establish and administer a provident fund for the Contract Cleaning Sector. A contribution collection service is also required.
2. Background
>2.1 Section 55(4)(m) of the Basic Conditions of Employment Act, 1997 stipulates that the Minister of Labour may make a sectoral determination regulating pension, provident, medical aid, sick pay, holiday and unemployment schemes or funds on recommendation of the Employment Conditions Commission.
2.2 An investigation into minimum wages and conditions of employment for the Contract Cleaning Sector was completed in 1999 and a sectoral determination published on 14 May 1999. Provident fund provisions were not included in the Sectoral Determination since the Employment Conditions Commission had recommended that the legislation of a provident fund stand over until the Sector has completed its deliberations on the issue.
2.3 The sector consists of approximately 326 employers that employ an estimated 55 000 employees, nationally. A bargaining council is registered for the sector in KwaZulu Natal. The agreement for the Bargaining Council Contract Cleaning (Natal) covers approximately 11 000 employees or 20% of all employees in the sector.
2.4 The employers organizations and employee organizations active in the sector are:
- National Contract Cleaning Association (NCCA)
- National Organization of Employers South Africa (NOESA)
- Consolidated Employers Association of South Africa (CEASA)
- Transport and General Workers Union (TGWU)
- NASAWU
- SACSAWU
- NEGEWU
- BAWU
- FOCSWU
- HOTELICMA
- FGWU
2.6 The NCCA and the Trade Unions mentioned in point 2.4 have formed a Bargaining Forum that negotiates wages and conditions of employment. The NCCA represents the majority (220) of employers in the sector.
2.7 In an agreement signed on 24 November 1998 the parties to the Bargaining Forum had agreed to a provident fund contribution of 4%.
2.8 Minimum wages are determined for the sector as contained in the wage schedule below. The wages became binding on 24 May 1999:
AREAS AREA A AREA B AREA C Magisterial districts
or Municipal areas of:
Alberton,
Bellville,
Benoni,
Boksburg,
Brakpan,
Germiston,
Goodwood,
Johannesburg,
Kempton Park,
Krugersdorp,
Kuilsriver,
Mitchells Plein,
Nigel,
Oberholzer,
Paarl,
Port Elizabeth,
Pretoria,
Randburg,
Randfontein,
Roodepoort,
Sasolburg,
Simons Town,
Somerset West,
Springs,
Stellenbosch,
Strand,
Cape Town,
Uitenhage,
Vanderbijlpark,
Vereeniging,
Westonaria,
Wonderboom,
and Wynberg.In the rest of Kwa-Zulu Natal excluding any area covered by a bargaining council. In the rest of the RSA * RATES PER HOUR RATES PER HOUR RATES PER HOUR MINIMUM WAGES FOR ALL EMPLOYEES First 12 months R6,00
Second 12 months R6,42First 12 months R5,13
Second 12 months R5,49First 12 months R4,80
Second 12 months R5,142.9 The sector is labour intensive and the majority of employees consist of women. Fixed contracts are concluded with clients. The duration of these contracts is normally one year.
3. Tasks that the provider will be required to carry out
3.1 The providers are required to establish and administer a national provident fund for the Contract Cleaning Sector. The provider will be expected to submit quotations pertaining to the following services:
3.1.1 Benefit Portfolio
3.1.2 Collection of Contributions Service
3.1.3 Administrative Service
3.1.4 Investment Portfolio
3.2 Providers may submit quotations to render a collection of contribution or administrative service only.
3.3 To facilitate the quotation/tendering process all providers have to answer the following questions as thoroughly as possible.
3.3.1 Contribution Collection/Credit Control
- Will you fulfill this function?
- How many full-time staff will be employed to fulfill this function?
- How frequently will you report to the Board of Trustees?
- How do you envisage establishing the initial database?
- Should the Contract Cleaning Sector decide to establish a Bargaining Council some time in the future would you be prepared to outsource this function to the Council together with all the historical data?
- If so, how do you envisage managing the transition with specific reference to?
Staffing
Training
Computer software
Computer hardware- Would your cost as quoted for this function fall away once the Bargaining Council is fully functional?
- What will your cost be for this function expressed as % of total annual payroll?
3.3.2 Administration Service
- What is the scope of your administration service?
- Does your fee include the following?
Administration manuals?
Toll free call centres?
Helpdesks?
Customized stationery?
Centralized or decentralized administration delivery?- Will the fund be registered as a private or an underwritten fund?
- How many full-time staff will be employed to fulfill this function?
- Will you enter into a written administration agreement with the Industry?
- Will you be prepared to commit yourself in writing to specific turnaround times in service delivery? (Please stipulate costs if any of the above services are not included in your fee).
- What will your cost for this service be expressed as a % of total annual salaries excluding Contribution Collection! Credit Control per item above?
- Indicate what statutory obligations have to be adhered to that are not covered by your fees.
3.3.3 Risk Benefits (Death, Disability and Funeral Cover)
- Please state your costs expressed as a % of total annual payroll.
- State the extent of your risk exposure and the name of your reassurer.
- Would you be prepared to enter into a profit sharing agreement with the Industry and if so, on what basis?
- State whether your costs are likely to be sustained in the long term.
- State whether there will be medical requirements when a new member joins.
- What is the minimum number of employees needed for you to hold your quoted rates:
- On take on?
- After three months?
- After six months?
- After one year?
- Can you guarantee your quoted rates irrespective of the claims history?
- What will happen if losses are incurred?
- Who will be doing the re-insurance in terms of the Insurance Act?
- Will the retirement portion of the contributions have to be invested with your organization or can it be invested anywhere the Board of Trustees chooses?
- Will your rules and policies create an "asset locked" imposition and will there be penalties if the Board of Trustees wants to disinvest?
- What are your underwriting conditions?
3.3.4 Board of Trustees/Secretarial and Advisory Service
- Does your fee include the cost to assist the Industry with the appointment and training of the Board of Trustees?
- Do you have the facility to train the Board of Trustees?
- How many formal meetings do you anticipate will be held annually?
- Does your costs include the provision of formal agendas and minutes for Board of Trustees Meetings?
- Does your cost include the provision of an advisory service?
- Does your cost include an annual review of the fund's benefit structure?
- Does your cost include the availability of an Actuary?
- Will you be charging any additional consultancy fee for services not mentioned above? (E.g. investment advisory service)? (Please stipulate cost if any of the above services are not included in your fee).
3.3.5 Communication
- Does your fee include the following?
(Please stipulate costs if any of the above services are not included in your fee).
- Annual benefit statements?
- Member booklets?
- Newsletters (State frequency)?
- On site presentations?
3.3.6 Existing Employer Funds
- How do you propose the Department of Labour deal with existing funds?
- Will you assist in the formulation of an exemption policy?
- Will there be an additional cost for this service?
3.3.7 Employment Equity/Affirmative Action
- Do you have a formal EE/AA policy?
- If so, what is your current overall staff composition and what are your targets for the next 5 years?
- What is your current composition within the department! division! business unit, which will be dealing specifically with the Cleaning Industry and the quotas for the next 5 years?
3.3.8 Establishment Periods
How long will it take before the service/s are fully operational?
4. Timeframes
4.1 The Department of Labour would like the representations to be submitted within 90 days after the publication of the notice.
5. Proposals
| 1 | Detailed cost structure | 15 |
| 2 | Investment history | 20 |
| 3 | Benefit structure | 15 |
| 4 | Quality of service | 15 |
| 5 | Employment Equity | 5 |
| 6 | Acceptability to organised business | 5 |
| 7 | Acceptability to organised labour | 5 |
6. Other Conditions
6.1 A shortlist of Providers may be requested to verbally present their proposal to the Directorate, Minimum Standards and other role players in the Contract Cleaning Sector.
6.2 A briefing session will be held on _______________
Venue: Room 102 (M), Laboria House, C!o Paul Kruger and Schoeman Street, Pretoria.
Time:
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