Tag: workers

Banks set to go on strike

All of the major banks across South Africa will partake in strike action on Friday unless a court rules in favour of stopping it.

If The South African Society of Bank Officials (Sasbo) succeeds on Wednesday, service will be disrupted nationwide. The total shutdown may result in up to 70 000 employees downing tools.

Sasbo, which is affiliated with Cosatu, is is planning five marches throughout the country in Johannesburg, Durban, Bloemfontein, Port Elizabeth and Cape Town. They are scheduled to take place from 10:00 onwards.

The union is striking over the digitalisation of banking practices which have lead to job losses and retrenchments in the sector.

The South African outlined how each bank might be affected:

Standard Bank
Employees: 54 000
Customers: 8.12 million (as of 2018)
Response: The bank are waiting for the court’s decision before responding to planned strike action
Other information: Standard Bank are said to have slashed 1 200 jobs in the last year, following the closure of 91 branches across South Africa. The bank is facing the harshest criticisms from the union.

FNB
Employees: Around 30 000
Customers: 8.15 million (as of 2018)
Response: FNB envisage staff shortages on Friday, but the group have customers to ease the workload by registering for online banking, or downloading FNB’s official app before the end of the week
Other information: They have expressed their willingness to co-operate with Sasbo, after getting wind of the potential bank strike last Friday

ABSA
Employees: 42 000
Customers: Between 8 – 9 million. Just over five million people use it as their “main bank”
Response: ABSA has confirmed to Fin24 that they “will deploy a business continuity and contingency plan to mitigate the impact on customers and clients” – they expect a small number of workers to strike.
Other information: Around 187 ABSA branches have been cut from service over the past decade

Nedbank
Employees: 31 000
Customers: 7.85 million (as of 2018)
Response: They have revealed through a statement that some branches will have “a limited number of workers available”, and continued to say: “For optimal service delivery, clients are encouraged to make use of our ATMs and our convenient digital banking platforms to transact.”
Other information: The institution has joined Business Unity South Africa’s application to halt the bank strikes. Around 1 500 Nedbank staff are currently facing unemployment or redeployment elsewhere

Capitec
Employees: 12 000 – 13 000
Customers: 10.2 million (as of 2018)
Response: A representative told Business Tech: “Over the past year, our staff complement has grown by over 200 people. We also plan to open a further 17 branches in the next six months.”
Other information: Don’t expect too much disruption at Capitec. Their ship remains steady on the bank strike issue

Cash machines, inter-personal bank services and a host of branches are expected to be impacted across the country.

In order to prepare for Friday, consumers should:

  • Withdraw money in advance and make sure you have enough to last a few days
  • Any tax-related payments to SARS should be made before the close of business on Wednesday
  • Register for your bank’s online banking or download their bank app. 

What office workers get up to each week

By Zoya Gervis for New York Post

A study examining the intricacies of workplace communication found the average office worker has 17 meetings, gatherings with colleagues and conferences with clients each week.

How was your evening? Did you see “Big Little Lies”? Questions like these might sound familiar, as the average office worker endures 21 bouts of awkward colleague small talk per week.

And to power through it all, they’ll consume 19 coffees or other beverages from Monday to Friday.

A study, conducted by OnePoll in conjunction with GoTo by LogMeIn, examined the working habits and behaviours of 2 000 employed people in the US, UK, France, Germany, India and Australia — and it discovered that in a typical day, the average office worker will look at 10 non-work related sites.

From four small talk interactions, four coffees and three meetings, employed workers have busy days.

And it appears that work isn’t always at the forefront of the average office worker’s mind. In fact, the office workers studied will visit a non-work-related website more than 50 times per week and be on their phone for non-work reasons a further 56 times.

That sees workers take more than 100 non-working mini-breaks throughout the week.

The research progressed to examine the tools and efficiencies of their current work-setup. The average worker juggles five different work programs a day and uses a further four collaboration tools. At any one time they will have six different tabs open on their computer.

Results showed that more than half (56 percent) felt their workplace had ineffective or lacking communication policies.

And as many as 64 percent say they waste time switching between all the tools they need to use to do their job.

Other barriers to productive office communication and productivity proved to be phones — with over half (55 percent) revealing phones to be the leading cause of their work distractions.

A further 46 percent cited their inability to focus on the job on loud conversations while another 44 percent said their personal emails were to blame for their lack of productivity.

News alerts (35 percent) and noisy construction near the office (32 percent) also made it into the top five office distractions.

When it comes to office communication, 64 percent of those studied revealed they waste time switching between different tools and programs they need to use daily.

As a result, 56 percent admit that their communication among colleagues is ineffective and could use some help.

“These days workers are inundated with a vast number of tools that are supposed to make work easier. However, without the right technology the number of tools can quickly become overwhelming,” said Mark Strassman, SVP and General Manager, Unified Communications and Collaboration at LogMeIn.

The many barriers and inefficiencies might be why over a third (38 percent) have suffered an embarrassing workplace miscommunication.

The most common miscommunication blunder in the workplace was found to be sending an email to the wrong person.

Other notable work-related miscommunications included making a spelling mistake (46 percent), having a grammar mistake (39 percent) or not speaking up in a meeting (34 percent).

In fact, one respondent had accidentally sent a text message sent for her boyfriend to her assistant manager, while another mistakenly sent personal information to a co-worker.

Strassman continued, “Businesses need to set their employees up for success by giving them easy to use, reliable collaboration tools that help rather than hinder. Ultimately the tools need to facilitate great collaboration by simply getting out of the way so employees can work how, where and when they want.”

In a week, the average office worker will experience:

  • 21.15 bouts of small talk
  • 18.6 cups of coffee/drinks
  • 17.05 meetings
  • 25.85 email refreshes

What unemployment looks like in South Africa

South Africa’s unemployment rate is getting worse. The latest stats from Stats SA, as well as the opinions of leading economic and labour experts, paint a very dire picture:

  • The unemployment rate increased by 1,4 percentage points from 27,6% in the first quarter of 2019 to 29,0% in the second quarter of 2019
  • The number of people unemployed grew by 455 000
  • The number of people employed grew by just 21 000
  • Government’s failed Industrial Policy Action Plan (IPAP) was supposed to create 350 000 manufacturing jobs
  • 320 000 manufacturing jobs have been lost since 2008
  • Gang violence on the Cape Flats is a direct result of the loss of jobs in the textile industry in the areas
  • 6,7-million people are currently unemployed in South Africa – the size of the entire country of Bulgaria

Six ways to make work more meaningful

According to a Gallup poll called the State of the Global Workplace which studied employee engagement in 142 countries, only 13% of employees worldwide are engaged at work.

Isla Galloway-Gaul, MD of Inspiration Office, says: ”When people are engaged, they adopt the vision, values, and purpose of the organisation they work for. They become passionate contributors, innovative problem solvers, and are a joy to work with.

“The answer to winning back disengaged employees, and keeping the engaged employees engaged, isn’t only pay, perks or promotions. It’s meaning – that is, giving work a greater sense of significance, and making work matter.”

Here are six ways to make people more engaged at work:

1. Show people their work matters
“Make time for employees to explore the purpose–or profound why–of what they do,” So, introduce your team to their customers. Explain how their work helps others, even in small ways, and encourage them to share their own stories. Reframe the work your team is doing so they can understand how and why they fit into that work.

2. Create a learning environment to encourage personal growth
Make space for people to create and execute their own learning plans, offering help along the way. Understand their different learning styles and attention spans, and provide experiences for growth expanding on what they already know, with immediate opportunities for putting into practice at work.

3. Help make people feel valued and valuable
“You care about your personal family and friends, but what about your ‘work family,’ whom you probably see the most? Do you ever ask how your employees are doing, and care about what they say?,” said Galloway-Gaul. By showing employees their value, they will feel valued as individuals and in turn are more likely to live up to their value in the workplace.

4. Involve people in decisions to crate a sense of control, and grant autonomy liberally
Micromanagement can be a meaning-killer. “Including your employees in decisions and giving them space to get the job done helps them feel less like numbers and more like contributors. Whether it’s where to put the new soda fridge, or how to solve a million-dollar problem, don’t manage in a vacuum,” Galloway-Gaul advised.

5. Allow people to bring their real self to work
By being your authentic self, you give employees permission not to check their identities at the door, even if they are a quirkier than everyone else. Of course, this must be within the bounds of workplace professionalism.

6. Help people see where they fit in the mission, and that the mission depends on them to achieve it
“Employees will never think their work matters if they don’t know that they matter. Achieve this by showing them the long-term vision and how they fit in it and contribute to to – beyond the org chart of course,” said Galloway-Gaul.

The rapid rise of co-working the world over may just seem fashionable at the moment but there are strong scientific reasons behind its rise in its popularity.

“It’s not just a fad, it’s a robust global movement,” says Linda Trim, director at FutureSpace.
“There is a surprisingly strong psychological basis for the growing popularity of share workspaces because of the two basic human needs co-working fulfills – flexibility and autonomy. And it does this without doing away with a meaningful community.”

Trim notes that a team from the University of Michigan Steven M Ross School of Business came to this conclusion after surveying workers from dozens of co-working spaces in the US.

“Interestingly, they also found that while beautifully designed spaces with all offices amenities were certainty important, they were less important than their social structures, where workers feel a sense of individual autonomy that’s still linked to a sense of collaboration.”

Most co-working spaces, for all their idiosyncrasies, tend to strike that careful balance between those crucial needs–in ways that neither solo working nor the traditional office experience usually provide.

Trim added that the research also showed that independence, adaptability, flexibility were also characteristics fundamental human needs. “It isn’t surprising therefore that they have been linked to positive outcomes in the workplace too, from improved performance to higher rates of employee commitment and engagement.”

They also help explain why more companies are embracing flexible work schedules.

But the Michigan researchers found that while the sense of community and autonomy was very important, it went further than that – people were free to be themselves because they didn’t feel that they were competing with those around them as they were in a typical corporate set up. As a result, ideas were more freely shared.

Says Trim: While too much freedom can actually hurt productivity, grafting a community structure onto an already flexible one provides is probably the optimal degree of control.

“Typically, people join co-working spaces because they want to be part of a community while still doing their own thing.”

If more employers follow suit in the months and years ahead, they aren’t just jumping on a trendy bandwagon. “They’re also trying to tap into the science that helps explain what makes people work well–and together,” Trim concludes.

Pay-TV MultiChoice has announced plans to retrench more than 2 000 employees in the call- and walk-in centres of its business, due to a “strategic realignment of its customer service delivery model”.

In a statement, the company said that customers are “increasingly moving away from traditional voice calls and visits to walk-in centres and adopting new self-service and digital technologies to engage with the company.

2 194 employees were given notice on retrenchment, but MultiChoice Group chief executive Calvo Mawela said the restructuring will make new roles available “for multi-skilled employees with the expertise, skills and technological prowess to enhance the customer experience”.

However, media worker trade union ICT said in a statement that “the Union has not been officially informed, which makes the process unlawful”.

The notion of teamwork is not new, and for most of the twentieth century teams functioned like an assembly line, focusing on areas of expertise and the division of tasks.

“But this siloed work style ended up slowing things down, causing errors and overlooked opportunities,” says Isla Galloway-Gaul, MD of Inspiration Office, an Africa-wide office space and furniture consultancy.

“To combat this problem, that paradigm gave way in many organisations to open plan offices. According to global office architects and furniture designers Steelcase, 69 percent of all offices now have an open floor plan. But work in these settings is mostly an independent pursuit, interspersed with team meetings and water cooler conversations.

Says Galloway-Gaul: “Without question, the need to reboot the corporate workplace is overdue because while the processes and activities of teams today has dramatically changed, some businesses spaces have not kept up.”

Today work gets done through networks and lateral relationships. Employees who once operated in different universes must come together in interdependent, fluid teams. The spaces that best support this kind of work are designed specifically for teams, while embracing the needs of all the constituent individuals.

“Forget the adage that ‘there is no ‘I’ in team,” says Galloway-Gaul. “Teams are made up of individuals. We need to design for multidisciplinary teamwork in a way that also gives the individual what they need to do their best work.”

There is therefore a growing demand for user control over spaces – people want to be able to adapt spaces at the pace of the project, and to give team members agency in defining how the ‘me’ and the ‘we’ need to work together at a given time.“

But right now, although many organisations have become nimble, there are still businesses in which employees need to file requests with facilities and end up waiting weeks for the changes they’ve asked for. Galloway-Gaul noted. “Project work moves through different phases and each phase has its own set of activities. It’s important that the space can evolve with the project.”

So what do teams need from their work environments?

Teams need a sense of shared purpose, cohesion and identity to be able to successfully work together and build on each others’ ideas. Galloway-Gaul says companies should consider three things to help their teams excel.

1) Build a home for teams – the role of team space is bigger than just supporting the work itself. It’s also about the human dimension. The team space should reflect and encourage the type of practices and working style of the team where they can foster a sense of identity, cohesion and trust.

2) Flex space to process – teams need a dynamic space that keeps up with their process and keeps them in flow. The space should let teams in rapid cycles reorganise in a natural, spontaneous way.

3) Empower teams – teams need control over their environments to cope rapidly with individual preferences and project needs. Empower teams and individuals to make quick adjustments to their space on demand to keep projects moving.

In the race to attract and retain the best talent, dramatically improving the workplace experience to make it a ‘super experience’ is now on the radar of every organisation.

Linda Trim, director at workplace design specialists Giant Leap, said that as new technologies and design practices raise the bar in what can be achieved, South Africa, as in the rest of the world, is now entering the era of the ‘super-experience’ at work.

A ‘super-experience’ is a heightened experience that creates excitement, is original and impactful and which goes beyond the typical and more mundane ‘user experience’ which people experience at traditional workplaces.

Said Trim: “Super experiences make you feel excited or that you’ve achieved something; they can stimulate curiosity, create a sense of purpose or instil a sense of belonging to a company. They can be unusual and unexpected – or reassuring and morale boosting. They can be small and intimate or executed on a grand scale.”

There are many examples of the ‘super-experience’ at some of the world’s best known companies. These include office buildings such as Amazon’s biophilic glass orbs at its Seattle headquarters which bring people closer to nature creating the sense they are working in a rainforest.

The Airbnb headquarters in San Francisco famously created 16 “neighbourhoods” in the office, each comprising desk spaces, large communal tables, standing desks, phone rooms and personal storage lockers. In South Africa, Giant Leap created state of the art training rooms for new employees at Flight Centre so people got to experience a ‘super-experience’ from day one at the company.

Data and media company Bloomberg’s new base in London is based in two buildings joined by bridges and located between the Bank of England and St Paul’s Cathedral in London’s famous Square Mile. It features a giant 210 metre ramp at its heart that aims to encourage collaboration between workers, offers and a pantry with free snacks and views over London.

NASA’s scientists have formed a ‘Space Orchestra’ which plays around the world.

“Employee experience wasn’t really on the workplace map a few years ago but many businesses are now scrambling to create experiences inside and beyond office buildings that support innovation, wellbeing, productivity and learning.
“And as part of a newly thriving ‘experience economy’, new job titles are emerging in organisations such as CEXO (Chief Experience Officer),” Trim notes.

She added that to create a ‘super experience’, companies should take a people-first approach, offering a flexible portfolio of experiences, and keeping an open mind on bringing in new technologies.

“The era of the super-experience will depend on new lighting, AV, soundscaping and sensor technologies in the workplace along with digital apps. The property sector will also require new skills, knowledge and ideas from theatre, arts, hospitality, retail and behavioural science if it is to make super-experience more of an occurrence in the workplace,” Trim concludes.

By Stephanie Butzer for The Denver Channel

Amazon will expand its Denver Tech Hub, creating 400 new high-tech jobs in fields like software and hardware engineering, cloud computing and advertising, the company announced Tuesday morning.

Amazon plans to open a new office in downtown Denver to accommodate the new positions. This comes in the wake of the company opening a new office in Boulder in the fall of 2018.

Colorado Gov. Jared Polis said he’s excited the company chose to add 400 new jobs here.

“We have a terrific workforce that continues to attract the ideas and businesses that thrive in a knowledge-based economy and we are a great place to do business,” he said. “Amazon’s current Colorado presence spans from distribution centers to robotics, corporate and operations. It’s wonderful to see their continued investment in our community.”

The new office, which will span 98,000 square feet, will be located in Invesco’s 1515 Wynkoop LEED Platinum building in Denver’s LoDo neighborhood.

Currently, Amazon has more than 350 employees in the Denver area and more than 3,500 full-time jobs in the state. It has invested more than $1.5 billion in the state since 2016.

Source: Supermarket & Retailer

The National Minimum Wage Act (NMWA) provides for, amongst others, a national minimum wage; the establishment of a National Minimum Wage Commission; a review and annual adjustment of the national minimum wage; and the provision of an exemption from paying the national minimum wage.

Who does the NMWA apply to?

The NMWA applies to all workers and their employers, except members of the South African National Defence Force, the National Intelligence Agency, the South African Secret Service; and volunteers who perform work for another person without remuneration. It applies to any person who works for another and who receives, or is entitled to receive, any payment for that work whether in money or in kind.

What is the national minimum wage?

The national minimum wage is R20 for each ordinary hour worked. There are, however, certain exceptions to the national minimum wage amount of R20 per hour.

Farm workers are entitled to a minimum wage of R18 per hour. A ‘farm worker’ means a worker who is employed mainly or wholly in connection with farming or forestry activities, and includes a domestic worker employed in a home on a farm or forestry environment and a security guard on a farm or other agricultural premises, excluding a security guard employed in the private security industry.

Domestic workers are entitled to a minimum wage of R15 per hour. A ‘domestic worker’ means a worker who performs domestic work in a private household and who received, or is entitled to receive, a wage and includes: a gardener; a person employed by a household as a driver of a motor vehicle; a person who takes care of children, the aged, the sick, the frail or the disabled; and domestic workers employed or supplied by employment services.

Workers employment on an expanded public works programme are entitled to a minimum wage of R11 per hour from a date that will be determined by the President in the Government Gazette. Expanded public works programme means a programme to provide public or community services through a labour-intensive programme determined by the Minister. And funded from public resources.

Workers who have concluded learnership agreements contemplated in section 17 of the Skills Development Act 97 of 1998 are entitled to the allowances contained in Schedule 2 of the NMWA.

Employer’s should note that, within 18 months of the commencement of the NMWA, being 1 January 2019, the National Minimum Wage Commission, will review the national minimum wage of farm workers and domestic workers, and within two years, determine an adjustment of the applicable national minimum wage. The national minimum wage in respect of workers in the expanded public works programme will be increased proportionately to any adjustment of the national minimum wage.

How is the national minimum wage calculated?

The calculation of the national minimum wage is the amount payable in money for ordinary hours of work. It excludes:

  • any payment made to enable a worker to work including any transport, equipment, tool, food or accommodation allowance, unless specified otherwise in a sectoral determination;
  • any payment in kind including board or accommodation, unless specified otherwise in a sectoral determination;
  • gratuities including bonuses, tips or gifts; and
  • any other prescribed category of payment.

‘Ordinary hours of work’ means the hours of work permitted in terms of section 9 of the Basic Conditions of Employment Act 75 of 1997 (BCEA) (currently 45 hours per week) or in terms of any agreement in terms of section 11 or 12 of the BCEA. worker is entitled to receive the national minimum wage for the number of hours that the worker works on any day. An employee or worker who works for less than four hours on any day must be paid for four hours on that day.

This is applicable to employees or workers who earn less than the earnings threshold set by the Minister over time, presently being R205,433.30. If the worker is paid on a basis other than the number of hours worked, the worker may not be paid less than the national minimum wage for the ordinary hours of work.

Any deduction made from the remuneration of a worker must be in accordance with section 34 of the BCEA, provided that the deduction made in terms of section 34(1)(a) of the BCEA does not exceed one quarter of a worker’s remuneration.

Does a worker have a right to the national minimum wage?

Every worker will be entitled to payment of a wage not less than the national minimum wage. Employers will be obligated to pay workers this wage. The payment of the national minimum wage cannot be waived and overrides any contrary provision in a contract, collective agreement, sectoral determination or law.

Must a worker’s contract of employment be amended in light of the NMWA?

The national minimum wage must constitute a term of the worker’s contract, unless the contract, collective agreement or law provides for a more favourable wage. Employers should thus, where applicable, amend their contracts of employment to make reference to the national minimum wage. An employer should note further that a unilateral change of wages, hours of work or other conditions of employment in connection with the implementation of the national minimum wage will be regarded as an unfair labour practice.

When does the provisions of the NMWA come into effect?

The NMWA will came into operation on 1 January 2019. Section 4(6) of the NMWA, which prohibits the payment of the national minimum wage being waived and further provides that the national minimum wage takes precedence over any contrary provision in any contract, collective agreement, sectoral determination or law, operates with retrospective effect from 1 May 2017.

Can an employer be exempt from paying the national minimum wage?

An employer or employer’s organisation registered in terms of section 96 of the Labour Relations Act 66 of 1995 (LRA), or any other law, acting on behalf of a member, may apply for exemption from paying the national minimum wage. The exemption may not be granted for longer than one year and must specify the wage that the employer is required to pay workers. The exemption process provided for in the regulations to the NMWA must be complied with when doing so.

An employer or a registered employer’s organisation may assist its members to apply to the delegated authority, for an exemption from paying the national minimum wage.

The application must be lodged on the National Minimum Wage Exemption System.

An exemption may only be granted if the delegated authority is satisfied that the employer cannot afford to pay the minimum wage, and every representative trade union has been meaningfully consulted or if there is no such trade union, the affected workers have been meaningfully consulted. The consultation process requires the employer to provide the other parties with a copy of the exemption application to be lodged on the online system.

The determination of whether an employer can afford to pay the minimum wage must be in accordance with the Commercial, Household, or Non-Profit Organisations Financial Decision Process outlined in Schedule 1 of the Regulations to the NMWA.

The delegated authority may grant an exemption from paying the national minimum wage only from the date of the application for the exemption. The exemption must specify the period for which it is granted, which may not be more than 12 months.

The delegated authority must specify the wage that the employer is required to pay workers, which may not be less than 90% of the national minimum wage.

The delegated authority may grant an exemption on any condition that advances the purposes of the NMWA.

An employer exempted from paying the national minimum wage must display a copy of the exemption notice conspicuously at the workplace where it can be read by all employees to whom the exemption applies. Further, a copy of the exemption notice must be given to the representative trade union, every worker who requests a copy, and the bargaining council.

Any affected person may apply to the delegated authority for the withdrawal of an exemption notice by lodging an application on the online system in the prescribed format. Before the delegated authority makes the decision to withdraw an exemption notice, the delegated authority must also be satisfied that the employer has been consulted, and the representative trade union or affected workers have been given access to the application lodged.

If an exemption notice is withdrawn, the delegated authority must issue a notice of withdrawal on the Exemption System.

What is the role and responsibility of the National Minimum Wage Commission?

A National Minimum Wage Commission is established by the NMWA. The Commission must review the national minimum wage annually and make recommendations to the Minister on any adjustment of the national minimum wage. The recommendations must consider: inflation, the cost of living and the need to retain the value of the minimum wage; wage levels and collective bargaining outcomes; gross domestic product; productivity; ability of employers to carry on their businesses successfully; the operation of small, medium or micro-enterprises and new enterprises; the likely impact of the recommended adjustment on employment or the creation of employment; and any other relevant factor.

Jacques van Wyk is director and labour law specialist at Werksmans Attorneys.

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