[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-za\u002Fwork-in-south-africa\u002Fcollective-bargaining-agreement\u002Fcollective-agreement-2024-2025-sa":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":169,"content_type_view":170,"extra_breadcrumbs":171,"body":173,"body_blocks":184,"related_pages":188},1076,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-za\u002Fwork-in-south-africa\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_ZA","2025-07-28T16:38:07.792496+00:00","2026-04-02T11:04:14.808892+00:00","\u002Fcms\u002Fpages\u002F1076\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"South Africa","en-za",{"title":20,"slug":21},"Work in South Africa","work-in-south-africa",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-za\u002Fwork-in-south-africa\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T18:38:07.792496+02:00","2026-04-02T13:04:15.007391+02:00",{"cba":32,"clauses":43,"details":167,"translations":168},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-agreement-2024-2025-sa","d389fa5c-7b6f-11f0-b541-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsouth-africa\u002Fcollective-agreement-2024-2025-sa\u002Fcollective-agreement-2024-2025-sa\u002F","Collective Agreement_ 2024 _2025 SA","ZAF Road Freight BC, ZAF National Employers' Association of South Africa (NEASA), ZAF Consolidated Employers Organisation of South Africa (CEOSA) - 2024","South Africa - ZAF Road Freight BC, ZAF National Employers' Association of South Africa (NEASA), ZAF Consolidated Employers Organisation of South Africa (CEOSA) - 2024","ZAF Road Freight BC, ZAF National Employers' Association of South Africa (NEASA), ZAF Consolidated Employers Organisation of South Africa (CEOSA) - 2024 - Transport, logistics, communication",{"name":41,"data":42},"Collective Agreement_ 2024 _2025 SA.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New24\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L52\">PART 1: APPLICATION AND DURATION OF AGREEMENT\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L54\">1.Application of Agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L144\">2.Duration of Agreement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L150\">PART 2: HOURS OF WORK\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L152\">3.Ordinary Hours of Work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L164\">4.Working Days\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L178\">5.Meal and rest intervals\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L204\">6.Daily rest period\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L208\">7.Emergency services\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L212\">8.Compressed working week\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L234\">9.Averaging of hours of work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L256\">10.Limitation of overtime work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L266\">11.Overtime work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L280\">12.Time off in lieu of overtime payment\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L308\">13.Calculation of overtime\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L314\">14.Sunday work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L348\">15.Work on public holidays\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L376\">16.Night work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L416\">17.Overall limitation of hours of work\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L420\">PART 3: LEAVE\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L422\">18.Annual Leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L482\">19.Sick and Absence Fund\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L524\">20.Inability to work due to an occupational accident\n        or disease\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L528\">21.Study leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L554\">22.Family responsibility leave\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L572\">23.Maternity leave\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L608\">PART 4 - BENEFIT FUNDS\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L610\">24.Continuation of benefit funds\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L624\">25.General provisions on contributions to benefit\n        funds and claims from benefit funds\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L634\">26.General provisions on the administration of\n        benefit funds\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L670\">27.Winding-up of benefit funds\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L698\">28.Administrative provisions on payments out of the\n        Leave Pay Fund and the Holiday Pay Bonus Fund\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L730\">29.Leave Pay Fund\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L766\">30.The Holiday Pay Bonus Fund\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L798\">PART 5: REMUNERATION\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L800\">31.Payment of remuneration for employees other than\n        relief employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L860\">32.Prohibited directives and deductions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L870\">33.Wages\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L888\">34.Differential wages\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L894\">35.Incentive work\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L918\">36 A. Subsistence Allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L938\">36 B. Cross Border Allowance\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L958\">37.Deductions for loss or damage\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L982\">38.Deductions for debts to third parties\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L996\">39.Other deductions\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1024\">PART 6: TERMINATION OF EMPLOYMENT\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1026\">40.Notice and payment in lieu of notice\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1054\">41.Documents to be furnished to an employee on\n        termination\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1068\">42.Severance pay\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1072\">43.Payment for accrued leave not taken\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1126\">44.Retrenchment procedure\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1160\">PART 7: EMPLOYERS’ OBLIGATIONS\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1162\">45.Registration of and particulars to be furnished\n        by employers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1216\">46.Employers to be in possession of the following\n        documents\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1228\">47.Uniforms and protective clothing\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1238\">48.Subcontracting\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1256\">49.Employee representative on the Council\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1260\">50.Registers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1302\">51.Daily logbook\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1354\">52.Exhibition of Agreement and notices\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1366\">53.Monthly returns\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1396\">PART 8: COLLECTIVE BARGAINING\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1398\">54.Trade union subscriptions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1412\">55.Employers’ organisation subscriptions\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1420\">56.Bargaining unit\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1448\">57.Levels of bargaining\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1466\">PART 9: PROHIBITED EMPLOYMENT\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1468\">58.Prohibition of employment\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1486\">PART 10: PROVISIONS APPLICABLE TO PARTICULAR CATEGORIES\n    OF EMPLOYEES\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1488\">59.Drivers\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1522\">60.HAZCHEM employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1530\">61.Part-time employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1550\">62.Relief employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1602\">63.Seasonal workers (sugar transport sector)\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1630\">64.Short-time in the Furniture Removal\n      Sector\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1648\">65.Provisions applicable to the CIT sector\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1666\">65A.Extended Bargaining Unit (EBU) Employees in the\n        CIT Sector\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1686\">66.Employees of temporary employment\n      services\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1710\">67.Temporary employees of temporary employment\n        services\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1734\">67A. Dual Driver System\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L1750\">PART 11: ADMINISTRATION OF AGREEMENT\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L1752\">68.Administration of Agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1756\">69.Expenses of the Council\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1764\">70.Dishonoured cheques\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1770\">71.Enforcement of Agreement\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1782\">72.Interest\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1788\">73.Agents to the Council\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1796\">74.Exemptions by the Council\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L1902\">75.Resolution of disputes\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2024\">76.Enterprise and Supplier Development\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2028\">77.Processes and Payment of EBU Employees\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2034\">78.Extension and Implementation of the\n      Agreement.\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2038\">79.Existing Benefits and Practices in the\n        Agreement\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2042\">PART 12: EMPLOYMENT EQUITY ACT\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2044\">80.Application of the Employment Equity Act\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n  \u003Cli>\u003Ca href=\"#L2048\">SCHEDULES\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L2050\">SCHEDULE 1: THE GEOGRAPHICAL SCOPE OF THE MAIN\n        AGREEMENT\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2054\">SCHEDULE 2: DEFINITIONS\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2056\">2.Key terms\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2198\">2.Job categories\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2370\">SCHEDULE 3: MONTHLY RETURN\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2372\">NOTES FOR COMPLETING ONLINE MONTHLY\n          RETURNS\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2402\">SCHEDULE 4: WELLNESS FUND\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L2404\">1.Comprehensive HIV\u002FAIDS awareness\n          strategy\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2420\">2.Employer and employee contributions to\n            implementation of strategy\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2442\">3.Exemption from provisions of this\n          clause\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2456\">4.The Wellness Fund\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2472\">5.Financial control of the Wellness Fund\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2504\">6.Rules of the Wellness Fund\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2508\">7.Access to establishments\u003C\u002Fa>\u003C\u002Fli>\n          \u003Cli>\u003Ca href=\"#L2514\">8.Extension of the Wellness Fund\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L2520\">SCHEDULE 5: REMUNERATION AND OTHER MONETARY\n        BENEFITS\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L4483\">SCHEDULE 6 PRESCRIBED FORMS\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L4499\">SCHEDULE 7 EXTENDED BARGAINING UNIT\n      EMPLOYEES\u003C\u002Fa>\u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Ch1>SCHEDULE NATIONAL BARGAINING COUNCIL FOR THE ROAD FREIGHT AND LOGISTICS\nINDUSTRY (NBCRFLI) MAIN COLLECTIVE AGREEMENT\u003C\u002Fh1>\n\n\u003Cp>in accordance with the provisions of the Labour Relations Act, 1995, made\nand entered into by and\u003C\u002Fp>\n\n\u003Cp>between the -\u003C\u002Fp>\n\n\u003Cp>ROAD FREIGHT ASSOCIATION (RFA)\u003C\u002Fp>\n\n\u003Cp>NATIONAL EMPLOYERS’ ASSOCIATION OF SOUTH AFRICA (NEASA)\u003C\u002Fp>\n\n\u003Cp>CONSOLIDATED EMPLOYERS ORGANISATION OF SOUTH AFRICA (CEOSA)\u003C\u002Fp>\n\n\u003Cp>(hereinafter referred to in this Agreement as the \"employers'\norganisation\")\u003C\u002Fp>\n\n\u003Cp>on one part, and the\u003C\u002Fp>\n\n\u003Cp>SOUTH AFRICAN TRANSPORT AND ALLIED WORKERS’ UNION (SATAWU)\u003C\u002Fp>\n\n\u003Cp>MOTOR TRANSPORT WORKERS’ UNION OF SOUTH AFRICA (MTWU)\u003C\u002Fp>\n\n\u003Cp>(hereinafter referred to in this Agreement as the \"trade unions\"), on the\nother part,\u003C\u002Fp>\n\n\u003Cp>being the parties to the National Bargaining Council for the Road Freight\nand Logistics Industry.\u003C\u002Fp>\n\n\u003Cp>(hereinafter referred to in this Agreement as the “Bargaining\nCouncil”)\u003C\u002Fp>\n\n\u003Ch2 id=\"L52\">PART 1: APPLICATION AND DURATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Ch3 id=\"L54\">1.Application of Agreement\u003C\u002Fh3>\n\n\u003Cp>(1)The terms of this Agreement shall be observed by employers and employees\nin the Road Freight and Logistics Industry as defined hereunder, in the\nRepublic of South Africa:\u003C\u002Fp>\n\n\u003Cp>“Road Freight and Logistics Industry” or “Industry” means the\nindustry in which employers and their employees, as defined in Paragraph A\nhereunder, are associated for carrying on one or more of the following\nactivities for hire or reward:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(i)The transportation of goods by means of motor\ntransport;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(ii)The storage of goods, including the receiving,\nopening, unpacking, packing, despatching and clearing or accounting for of\ngoods where these activities are ancillary or incidental to paragraph (i);\nand\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(iii)The hiring out by temporary employment\nservices of employees for activities or operations which ordinarily or\nnaturally fall within the transportation or storage of goods as contemplated by\nparagraphs (i) and (ii) of this definition.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">The “transportation of goods” does not include\nthe undertakings, industries, trades or occupations in respect of which the\nfollowing bargaining councils are registered:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(i)Transnet Bargaining Council; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(ii)Motor Ferry Industry Bargaining Council of\nSouth Africa.\u003C\u002Fp>\n\n\u003Cp>For the purposes hereof-\u003C\u002Fp>\n\n\u003Cp>“Paragraph A” means those employees in the Road Freight and Logistics\nIndustry, as defined above, in the categories as mentioned hereunder:\u003C\u002Fp>\n\n\u003Cp>(a) Employees covered by the definition of the Industry as defined above:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Basic rigger driver\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•General workers;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Security guards, security officers, custodians,\nvehicle guards, team leaders;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Motor vehicle drivers;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Artisan assistants, semi-skilled artisans,\nrepair shop workers;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Operators;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Dispatch clerks, checkers, packers\u002Floaders;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Storemen.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Personal assistants, receptionists, clerks,\nadministrators, data capturers, chemical cleaners;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Junior controllers, branch administrators,\ndriver trainers.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Box Room Marshalls (Cash in Transit);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Radio Controllers (Security Officer III) (Cash\nin Transit);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Tactical Support Officers \u002F Team Leaders\n(Security Officer II) (Cash in Transit);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Counting House Tellers (Cash in Transit);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Box Staff (Cash in Transit);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Key Marshalls (Cash in Transit)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Cage Men (Cash in Transit)\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Client Liaison Officers (Cash in Transit);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Training Officers (Cash in Transit);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•General Worker: Cleaners (Cash in Transit);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•Receptionist (Cash in Transit).\u003C\u002Fp>\n\n\u003Cp>(2)Notwithstanding the provisions of sub-clause (1), this Agreement shall\napply to:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)Employees for whom minimum wages are prescribed\nin this Agreement and to the employers of such employees;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)other categories of employees, listed in\nschedule 7 who qualify for the across the board increases, as well as payments\nand benefits specified to the employers of such employees; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)owner-drivers and their employees only insofar\nhours of work and limitations on hours of work and registration with the\nCouncil is concerned.\u003C\u002Fp>\n\n\u003Cp>(3)Subject to clause (4), this Agreement applies to owner-drivers, and to\nthe employees of owner-drivers.\u003C\u002Fp>\n\n\u003Cp>(4)An owner-driver -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)who is an employer must observe the same hours\nof work and limitations on hours of work that are prescribed in this Agreement\nfor employees;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)who possesses only one motor vehicle and is the\npermanent driver of that vehicle is only required to comply with the\nrequirements of sub-paragraph (a) of this clause and clause 45.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(5)Part 10 of this Agreement sets out provisions\nthat apply to particular categories of employees. It -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)specifies categories of employees in respect of\nwhom only particular provisions of this Agreement apply;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)provides provisions that apply to specific\ncategories of employees in addition to the rest of the Agreement;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)modifies certain provisions of this Agreement\nfor the purposes of specific categories of employees.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch3 id=\"L144\">2.Duration of Agreement\u003C\u002Fh3>\n\n\u003Cp>(1)This Agreement is binding to employers and employees of the industry\neffective from 1 March 2024 or date to be determined by the Minister but not\nearlier than 1 March 2024 until 28 February 2025.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)This Agreement shall become binding on non-party employers and employees\nonce it is extended by the Minister of Employment and Labour in terms Section\n32 of the Act from a date determined by the Minister but not earlier than 1\nMarch 2024 until 28 February 2025.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2 id=\"L150\">PART 2: HOURS OF WORK\u003C\u002Fh2>\n\n\u003Ch3 id=\"L152\">3.Ordinary Hours of Work\u003C\u002Fh3>\n\n\u003Cp>(1)The ordinary hours of work of an employee may not exceed 45 in any\nweek.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>(2)Subject to sub-clause (1), ordinary hours of work per day may not exceed\n-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)nine hours for employees who work a five-day\nweek;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)eight hours for employees who work a six-day\nweek, provided that an employee’s ordinary hours of work may not exceed five\nhours on a Saturday.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp style=\"margin-left:2em;\">\u003C\u002Fp>\n\n\u003Cp>(3)Ordinary hours of work do not include meal intervals provided for in\nterms of clause 5.\u003C\u002Fp>\n\n\u003Ch3 id=\"L164\">4.Working Days\u003C\u002Fh3>\n\n\u003Cp>(1)Regular daily working day times will be set and regulated by individual\nemployers.\u003C\u002Fp>\n\n\u003Cp>(2)An employer may only change the commencement time of a regular working\nday -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)involving non-vehicle crew employees who have\nbeen in the employ of the employer on the same working day configuration for 26\nweeks or longer, if the employer has notified and consulted the employees, or\ntheir union representative, on the change at least seven days in advance;\nand\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)for all other employees, if the employer has\ngiven the affected employees prior verbal notice of the change of at least 12\nhours.\u003C\u002Fp>\n\n\u003Cp>(3)An employer may change the working week commencement day and time of an\nemployee by giving that employee at least 72 hours written notice of the\nchange.\u003C\u002Fp>\n\n\u003Cp>(4)Subject to the meal intervals prescribed in clause 5, all hours worked by\nemployees, other than temporary employees of a temporary employment service, on\nany day must be consecutive and must be regarded as one (1) completed working\nday.\u003C\u002Fp>\n\n\u003Ch3 id=\"L178\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3 id=\"L178\">5.Meal and rest intervals\u003C\u002Fh3>\n\n\u003Cp>(1)Subject to sub-clauses (2) and (3), an employer must give an employee who\nworks continuously for more than five hours, a meal interval of not less than\none hour. For the purposes of this sub-clause, work is continuous unless it is\ninterrupted by an interval of at least 60 minutes.\u003C\u002Fp>\n\n\u003Cp>(2)The period of five hours referred to in sub-clause (1) may be extended to\nnot more than seven hours for the purpose of loading or unloading a vehicle.\u003C\u002Fp>\n\n\u003Cp>(3)The meal interval may be reduced by written agreement between the\nemployer and employee to not less than -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)half an hour; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)15 minutes, in the case of a second meal\ninterval on any day.\u003C\u002Fp>\n\n\u003Cp>(4)An employee may not be required or permitted to perform any work during a\nmeal interval.\u003C\u002Fp>\n\n\u003Cp>(5)A meal interval does not form part of the ordinary hours of work or\novertime, unless -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the meal interval is longer than one and a\nquarter hours in which case all time in excess of one and a quarter hours is\ndeemed to be time worked;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)by reason of overtime worked, the meal interval\nis the second meal interval of the day.\u003C\u002Fp>\n\n\u003Cp>(6)An employer must allow an employee a rest interval of at least ten\nminutes as near as practicable to the middle of the first work period of each\nday. An employee may not be required or permitted to perform any work during a\nrest interval. This interval is deemed to be part of the ordinary hours of work\nof an employee.\u003C\u002Fp>\n\n\u003Cp>(7)The provisions of this clause do not apply to security guards. However,\nany meal interval given to a security guard is deemed to be part of the\nguard’s ordinary hours of work.\u003C\u002Fp>\n\n\u003Cp>(8)Sub-clause (6) does not apply to a driver or to an employee who\naccompanies or assists a driver on a vehicle while the vehicle is not at the\nemployer’s premises.\u003C\u002Fp>\n\n\u003Ch3 id=\"L204\">6.Daily rest period\u003C\u002Fh3>\n\n\u003Cp>(1)An employer must allow an employee at least nine consecutive hours for\nrest in any period of 24 hours, calculated from the time the employee commences\nwork on any day.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L208\">7.Emergency services\u003C\u002Fh3>\n\n\u003Cp>Clauses 4(3), 5 and 6 will not apply to the performance of emergency\nservices.\u003C\u002Fp>\n\n\u003Ch3 id=\"L212\">8.Compressed working week\u003C\u002Fh3>\n\n\u003Cp>(1)Subject to sub-clauses (2) and (3), and after giving at least 72 hours’\nwritten notice to an employee, an employer may require the employee to work up\nto 15 hours a day, inclusive of meal intervals, without overtime pay.\u003C\u002Fp>\n\n\u003Cp>(2)An employer may not require an employee to work a compressed working week\nfor more than two consecutive weeks in a five week period.\u003C\u002Fp>\n\n\u003Cp>(3)An employer may not require or permit an employee to work -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)more than 45 ordinary hours of work in any\nweek;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)more than 30 hours of overtime in any week;\nor\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)during the rest intervals specified in clause\n6.\u003C\u002Fp>\n\n\u003Cp>(4)An employer who intends implementing a compressed working week scheme\nmust -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)immediately notify the National Secretary of the\nCouncil in writing of the anticipated date of implementation and approximate\nduration of the scheme; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)retain copies of all notices issued to employees\nin terms of sub-clause (1) for a period of three years.\u003C\u002Fp>\n\n\u003Cp>(5)In order to calculate the number of working days worked in a compressed\nweek, an employer must take the total number of ordinary hours worked in a week\nand must credit an employee with one working day for every nine ordinary hours\nworked, up to a maximum of five (5) working days per week. A part of an hour\nworked is deemed to be a full hour.\u003C\u002Fp>\n\n\u003Ch3 id=\"L234\">9.Averaging of hours of work\u003C\u002Fh3>\n\n\u003Cp>(1)An employer and an employee may conclude a written agreement to average\nan employees’ ordinary hours of work and overtime over a period of up to five\nweeks.\u003C\u002Fp>\n\n\u003Cp>(2)An employer may not require or permit an employee to work more than -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)an average of 45 ordinary hours of work a week\nduring the period of averaging;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)an average of 30 hours of overtime a week over\nthe averaged period.\u003C\u002Fp>\n\n\u003Cp>(3)An employer must adhere to the rest intervals specified in clause 6.\u003C\u002Fp>\n\n\u003Cp>(4)An employer who has entered into an agreement with employees to implement\nan averaging of hours of work scheme must -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)immediately notify the National Secretary of the\nCouncil in writing of the date of implementation and the duration of the\nscheme; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)retain for a period of three years, copies of\nall agreements entered into with employees in terms of sub-clause (1).\u003C\u002Fp>\n\n\u003Cp>(5)Subject to sub-clause (6), an employer must credit an employee with five\n(5) working days for each week during which an averaging of hours of work\nscheme is operative.\u003C\u002Fp>\n\n\u003Cp>(6)An employer may deduct one (1) working day for each day that the employee\nis absent from work for reasons not specified in the proviso to the definition\nof “working day”.\u003C\u002Fp>\n\n\u003Ch3 id=\"L256\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch3 id=\"L256\">10.Limitation of overtime work\u003C\u002Fh3>\n\n\u003Cp>(1)Subject to sub-clause (2), an employer may not require or permit an\nemployee to work overtime for more than -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)6 hours on any day, except Saturdays;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp style=\"margin-left:2em;\">(b)30 hours in any week from Monday to Saturday,\ninclusive.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(2)With the exception of the performance of emergency services, the maximum\nhours of work on any day may not exceed 15, including ordinary hours of work,\novertime hours and meal intervals specified in this Agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L266\">11.Overtime work\u003C\u002Fh3>\n\n\u003Cp>(1)If an employee works overtime, an employer must -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)pay the employee not less than one and a half\ntimes the employee’s hourly wage in respect of the total period of overtime\nworked; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)grant the employee time off in lieu of overtime\npayment.\u003C\u002Fp>\n\n\u003Cp>(2)If an employee is absent from work without the consent of the employer\nduring any of the ordinary hours of work on a normal working day, the ordinary\nhours that the employee did not work may be deducted from the overtime hours\nworked in that week.\u003C\u002Fp>\n\n\u003Cp>(3)Sub-clause (2) does not apply to an employee who is absent from work due\nto circumstances beyond the employee’s control. However, an employer may\nrequest an employee who is absent on account of sickness to produce a medical\ncertificate as proof of the cause of absence.\u003C\u002Fp>\n\n\u003Cp>(4)An employee from whom a deduction is made in terms of sub-clause (2) may\nappeal, on good cause shown, to the Council which, after due consideration of\nall relevant facts, must either uphold or deny the appeal.\u003C\u002Fp>\n\n\u003Ch3 id=\"L280\">12.Time off in lieu of overtime payment\u003C\u002Fh3>\n\n\u003Cp>(1)An employer who grants an employee time off in lieu of overtime payment\nmay either -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)pay the employee at a rate of not less than the\nordinary basic wage for the overtime worked and grant the employee at least 30\nminutes’ paid time off in respect of each hour of overtime worked; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)give the employee at least 90 minutes’ paid\ntime off for every hour of overtime worked.\u003C\u002Fp>\n\n\u003Cp>(2)An employer who intends implementing a scheme of paid time off in lieu of\npayment for overtime worked must -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)give the affected employees at least 72 hours’\nwritten notice;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)immediately notify the National Secretary of the\nCouncil in writing of the anticipated date of implementation and approximate\nduration of the scheme.\u003C\u002Fp>\n\n\u003Cp>(3)The paid time off referred to in sub-clause (1) -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)may not be granted during a compressed working\nweek;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)must be granted within 30 days of an employee\nbecoming entitled to that paid time off; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)with the written agreement of the employee, must\nbe granted within 52 weeks of the employee becoming entitled to that paid time\noff.\u003C\u002Fp>\n\n\u003Cp>(4)The employer must, for a period of three years, retain copies of -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)all notices issued in terms of sub-clause 2 (a);\nand\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)all agreements entered into in terms of\nsub-clause (3) (c).\u003C\u002Fp>\n\n\u003Ch3 id=\"L308\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3 id=\"L308\">13.Calculation of overtime\u003C\u002Fh3>\n\n\u003Cp>(1)Overtime in respect of a weekly paid employee is calculated on the basis\nof the weekly total of overtime worked, with a fraction of an hour rounded up\nor down to the nearest full halfhour: provided that overtime in respect of a\nrelief employee must be calculated on the wage specified in clause 62 read with\nSchedule 5, including the additional premium of 10%. Subject to the provisions\nof this agreement, all hours worked in excess of ordinary hours per day worked\nduring a week, will be regarded as overtime, whether the employee has completed\nthe weekly 45 ordinary hours or not.\u003C\u002Fp>\n\n\u003Cp>(2)An employer must pay an employee who works overtime on emergency services\nat a rate of not less than double the employee's weekly wage, divided by 45, in\nrespect of each hour or part of an hour worked.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L314\">14.Sunday work\u003C\u002Fh3>\n\n\u003Cp>(1)Whenever an employer requires an employee to work on a Sunday, the\nemployer must-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)pay the employee not less than double the hourly\nrate prescribed for the employee’s class for each hour, or part thereof,\nworked; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)grant the employee paid time off in lieu of\npayment for Sunday work.\u003C\u002Fp>\n\n\u003Cp>(2)In calculating the pay due to an employee who is required to work on a\nSunday -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)an employee who works less than six hours is\ndeemed to have worked for six hours;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)if a working day worked falls partly on a Sunday\nand partly on another day, the whole day is deemed to have been worked on the\nSunday, unless the greater portion of the day was worked on the other day, in\nwhich case the whole day is deemed to have been worked on that other day.\u003C\u002Fp>\n\n\u003Cp>(3)An employer who intends implementing a scheme of paid time off in lieu of\nSunday pay must -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)give the affected employees written notice of 72\nhours;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)notify the National Secretary of the Council in\nwriting of the anticipated date of implementation and approximate duration of\nthe scheme;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)retain copies of all notices issued to employees\nin terms of paragraph (a) for a period of three years after issue; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)retain copies of all agreements entered into in\nterms of sub-clause (5) (b) for a period of three years.\u003C\u002Fp>\n\n\u003Cp>(4)An employer who implements a scheme of paid time off in lieu of Sunday\npay must grant an employee who works on a Sunday paid time off equivalent to\nthe difference in value between the pay actually received by the employee for\nworking on the Sunday and the pay to which that employee is entitled in terms\nof sub-clause (1).\u003C\u002Fp>\n\n\u003Cp>(5)An employer must grant paid time off in terms of sub-clause (4) within\n-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)30 days of the employee becoming entitled to the\npaid time off; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)with the written agreement of the employee,\nwithin 52 weeks of the employee becoming entitled to the paid time off.\u003C\u002Fp>\n\n\u003Cp>(6)Paid time off in lieu of payment for time worked on a Sunday may not be\ngranted during a compressed working week.\u003C\u002Fp>\n\n\u003Ch3 id=\"L348\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3 id=\"L348\">15.Work on public holidays\u003C\u002Fh3>\n\n\u003Cp>(1)If a public holiday falls on a day on which an employee would ordinarily\nwork, an employer must -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)pay an employee who does not work on the public\nholiday, at least the wage that the employee would ordinarily have received for\nwork on that day; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)pay an employee who does work on the public\nholiday -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)double the wage the employee would ordinarily\nhave received for work on that day; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)if it is greater, the amount the employee would\nordinarily have received for work on that day, plus double the amount earned by\nthe employee for each hour, or part thereof, worked on that day; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)grant an employee who works on the public\nholiday paid time off in lieu of public holiday pay, in which case the\nprovisions of sub-clauses (3) - (6) of clause 14 apply, with the necessary\nchanges.\u003C\u002Fp>\n\n\u003Cp>(2)An employee who works on a public holiday must be credited with one (1)\nworking day.\u003C\u002Fp>\n\n\u003Cp>(3)An employee may not insist on working on a public holiday.\u003C\u002Fp>\n\n\u003Cp>(4)If a public holiday falls on a Sunday, the following Monday is regarded\nas a public holiday and if the Day of Goodwill falls on a Monday, the following\nTuesday is regarded as a public holiday.\u003C\u002Fp>\n\n\u003Cp>(5)An employee’s period of annual leave must be extended by one day for\neach public holiday that falls within the period of leave and the employer must\n-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)pay the employee his or her ordinary wage for\neach public holiday in addition to the leave pay that is due to the employee;\nand\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)credit the employee with one (1) working day in\nrespect of each public holiday for the purposes of calculating the employee’s\nqualifying period for annual leave during the following year.\u003C\u002Fp>\n\n\u003Cp>(6)Sub-clause 1 (a) does not apply to relief employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L376\">16.Night work\u003C\u002Fh3>\n\n\u003Cp>(1)An employer may only require or permit an employee to perform night work,\nif the employee -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)is paid a night work allowance, specified in\nSchedule 5; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)transportation is available between the\nemployee’s place of residence and the workplace at the commencement and\nconclusion of the employee’s working day.\u003C\u002Fp>\n\n\u003Cp>(2)An employer who requires an employee to perform work on a regular basis\nafter 23:00 and before 06:00 the next day must -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)inform the employee in writing, or orally, if\nthe employee is not able to understand a written communication, in a language\nthat the employee understands -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)of any health and safety hazards associated with\nthe work that the employee is required to perform; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)of the employee’s right to undergo a medical\nexamination in terms of paragraph (b);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)at the request of the employee, enable the\nemployee to undergo a medical examination by a doctor designated and paid for\nby the employer, concerning possible health and safety hazards -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)before the employee starts, or within a\nreasonable period of the employee starting, such work; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)at appropriate intervals while the employee\ncontinues to perform such work.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)transfer the employee to suitable day work\nwithin a reasonable time if -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)the employee suffers from a health condition\nassociated with the performance of night work; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)it is practicable for the employer to do so.\u003C\u002Fp>\n\n\u003Cp>(3)The record of a medical examination performed in terms of this clause\nmust be kept confidential and may be made available only -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)in accordance with the ethics of medical\npractice;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)if required by law or court order; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)if the employee has in writing consented to the\nrelease of that information.\u003C\u002Fp>\n\n\u003Cp>(4)For the purposes of sub-clause (2), an employee works on a regular basis\nif the employee works for a period of longer than one hour after 23:00 and\nbefore 06:00 at least five times per month or 50 times per year.\u003C\u002Fp>\n\n\u003Cp>(5)An employee who receives a subsistence allowance does not also qualify\nfor a night shift allowance.\u003C\u002Fp>\n\n\u003Ch3 id=\"L416\">17.Overall limitation of hours of work\u003C\u002Fh3>\n\n\u003Cp>An employer may not require or permit an employee to work more than 90 hours\nin any week, inclusive of ordinary hours of work, overtime hours and hours\nworked on a Sunday or public holiday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L420\">PART 3: LEAVE\u003C\u002Fh2>\n\n\u003Ch3 id=\"L422\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3 id=\"L422\">18.Annual Leave\u003C\u002Fh3>\n\n\u003Cp>(1)In this clause, the annual leave cycle means the period of 12 months\nemployment with the same employer immediately following -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the employee’s commencement of employment;\nor\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the end of the employee’s previous annual\nleave cycle.\u003C\u002Fp>\n\n\u003Cp>(2)An employee will qualify for leave in accordance with his\u002Fher years of\nservice with an individual company in the following manner:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp style=\"margin-left:2em;\">(a)Less than 5 years completed continuous service\n21 consecutive days; or\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">(b)5 years completed continuous service, but less\nthan 10 years 23 consecutive days; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)10 years and longer completed continuous service\n26 consecutive days.\u003C\u002Fp>\n\n\u003Cp>(3)Every employer shall pay as contributions to the Leave Pay Fund by not\nlater than the 20th day of each month, in respect of every employee, employed\nby him\u002Fher during the preceding month, calculated as follows:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)employees with less than 5 years continuous\nservice 25% of the normal basic weekly wage earned;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)employees with 5 years completed service but\nless than 10 years continuous service 28.34% of the normal basic weekly wage;\nand\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)employees with 10 years and longer completed\nservice 33.3% of the normal basic wage.\u003C\u002Fp>\n\n\u003Cp>(4)Annual leave must be granted and taken at a time to be fixed by the\nemployer -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)Within four months after the completion of a\nleave cycle; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)By written agreement between employer and\nemployee, within a further two months after the four months period provided for\nin paragraph (a).\u003C\u002Fp>\n\n\u003Cp>(5)Annual leave may be taken up to two months before the completion of the\nannual leave cycle -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)By agreement between the employer and the\nemployee; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)If the exigencies of the employer’s business\nrequire that leave be taken early.\u003C\u002Fp>\n\n\u003Cp>(6)An employer that requires an employee to take leave before an annual\nleave cycle is completed must -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)grant the employee the full period of leave that\nthe employee would have been entitled to on completion of the leave cycle;\nand\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)pay the employee in full for that period of\nleave.\u003C\u002Fp>\n\n\u003Cp>(7)If the employment of an employee who is required to take leave in terms\nof sub-clause (6) terminates before the completion of the annual leave cycle,\nthe employer may set-off any leave granted that had not accrued to the employee\nat the time of termination against any remuneration due to the employee.\u003C\u002Fp>\n\n\u003Cp>(8)Annual leave may not run concurrently with any period -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)of sick leave granted in terms of clause 19;\nor\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)of notice of termination of employment in terms\nof clause 40.\u003C\u002Fp>\n\n\u003Cp>(9)An employer may reduce an employee’s entitlement to annual leave by the\nnumber of days of occasional leave granted on full pay to the employee at the\nemployee’s written request during the leave cycle; however, an employee must\nbe granted at least two consecutive week’s annual leave each year.\u003C\u002Fp>\n\n\u003Cp>(10)During an employee’s annual leave, the employee may not be required or\npermitted to-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)perform the employee’s normal work; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)work elsewhere in the Industry.\u003C\u002Fp>\n\n\u003Cp>(11)No deductions may be made from leave pay to set-off money owing to an\nemployer by an employee, subject to the provisions of clause 40 (2) (b).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L482\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Ch3 id=\"L482\">19.Sick and Absence Fund\u003C\u002Fh3>\n\n\u003Cp>(1)Every employer shall pay contributions to the Sick Leave Fund by not\nlater than the 20th of each month, in respect of each employee employed by\nhim\u002Fher, an amount calculated as follows;\u003C\u002Fp>\n\n\u003Cp>Normal weekly basic wage x 9 \u002F 45\u003C\u002Fp>\n\n\u003Cp>(2)Contributions are payable to the Council irrespective of the number of\ndays that an employee has worked during a specific month, subject to the\nprovisions of clause 24(2) and (3).\u003C\u002Fp>\n\n\u003Cp>(3)In this clause “sick-leave cycle” means the period of 36 months of\nemployment with the same employer immediately following -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)an employee’s commencement of employment;\nor\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the completion of such employee’s previous\nsick-leave cycle.\u003C\u002Fp>\n\n\u003Cp>(4)During every sick-leave cycle, an employee is entitled to an amount of\npaid sick leave equal to 36 working days.\u003C\u002Fp>\n\n\u003Cp>(5)Notwithstanding sub-clause (4), during the first six months of\nemployment, an employee is entitled to one day’s paid sick leave for every 26\ndays worked.\u003C\u002Fp>\n\n\u003Cp>(6)During an employee’s first sick-leave cycle, an employer may reduce the\nemployee’s entitlement to sick leave in terms of sub-clause (4) by the number\nof days of sick leave taken in terms of sub-clause (5).\u003C\u002Fp>\n\n\u003Cp>(7)Subject to sub-clause (4), the Council must pay an employee a day’s\nsick leave equal to the wage the employee would ordinarily have received for\nwork on that day within 48 hours after receipt of a valid application.\u003C\u002Fp>\n\n\u003Cp>(8)The Council is not required to pay an employee occasional sick leave in\nterms of subclause (7) if -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)An employee has been absent from work for more\nthan two consecutive working days or on more than two occasions during an\neight-week period; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the employee fails to produce a medical\ncertificate stating that the employee was unable to work for the duration of\nthat period of absence on account of sickness or injury, when requested by the\nemployer to do so.\u003C\u002Fp>\n\n\u003Cp>(9)The medical certificate referred to sub-clause (8) must be issued and\nsigned by a medical practitioner or any person who is certified to diagnose and\ntreat patients and who is registered with a professional council established by\nan Act of Parliament.\u003C\u002Fp>\n\n\u003Cp>(10)If it is not reasonably practical for an employee who lives on the\nemployer’s premises to obtain a medical certificate, the Council may not\nwithhold payment in terms of sub-clause (7) unless the employer provides\nsuitable assistance to the employee to obtain the certificate.\u003C\u002Fp>\n\n\u003Cp>(11)Sick Leave Bonus Payments\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)On completion of the three year cycle after\ncommencing employment or from the date that the previous sick leave cycle\nexpires, Council shall pay a sick leave bonus to an employee based on\ncontributions received less sick leave days paid to that employee during the\npreceding 3 year sick leave cycle.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)An employee who leaves his\u002Fher employment shall\nbe entitled to pro rata payment based on contributions received less sick leave\ndays paid to that employee during his\u002Fher period of employment.\u003C\u002Fp>\n\n\u003Cp>(12)Sick leave applications and medical certificates, if applicable, must\nreach Council within 5 working days after an employee returned to work.\u003C\u002Fp>\n\n\u003Cp>(13)The contributions referred to in clause 19(1) must be included in each\nemployees’ remuneration by the relevant employer for the purpose of\ncalculating employees’ tax, on a monthly basis. Every employer shall pay over\nthe amount of employees’ tax so withheld to the Commissioner for the South\nAfrican Revenue Service (SARS) in accordance with the provisions of the Fourth\nSchedule to the Income Tax Act, 1962, as amended or replaced from time to\ntime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L524\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3 id=\"L524\">20.Inability to work due to an occupational accident or\ndisease\u003C\u002Fh3>\n\n\u003Cp>An absence due to an inability to work caused by an accident or occupational\ndisease as defined in the Compensation for Occupational Injuries and Diseases\nAct, 1993, does not form part of the sick leave to which an employee is\nentitled in terms of clause 19 except in respect of any period during which no\ncompensation is payable in terms of the Compensation for Occupational Injuries\nand Diseases Act, 1993.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3 id=\"L528\">21.Study leave\u003C\u002Fh3>\n\n\u003Cp>(1)An employer must grant employees, other than relief employees and\ntemporary employees of a temporary employment service, paid study leave of not\nless than two working days per course up to a maximum of four subjects per\nyear. The granting of study leave is subject to the following conditions -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the course must be approved by the employer;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the course must be accredited by the Transport\nEducation and Training Authority or any other SETA;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)the study leave granted must include the day on\nwhich the examination is written; and (d) the employee must pass the\nexamination.\u003C\u002Fp>\n\n\u003Cp>(2)If the conditions set out in paragraphs (a) and (b) of sub-clause (1)\nhave been met, the employer must provisionally -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)grant the study leave;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)credit the employee with one working day for\neach day of study leave; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)pay the employee his or her or his normal wage\nfor the two days on the first pay day following the examination.\u003C\u002Fp>\n\n\u003Cp>(3)On receipt of the examination results the employee must immediately\nfurnish the employer with a copy thereof.\u003C\u002Fp>\n\n\u003Cp>(4)If an employee fails the examination, the employer may -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)recover the provisional payment made in terms of\nsub-clause (2) from the employee’s wage; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)deduct working days credited in terms of\nsub-clause (2).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L554\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3 id=\"L554\">22.Family responsibility leave\u003C\u002Fh3>\n\n\u003Cp>(1)For the purposes of this clause-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)an “immediate family member” means an\nemployee’s spouse or life partner, child,adopted child, grandchild, parent,\nadoptive parent, grandparent, sibling or the biological or adoptive parent of\nan employee’s spouse or life partner;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)“life partner” means a person who is a party\nto a heterosexual or homosexual relationship with the employee that is intended\nto be permanent, exclude any other person and involves cohabitation.\u003C\u002Fp>\n\n\u003Cp>(2)An employer must grant an employee, including a part-time employee, up to\na maximum of five working days leave per year on full pay in the death or\nserious illness of an immediate family member.\u003C\u002Fp>\n\n\u003Cp>(3)In case of the birth of a child, an employer must grant an employee\nparental leave as per Section 25A of the Basic Conditions of Employment\nAct..\u003C\u002Fp>\n\n\u003Cp>(4)The employee must provide his or her employer with satisfactory proof of\neach occurrence in the form of a death, medical or birth certificate as the\ncase may be.\u003C\u002Fp>\n\n\u003Cp>(5)If an employer does not accept proof of an occurrence, the employee may,\non good cause, appeal to the Council. After considering all relevant facts, the\nCouncil may either uphold or reverse the employer's decision.\u003C\u002Fp>\n\n\u003Cp>(6)An employee must be credited with one working day for each day of leave\ngranted in terms of sub-clause (2).\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L572\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch3 id=\"L572\">23.Maternity leave\u003C\u002Fh3>\n\n\u003Cp>(1)An employee is entitled to at least four consecutive months’ maternity\nleave.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>(2)An employee who has completed at least 6 months unbroken service with the\nemployer as a class of employee specified in Schedule 5 in respect of whom\nminimum wages are prescribed is entitled to be paid 33 per cent of her normal\nbasic wage while on maternity leave. This amount must be paid by the employer\nweekly on the usual pay day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)An employee may commence maternity leave -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)at any time from four weeks before the expected\ndate of birth, unless otherwise agreed; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)on a date from which a medical practitioner or\nmidwife certifies that it is necessary for the employee’s health or that of\nher unborn child.\u003C\u002Fp>\n\n\u003Cp>(4)No employee may work for six weeks after the birth of her child, unless a\nmedical practitioner or midwife certifies that she is fit to do so.\u003C\u002Fp>\n\n\u003Cp>(5)An employee who has a miscarriage during the third trimester of pregnancy\nor bears a stillborn child, is entitled to maternity leave for six weeks after\nthe miscarriage or stillbirth, whether or not the employee had commenced\nmaternity leave at the time of the miscarriage or stillbirth.\u003C\u002Fp>\n\n\u003Cp>(6)An employee must notify an employer in writing, unless the employee is\nunable to do so, of the date on which the employee intends to -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)commence maternity leave; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)return to work after maternity leave.\u003C\u002Fp>\n\n\u003Cp>(7)Notification in terms of sub-clause (6) must be given -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)at least four weeks before the employee intends\nto commence maternity leave; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)if it is not reasonably practicable to do so, as\nsoon as is reasonably practicable.\u003C\u002Fp>\n\n\u003Cp>(8)An employer may not require or permit an employee to work during\nmaternity leave.\u003C\u002Fp>\n\n\u003Cp>(9)An employee who returns to work after a period of maternity leave is\nentitled to resume work in the same capacity and on the same terms and\nconditions that applied to her immediately prior to taking maternity leave if\nshe -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)returns to work within six months of the\ncommencement of maternity leave; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)furnishes a medical certificate confirming the\nneed for further leave of absence to her employer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L608\">PART 4 - BENEFIT FUNDS\u003C\u002Fh2>\n\n\u003Ch3 id=\"L610\">24.Continuation of benefit funds\u003C\u002Fh3>\n\n\u003Cp>(1)The following funds are hereby continued -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the Leave Pay Fund established under Government\nNotice No. R.41 of 15 January 1971;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the Holiday Pay Bonus Fund established under the\nprovisions of the Agreement published under Government Notice No. R.41 of 15\nJanuary 1971;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)the Sick Fund established under Government\nNotice No. R.1238 of 12 June 1953 and continued and renamed as the Sick and\nAbsence Fund under Government Notice No. R.559 appearing in Government Gazette\n30041 of 6 July 2007.\u003C\u002Fp>\n\n\u003Cp>(2)The calculation and payment of benefit funds which includes the Leave Pay\nFund, Holiday Pay Bonus Fund and the Sick and Absence Fund will no longer be\nlinked to 252 shifts;\u003C\u002Fp>\n\n\u003Cp>(3)An employer is required to pay contributions in respect to all benefit\nfunds to the Council as prescribed. An employer is entitled to submit a claim\nagainst a portion of contributions of an employee during any specific month as\na result of the employee’s unauthorised absence, as defined. Such claim must\nbe in writing and accompanied by sufficient proof.\u003C\u002Fp>\n\n\u003Ch3 id=\"L624\">25.General provisions on contributions to benefit funds and\nclaims from benefit funds\u003C\u002Fh3>\n\n\u003Cp>(1)In respect of contributions due in terms of the benefit funds listed in\nclause 24, employers must -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)effect payment by no later than the 20th of each\nmonth;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)effect payment to the National Secretary of the\nCouncil;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)submit to the National Secretary of the Council,\nby no later than the 20th day of the following month, a monthly return\nprescribed by the Council for this purpose.\u003C\u002Fp>\n\n\u003Ch3 id=\"L634\">26.General provisions on the administration of benefit funds\u003C\u002Fh3>\n\n\u003Cp>(1)All money paid into any of the benefit funds referred to in clause 24,\nmust be deposited in a special bank account to be operated for and in the name\nof that benefit fund.\u003C\u002Fp>\n\n\u003Cp>(2)Any money in a benefit fund that is not required for immediate use may be\ninvested by the Council from time to time in terms of section 53 (5) of the\nAct.\u003C\u002Fp>\n\n\u003Cp>(3)Income earned on invested money accrues to the Council.\u003C\u002Fp>\n\n\u003Cp>(4)Any contribution paid to a benefit fund, which is not legally claimed\nwithin five years of receipt of that contribution Council will embark on a\nprocess of tracing the rightful owner or the beneficiaries as per the tracing\npolicy.\u003C\u002Fp>\n\n\u003Cp>(5)In respect of each benefit fund, the Council must appoint a registered\nauditor to -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)audit the accounts of the relevant benefit fund\nat least once a year; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)prepare a statement showing all money received\nand expenditure incurred under all headings for the financial year to the end\nof February together with a balance sheet showing the assets and liabilities of\nthe fund as at that date.\u003C\u002Fp>\n\n\u003Cp>(6)The audited statement and balance sheet of each benefit fund,\ncountersigned by the Chairperson of the Council, together with any reports made\nthereon by the auditor -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must lie for inspection at the offices of the\nCouncil; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)a certified copy thereof must be transmitted to\nthe Registrar of Labour Relations within three months of the close of the\nperiod covered thereby.\u003C\u002Fp>\n\n\u003Cp>(7)In the event of the dissolution of the Council, or the Council ceasing to\nfunction, during the currency of this Agreement, the Registrar of Labour\nRelations may appoint a committee, or committees, consisting of an equal number\nof representatives of employers and employees in the Industry for the purpose\nof administering the benefit funds.\u003C\u002Fp>\n\n\u003Cp>(8)Any vacancies occurring on the committee or committees referred to in\nsub-clause (7), may be filled by the Registrar of Labour Relations from among\nrepresentatives of employers or employees in the Industry, as the case may be.\nWhere the committee is unable or unwilling to discharge its duties, the\nRegistrar may appoint one or more trustees to administer the relevant benefit\nfund. The committee, or trustee or trustees so appointed must have the powers\nvested in the Council for the purposes of administering that fund.\u003C\u002Fp>\n\n\u003Cp>(9)If there is no Council in existence upon the expiration of this\nAgreement, the benefit funds must either -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)continue to be administered by the committee or\ntrustee or trustees functioning at the time and any amount remaining to the\ncredit of a particular fund must be distributed in terms of section 59 (5) of\nthe Act as if it formed part of the general funds of the Council;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)be wound-up in terms of clause 27.\u003C\u002Fp>\n\n\u003Cp>(10)In the event of the Council incorrectly making payment to an employee or\nan employer from a benefit fund as a result of the employer’s failure to\ncomply with any of the provisions of this Agreement, or as a result of an error\nby any person, the Council may invoke the provisions of the Exemptions and\nDispute Resolution Collective Agreement to recover the amount incorrectly\npaid.\u003C\u002Fp>\n\n\u003Cp>(11)If the incorrect payment referred to in sub-clause (10) was occasioned\nby a fault or error on the part of the employer, the employer will be liable\nfor all costs incurred by the Council in recovering the amount.\u003C\u002Fp>\n\n\u003Ch3 id=\"L670\">27.Winding-up of benefit funds\u003C\u002Fh3>\n\n\u003Cp>(1)A benefit fund must be wound up if -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)this Agreement, or of any extension or renewal\nof this Agreement, expires by efflux of time or any other cause; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)within a 12 month period from the date of such\nexpiry -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)a subsequent Agreement of the Council providing\nfor the continuation of that benefit fund has not been negotiated; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)the benefit fund is not transferred by the\nCouncil to any other fund established for the same purpose as that benefit\nfund.\u003C\u002Fp>\n\n\u003Cp>(2)A benefit fund must be administered by the Council -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)in the 12 month period referred to in sub-clause\n(1) (b); or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)in the relevant lesser period if a subsequent\nAgreement is entered into or the fund is transferred to another fund as\nenvisaged by sub-clause (1) (b).\u003C\u002Fp>\n\n\u003Cp>(3)If there is no Council in existence upon the expiry of this Agreement,\nthe benefit fund must be wound-up immediately.\u003C\u002Fp>\n\n\u003Cp>(4)Upon winding-up of a benefit fund, the money remaining to the credit of\nthat fund must -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)first be used to pay all claims against the\nfund, including administration and winding- up expenses;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)if the Council is still in existence, the\nremainder of the money must be paid into the general funds of the Council;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)if the Council is no longer in existence, and\nthe affairs of the Council have already been wound up and its assets\ndistributed, any money remaining to the credit of the fund must be distributed\nin terms of section 59(5) of the Act as if they formed part of the general\nfunds of the Council.\u003C\u002Fp>\n\n\u003Ch3 id=\"L698\">28.Administrative provisions on payments out of the Leave Pay\nFund and the Holiday Pay Bonus Fund\u003C\u002Fh3>\n\n\u003Cp>(1)An employer must each year, at least 15 days before the completion of an\nemployee's annual leave cycle prescribed in clause 18(1) complete in triplicate\na Leave Pay Advice Voucher in the form specified by the Council for this\npurpose (Annexure A6), and -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)retain one copy;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)hand one copy to the employee;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)forward one copy to the National Secretary of\nthe Council together with any Leave Pay Fund contributions in respect of that\nemployee for the relevant annual leave cycle that have not been paid to the\nCouncil; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)occasional Leave Pay Fund applications must\nreach Council at least 5 working days before the employee commences on\nleave.\u003C\u002Fp>\n\n\u003Cp>(2)Payment of leave pay by the Council, is subject to -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the employee completing the annual leave cycle\nreferred to in clause 18 (1);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the Council holding money to the credit of the\nemployee in the Leave Pay Fund; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)the employer lodging an application for payment\nwith the National Secretary of the Council in accordance with sub-clause\n(1).\u003C\u002Fp>\n\n\u003Cp>(3)On receipt of an application in terms of this clause, the Council must\npay an amount equal to the leave pay contributions received by the fund during\nthe annual leave cycle for that employee.\u003C\u002Fp>\n\n\u003Cp>(4)The payment of leave pay must be made when the employee proceeds on\nleave, either -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)to the employee directly; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)with the agreement of the employee and the\nemployer, to the employer for onward payment to the employee.\u003C\u002Fp>\n\n\u003Cp>(5)Council must pay a holiday pay bonus (13th cheque) to each employee\nduring December of each year, subject to -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a) the Council holding money to the credit of the\nemployee in the holiday pay bonus fund.\u003C\u002Fp>\n\n\u003Ch3 id=\"L730\">29.Leave Pay Fund\u003C\u002Fh3>\n\n\u003Cp>(1)Contributions to the Leave Pay Fund -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must be paid in respect of every employee\nemployed by the employer in grades 1 - 6 during the preceding month;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)are calculated as follows -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)employees with less than 5 years continuous\nservice 25% of the normal basic weekly wage earned;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)employees with 5 years completed service but\nless than 10 years continuous service 28.34% of the normal basic weekly wage;\nand\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)employees with 10 years and longer completed\nservice 33.3% of the normal basic weekly wage.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)contributions are payable to the Council\nirrespective of the number of days that an employee has worked during a\nspecific month, subject to the provisions of clause 24(2) and (3)\u003C\u002Fp>\n\n\u003Cp>(2)In lieu of the contributions due in terms of sub-clause (1), the\nfollowing employers may pay each specified employee an amount based on the\nformula set out in sub-clause (3) -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)a temporary employment service in respect of\ntemporary employees;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)an employer of part-time employees working less\nthan 15 hours per week; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)an employer of relief employees who have been\nemployed for more than 90 days in a\u003C\u002Fp>\n\n\u003Cp>52-week period.\u003C\u002Fp>\n\n\u003Cp>(3)The formula to be applied for payment in lieu of contributions to the\nLeave Pay Fund is, in respect of every ordinary hour of work or part of an hour\nworked in each job category-\u003C\u002Fp>\n\n\u003Cp>25 \u002F100 x Total basic wage for week\u002F195\u003C\u002Fp>\n\n\u003Cp>(4)An employer of a part-time employee who works an average of 15 or more\nordinary hours per week must, in respect of the contributions due in terms of\nsub-clause (1), base the calculation on the employee’s normal basic weekly\nwage using the following formula\u003C\u002Fp>\n\n\u003Cp>Normal basic weekly wage = Total basic weekly wage due for month x 3\u002F13\u003C\u002Fp>\n\n\u003Cp>(5)The contributions referred to in clause 29(1) must be included in each\nemployees’ remuneration by the relevant employer for the purpose of\ncalculating employees’ tax, on a monthly basis. Every employer shall pay over\nthe amount of employees’ tax so withheld to the Commissioner for the South\nAfrican Revenue Service (SARS) in accordance with the provisions of the Fourth\nSchedule to the Income Tax Act, 1962, as amended or replaced from time to\ntime.\u003C\u002Fp>\n\n\u003Ch3 id=\"L766\">30.The Holiday Pay Bonus Fund\u003C\u002Fh3>\n\n\u003Cp>(1)Subject to this clause all employees in the Industry are entitled to a\nguaranteed 13th cheque equal to 4.33 weeks of annual basic earnings payable\nafter 12 months continuous service with one employer. The 13th cheque will be\npaid directly to employees during December every year and will be prorated\nduring the first year of service. Contributions to the Holiday Pay Bonus Fund\n-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must be paid in respect of every employee\nemployed by the employer in grades 1 - 6 during the preceding month;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)are equivalent to 36.08% of the normal basic\nweekly wage earned by the employee;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)must be paid on a monthly basis if an employee\nhas worked during the preceeding month; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)must be paid to the Council irrespective of the\nnumber of days that an employee has worked during a specific month, subject to\nthe provisions of clause 24 (2) and (3).\u003C\u002Fp>\n\n\u003Cp>(2)In lieu of the contributions due in terms of sub-clause (1), the\nfollowing employers may pay each specified employee an amount based on the\nformula set out in sub-clause (3) -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)a temporary employment service in respect of\ntemporary employees;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)an employer of part-time employees if those\nemployees work less than 15 hours per week; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)an employer of relief employees who have been\nemployed for more than 90 days in a 52-week period.\u003C\u002Fp>\n\n\u003Cp>(3)The formula to be applied for payment in lieu of contributions to the\nHoliday Pay Bonus Fund is in respect of every ordinary hour of work or part of\nan hour worked in each job category-\u003C\u002Fp>\n\n\u003Cp>36.08\u002F100 x Total actual wage for week\u002F195\u003C\u002Fp>\n\n\u003Cp>(4)An employer of a part-time employee who works an average of 15 or more\nordinary hours per week must, in respect of the contributions due in terms of\nsub-clause (1), base the calculation on the employee’s normal basic weekly\nwage using the following formula\u003C\u002Fp>\n\n\u003Cp>Normal actual weekly wage = Total actual weekly wage due for month x\n3\u002F113\u003C\u002Fp>\n\n\u003Cp>(5)No deductions from holiday pay bonus may be made as a set-off against any\nmoney that may be owing to an employer by an employee.\u003C\u002Fp>\n\n\u003Cp>(6)The contributions referred to in clause 30(1) must be included in each\nemployees’ remuneration by the relevant employer for the purpose of\ncalculating employees’ tax, on a monthly basis. Every employer shall pay over\nthe amount of employees’ tax so withheld to the Commissioner for the South\nAfrican Revenue Service (SARS) in accordance with the provisions of the Fourth\nSchedule to the Income Tax Act, 1962, as amended or replaced from time to\ntime\u003C\u002Fp>\n\n\u003Ch2 id=\"L798\">PART 5: REMUNERATION\u003C\u002Fh2>\n\n\u003Ch3 id=\"L800\">31.Payment of remuneration for employees other than relief\nemployees\u003C\u002Fh3>\n\n\u003Cp>(1)For the purposes of this clause, remuneration includes an employee’s\nwages, payments for overtime, allowances and all other payments due to an\nemployee.\u003C\u002Fp>\n\n\u003Cp>(2)An employer must pay an employee’s remuneration -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)in cash weekly during the ordinary hours of work\nof the employee on the usual pay day of the establishment;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)with the written consent of the employee\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)monthly in cash or by cheque during the ordinary\nhours of work of the employee on the usual pay day of the establishment;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)whether the employee is weekly paid or monthly\npaid into that employee’s bank account, on or before the usual pay day of the\nestablishment.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)on termination of employment on the usual pay\nday;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)remuneration payments made in cash or by cheque\nmust be contained in a sealed wage envelope or a sealed container.\u003C\u002Fp>\n\n\u003Cp>(3)The wage envelope or container referred to in sub-clause (d) must record\nthe following information, or must be accompanied by a statement recording the\nfollowing information-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the employer's name;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the employee's name or his number on the payroll\nand his category;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)the number of ordinary hours of work worked by\nthe employee;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)the number of overtime hours worked by the\nemployee;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)the employee's actual wage;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(f)details of any other payments arising out of the\nemployee's employment;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(g)details of any deductions made;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(h)the actual amount paid to the employee; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(i)the period in respect of which payment is made,\nand the envelope or container on which the said particulars are recorded, or\nthe statement on which such particulars are shown, shall become the property of\nthe employee.\u003C\u002Fp>\n\n\u003Cp>(4)If an employee’s remuneration is paid into that employee’s bank\naccount, the employer must provide the employee with -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)a receipt showing proof of payment; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)a statement referred to in sub-clause (3).\u003C\u002Fp>\n\n\u003Cp>(5)The particulars prescribed in sub-clause (3) may be recorded in code\nprovided that the code is fully set out and explained in a notice -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)that accompanies the payment; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)is kept posted in a conspicuous place in the\nestablishment accessible to all affected employees.\u003C\u002Fp>\n\n\u003Cp>(6)If an employee is absent on the usual pay day of the establishment, the\nemployee must be paid within 24 hours of the employee’s return to the\nestablishment.\u003C\u002Fp>\n\n\u003Cp>(7)Within 14 days of the date of payment, an employee may direct a query to\nan employer concerning -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)any particulars provided on the employee’s\nwageenvelope,container, or accompanying statement;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the amount paid to the employee.\u003C\u002Fp>\n\n\u003Cp>(8)If an employee is not satisfied with an employer’s response to a query\nlodged in terms of sub-clause (7), the employee may direct the query to the\nCouncil, which query must be received by the Council within 26 weeks of the\ndate of payment.\u003C\u002Fp>\n\n\u003Ch3 id=\"L860\">32.Prohibited directives and deductions\u003C\u002Fh3>\n\n\u003Cp>(1)Subject to any other law, no payment by or on behalf of an employee may\nbe accepted by an employer, either directly or indirectly, in respect of the\nemployment or training of such employee.\u003C\u002Fp>\n\n\u003Cp>(2)An employer may not require an employee to purchase any goods from the\nemployer or from any business or person nominated by the employer.\u003C\u002Fp>\n\n\u003Cp>(3)Subject to any other law, an employer may not require an employee to\naccept accommodation, meals or rations from the employer or from any person or\nat any place nominated by the employer.\u003C\u002Fp>\n\n\u003Cp>(4)An employer may not apply set-offs against an employee’s remuneration\nfor any reason whatsoever, except in accordance with clauses 37, 38 and 39.\u003C\u002Fp>\n\n\u003Ch3 id=\"L870\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3 id=\"L870\">33.Wages\u003C\u002Fh3>\n\n\u003Cp>(1)Subject to clause 31(2), all employees who are not relief employees or\nemployees of a temporary employment service must be paid weekly.\u003C\u002Fp>\n\n\u003Cp>(2)Schedule 5 to this Agreement sets out the weekly wage of employees\ncovered by this Agreement.\u003C\u002Fp>\n\n\u003Cp>(3)If an employee is paid monthly, that employee’s monthly wage will be\ncalculated at four and a third times (4,333) -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the employee’s weekly wage prescribed in\nSchedule 5; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)any higher weekly wage normally paid to the\nemployee.\u003C\u002Fp>\n\n\u003Cp>(4)An employee, other than a temporary employee of a temporary employment\nservice, who gets paid a higher wage than that prescribed in this Agreement for\nan employee of that employee’s class must continue to receive such higher\nwage while employed by the same employer on the same work, unless the employer\nis exempted under clause 74.\u003C\u002Fp>\n\n\u003Cp>(5)An employee may not accept lower remuneration than the remuneration\nprescribed in this Agreement for an employee of his or her class.\u003C\u002Fp>\n\n\u003Cp>(6)For the purposes of this clause, “Agreement” includes any amendments\nto the Agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L888\">34.Differential wages\u003C\u002Fh3>\n\n\u003Cp>(1)Subject to sub-clause (2), an employee, other than a temporary employee\nof a temporary employment service, who performs work in a class for which a\nhigher wage is prescribed in this Agreement than that employee’s usual wage\non any day, must be paid the higher wage for the whole of that day. For the\npurpose of the CIT Custodian duties, as defined in Schedule 2, should such\nduties become the majority of the employee’s functions for a period exceeding\n1 (one) month, such employee must be promoted to that higher category.\u003C\u002Fp>\n\n\u003Cp>(2)A relief employee who performs classes of work for which different wages\nare prescribed in this Agreement on any day must be paid at the highest wage\nfor that day, plus an additional premium of 10% of the highest wage.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L894\">35.Incentive work\u003C\u002Fh3>\n\n\u003Cp>(1)An employer may introduce an incentive scheme in terms of which an\nemployee’s remuneration is based on the quantity of work done or the\nemployee’s output, if -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the scheme complies with this clause and has the\napproval of the Council;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the registers prescribed in clauses 50 and 51 of\nthis Agreement are properly kept;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)an employee who is part of the scheme, is not\npaid less than the amount that employee would otherwise be entitled to in terms\nof clauses 11, 14, 15, 16 and 36 and Schedule 5.\u003C\u002Fp>\n\n\u003Cp>(2)An employer who wishes to introduce an incentive scheme must set up a\ncommittee consisting of anequalnumber of representatives of management and\nelected\u003C\u002Fp>\n\n\u003Cp>representatives of employees to negotiate and agree the terms of the\nscheme.\u003C\u002Fp>\n\n\u003Cp>(3)The terms of an incentive scheme -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must be reduced to writing and be signed by all\nthe members of the joint representative committee; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)may not be varied or terminated by any party to\nthe scheme unless that party -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)has given all other parties notice in writing as\nmay have been agreed upon by the parties who entered into the scheme;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)has complied with any other obligations set out\nin the scheme for varying or terminating the scheme.\u003C\u002Fp>\n\n\u003Ch3 id=\"L918\">36 A. Subsistence Allowance\u003C\u002Fh3>\n\n\u003Cp>(1)This clause does not apply to employers and employees in Sugar Cane and\nForestry InField Operations.\u003C\u002Fp>\n\n\u003Cp>(2)Schedule 5 to this Agreement sets out the minimum amount payable as a\nsubsistence allowance.\u003C\u002Fp>\n\n\u003Cp>(3)A subsistence allowance -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must be paid to employees who, in the\nperformance of their duties, are absent from their place of residence and their\nemployer’s establishment for any period extending over the compulsory rest\ninterval of nine consecutive hours prescribed in clause 6 (1);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)is in addition to any other remuneration due to\nan employee;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)is payable within seven days of completion of\nthe journey to which it relates;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)is payable in advance to an employee who is\nrequired to undertake a journey involving an absence of 48 hours or more. In\nthis event, the duration of absence must be estimated and the employee must\nrefund to the employer any overpayment of the allowance on completion of the\njourney.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)The employer is entitled to recover, any unused\nportion of such allowance at the next pay date following the employee’s\nreturn from the trip to his place of residence or employer’s establishment.\nIn addition, should an employee complete more trips than planned, the relevant\nsubsistence allowance shall apply and will be paid to the employee at the next\npay date.\u003C\u002Fp>\n\n\u003Cp>(4)An employee who qualifies for and receives a subsistence allowance is not\nentitled to a night shift allowance.\u003C\u002Fp>\n\n\u003Ch3 id=\"L938\">36 B. Cross Border Allowance\u003C\u002Fh3>\n\n\u003Cp>(1)This clause does not apply to employers and employees in Sugar Cane and\nForestry InField Operations.\u003C\u002Fp>\n\n\u003Cp>(2)Schedule 5 to this Agreement sets out the minimum amount payable as a\ncross border allowance.\u003C\u002Fp>\n\n\u003Cp>(3)A cross border allowance -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must be paid to employees who, in the\nperformance of their duties, cross the borders of South Africa and are absent\nfrom their place of residence and their employer’s establishment for any\nperiod extending over the compulsory rest interval of nine consecutive hours\nprescribed in clause 6 (1);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)is in addition to any other remuneration due to\nan employee;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)is payable within seven days of completion of\nthe journey to which it relates;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)is payable in advance to an employee who is\nrequired to undertake a journey involving an absence of 48 hours or more. In\nthis event, the duration of absence must be estimated and the employee must\nrefund to the employer any overpayment of the allowance on completion of the\njourney.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)The employer is entitled to recover, any unused\nportion of such allowance at the next pay date following the employee’s\nreturn from the trip to his place of residence or employer’s establishment.\nIn addition, should an employee complete more trips than planned, the relevant\ncross border allowance shall apply and will be paid to the employee at the next\npay date.\u003C\u002Fp>\n\n\u003Cp>(4)An employee who qualifies for and receives a cross border allowance is\nnot entitled to a night shift allowance or a subsistence allowance.\u003C\u002Fp>\n\n\u003Ch3 id=\"L958\">37.Deductions for loss or damage\u003C\u002Fh3>\n\n\u003Cp>(1)Subject to sub-clause (2) below and except where otherwise provided in\nthis Agreement, employees may not agree to any deductions from their wages in\nrespect of loss or damage suffered by their employer, unless -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the loss or damage occurred in the course of\nemployment and was due to the fault of the employee;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the deduction amounts to less than R1 000,00;\nand\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)the agreement to the deductions is reduced to\nwriting and the employee signs the document in the presence of a fellow\nemployee of the employee’s choice.\u003C\u002Fp>\n\n\u003Cp>(2)If an employee does not agree to a deduction, or in the case of any\ndeduction exceeding R1 000.00, the employer may only make the deduction if the\nemployer has found the employee liable for such loss or damage after a fair\ninquiry at which a fair procedure was followed and the employee has been given\na reasonable opportunity to show why the deduction should not be made.\u003C\u002Fp>\n\n\u003Cp>(3)The total amount of any deductions for loss or damage -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)may not exceed the actual amount of the loss or\ndamage and no deduction may be made if it would result in any employer being\nreimbursed twice for the same loss or damage;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)may not exceed one quarter (25%) of the\nemployee’s monetary remuneration.\u003C\u002Fp>\n\n\u003Cp>(4)In any period of 52 weeks, deductions for loss or damage may not exceed\n20% of the annual wage of an employee.\u003C\u002Fp>\n\n\u003Cp>(5)The employer shall not be entitled to make any deductions for loss or\ndamage regardless of the amount if the cost for such loss or damage is or may\nbe recovered from an insurance company, in-house company, in-house insurance or\nthird party insurance: provided that the employer is still entitled to make\ndeductions pertaining to such portion of the cost not recoverable from such\ninsurance company or third party, whether or not an insurance claim is made.\u003C\u002Fp>\n\n\u003Cp>(6)In the event that the loss or damage including any related excess amount\nis not fully recoverable from the insurance company or third part the employer\nis entitled to deduct the difference in accordance with the provision of clause\n37. In such instance the employer must disclose to the employee and the\nemployee’s representative the amount recovered or recoverable from the\ninsurance company or third party prior to conclusion of the relevant agreement\nor inquiry.\u003C\u002Fp>\n\n\u003Ch3 id=\"L982\">38.Deductions for debts to third parties\u003C\u002Fh3>\n\n\u003Cp>(1)In respect of any other debt, an employer may not make any deductions\nfrom an employee’s remuneration unless -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the deduction is required or permitted in terms\nof any law, collective agreement, court order or arbitration award; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the employee agrees in writing to the deduction\nin respect of a debt specified in that agreement; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)an agreement in respect of any goods purchased\nby the employee specifies the nature and quantity of such goods.\u003C\u002Fp>\n\n\u003Cp>(2)An employer who deducts an amount from an employee’s remuneration for\npayment to another person must pay the amount to that other person in\naccordance with the time\u003C\u002Fp>\n\n\u003Cp>period and other requirements specified in the agreement, law, collective\nagreement, court order or arbitration award.\u003C\u002Fp>\n\n\u003Ch3 id=\"L996\">39.Other deductions\u003C\u002Fh3>\n\n\u003Cp>(1)An employer may not require or permit an employee to -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)repay any remuneration, except for overpayments\npreviously made by the employer resulting from an error in calculating the\nemployee’s remuneration; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)acknowledge receipt of a greater amount than the\nremuneration actually received.\u003C\u002Fp>\n\n\u003Cp>(2)Except as otherwise provided in this Agreement, an employer may deduct,\nfrom the remuneration of an employee who is absent from work otherwise than at\nthe instance of the employer, an amount -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)proportionate to the period of the employee’s\nabsence;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)calculated on the basis of the employee’s\nbasic wage in respect of ordinary hours of work at the time of the absence.\u003C\u002Fp>\n\n\u003Cp>(3)Subject to the consent of the Council, an employer may deduct from an\nemployee’s remuneration -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)an amount advanced to an employee by the\nemployer;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the cost of protective clothing, tools or\nequipment issued to the employee free of charge and not returned to the\nemployer, when requested to do so.\u003C\u002Fp>\n\n\u003Cp>(4)The Council will only give its consent to a deduction for the loss of\ntools or equipment that -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)were specifically issued to a driver and which\nshould remain in the driver’s possession at all times that the driver is on\nduty;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)must be carried on a vehicle and must be fixed\nto or locked in the vehicle.\u003C\u002Fp>\n\n\u003Cp>(5)An employee who feels aggrieved by any deduction from remuneration may,\non good cause shown, appeal to the Council which must, consider all relevant\nfacts and either uphold or deny such appeal.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1024\">PART 6: TERMINATION OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1026\">40.Notice and payment in lieu of notice\u003C\u002Fh3>\n\n\u003Cp>(1)Subject to sub-clause (2), an employer or an employee, other than a\nrelief employee or a temporary employee of a temporary employment service, may\nterminate the contract of employment on notice of not less than -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)one week, if the employee has been employed for\n26 weeks or less;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)two weeks, if the employee has been employed for\nmore than 26 weeks but not more than 52 weeks;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)four weeks, if the employee has been employed\nfor more than 52 weeks.\u003C\u002Fp>\n\n\u003Cp>(2)In lieu of notice -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)an employer may pay the employee the\nremuneration the employee would have received if the employee had worked during\nthe notice period;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)an employee may agree to forfeit or pay the\namount the employee would have received had the employee worked during the\nnotice period.\u003C\u002Fp>\n\n\u003Cp>(3)Notice of termination of employment must be in writing in the form of\nAnnexure A7.\u003C\u002Fp>\n\n\u003Cp>(4)Nothing contained in this clause affects -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the right of an employer or an employee to\nterminate the contract of employment without notice for any cause recognised by\nlaw as sufficient; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)any agreement between an employer and an\nemployee that provides for a longer period of notice than the periods\nstipulated in sub-clause (1), provided that -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)the notice required to be given by the employer\nand the employee must be of equal duration;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)payment in lieu of notice must be of equivalent\nvalue to the notice period stipulated in the agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1054\">41.Documents to be furnished to an employee on termination\u003C\u002Fh3>\n\n\u003Cp>(1)An employer must furnish an employee whose employment terminates with a\ncertificate of service in the form of Annexure A3.\u003C\u002Fp>\n\n\u003Cp>(2)A copy of the certificate of service must be forwarded by the employer to\nthe Council by not later than the 20th day of the month following the\ntermination of the employee’s contract of employment.\u003C\u002Fp>\n\n\u003Cp>(3)This clause does not apply to -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)an employee who deserts;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)a relief employee; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)a temporary employee of a temporary employment\nservice.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1068\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3 id=\"L1068\">42.Severance pay\u003C\u002Fh3>\n\n\u003Cp>Severance pay shall be regulated in terms of Section 189 of the Act and\nSection 41 of the Basic Conditions of Employment Act, 75 of 1997.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1072\">43.Payment for accrued leave not taken\u003C\u002Fh3>\n\n\u003Cp>(1)On termination of employment, an employee must be paid -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)for any accrued leave not taken; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)in respect of an incomplete leave cycle, an\namount of not less than the number of prorata days calculated in terms of\nsub-clause 18 (2).\u003C\u002Fp>\n\n\u003Cp>(2)The payment due to an employee in terms of sub-clause (1) -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must be paid at the wage the employee was\nreceiving immediately before the date of termination;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)may be reduced if an employee leaves employment\nwithout giving the requisite notice prescribed in clause 40, by an amount\nequivalent to the amount the employee would have received if the employee had\nworked during the notice period, unless the employer has waived such notice.\u003C\u002Fp>\n\n\u003Cp>(3)If an employee’s employment terminates before that employee has\nqualified for annual leave in terms of clause 18 -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the employer must complete an online Pro Rata\nAccrued Entitlement Advice Voucher in the form specified by the Council for\nthis purpose and - (i) retain an online copy;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)submit online within 24 hours of the termination\nof employment of the employee to the National Secretary of the Council; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)print and hand a copy to the employee for claim\npurposes;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the employee may submit a claim to the Council\nfor - (i) accrued leave pay;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)accrued holiday pay bonus; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)accrued sick and absence fund bonus.\u003C\u002Fp>\n\n\u003Cp>(4)In calculating the amount due to an employee in terms of sub-clause\n(4)(b), the following applies -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)accrued leave pay is calculated in terms of\nclause 18 (2);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)accrued leave pay and accrued holiday pay bonus\nis calculated from -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)the date of commencing employment with the\nemployer; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)the date of the employee’s last annual leave;\nand\u002For last holiday pay bonus payment.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)accrued leave pay and accrued holiday pay bonus\nis calculated after the employee has been credited with working days pro rata\nto the period of leave the employee would have been entitled to in terms of\nsub-clause (1) (b), according to the following formula:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">Number of working days to be credited = X\u002F12 x 1\u003C\u002Fp>\n\n\u003Cp>where X = the number of completed cycles provided in clauses 29 (1) (b) and\n30 (1) (c) respectively since commencing employment or commencing the last\nperiod of leave and or the payment of holiday pay bonus.\u003C\u002Fp>\n\n\u003Cp>(5)Accrued leave pay due to an employee in terms of sub-clause (1) must not\nbe handed to or accepted by the affected employee, but must immediately upon\ntermination of services be remitted to the National Secretary of the Council.\nPayment by an employer of accrued leave pay, accrued holiday pay bonus or\naccrued sick and absence fund bonus directly to an employee will not absolve\nthe employer of the obligation to remit the amount to the Council and no\nset-off will be permitted.\u003C\u002Fp>\n\n\u003Cp>(6)Accrued leave pay and accrued holiday pay bonus must be paid -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)to the employee four weeks after the termination\nof the employee’s employment or four weeks after the employee leaves other\nemployment in the Industry, as the case may be;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)immediately, to the employee, if the employee is\ndismissed for operational reasons or for incapacity; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)immediately, to the employee’s estate, if the\nemployee has died.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1126\">44.Retrenchment procedure\u003C\u002Fh3>\n\n\u003Cp>(1)The retrenchment procedures prescribed in the Act applies to any\nretrenchment of employees.\u003C\u002Fp>\n\n\u003Cp>(2)A retrenched employee must be provided with -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)a certificate of service in the form of Annexure\nA3; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)a letter confirming that the employee has been\nretrenched.\u003C\u002Fp>\n\n\u003Cp>(3)Within 72 hours of notifying an employee or employees that he\u002Fshe\u002Fthey\nhave been selected for retrenchment, the employer must notify the Council in\nwriting of the retrenchment. The notification must provide the following\ndetails of the affected employee(s).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)Initials and surname;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)ID number \u002F Passportnumber;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)Computer number;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)Category code; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)Anticipated date of retrenchment.\u003C\u002Fp>\n\n\u003Cp>(4)If the employer contemplates a retrenchment that falls within the\nprovisions of section 189A of the Act, the Council must appoint a facilitator\nto assist the parties engaged in retrenchment consultations, if -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the employer has requested facilitation in its\nnotice in terms of section 189 (3) of the Act; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)consulting parties representing the majority of\nemployees whom the employer contemplates dismissing have requested facilitation\nand have notified the Council within 15 days of receiving the notice envisaged\nby section 189 (3) of the Act.\u003C\u002Fp>\n\n\u003Cp>(5)If the Council is requested to provide a facilitator, it must do so in\nterms of -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)section 189A of the Act; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)any regulations promulgated in terms of section\n189A (6) of the Act.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1160\">PART 7: EMPLOYERS’ OBLIGATIONS\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1162\">45.Registration of and particulars to be furnished by\nemployers\u003C\u002Fh3>\n\n\u003Cp>(1)Every employer, including an owner-driver must, within 30 days of the\ndate of coming into operation of this Agreement or within 30 days of entering\nthe Industry, as the case may be, furnish the Council with a statement for each\nof its establishments in the form of Annexure A.1, specified for this purpose\nby the Council, reflecting -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)thetrade name;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)thecompany registration number;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)theVAT registration number;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)thebanking detailsof theemployer;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)thefax\u002Ftel numbers\u002Fe-mailparticulars;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(f)thecontact person;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(g)thepostal address;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(h)thephysical address of establishment;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(i)themagisterial district \u002F province;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(j)the employer’s full names, identity number and\nhome address, or those of each partner, trustee, director or member if the\nemployer is a partnership, trust or company;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(k)the name of the partnership, trust or\ncompany;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(l)the particulars of own pension \u002F provident fund\n(if applicable);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(m)the registration numbers of vehicles used and\nthe gross vehicle mass;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(n)the surname and initials of employees, ID\nnumbers, date engaged, weekly \u002F monthly wage and trade union membership (if\napplicable).\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(o)In the event that an employer transfers his\u002Fher\nbusiness and his\u002Fher employee(s), in part or in whole, to another business in\nthe road freight and logistics industry as contemplated in Section 197 of the\nAct, the employer must notify the Council, in writing, within 30 days of the\ndate of the transfer. The notification must provide the following details of\nthe affected employees:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)Initials and surname;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)ID number \u002F Passport number;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)Computer number;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iv)Category code;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(v)Date of transfer; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(vi)Particulars of the company, including its levy\nnumber with Council, to which the affected employees were transferred.\u003C\u002Fp>\n\n\u003Cp>(2)Sub-clause (1) does not require an employer to provide information that\nthey have already supplied in terms of a previous Agreement of the Council,\nunless particulars have changed.\u003C\u002Fp>\n\n\u003Cp>(3)The Council may require an employer to produce the registration\ncertificate of a vehicle if the Council has reason to believe that the gross\nvehicle mass is not correctly indicated in the registration form.\u003C\u002Fp>\n\n\u003Cp>(4)On receipt of the particulars referred to in sub-clause (1), the Council\nmust issue to the employer a Certificate of Registration in the form of\nAnnexure A.2.\u003C\u002Fp>\n\n\u003Cp>(5)Every registered employer must notify the Council within 30 days, in\nwriting, of any changes in the particulars furnished by him or her on\nregistration.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1216\">46.Employers to be in possession of the following documents\u003C\u002Fh3>\n\n\u003Cp>(1)Employers must ensure that they at all times have an adequate stock of\nthe followingdocuments -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)Annexure A3- certificate of service;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)Annexure A6 - annual leave pay payment\nvoucher;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)Annexure A7 - notice of termination of\nemployment;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)Annexure A8 - application for sick leave\nbenefit.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1228\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3 id=\"L1228\">47.Uniforms and protective clothing\u003C\u002Fh3>\n\n\u003Cp>(1)An employer must supply free of charge any uniform, overall, gumboots,\ncap or other protective clothing that the employer is required by law to\nprovide to employees or that employees are required by law to wear.\u003C\u002Fp>\n\n\u003Cp>(2)An employer who, whether explicitly or implicitly, requires employees to\nwear protective clothing not covered by sub-clause (1) must supply that\nclothing free of charge.\u003C\u002Fp>\n\n\u003Cp>(3)Any protective clothing that has been provided to an employee free of\ncharge remains the property of the employer.\u003C\u002Fp>\n\n\u003Cp>(4)The quality and quantity of uniforms is to be negotiated at plant or\nestablishment level.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1238\">48.Subcontracting\u003C\u002Fh3>\n\n\u003Cp>(1)An employer who is considering engaging the services of a subcontractor\nmust adopt the procedure set out in sub-clause (2) if the subcontracting may\nresult in -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)a reduction in employment levels; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)material changes in the terms and conditions of\nemployment of employees.\u003C\u002Fp>\n\n\u003Cp>(2)The following procedure must be followed prior to engaging a\nsubcontractor if the circumstances contemplated in sub-clause (1) may eventuate\n-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the employer must give the trade union or unions\nrepresenting affected employees, or the affected employees themselves in the\ncase of non-unionised employees, at least four weeks' written notice of the\nemployer’s intention to subcontract; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)a meeting between the parties must be convened\nat a mutually agreed time within seven days of the date of receipt of the\nnotice referred to in paragraph (a);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)at the meeting, the parties must enter into\nconsultations regarding the need and motivation for the contemplated\nsubcontract.\u003C\u002Fp>\n\n\u003Cp>(3)An employer who subcontracts work falling within the Council’s\nregistered scope will be held jointly and severally liable with the\nsubcontractor, if the subcontractor fails to comply with the provisions of this\nAgreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1256\">49.Employee representative on the Council\u003C\u002Fh3>\n\n\u003Cp>Employee representatives on the Council must be given every reasonable\nfacility by their employers to attend to their duties in connection with the\nwork of the Council.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1260\">50.Registers\u003C\u002Fh3>\n\n\u003Cp>(1)Every employer must maintain one or more registers containing the\ninformation prescribed in terms of this clause and -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)ensure that all entries in the registers are in\nnon-erasable ink;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)at all times keep the registers available for\ninspection at its premises; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)retain the completed registers for three years\nfrom the date of the last entry in the register.\u003C\u002Fp>\n\n\u003Cp>(2)On commencement of employment of an employee, an employer must enter the\nfollowing particulars into a register -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the full first names, surname and identification\nnumber of the employee;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the employee’s class of work; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)the date of commencement of the employee’s\nemployment.\u003C\u002Fp>\n\n\u003Cp>(3)An employer must maintain -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)a time and wage register containing the\ninformation prescribed in section 31 (1), (2) and (3) of the Basic Conditions\nof Employment Act, 75 of 1997, and regulations made in terms of that Act, of\nthe earnings paid to and the time worked by each employee;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)record all periods of leave of an employee in\nthat register or a separate leave register.\u003C\u002Fp>\n\n\u003Cp>(4)An employer who implements a scheme of -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)compressed working weeks in terms of clause 8,\nmust record the dates and hours worked by every employee involved in the scheme\nin a register;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)paid time off for work on a Sunday or a public\nholiday, in terms of clauses 14 and 15, or for overtime work in terms of clause\n11, must maintain a register detailing -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)the dates and hours of Sunday, public holiday or\novertime work by an employee in terms of the scheme concerned;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)the calculation of paid time off due to each\nemployee; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)the dates and periods of time off granted to\neach employee.\u003C\u002Fp>\n\n\u003Cp>(5)An employer who has entered into an agreement with employees to implement\nan averaging of hours of work scheme in terms of clause 9 must maintain a\nregister detailing-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the dates, ordinary hours of work and overtime\nworked by every employee involved in the scheme; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)a calculation of how the hours were averaged\nover the period in respect of each employee.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1302\">51.Daily logbook\u003C\u002Fh3>\n\n\u003Cp>(1)An employer must furnish all drivers who are away from their place of\nresidence and their employer’s establishment on a journey extending over the\ncompulsory rest interval of nine consecutive hours prescribed in clause 6(1)\nwith a daily manual or electronic logbook which meets the following\nspecifications -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the logsheets must be in duplicate folios and be\nserialised;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the Council’s name, street address and postal\naddress and the telephone number of the Council’s nearest office to the\nemployer’s establishment where the employee is employed must appear on the\ndriver’s copy of the logsheet;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)the name of the employer must appear on each\nlogsheet;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)the following must be recorded on each logsheet\n-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)the date;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)the name of the driver;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)the name of any general worker, security\nofficer or other employee accompanying the vehicle;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iv)the signatures of the driver and the employer or\nthe employer’s authorised representative;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(v)the registration number of the vehicle and of any\ntrailer;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(vi)the odometer readings at the commencement and\nend of the working day;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(vii)the working day commencement and finishing\ntimes;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(viii)the commencement and finishing times of all\nmeal intervals;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ix)the commencement and finishing times of all rest\nintervals;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(x)the number of ordinary hours worked;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(xi)the number of overtime hours worked;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(xii)the number of hours worked on Sundays and\npublic holidays; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(xiii)provision must be made for the driver to\nrecord general remarks relating to his or her duties and any vehicle or trailer\ndefects.\u003C\u002Fp>\n\n\u003Cp>(2)A driver must, in respect of each day’s work -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)record the details required in terms of\nsub-clause (1) in the logbook; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)at the end of each day’s work, or as soon as\npossible thereafter, deliver the original logsheet to the employer and retain a\ncopy of the logsheet.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)In case of an electronic logbook, the employer\nmust provide a driver with a copy of an electronic logsheet.\u003C\u002Fp>\n\n\u003Cp>(3)A driver may not record false details in the logbook and an employer may\nnot require or permit a driver to enter details in the logbook that are\nfalse.\u003C\u002Fp>\n\n\u003Cp>(4)If a driver is doing local deliveries and is not away from his or her\nplace of residence and employer’s establishment on a journey extending over\nthe compulsory rest interval referred to in sub-clause (1), the employer may\nutilise an attendance register instead of the daily logbook contemplated in\nsub-clause (1).\u003C\u002Fp>\n\n\u003Cp>(5)An attendance register or the completed original folios of the daily\nlogbook must be retained by the employer at the employer’s registered\nbusiness address for a period of three years subsequent to the date to which\nthe register or folio refers.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1354\">52.Exhibition of Agreement and notices\u003C\u002Fh3>\n\n\u003Cp>(1)A legible copy of this Agreement, in at least two official languages,\nmust be kept by the employer at -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the premises at which the employer’s motor\nvehicles are normally parked; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the usual place for the payment of wages.\u003C\u002Fp>\n\n\u003Cp>(2)The copies of this Agreement, referred to in sub-clause (1) must be\nreadily accessible to employees.\u003C\u002Fp>\n\n\u003Cp>(3)An employer must, at the employer’s establishment, keep affixed in a\nconspicuous place readily accessible to employees, a notice specifying the day\nof the week, or, subject to the provisions of clause 31 (2) (b), the day of the\nmonth, and the time and place at which wages will usually be paid. If wages are\npaid at more than one place, the notice must contain particulars of each\nplace.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1366\">53.Monthly returns\u003C\u002Fh3>\n\n\u003Cp>(1)Every employer must comply with clauses 19, 29, 30, 54, 69, the Wellness\nFund as provided for in Schedule 4 of this Agreement and by completing and\nsubmitting, the online monthly return and paying to the Council the total\namount due for such return by the due date.\u003C\u002Fp>\n\n\u003Cp>(2)An employer will only be deemed to have complied with the provisions of\nsub-clause (1) on receipt by the Council of the monthly return and payment by\nthe due date.\u003C\u002Fp>\n\n\u003Cp>(3)If an employer submits a monthly return that is defective or incomplete,\nthe National Secretary of the Council, or an official designated by the\nNational Secretary, may return it and the accompanying payment to the employer\nand -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the employer will be deemed not to have complied\nwith the provisions of the relevant clause or clauses referred to in sub-clause\n(1);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the loss of time caused by having to return the\nmonthly return and payment to the employer and by the resubmission thereof to\nthe Council, is deemed to be the fault of the employer.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(4)For the purposes of sub-clause (3), a monthly\nreturn is deemed to be defective or incomplete if it -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)Does not conform in all respects with the online\nmonthly return.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)is not sufficiently legible, in the opinion of\nthe National Secretary of the Council;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)does not correctly reflect the full particulars\nof the employer and the employer’s employees as required therein;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)does not correctly reflect or explain, where\nrequired, all other data required therein;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)reflects one or more incorrect contributions due\nin terms of the provisions referred to in sub-clause (1);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(f)does not cross cast; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(g)does not tally with the accompanying cheque or\nany other remittance received by the Council in respect of the return.\u003C\u002Fp>\n\n\u003Cp>(5)From the date of promulgation of this Agreement all employers in the\nIndustry must submit monthly returns on Council’s on-line system.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1396\">PART 8: COLLECTIVE BARGAINING\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1398\">54.Trade union subscriptions\u003C\u002Fh3>\n\n\u003Cp>(1)Trade union subscriptions to be deducted from the wages of employees must\nbe approved by the Registrar of Labour Relations and be circulated from time to\ntime to all employers by the National Secretary of the Council.\u003C\u002Fp>\n\n\u003Cp>(2)Each week or month an employer must -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)deduct from the wages of employees who are\nmembers of a trade union that is a party to this Agreement, the current union\nsubscriptions referred to in sub-clause (1); and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)transmit the total amount deducted, together\nwith the online monthly return to the National Secretary of the Council, by no\nlater than the 20th day of each month following that to which it relates.\u003C\u002Fp>\n\n\u003Cp>(3)The National Secretary of the Council must, by no later than the 10th day\nof each month,\u003C\u002Fp>\n\n\u003Cp>transmit to the trade unions the total union subscriptions received by the\nCouncil in terms of sub-clause (2) (b) during the preceding month.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1412\">55.Employers’ organisation subscriptions\u003C\u002Fh3>\n\n\u003Cp>(1)Subscriptions due to the employers' organisation must be approved by the\nRegistrar of Labour Relations.\u003C\u002Fp>\n\n\u003Cp>(2)Should an Employers’ Organisation request the Secretary of the Council\nin writing to collect its subscriptions on its behalf, then employers who are\nmembers of the employers’ organisation party to this Agreement must, by the\n20th of each month, transmit their monthly subscription due to the employers’\norganisation to the National Secretary of the Council.\u003C\u002Fp>\n\n\u003Cp>(3)The National Secretary of the Council must, by no later than the 10th of\neach month, transmit to the employers’ organisation the total subscriptions\nreceived by the Council in terms of sub-clause (2) during the preceding\nmonth.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1420\">56.Bargaining unit\u003C\u002Fh3>\n\n\u003Cp>(1)The bargaining unit means all employees employed in operations,\nwarehousing, fleet maintenance and administration as listed in the wage\nschedules as contained in Schedule 2 of the Main Collective Agreement, but\nexcluding management that may take decisions to recruit or discipline\nemployees, however including supervisors and controllers regardless of whether\nor not they may make decisions to recruit or discipline.\u003C\u002Fp>\n\n\u003Cp>(2)Extended bargaining unit employees shall exclude employees within the\ntraditional bargaining unit. It shall mean employees whose jobs are graded up\nto the C1 band that are involved in the administration of the operations of\nroad freight logistics, warehousing and fleet maintenance and with reference to\nthe categories listed in Schedule 7 of the Main Collective Agreement\u003C\u002Fp>\n\n\u003Cp>(3)The job categories listed in Schedule 7 of the Main Collective Agreement\nshall be the only job categories applicable and recognised within the road\nfreight and logistic industry and there shall be no other new job categories\nintroduced without a resolution from the Council.\u003C\u002Fp>\n\n\u003Cp>(4)An Agent appointed in terms of clause 73 (1) is empowered to conduct an\ninvestigation on job description of an employee who is graded above C1 band but\nearning less than the minimum of a job category graded at C1 band or below.\u003C\u002Fp>\n\n\u003Cp>After conclusion of the investigation, an Agent is entitled to make a\ndetermination on the correctness of the job description of such employee whose\nearning is less than the minimum of a job category graded at C1 band or\nbelow.\u003C\u002Fp>\n\n\u003Cp>In making such determination, the Agent shall be entitled to review and\namend the job grading assigned to such employee. Any party that disputes the\ndetermination of the Agent in terms of this clause shall be entitled to refer a\ndispute to the Council in terms of clause 75.\u003C\u002Fp>\n\n\u003Cp>(5)In order to confirm current specified job categories and identify other\njob categories within the defined bargaining unit, a Council task team will be\nappointed to -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)ensure that short descriptions of each category\nexists; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)ensure that job grading and classification of\nidentified jobs in terms of the Patterson grading is done; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)determine the existing minimum wage rages of the\nidentified jobs in the Industry in terms of current wages \u002F salaries; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)ensure that a service provider is appointed to\nperform the services envisaged in subclause (a) to (c) above.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)oversee, in co-operation with the Council, the\ncollection of information required to verify representativeness of parties to\nthe Council in the defined bargaining unit by the Department of Labour in terms\nof Section 49 of the Act.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(f)Employers in the Industry are obliged to submit\ninformation in respect of (e) above, on a monthly basis in respect of all\nemployees who falls within the definition of the Bargaining Unit in terms of\nthis clause. The information is to be submitted on the prescribed monthly\nreturn, published by Council from time to time.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1448\">57.Levels of bargaining\u003C\u002Fh3>\n\n\u003Cp>(1)The Council is the exclusive forum for the negotiation and conclusion of\nagreements on substantive issues between employers and employers'\norganisations, on the one hand, and trade unions on the other hand.\u003C\u002Fp>\n\n\u003Cp>(2)Despite sub-clause (1), employee representatives or representative trade\nunions may negotiate with an employer at company level on non-substantive\nconditions of employment,\u003C\u002Fp>\n\n\u003Cp>operational procedures, bonuses or incentive schemes that are directly\nrelated to profit or productivity, or both. A matter contemplated in this\nsub-clause may not be negotiated in the Council.\u003C\u002Fp>\n\n\u003Cp>(3)In the event of a deadlock in negotiations on an issue contemplated by\nsub-clause (2), the provisions of the Council’s Exemption and Dispute\nResolution Agreement may be invoked.\u003C\u002Fp>\n\n\u003Cp>(4)No trade union or employers’ organisation may call a strike or lock-out\nor in any other way seek to induce or compel negotiations on the issues\nreferred to in sub-clause (1) at any level other than the Council.\u003C\u002Fp>\n\n\u003Cp>(5)Any collective procedural agreement between an employer who is a member\nof the employers’ organisation and a party trade union which contains\nprovisions that are inconsistent with this Agreement -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must be regarded by the parties to the agreement\nas having been amended to create consistency with this clause; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)is not binding to the extent that its provisions\nare inconsistent with this clause.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1466\">PART 9: PROHIBITED EMPLOYMENT\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1468\">58.Prohibition of employment\u003C\u002Fh3>\n\n\u003Cp>(1)An employer may not -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)employ any person under the age of 15 years;\nand\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)knowingly employ :\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)An illegal foreigner;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)A foreigner whose status does not authorise him\nor her to be employed by such person; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)A foreigner on terms, conditions or in a\ncapacity different from those contemplated in such foreigner’s status, as\ncontemplated in the immigration Act no 13, of 2002\u003C\u002Fp>\n\n\u003Cp>(2)An employer shall make a good faith effort to ascertain that no illegal\nforeigner is employed by him\u002Fher and to ascertain the status or citizenship of\nthose whom he\u002Fshe employs.\u003C\u002Fp>\n\n\u003Cp>(3)An employer who employs foreign nationals must comply with the Government\nLegislative Framework, in particular the Immigration Act, 13 of 2002 as\namended, and the Employment Services Act, 8 of 2014 as amended. Council\nAdministration must collect data from employers who employ Foreign Nationals\nwithin the Industry and report their findings to Council by no later than 1\nMarch 2022. Such report will then be submitted to the Department of Employment\nand Labour for inspection and enforcement purposes.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1486\">PART 10: PROVISIONS APPLICABLE TO PARTICULAR CATEGORIES OF\nEMPLOYEES\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1488\">59.Drivers\u003C\u002Fh3>\n\n\u003Cp>(1)Unless the context indicates otherwise, drivers are bound by this clause\nand the remainder of this Agreement.\u003C\u002Fp>\n\n\u003Cp>(2)In addition to any other requirements prescribed by this Agreement or by\nlaw, drivers engaged in the transportation of either hazardous substances, or\nperishable products, may participate in industrial action only after -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the safe discharge of their loads and the return\nof the vehicles to the employers’ establishments; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)having given their employers written notice of\nat least seven days of their intention to participate in industrial action if\nthe industrial action will occur during a period when they are required to\nundertake a trip involving the transportation of hazardous substances or\nperishable products.\u003C\u002Fp>\n\n\u003Cp>(3)If an employer’s client restricts a dangerous good driver’s maximum\ndaily working hours from 15 hours to a lesser number of hours per working day,\nthe driver must be deemed to have worked the full working day and must be paid;\n-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)for the ordinary hours of work plus overtime in\nterms of this Agreement;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)an allowance specified in Schedule 5.\u003C\u002Fp>\n\n\u003Cp>(4)Payment to a driver in terms of sub-clause (3) is conditional on -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the allowance being offset against existing\npractices where any amount or allowance is already paid to compensate for a\nsimilar purpose; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)a driver not refusing to be transferred between\ndifferent operations.\u003C\u002Fp>\n\n\u003Cp>(5)For the purposes of this clause, a “dangerous goods driver” means a\ndriver who has qualified as a dangerous goods driver and holds the appropriate\nProfessional Driving Permit and hazardous goods certificate and has been\nspecifically employed to transport goods by a company that is registered to\noperate as a transporter of dangerous goods.\u003C\u002Fp>\n\n\u003Cp>(6)Drivers must ensure that they have valid and current Professional Driving\nPermits.\u003C\u002Fp>\n\n\u003Cp>(7)The employer of a driver -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must refund the driver, on submission of proof\nof payment, the costs of the prescribed fee for the renewal of a Professional\nDriving Permit and the costs of a medical certificate and fingerprinting, if\nthese were officially required;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)may recover a pro rata amount of any amount paid\nas a refund in terms of this subclause, by means of a deduction from the\ndriver's wage, if the driver resigns within six months of the date of renewal\nof his or her Professional Driving Permit.\u003C\u002Fp>\n\n\u003Cp>(8)Clause 5 (6) of this Agreement does not apply to a driver or to an\nemployee who accompanies or assists a driver on the vehicle while such vehicle\nis not at the employer’s establishment.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1522\">60.HAZCHEM employees\u003C\u002Fh3>\n\n\u003Cp>(1)A danger allowance must be paid to HAZCHEM employees. The allowance shall\nbe 2% based on determined minimum wages for HAZCHEM employees calculated on\neither the weekly minimum wage in respect of weekly paid employees or on the\nmonthly minimum wage in respect of monthly paid employees.\u003C\u002Fp>\n\n\u003Cp>(2)For the purposes of this clause, a “HAZCHEM employee” means a driver\nwho is qualified as a Dangerous Goods Driver and holds an appropriate Dangerous\nGoods Permit and the driver’s assistant who accompanies the driver and who\nare both employed specifically to transport dangerous goods of a company which\nis registered accordingly to operate as a transporter of dangerous goods\nincluding employees employed in Hazardous Waste Disposal Facilities and\nemployees handling hazardous substances as defined in the Main Collective\nAgreement. Hazardous Waste Disposal Facility means a disposal and or treatment\nfacility licenced by the Department of Environmental Affairs for the disposal\nand or treatment of hazardous waste.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a) The application of the Hazchem Allowance as per\naforementioned definition, will be off-set against any existing allowances \u002F\npayments made for similar purpose.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1530\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-part_time_excluded\">\u003Ch3 id=\"L1530\">61.Part-time employees\u003C\u002Fh3>\n\n\u003Cp>(1)Unless the context indicates otherwise, part-time employees are bound by\nthis clause and the remainder of this Agreement. If there is a contradiction\nbetween this clause and another clause in the Agreement, this clause\nprevails.\u003C\u002Fp>\n\n\u003Cp>(2)The written contract of employment of a part-time employee must specify\nthe hours the employee is required to work each day, week or month.\u003C\u002Fp>\n\n\u003Cp>(3)The minimum wage of a part-time employee is calculated as a proportion of\nthe wage\u003C\u002Fp>\n\n\u003Cp>prescribed in Schedule 5 for the class of work performed by that\nemployee.\u003C\u002Fp>\n\n\u003Cp>(4)The number of part-time employees employed by an employer may, on\naverage, not\u003C\u002Fp>\n\n\u003Cp>exceed 30% of the employer’s average monthly workforce over a 12-month\nperiod.\u003C\u002Fp>\n\n\u003Cp>(5)An employer must credit a part-time employee with a full working day for\nevery day worked, irrespective of the number of hours worked, unless the\nemployee is absent for reasons not specified in in the definition of “working\nday” on any day which the employee is required to work.\u003C\u002Fp>\n\n\u003Cp>(6)For the purposes of calculating the contributions payable to the benefit\nfunds referred to in Part 4 of this Agreement and Council expense contributions\nprescribed in clause 69 of this Agreement, the normal basic weekly wage of a\npart-time employee who works an average of 15 or more ordinary hours per week,\nis calculated as follows -\u003C\u002Fp>\n\n\u003Cp>Normal basic weekly wage = Total basic wage due for month x 3\u002F13\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L1550\">62.Relief employees\u003C\u002Fh3>\n\n\u003Cp>(1)Unless the context indicates otherwise, relief employees are bound by\nthis clause and the remainder of this Agreement. If there is a contradiction\nbetween this clause and another clause in the Agreement, this clause\nprevails.\u003C\u002Fp>\n\n\u003Cp>(2)The number of relief employees employed by an employer may, on average,\nnot exceed 30% of the employer’s average monthly workforce over a 12-month\nperiod.\u003C\u002Fp>\n\n\u003Cp>(3)Relief employees must be paid -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)not less than one-fifth of the weekly wage\nprescribed for employees of their class for every day on which they work for\nsix hours or more; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)for six hours work if they work for less than\nsix hours on any day; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)an additional premium of 10% of any wage paid in\nterms of paragraphs (a) or (b).\u003C\u002Fp>\n\n\u003Cp>(4)A relief employee who performs classes of work for which different wages\nare prescribed in Schedule 5 on any day must be paid at the highest wage for\nthat day, plus an additional premium of 10% of such highest wage.\u003C\u002Fp>\n\n\u003Cp>(5)A relief employee who works more than 90 days in a 52 week period -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)is no longer entitled to the 10% premium on\nwages prescribed in sub-clause (3)(c), but is entitled to the benefits\nprescribed in terms of clause 24 of this Agreement;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)must be credited with a working day for any day\non which the employee works, irrespective of the number of hours worked;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)must be paid in lieu of annual leave, an amount\ncalculated using the following formula for every ordinary hour, or part of an\nhour, worked:\u003C\u002Fp>\n\n\u003Cp>25\u002F100 x Total basic wage for week \u002F195\u003C\u002Fp>\n\n\u003Cp>(6)A relief employee who is employed for more than 144 days in a 52 week\nperiod must be offered a permanent position and must be remunerated\naccordingly.\u003C\u002Fp>\n\n\u003Cp>(7)A relief employee must be paid in cash -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)on the last day of the employee’s employment\nif the employee has worked for two days or less; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)on the normal weekly pay-day of the\nestablishment, if the employee has worked for more than two days.\u003C\u002Fp>\n\n\u003Cp>(8)A relief employee may not work more than nine ordinary hours on any\nday.\u003C\u002Fp>\n\n\u003Cp>(9)A relief employee who works on a public holiday must be paid in terms of\nclause 15, calculated on-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the hourly rate prescribed for the employee’s\nclass, for each hour or part of an hour worked, with a fraction of an hour\nrounded up or down to the nearest full half-hour;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the wage specified in sub-clause (3), including\nthe additional premium of 10%.\u003C\u002Fp>\n\n\u003Cp>(10)A relief employee who works on a Sunday must be paid in terms of clause\n14.\u003C\u002Fp>\n\n\u003Cp>(11)A relief employee who works overtime must be paid in terms of clause 11,\ncalculated on-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)the daily total of overtime worked, with a\nfraction of an hour rounded up or down to the nearest full half-hour; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the wage specified in sub-clause (3), including\nthe additional premium of 10%.\u003C\u002Fp>\n\n\u003Cp>(12)Payment for overtime must be made to relief employees on the day that\nthe overtime was performed.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1602\">63.Seasonal workers (sugar transport sector)\u003C\u002Fh3>\n\n\u003Cp>(1)Unless the context indicates otherwise, seasonal workers (sugar transport\nsector) are bound by this clause and the remainder of this Agreement.\u003C\u002Fp>\n\n\u003Cp>(2)Seasonal workers (sugar transport sector) must be paid a retainer\nthroughout the off-crop period, equal to -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)66,6% of their normal basic wage for the first\n15 weeks; and thereafter 40% of their normal basic wage.\u003C\u002Fp>\n\n\u003Cp>(3)A retainer payable in terms of sub-clause (2) is not payable in any\nperiod in which the employee takes annual leave.\u003C\u002Fp>\n\n\u003Cp>(4)Seasonal workers who have been paid a retainer in terms of this clause\n-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)are not required to report for normal duty;\nbut\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)must hold themselves in readiness to report for\nnormal duty on reasonable notice.\u003C\u002Fp>\n\n\u003Cp>(5)Seasonal workers (sugar transport sector) who are recalled for normal\nduty during the off- crop period and who fail to report for duty forfeit the\nretainer prescribed in sub-clause (2) for the period during which they are\nabsent without permission.\u003C\u002Fp>\n\n\u003Cp>(6)Seasonal workers (sugar transport sector) who are employed in the Sugar\nCane Sector, and who perform night work -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must be paid the night-shift allowance specified\nin Schedule 5, for every night-shift worked, except that if two different\nshifts qualify for a night-shift allowance during a 24-hour period commencing\nat midnight, only those employees who worked the first shift will receive\npayment of the night-shift allowance;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)do not qualify to receive a night-shift\nallowance if they receive a subsistence allowance.\u003C\u002Fp>\n\n\u003Cp>(7)Employees must be paid the monthly consolidated allowance, specified in\nSchedule 5, payable monthly in arrears, offset against any night-shift,\naccommodation, housing, rations or other allowances of a subsistence nature\npaid to such employees. Where employment commences or terminates during a\nmonth, the consolidated allowance must be paid pro rata for service performed\nduring such month.\u003C\u002Fp>\n\n\u003Cp>(8)If the total night-shift allowance earned by an employee during a month\nexceeds the amount of the consolidated allowance, the employee must be paid the\nconsolidated allowance plus the excess amount.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1630\">64.Short-time in the Furniture Removal Sector\u003C\u002Fh3>\n\n\u003Cp>(1)This clause applies to employees in the Furniture Removal Sector but does\nnot apply to relief employees or temporary employees of a temporary employment\nservice.\u003C\u002Fp>\n\n\u003Cp>(2)For the purposes of this clause, short-time means a temporary reduction\nin the number of ordinary hours of work owing to vagaries of the weather, a\nslackness of trade, a shortage of goods to be transported, a breakdown of\nvehicles, plant or machinery or a breakdown or threatened breakdown of\nbuildings.\u003C\u002Fp>\n\n\u003Cp>(3)If the ordinary hours of work of an employee are reduced because of short\ntime, an employer may make a deduction not exceeding an amount equal to the\nlesser of -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)employee’s hourly wage in respect of each hour\nof short time; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)one-third of the employee’s weekly wage,\nirrespective of the number of hours of short time.\u003C\u002Fp>\n\n\u003Cp>(4)Unless the employer gives employees notice on the previous working day\nthat short-time will be implemented, no deduction may be made for -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)short time arising from slackness of trade or\nshortage of goods; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)for the first hour of short time due to the\nvagaries of the weather or a breakdown of vehicles, plant or machinery, or a\nbreakdown or threatened breakdown of buildings.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1648\">65.Provisions applicable to the CIT sector\u003C\u002Fh3>\n\n\u003Cp>(1)An employee’s hours of work may be averaged in terms of clause 9 with\nthe written consent of the employee.\u003C\u002Fp>\n\n\u003Cp>(2)Employees who have full attendance during their allocated ordinary hours\nof work in a calendar month qualify for a paid day off in the following month\non a working day agreed between an employee and his employer. The employees’\novertime continues to commence after the employee has worked 45 ordinary hours\nof work.\u003C\u002Fp>\n\n\u003Cp>(3)If an employee works on the day off as agreed in sub clause (1) the\nemployer may:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)give the employee an additional day off the\nfollowing month; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)pay the employee for that day at the ordinary\nhourly rate\u003C\u002Fp>\n\n\u003Cp>(4)Overtime of employees employed in the CIT sector -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)must be calculated on weekly overtime worked\nwith due regard to daily and weekly overtime limits in clause 10;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)may only be set off against a shortage of\nordinary hours of work if the employee consents in writing or if the absence is\nnot an authorised absence as provided for in the definition of “working\nday”.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1666\">65A.Extended Bargaining Unit (EBU) Employees in the CIT\nSector\u003C\u002Fh3>\n\n\u003Cp>(1)In applying overtime, the employer must comply with the provisions of the\nBasic Conditions of Employment Act (BCEA), in the case of non-compliance with\nthe BCEA, the provisions of BCEA will apply.\u003C\u002Fp>\n\n\u003Cp>(2)EBU Process\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)Parties agree to the process on outstanding EBU\ncategories as delegated to the Outstanding Wage Matters Committee, with the\nintention of implementation as per Clause 2 of this Agreement:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)The CIT chamber will, under the auspices of the\nOutstanding Wage Matters Committee, appoint an independent service provider\nto:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)grade aforementioned positions and provide\ngeneric job descriptions for same.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)establish the existing earning range for the\naforementioned with the aim of identifying the applicable MIN at the 25th\npercentile (minimum level) of such ranges.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)The outcome of such exercise must be reported to\nthe same committee within 6 months of the commencement of the aforementioned\nprocess, with the aim of parties making an agreed recommendation to Council on\nthe outcome.\u003C\u002Fp>\n\n\u003Cp>(b)TSO GRADING\u003C\u002Fp>\n\n\u003Cp>To be graded as part of the process agreed above and in the interim,\novertime to be paid after completion of 195 normal hours.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1686\">66.Employees of temporary employment services\u003C\u002Fh3>\n\n\u003Cp>(1)An employee of a temporary employment service who is provided to one or\nmore clients within the Industry for a period -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)in excess of two months is deemed to be an\nordinary employee and all relevant provisions of this Agreement are applicable\nto that employee;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)of less than two months, is deemed to be a\ntemporary employee of that temporary employment service, and only the\nprovisions of this clause, and clause 69 and clause 2 (1) (a) of Schedule 4 of\nthis Agreement apply to those employees.\u003C\u002Fp>\n\n\u003Cp>(2)The contract of employment of an employee of a temporary employment\nservice is deemed to be a weekly contract, unless the employee is a temporary\nemployee of such temporary employment service, in which case the contract is\ndeemed to be a daily contract.\u003C\u002Fp>\n\n\u003Cp>(3)If a temporary employment service contravenes the provisions of this\nAgreement or defaults on any obligation provided for in terms of this\nAgreement, the employee may hold the employer to whom that employee was\nsupplied, liable for complying with that obligation.\u003C\u002Fp>\n\n\u003Cp>(4)No employer may use the services of a temporary employment service unless\nthe temporary employment service -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)is registered with the Council;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)provides satisfactory proof to the employer that\nit has complied with all its obligations in terms of the Unemployment Insurance\nAct, and the Compensation for Occupational Injuries and Diseases Act;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)provides satisfactory proof that it has complied\nwith its obligations to the South African Revenue Services and is in possession\nof an IT 30 Tax Certificate.\u003C\u002Fp>\n\n\u003Cp>(5)When a temporary employment service supplies one or more workers to an\nemployer, the employer must notify the Council in writing on the prescribed\nforms. The notification must be submitted to the Council in the month following\nthe date of utilising the employees.\u003C\u002Fp>\n\n\u003Cp>(6)Prevailing Labour Legislation (including but not limited to the Labour\nRelations Act, Basic Conditions of Employment Act, Employment Equity Act)\nregarding temporary employment services will apply.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1710\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch3 id=\"L1710\">67.Temporary employees of temporary employment services\u003C\u002Fh3>\n\n\u003Cp>(1)Nothing in this Agreement precludes a temporary employment service from\nrequiring a temporary employee to perform work of different classes for which\ndifferent wages are prescribed.\u003C\u002Fp>\n\n\u003Cp>(2)Subject to sub-clause (9), a temporary employee of a temporary employment\nservice who works overtime must be paid in terms of clause 11.\u003C\u002Fp>\n\n\u003Cp>(3)If a temporary employee of a temporary employment service works overtime\nin two or more job categories during a pay week, the employee must be paid\novertime at the rate for each category, calculated on the total number of hours\nworked in each category, with a fraction of an hour rounded up or down to the\nnearest full half-hour.\u003C\u002Fp>\n\n\u003Cp>(4)Payment for overtime must be made to temporary employees of a temporary\nemployment service, on the day that the overtime was performed.\u003C\u002Fp>\n\n\u003Cp>(5)A temporary employee of a temporary employment service who is required to\nwork on a Sunday or public holiday must be paid in accordance with the\nprovisions of clauses 14 and 15 respectively.\u003C\u002Fp>\n\n\u003Cp>(6)A temporary employee of a temporary employment service will accrue a\nworking day if one or more ordinary hours are worked during that day.\u003C\u002Fp>\n\n\u003Cp>(7)The hours of work of a temporary employee of a temporary employment\nservice do not have to be consecutive.\u003C\u002Fp>\n\n\u003Cp>(8)In lieu of annual leave, a temporary employment service must pay to each\nof its temporary employees an amount calculated using the following formula for\nevery ordinary hour of work worked in each job category:\u003C\u002Fp>\n\n\u003Cp>25\u002F11 x Total basic wage for week\u002F195\u003C\u002Fp>\n\n\u003Cp>(9)A temporary employee of a temporary employment service who works in two\nor more job categories during a pay week must be paid at not less than the\nminimum wage prescribed in Schedule 5 for the hours actually worked in each\ncategory.\u003C\u002Fp>\n\n\u003Cp>(10)The termination of the contract of employment of a temporary employee of\na temporary employment service must be regulated in a document handed to the\nemployee when that employee is assigned to a client.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L1734\">67A. Dual Driver System\u003C\u002Fh3>\n\n\u003Cp>(1)A Dual Driver system is where two drivers are simultaneously engaged,\nsharing duties on one vehicle whilst out on the same journey.\u003C\u002Fp>\n\n\u003Cp>(2)The trip will be divided between two drivers and the compulsory rest\nintervals between shifts, as prescribed in clause 6 of the Main Agreement, must\nbe complied with.\u003C\u002Fp>\n\n\u003Cp>(3)Each driver will be paid 9 hours of ordinary work and 6 hours of overtime\nin any 24 hours period in terms of clause 3 and clause 10 of the Main\nCollective Agreement and as defined in Schedule 2 of the Main Collective\nAgreement.\u003C\u002Fp>\n\n\u003Cp>(4)Each driver will be paid 15 hours, which comprises of 9 ordinary working\nhours and 6 hours for overtime as well as the normal subsistence allowance as\nstipulated under clause 36 of the Main Collective Agreement for the shift\nworked in accordance with the dual driver system. In this regard, the Dual\nDrivers’ subsistence allowance and payment equal to 2 hours calculated at the\novertime rate falls away, however, the drivers will still be entitled to the\nnormal subsistence allowance.\u003C\u002Fp>\n\n\u003Cp>(5)Clause 79 below is applicable to sub clause 67A (4) above.\u003C\u002Fp>\n\n\u003Cp>(6)This will be off-set against any similar existing payment practices\nrelating to the dual driver work practice. Such payment practices will not\nreduce as a result of this allowance.\u003C\u002Fp>\n\n\u003Cp>(7)Both drivers, whether driving or not, will be covered for purposes of\nworkman’s compensation (COIDA), for the duration of the trip.\u003C\u002Fp>\n\n\u003Ch2 id=\"L1750\">PART 11: ADMINISTRATION OF AGREEMENT\u003C\u002Fh2>\n\n\u003Ch3 id=\"L1752\">68.Administration of Agreement\u003C\u002Fh3>\n\n\u003Cp>(1)The Council administers this Agreement and may, for the guidance of\nemployers and employees, issue rulings, provided those rulings are consistent\nwith the provisions of this Agreement and the Act.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1756\">69.Expenses of the Council\u003C\u002Fh3>\n\n\u003Cp>(1)The expenses of the Council must be defrayed from money obtained in terms\nof this clause.\u003C\u002Fp>\n\n\u003Cp>(2)Employees for whom minimum wages are prescribed an amount equivalent to\n0,4 percent per week of an employee’s normal basic weekly wage shall be\ndeducted by an employer from the wage of every employee, including a part-time\nemployee, a relief employee and a temporary employee of a temporary employment\nservice, in his or its employ who works one or more days in a week. To the\namount so deducted the employer shall add a like amount and pay the total by\nnot later than the 20th day of each month following that to which it relates,\nat the Head Office of the Council at Road Freight House, 31 De Korte Street,\nBraamfontein, Johannesburg.\u003C\u002Fp>\n\n\u003Cp>(3)Other employees in the bargaining unit for whom minimum wages are not\nprescribed, but who qualify for the across the board increases as per Schedule\n5, an amount equivalent to 0,075 per cent per week of an employee’s normal\nbasic weekly wage shall be deducted by an employer from the wage of every\nemployee, including a part-time employee, a relief employee and a temporary\nemployee of a temporary employment service, in his or its employ who works one\nor more days in a week. To the amount so deducted the employer shall add a like\namount and pay the total by not later than the 20th day of each month following\nthat to which it relates, at the Head Office of the Council at Road Freight\nHouse, 31 De Korte Street, Braamfontein, Johannesburg.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1764\">70.Dishonoured cheques\u003C\u002Fh3>\n\n\u003Cp>(1)Whenever an employer pays an amount due to the Council in terms of this\nAgreement in any manner other than in cash and such payment is dishonoured for\nany reason whatsoever, the Council may impose on that employer a penalty equal\nto 1,5% of that amount. Any penalty due to the Council in terms of this\nsub-clause is payable on demand.\u003C\u002Fp>\n\n\u003Cp>(2)If an employer’s banker dishonours a cheque drawn by that employer in\nfavour of the Council for any payment due in terms of this Agreement, in\naddition to imposing a penalty in terms of sub-clause (1), the National\nSecretary of the Council may rule that all future payments to the Council by\nthat employer be effected in cash or by means of a bank- guaranteed cheque,\npostal orders or electronic fund transfer.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1770\">71.Enforcement of Agreement\u003C\u002Fh3>\n\n\u003Cp>(1)Whenever it is necessary or expedient for the Council to institute\nproceedings in any competent forum for the recovery of money due to the Council\nby an employer, the employer is liable for all costs incurred by the Council in\nrecovering the amount due, including costs on an attorney-and-client scale in\nthe event of a legal practitioner having being instructed by the Council to\ncollect the amount.\u003C\u002Fp>\n\n\u003Cp>(2)Sub-clause (1) applies to -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)any amount of money deducted by an employer from\nany money due to an employee that is not paid over to the Council;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)any amount of money due to be deducted from\nemployees and paid over to the Council by an employer that is not deducted;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)any other money which an employer is required to\npay to the Council on behalf of employees, but fails to do so.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1782\">72.Interest\u003C\u002Fh3>\n\n\u003Cp>(1)Interest will be payable on any amount payable to the Council in terms of\nthis Agreement and not paid on the due date.\u003C\u002Fp>\n\n\u003Cp>(2)Interest is calculated from the due date to the final date of payment at\na rate of 2% per month or part of a month.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1788\">73.Agents to the Council\u003C\u002Fh3>\n\n\u003Cp>(1)One or more persons must be appointed by the Council as agents to assist\nit in enforcing the provisions of its collective agreements.\u003C\u002Fp>\n\n\u003Cp>(2)The Council may request the Minister of Labour to appoint any person to\nbe a designated agent of the Council in terms of section 33 of the Act.\u003C\u002Fp>\n\n\u003Cp>(3)A designated agent has all the powers conferred on designated agents by\nSchedule 10 of the Act.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1796\">74.Exemptions by the Council\u003C\u002Fh3>\n\n\u003Cp>(1)The Council hereby established an exemptions body, constituted of\npersons\u003C\u002Fp>\n\n\u003Cp>independent of the Council, to consider all applications for exemption from\nthe provisions of the Council’s Collective Agreements.\u003C\u002Fp>\n\n\u003Cp>(2)In terms of section 32(3)(e) of the Act, the Council establishes an\nIndependent Body to hear and decide, within 30 days of receipt of any appeal,\nbrought against the Exemptions Body’s refusal of a non-party’s application\nfor exemption from the provisions of a collective agreement or the withdrawal\nof a non-party exemption by the Exemptions Body of the Council.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)No representative, office-bearer or official of\na trade union or employers’ organisation party to the Council may be a member\nof or participate in the deliberations of the Independent Body.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)The Council hereby established an exemptions\nbody, constituted of persons independent of the Council, to consider all\napplications for exemption from the provisions of the Council’s Collective\nAgreements.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)In terms of section 32(3)(e) of the Act, the\nCouncil establishes an Independent Body to hear and decide, within 30 days of\nreceipt of any appeal, brought against the Exemptions Body’s refusal of a\nnon-party’s application for exemption from the provisions of a collective\nagreement or the withdrawal of a non-party exemption by the Exemptions Body of\nthe Council.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)No representative, office-bearer or official of\na trade union or employers’ organisation party to the Council may be a member\nof or participate in the deliberations of the Independent Body.\u003C\u002Fp>\n\n\u003Cp>Applications for exemption shall be in writing on the appropriate\napplication form(s) obtainable from any NBCRFLI office. Application forms must\nbe submitted to the applicable NBCRFLI Regional Office and served on all\ninterested parties.\u003C\u002Fp>\n\n\u003Cp>(3)Applications for exemption shall comply with the following\nrequirements:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)Be fully motivated.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)Be accompanied by relevant supporting data and\nfinancial information.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)Applications that affect employees’ conditions\nof service shall not be considered unless the employees or their\nrepresentatives have been properly consulted and their views fully recorded in\nan accompanying document.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)If the nature of the relief sought dictates, the\napplication shall be accompanied by a plan reflecting the objectives and\nstrategies to be adopted to rectify the situation giving rise to the\napplication and indicating a time frame for the plan.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)Indicate the period for which exemption is\nrequired.\u003C\u002Fp>\n\n\u003Cp>(5)Upon receipt of a valid application Council shall refer it to the\nExemptions Body which may, if deemed expedient, request the applicant to attend\nthe meeting at which the application is considered, to facilitate the\ndeliberations.\u003C\u002Fp>\n\n\u003Cp>(6)In the event of the Exemptions Body refusing to grant an application, the\napplicant shall have the right to appeal in writing against the decision to the\nIndependent Body. An appeal to the Independent Body must be noted in writing\nwithin 1 month of the applicant becoming aware of the Exemptions Body’s\ndecision, or such further time as the Independent Body may allow. The notice of\nappeal must set out the grounds on which the applicant’s appeal is based.\u003C\u002Fp>\n\n\u003Cp>(7)In the event of the Exemptions Body granting an application, the Council\nor any other interested party shall have the right to appeal against the\ndecision to the Independent Body and the provisions of clause 3 with the\nnecessary changes to its context will apply.\u003C\u002Fp>\n\n\u003Cp>(8)The Exemptions Committee of Council shall appoint not more than four\npersons who shall be entitled to attend all meetings of the Exemptions Body at\nwhich applications for exemptions, against refusals to grant exemptions, or the\nwithdrawal of such an exemption by the Exemptions Body or the Council, are\nconsidered, to make representations to the Body on any of the applications.\u003C\u002Fp>\n\n\u003Cp>(9)In considering the application, the Exemptions Body and Independent Body\nshall take into consideration all relevant factors, which may include, but\nshall not be limited to, the following criteria:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)The applicant’s past record (if applicable) of\ncompliance with the provisions of Council’s Collective Agreements and\nCertificates of Exemption or appeal;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)any special circumstances that exist;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)any precedent that might be set;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)the interests of the Industry as regards -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)unfair competition;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)collective bargaining;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)potential for labour unrest;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iv)increased employment;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(e)the interests of employees’ as regards -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)exploitation;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)job preservation;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)sound conditions of employment;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iv)possible financial benefits;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(v)health and safety;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(vi)infringement of basic rights;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(f)the interests of the employer as regards - \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:6em\">financial stability;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:6em\">impact on productivity;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:6em\">future relationship with employees’ trade union;\noperational requirements.\u003C\u002Fp>\n\n\u003Cp>(10)(a) Council’s Exemptions Body must consider all exemption applications\nfrom non-parties and must comply with the provisions of sub-section 32(dA) of\nthe Act when considering such applications. The Exemption Body must decide an\napplication for an exemption within 30 days of receipt. The Exemptions Body\nmust consider and take into account the requirements prescribed in sub-clauses\n(3) and (9) above.\u003C\u002Fp>\n\n\u003Cp>(b) The Independent Body established by Council in terms of section 32 of\nthe Act must consider appeals against the refusal by the Council’s Exemption\nBody to grant exemptions. The Independent Body must comply with the provisions\nof sub-section 32(3)(e) of the Act in all aspects when dealing with appeals.\nThe Independent Body shall hear, decide and inform the applicant and the\nCouncil as soon as possible and not later than 30 days after the appeal has\nbeen lodged against the decision of the Exemptions Body. The Independent Body\nmust consider and take into account the requirements prescribed in sub-clause\n(9) above.\u003C\u002Fp>\n\n\u003Cp>(11)If the application is granted, the Exemptions Body or Independent Body\nshall issue certificate, signed by its Chairman and Secretary, containing the\nfollowing particulars:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)The full name of the applicant(s);\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)the trade name;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)the provisions of the Agreement from which\nexemption or appeal is granted;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)the period for which the exemption or appeal\nshall operate;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)the date of issue;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(f)the condition(s) of the exemption or appeal\ngranted.\u003C\u002Fp>\n\n\u003Cp>(12)The Exemptions Body or Independent Body shall -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)retain a copy of the certificate and number each\ncertificate consecutively;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)forward a copy of the certificate to the\nSecretary of the Council; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)forward to the employer a copy of a certificate\nissued to an employee.\u003C\u002Fp>\n\n\u003Cp>(13)An employer to whom a certificate has been issued shall at all times\nhave the certificate available for inspection at his establishment.\u003C\u002Fp>\n\n\u003Ch3 id=\"L1902\">\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch3 id=\"L1902\">75.Resolution of disputes\u003C\u002Fh3>\n\n\u003Cp>(1)Disputes about the interpretation or application of Council’s\nCollective Agreements (Enforcement):\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)In this clause a dispute is any dispute arising\nout of the interpretation, or application or enforcement of the Council’s\nCollective Agreements and includes a breach or breaches or alleged breach or\nalleged breaches of those agreements.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)Any person may refer a dispute about the\ninterpretation, application or enforcement of the Council’s Collective\nAgreements to the Council who may require an agent or designated agent as\nappointed by the Minister of Labour at the request of the Council, to assist in\ngiving effect to the terms of this Agreement and\u002For to investigate the\ndispute.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)Any designated agent of the Council must\ninvestigate a dispute that comes to his attention in the course of performing\nhis duties.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)A dispute may be conciliated by:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)a designated agent in the course of or after an\ninvestigation; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)a duly appointed conciliator.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)Any designated agent of the Council is\nauthorized to issue a Compliance Order requiring any person bound by the\nCouncil’s Collective Agreements to comply with the Collective Agreements\nwithin 14 days.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(f)Any dispute envisaged in this clause may be\ndealt with in accordance with the provisions of Section 33A of the Act.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(g)Any arbitrator who has issued an arbitration\naward or ruling, or any other arbitrator appointed by the Secretary for that\npurpose may at his own initiative or as a result of an application by an\naffected party, vary or rescind an award or ruling -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)erroneously sought or made in the absence of any\nparty affected by the award;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)in which there is ambiguity, or an obvious error\nor omission, but only to the extentof that ambiguity, error or omission;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)granted as a result of a mistake common to the\nparties to the proceedings; or\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iv)made in the absence of any party, on good cause\nshown.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(h)If the arbitrator makes an award and a party to\nthe arbitration must pay an arbitration fee, such fee will be determined by the\nCouncil from time to time.\u003C\u002Fp>\n\n\u003Cp>(2)Other disputes referred to Council in terms of the Act:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)All disputes in terms of this clause shall, if\nrequired by the Act, be referred to the Council for conciliation and\narbitration, in terms of the Council’s rules.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)The Council shall be entitled but not required\nto investigate any matter referred to it by whatever means it considers\nappropriate for the purposes of assisting in the determination of the nature,\ndate or complexity of the dispute in order to assist with its administrative\nfunctions.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)When a dispute has been referred to the Council,\nthe Council must appoint a conciliator to attempt to resolve through\nconciliation.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)The appointed conciliator must attempt to\nresolve the dispute through conciliation within 30 days of the date the Council\nreceived the referral; however the parties may agree to extend the 30 day\nperiod.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(e)The conciliator(s) must determine a process to\nattempt to resolve the dispute, which may include -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)mediating the dispute;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)conducting a fact finding exercise;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)making a recommendation to the parties, which\nmay be in the form of an advisory award; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iv)conducting the conciliation hearing\ntelephonically.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(f)When conciliation has failed, or at the end of\nthe 30 day period, or any further period agreed between the parties -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)the conciliator shall issue a certificate as\nenvisaged in Section 135(5) of the Act stating whether or not the dispute has\nbeen resolved;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)the conciliator shall serve a copy of that\ncertificate on each party to the dispute or the person who represented a party\nin the conciliation proceedings; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)the conciliator shall file the original of that\ncertificate with the Council.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(g)If a dispute remains unresolved after\nconciliation in terms of this sub-clause the Council shall arrange for\narbitration of the dispute if -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)the Act requires arbitration and any party to the\ndispute has requested in writing that it be resolved through arbitration;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)the written request to Council for arbitration\nis accompanied by proof that a copy of the request has been served on the other\nparty;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)a conciliator has issued a certificate stating\nthat the dispute remains unresolved; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iv)the written request referred to in (i) above is\nmade within 90 days after the date on which the certificate referred to in\n(iii) above was issued:however, the Council, on good cause shown, may condone a\nparty’s non-observance of this time frame and allow a request for arbitration\nfiled by the party after the expiry of the 90 day period.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(h)The categories of disputes that the Council is\nrequired to resolve through arbitration, are those set out in the Act.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)The Secretary or a designated official of the\nCouncil, shall -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)appoint an arbitrator from the Council’s\naccredited panel in respect of the dispute;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)schedule the time and place for the hearing and\nnotify the parties;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)if necessary, arrange for witnesses to be\nsubpoenaed to attend the hearing.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(j)If any party to a dispute objects to the\narbitration of the dispute by an arbitrator appointed by the Secretary of the\nCouncil, the objecting party may request arbitration by an arbitrator selected\nfrom an independent panel providing arbitration services which, where required,\ncomplies with the provisions of the Act.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(k)The arbitrator shall conduct the arbitration in\na manner that he considers appropriate in order to determine the dispute fairly\nand quickly, but shall deal with the substantial merits of the dispute with the\nminimum of legal formalities.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(l)Subject to the discretion of the arbitrator as\nto the appropriate form of the proceedings, a party to the dispute may give\nevidence, call witnesses, question the witnesses of any other party, and\naddress concluding arguments to the arbitrator.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(m)An arbitrator appointed in terms of this clause\nhas the powers set out in Section 142(1) of the Act.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(n)The arbitrator shall take into account any code\nof good practice that has been issued by NEDLAC, in accordance with the\nprovisions of the Act, relevant to the matter being considered in the\narbitration proceedings.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(o)The arbitrator may make any appropriate\narbitration award, in terms of the Act, including, but not limited to, an award\n-\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)that give effect to the provisions and primary\nobjects of the Act;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)that gives effect to the applicable Collective\nAgreements;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)that includes, or is in the form of, a\ndeclaratory order.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(p)If the arbitrator finds that a dismissal or\nunfair labour practice is procedurally unfair, the arbitrator may charge the\nemployer an arbitration fee to be determined by the Council from time to\ntime.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(q)Within 14 days of the conclusion of the\narbitration proceedings -\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(i)the arbitrator shall issue an arbitration award,\nsigned by that arbitrator;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(ii)the arbitrator shall serve a copy of that award\non each party to the dispute or the person who represented a party in the\narbitration proceedings; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:4em\">(iii)the arbitrator shall file the original of that\naward with the Secretary of the Council.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(r)Within 30 days of the conclusion of the\narbitration proceedings, the arbitrator shall, at the written request of either\nparty, furnish reasons for the award if such reasons were not given in the\naward itself.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(s)On good cause shown, the Secretary may extend\nthe period within which the arbitration award and the reasons are to be served\nand filed.\u003C\u002Fp>\n\n\u003Cp>(3)General\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(a)The Secretary may apply to the Labour Court to\nmake any arbitration award issued in terms of this agreement an order of the\nLabour Court in terms of Section 158(1) of the Act.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(b)The Council may issue rules not inconsistent\nwith the provisions of this agreement further regulating the practice and\nprocedures for the conduct of exemption or dispute proceedings. Once issued a\ncopy of such rules must be kept by and may be obtained from the offices of the\nCouncil.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(c)The provisions of this agreement stand in\naddition to any other legal remedy through which the Council may enforce its\nCollective Agreements.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">(d)This agreement recognizes the applicability of\nSections 33A, 51 and 191 of the Act and the Sections of the Act referred to in\nthose Sections to proceedings conducted in terms of this clause.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L2024\">76.Enterprise and Supplier Development\u003C\u002Fh3>\n\n\u003Cp>(1)The parties agree to a Task Team being established under the auspices of\nthe Council, to be constituted by party representatives and to be facilitated\nby Commissioner Kaizer Thibedi. At the first meeting of this committee terms of\nreference and process will be established, which may include the appointment of\nsubject matter experts from, inter alia, the Department of Transport,\nDepartment of Trade and Industry.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2028\">77.Processes and Payment of EBU Employees\u003C\u002Fh3>\n\n\u003Cp>(1)By the 15th of December of each year, as of 15 December 2018, a payment\nequal to one week’s basic wage will be made to existing EBU categories up to\nPatterson Grade B3 or those earning a basic wage of less than R10 000 per month\nincluding EBU employees in grades B4 to C1 earning a basic wage of less than\nR10 000 per month.\u003C\u002Fp>\n\n\u003Cp>(2)Subject to the above, such payment will only apply where above mentioned\nemployees do not receive a 13th cheque or similar payment in terms of their\nconditions of service. On the whole no employee, in terms of their existing\nbenefits, will be prejudiced as a result of this provision and such payment\nwill be off-set against any other similar payments made in lieu of a 13th\ncheque payment made .\u003C\u002Fp>\n\n\u003Ch3 id=\"L2034\">78.Extension and Implementation of the Agreement.\u003C\u002Fh3>\n\n\u003Cp>The provisions of clause 20.3 of the NBCRFLI constitution shall apply in\nthis regard. Should an employer elect to implement this agreement or parts\nthereof, (as per clause 20.3.3 of said constitution), prior to extension by the\nMinister of Labour to non-parties, such employer will be deemed to already be\nin compliance with the published agreement insofar as the applicable provisions\nthat have already been implemented by such employer. For the purposes of these\nnegotiations, the aforementioned items constitute the amendments required to\nthe Main Collective Agreement.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2038\">79.Existing Benefits and Practices in the Agreement\u003C\u002Fh3>\n\n\u003Cp>Any existing practices and\u002For benefits in the industry which are more than\nthe agreed minimums in this agreement must not be reduced.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2042\">PART 12: EMPLOYMENT EQUITY ACT\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2044\">80.Application of the Employment Equity Act\u003C\u002Fh3>\n\n\u003Cp>Industry must promote compliance with the Employment Equity Act 55 of 1998,\nas amended from time to time.\u003C\u002Fp>\n\n\u003Ch2 id=\"L2048\">SCHEDULES\u003C\u002Fh2>\n\n\u003Ch3 id=\"L2050\">SCHEDULE 1: THE GEOGRAPHICAL SCOPE OF THE MAIN AGREEMENT\u003C\u002Fh3>\n\n\u003Cp>1.The Republic of South Africa\u003C\u002Fp>\n\n\u003Ch3 id=\"L2054\">SCHEDULE 2: DEFINITIONS\u003C\u002Fh3>\n\n\u003Ch4 id=\"L2056\">2.Key terms\u003C\u002Fh4>\n\n\u003Cp>Unless inconsistent with the context, any word or term used in the Main\nAgreement which is defined in the Labour Relations Act, 66 of 1995, has the\nsame meaning as in that Act, and\u003C\u002Fp>\n\n\u003Cp>“Abnormal Loads motor vehicle” means a motor vehicle, the gross vehicle\nmass of which exceeds 150 000kg;\u003C\u002Fp>\n\n\u003Cp>\"Act\" means the Labour Relations Act, 66 of 1995 and as amended from time to\ntime;\u003C\u002Fp>\n\n\u003Cp>“compressed working week” means a compressed working week referred to in\nclause 8;\u003C\u002Fp>\n\n\u003Cp>“Council\" means the National Bargaining Council for the Road Freight and\nLogistics Industry;\u003C\u002Fp>\n\n\u003Cp>“day” for the purposes of calculating a night-shift allowance, means a\nperiod of 24 hours from midnight to midnight, and in the case of a normal\nworking day or of an employee who works shifts, it means a period of 24 hours\nreckoned from the time work commences;\u003C\u002Fp>\n\n\u003Cp>“drive” includes -\u003C\u002Fp>\n\n\u003Cp>(a)all periods of driving\u003C\u002Fp>\n\n\u003Cp>(b)all periods during which the driver of a motor vehicle is obliged to\nremain at his or her post in readiness to drive; and\u003C\u002Fp>\n\n\u003Cp>(c)any time spent by the driver in connection with the vehicle or its\nload;\u003C\u002Fp>\n\n\u003Cp>\"emergency services\" means any work which, owing to unforeseen causes such\nas fire, storm, accident, acts of violence or theft, must be done without delay\nand includes -\u003C\u002Fp>\n\n\u003Cp>(a)work essential for the maintenance of light, power or water supplies or\nsanitary and telephone services;\u003C\u002Fp>\n\n\u003Cp>(b)the transportation of machinery or any other thing to prevent any serious\ndisruption in any undertaking, sector, trade or occupation, including\ntransportation for the SA Police Service or for purposes of national\ndefence;\u003C\u002Fp>\n\n\u003Cp>(c)completing the en route transportation and unloading of perishable\nproducts to prevent spoilage;\u003C\u002Fp>\n\n\u003Cp>\"employer” means any person (excluding an owner driver) -\u003C\u002Fp>\n\n\u003Cp>(a)who employs or provides work for any other person and who remunerates or\nexpressly or tacitly undertakes to remunerate that person;\u003C\u002Fp>\n\n\u003Cp>(b)who permits any person to assist them in carrying on or conducting their\nbusiness; and “employ” and “employment” have a similar meaning;\u003C\u002Fp>\n\n\u003Cp>\"establishment\" means any premises on or in connection with which one or\nmore employees are employed in the Road Freight and Logistics Industry;\u003C\u002Fp>\n\n\u003Cp>\"extra-heavy motor vehicle (articulated)\" means a motor vehicle\n(articulated), the gross combination mass of which exceeds 16 000 kg but not 25\n000 kg;\u003C\u002Fp>\n\n\u003Cp>\"extra-heavy motor vehicle (rigid)\" means a motor vehicle (rigid), the gross\nvehicle mass of which exceeds 16 000 kg but not 25 000 kg;\u003C\u002Fp>\n\n\u003Cp>“forestry in-field operations” means from the point of felling trees to\nthe mill;\u003C\u002Fp>\n\n\u003Cp>“furniture removal sector” means all transport employers within the\nscope of the Council that exclusively transport and store new or used furniture\nor appliances for households or businesses;\u003C\u002Fp>\n\n\u003Cp>“goods\" means any movable property, including but not limited to any\narticle, commodity or substance such as sand, soil, gravel, stone, coal, water\nor other liquid, gaseous or solid matter and includes containers or\ncontainerised goods;\u003C\u002Fp>\n\n\u003Cp>\"gross combination mass\" in relation to a motor vehicle (articulated) that\nis used to draw another motor vehicle, means the maximum mass of the\ncombination of vehicles, including that of the drawing motor vehicle and its\nload, as specified by the manufacturer or, in the absence of such\nspecification, as determined by the registering authority concerned;\u003C\u002Fp>\n\n\u003Cp>\"gross vehicle mass\" in relation to a motor vehicle (rigid), means the\nmaximum mass of such vehicle and its load as specified by the manufacturer or,\nin the absence of such specification, as determined by the registering\nauthority concerned;\u003C\u002Fp>\n\n\u003Cp>“hazardous substances” means substances defined in the regulations for\nthe transportation of hazardous substances under the Hazardous Substances Act,\n15 of 1973;\u003C\u002Fp>\n\n\u003Cp>\"heavy motor vehicle (articulated)\" means a motor vehicle (articulated) the\ngross combination mass of which exceeds 9 000 kg but not 16 000 kg;\u003C\u002Fp>\n\n\u003Cp>\"heavy motor vehicle (rigid)\" means a motor vehicle (rigid), the gross\nvehicle mass of which exceeds 9 000 kg but not 16 000 kg;\u003C\u002Fp>\n\n\u003Cp>\"hourly wage rate\" means the weekly wage divided by the number of ordinary\nhours of work worked by an employee in a week;\u003C\u002Fp>\n\n\u003Cp>\"hours of work\" includes all periods of driving and any time spent by a\ndriver, security officer or any other employee on other work connected with the\nvehicle or the load and all periods during which the employee is obliged to\nremain at his or her post in readiness to work when required to do so, but does\nnot include any meal interval prescribed in terms of clause 5 or any period in\nrespect of which a subsistence allowance is payable to an employee in terms of\nclause 36, if during such interval or period the employee does no work other\nthan remaining in charge of the vehicle and its load, if any, or guarding the\nvehicle and its load, if any;\u003C\u002Fp>\n\n\u003Cp>\"internal motor vehicle\" means a motor vehicle used on the premises of or\ninside an establishment;\u003C\u002Fp>\n\n\u003Cp>\"law\" includes the common law;\u003C\u002Fp>\n\n\u003Cp>\"light motor vehicle\" means a motor vehicle, the gross vehicle mass or gross\ncombination mass of which does not exceed 3 500 kg;\u003C\u002Fp>\n\n\u003Cp>\"medium motor vehicle (articulated)\" means a motor vehicle (articulated),\nthe gross combination mass of which exceeds 3 500 kg but not 9 000 kg;\u003C\u002Fp>\n\n\u003Cp>\"medium motor vehicle (rigid)\" means a motor vehicle (rigid), the gross\nvehicle mass of which exceeds 3 500 kg but not 9 000 kg;\u003C\u002Fp>\n\n\u003Cp>“month” means a calendar month;\u003C\u002Fp>\n\n\u003Cp>“monthly wage” means an employee’s weekly wage multiplied by four and\na third (4,333);\u003C\u002Fp>\n\n\u003Cp>“motor vehicle\" means any self-propelled vehicle used for conveying goods\nor containers and includes a truck-tractor, a motorcycle, a motor tricycle and\na tractor, but does not include a mobile hoist;\u003C\u002Fp>\n\n\u003Cp>“motor vehicle (articulated)\" means a combination of vehicles consisting\nof a motor vehicle and a semi-trailer or trailer or trailers;\u003C\u002Fp>\n\n\u003Cp>\"motor vehicle (rigid)\" means a motor vehicle other than a motor vehicle\n(articulated);\u003C\u002Fp>\n\n\u003Cp>“night work” means work performed after 18h00 and before 06h00 the next\nday;\u003C\u002Fp>\n\n\u003Cp>\"ordinary hours of work\" means the hours of work prescribed in clause 3 (2)\nor, if by agreement between an employer and employee, the employee works a\nlesser number of ordinary hours, those lesser hours;\u003C\u002Fp>\n\n\u003Cp>\"overtime\" means, subject to the provisions of clause 11(2), all hours\nworked in excess of the ordinary hours of work prescribed in clause 3(1) ,\nother than on a Sunday or public holiday;\u003C\u002Fp>\n\n\u003Cp>“public holiday” means a public holiday specified in Schedule 1 of the\nPublic Holidays Act, 36 of 1994 and any other day declared as such under\nSection 2A thereof;\u003C\u002Fp>\n\n\u003Cp>\"running repairs\" means repairs to a vehicle and its component parts that\ncan be effected by the driver, a security officer, grade I, or a general worker\nwith tools normally supplied by the manufacturer of such vehicle, which\nincludes normal tools required to change or pump a wheel, screwdrivers, pliers,\nspare globes and adjustable spanners;\u003C\u002Fp>\n\n\u003Cp>\"semi-trailer\" means a trailer without a front axle and designed or adapted\nto rest on and be drawn by a truck-tractor;\u003C\u002Fp>\n\n\u003Cp>\"substantive issues\" means all issues involving cost and affecting the wage\npackets of employees;\u003C\u002Fp>\n\n\u003Cp>“sugar cane sector” means that portion of the sugar transport sector in\nwhich employers and employees are primarily associated for the handling and\ntransportation of sugar cane and associated products between the fields and\nmills for hire or reward;\u003C\u002Fp>\n\n\u003Cp>“sugar cane in-field operations” means operations between the point of\nharvesting sugar cane and the mill;\u003C\u002Fp>\n\n\u003Cp>\"team leader\" means an employee who, under general supervision, is in charge\nof a group of general workers and who may keep records of the work they do and\nengage in the same work;\u003C\u002Fp>\n\n\u003Cp>“temporary employee of a temporary employment service” means a temporary\nemployee of a temporary employment service referred to in clause 66 of the\nAgreement and who renders services to a client that operates in the Industry\nand falls within the registered scope of the Council;\u003C\u002Fp>\n\n\u003Cp>“temporary employment service” means any person or labour broker who,\nfor reward, procures for or provides to a client other persons who -\u003C\u002Fp>\n\n\u003Cp>(a)render services to, or performs work for, the client; and\u003C\u002Fp>\n\n\u003Cp>(b)are remunerated by the temporary employment service;\u003C\u002Fp>\n\n\u003Cp>\"tractor\" means a motor vehicle designed or adapted mainly for drawing other\nvehicles and not for carrying any load;\u003C\u002Fp>\n\n\u003Cp>\"trailer\" means a vehicle that is not self-propelled, but is designed or\nadapted to be drawn by a motor vehicle;\u003C\u002Fp>\n\n\u003Cp>\"truck-tractor\" means a motor vehicle designed or adapted to draw other\nvehicles and not to carry any load other than in the form of a trailer,\nsemi-trailer or ballast resting on it and does not include a tractor;\u003C\u002Fp>\n\n\u003Cp>\"ultra-heavy motor vehicle\" means a motor vehicle, the gross vehicle mass or\ngross combination mass of which exceeds 25 000 kg;\u003C\u002Fp>\n\n\u003Cp>“unauthorised absence” means absence without leave (AWOL), unpaid leave\nor unpaid sick leave;\u003C\u002Fp>\n\n\u003Cp>\"wage\" means -\u003C\u002Fp>\n\n\u003Cp>(a)the amount of money payable to an employee as a basic wage in terms of\nSchedule 5 in respect of the employee’s ordinary hours of work; or\u003C\u002Fp>\n\n\u003Cp>(b)a larger amount than that prescribed in Schedule 5 that an employer\nregularly pays an employee in respect of ordinary hours of work;\u003C\u002Fp>\n\n\u003Cp>but excludes any bonus;\u003C\u002Fp>\n\n\u003Cp>\"wage register\" means the record required to be kept by an employer in terms\nof clause 50(3);\u003C\u002Fp>\n\n\u003Cp>“working day” means any consecutive period of work in the course of a\nworking day, that has been set by an employer for an employee, but does not\ninclude any period of overtime and the following shall be computed as one (1)\nworking day:\u003C\u002Fp>\n\n\u003Cp>(a)each Sunday on which an employee is required to work,\u003C\u002Fp>\n\n\u003Cp>(b)each Saturday on which an employee works at least nine overtime hours;\u003C\u002Fp>\n\n\u003Cp>(c)each working day on which an employee is absent on leave, sick leave,\nfamily responsibility\u003C\u002Fp>\n\n\u003Cp>leave, study leave or on the instruction or with the consent of the\nemployer;\u003C\u002Fp>\n\n\u003Cp>\"year\", in respect of an employee, means any period of employment in the\nIndustry extending over a period of 12 consecutive months.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2198\">\u003C\u002Fh4>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Ch4 id=\"L2198\">2.Job categories\u003C\u002Fh4>\n\n\u003Cp>Unless the context indicates otherwise, the following definitions apply to\nthe following job categories -\u003C\u002Fp>\n\n\u003Cp>“artisan assistant” means an employee who assists an artisan by working\non basic tasks such as removing covers, taking motors apart and doing repairs,\nunder supervision, on basic equipment, using limited tools and manual equipment\nand also assisting in cleaning the work area and workshop;\u003C\u002Fp>\n\n\u003Cp>“Basic Rigger Driver” means a driver who is responsible for basic\nrigging, lifting, and landing of loads or machines on-site or from one location\nto another. Also drive a truck- mounted crane. Specifically, the\nresponsibilities include:\u003C\u002Fp>\n\n\u003Cp>(a)Report to operations\u002F management and is issued a job card with the job\nrequirements for the day or weeks.\u003C\u002Fp>\n\n\u003Cp>(b)Report to the job or client site with a safety file with all the safety\ndocumentation and certification required.\u003C\u002Fp>\n\n\u003Cp>(c)Check the site for safety parameters by following occupational health and\nstandards (safety toolbox talk).\u003C\u002Fp>\n\n\u003Cp>(d)Together with the crew, discuss the job requirements for lifting and\nmoving the load.\u003C\u002Fp>\n\n\u003Cp>(e)Ensure ongoing communication with the client and operations.\u003C\u002Fp>\n\n\u003Cp>(f)Assess the load type, size and weight, centre of gravity, sling angles\nand slinging capabilities, including checking where to handle safely, and\nattach slings to lift the load.\u003C\u002Fp>\n\n\u003Cp>(g)Decide on the relevant tools (e.g., Ropes, slings, and other equipment)\nto secure, lift and move the load.\u003C\u002Fp>\n\n\u003Cp>(h)Install lifting equipment to raise the “load” off the ground using\npulleys\u002Fslings\u002F wheels\u002Fjacks.\u003C\u002Fp>\n\n\u003Cp>(i)Make use forklifts and cranes to lift and move the load.\u003C\u002Fp>\n\n\u003Cp>(j)Obtain sign off job card or timesheet from the client site manager.\u003C\u002Fp>\n\n\u003Cp>(k)Oversee and supervise the crew in carrying out the work and ensure\nongoing training.\u003C\u002Fp>\n\n\u003Cp>(l)Inform operations\u002F management of any deviation from the original scope of\nwork.\u003C\u002Fp>\n\n\u003Cp>“checker, grade I” means an employee who checks the assembling, packing,\nunpacking, weighing, stacking, loading, unloading, marking or addressing of\ngoods or containers and who checks, enters or records particulars of such goods\nor containers manually to a written or electronic statement;\u003C\u002Fp>\n\n\u003Cp>“checker, grade II” means an employee who checks the assembling,\npacking, unpacking, weighing, stacking, loading, unloading, marking or\naddressing of goods or containers and who checks, enters or records particulars\nof such goods or containers manually to a written or electronic statement and\nwho supervises and checks the work of a general worker;\u003C\u002Fp>\n\n\u003Cp>“custodian” means an employee who drives a motor vehicle and is engaged\nin the guarding and handling of cash, valuables, securities and negotiable\ndocuments in transit and who may be required to carry firearms and to replenish\nAutomated Teller Machines.”\u003C\u002Fp>\n\n\u003Cp>\"despatch clerk\" means an employee who -\u003C\u002Fp>\n\n\u003Cp>(a)is responsible for the receipt, packing or despatch of goods or\ncontainers from a store, warehouse or storage place;\u003C\u002Fp>\n\n\u003Cp>(b)may supervise and check the work of a checker, grade I or II or a general\nworker; and\u003C\u002Fp>\n\n\u003Cp>(c)utilises information and data stored manually, or electronically on a\ncomputer system;\u003C\u002Fp>\n\n\u003Cp>\"driver\" means an employee who is engaged in driving a motor vehicle;\u003C\u002Fp>\n\n\u003Cp>\"gantry crane operator, grade I\" means an employee who is engaged in driving\na gantry crane with a lifting capacity exceeding 6 000 kg, or in operating or\ncontrolling it from the floor of an establishment;\u003C\u002Fp>\n\n\u003Cp>\"gantry crane operator, grade II\" means an employee who is engaged in\ndriving a gantry crane with a lifting capacity not exceeding 6 000 kg, or in\noperating or controlling it from the floor of an establishment;\u003C\u002Fp>\n\n\u003Cp>\"general worker\" means an employee who is engaged in one or more of the\nfollowing duties:\u003C\u002Fp>\n\n\u003Cp>(a)Opening, closing, nailing up, sewing up, marking, tying, filling or\nemptying bales, vats, packing cases, boxes, tins, cartons, drums, bags or\ncontainers;\u003C\u002Fp>\n\n\u003Cp>(b)assisting in the loading or unloading of containers;\u003C\u002Fp>\n\n\u003Cp>(c)throwing over or removing tarpaulins or plastic coverings;\u003C\u002Fp>\n\n\u003Cp>(d)sealing or opening messages, packages, letters or goods and delivering or\ntransporting them on foot, by pedal cycle or tricycle, or by hand-operated\nvehicle;\u003C\u002Fp>\n\n\u003Cp>(e)carrying, lifting, pulling, pushing, dragging, packing, unpacking,\nrepacking, stacking, rolling up, shifting, loading or unloading any goods,\ncontainers, packages or vehicles, wheelbarrows, trolleys or other hand-operated\nvehicles, other than by using power-driven equipment;\u003C\u002Fp>\n\n\u003Cp>(f)pasting labels on goods or marking, branding, stamping or stencilling\ngoods, or perforating labels;\u003C\u002Fp>\n\n\u003Cp>(g)parcelling, wrapping or tying goods;\u003C\u002Fp>\n\n\u003Cp>(h)replacing towels, soap or toilet paper;\u003C\u002Fp>\n\n\u003Cp>(i)cleaning goods or containers;\u003C\u002Fp>\n\n\u003Cp>(j)setting up or taking apart ready-made cardboard or fibreboard boxes or\nsimilar containers by hand;\u003C\u002Fp>\n\n\u003Cp>(k)shovelling or scattering stone, gravel, soil, clay, sand or other raw\nmaterials with a shovel;\u003C\u002Fp>\n\n\u003Cp>(l)boring, scraping down or sandpapering by hand;\u003C\u002Fp>\n\n\u003Cp>(m)guarding motor vehicles, goods or the loads on motor vehicles;\u003C\u002Fp>\n\n\u003Cp>(n)operating a hand-operated crane, hoist, pump, duplicating machine, jack\nor winch;\u003C\u002Fp>\n\n\u003Cp>(o)assisting an artisan in ways other than by using the tools of his trade\nindependently;\u003C\u002Fp>\n\n\u003Cp>(p)washing overalls, uniforms, protective clothing, packing material or\nblankets;\u003C\u002Fp>\n\n\u003Cp>(q)working on a motor vehicle, trailer or semi-trailer, or accompanying it\non trips;\u003C\u002Fp>\n\n\u003Cp>(r)repairing packing cases, cases, crates or pallets by hand;\u003C\u002Fp>\n\n\u003Cp>(s)cleaning premises, pallets, vehicles or machinery;\u003C\u002Fp>\n\n\u003Cp>(t)preparing rations or making or serving tea or similar beverages for\nemployees or making or\u003C\u002Fp>\n\n\u003Cp>(u)serving tea or other refreshments for the employer or his guests;\u003C\u002Fp>\n\n\u003Cp>(v)using rubber or other stamps where selection or discretion is not\nneeded;\u003C\u002Fp>\n\n\u003Cp>(w)opening or shutting railway trucks or containers;\u003C\u002Fp>\n\n\u003Cp>(x)applying paint or anti-rust agents to goods, trailers or semi-trailers by\nhand;\u003C\u002Fp>\n\n\u003Cp>(y) removing, replacing, changing or pumping wheels, tyres or tubes of motor\nvehicles, frontend loaders, mobile hoists, trailers, semi-trailers, cycles,\nwheelbarrows, trolleys or other hand-driven vehicles, or repairing tubes; or\u003C\u002Fp>\n\n\u003Cp>(z) any other manual labour;\u003C\u002Fp>\n\n\u003Cp>“general worker, repair shop” means an employee who assists an artisan\nby doing manual and physical tasks, which may include carrying tools, cleaning\nparts, cleaning the work area, packing away tools and helping where needed;\u003C\u002Fp>\n\n\u003Cp>“loader operator, grade I\" means an employee who operates a power-driven\nfront-end loader with a lifting capacity exceeding 6 000 kg, used in the\nloading, shifting or unloading of soil, sand, stones, gravel or any other raw\nmaterials, goods or containers;\u003C\u002Fp>\n\n\u003Cp>“loader operator, grade II\" means an employee who operates a power-driven\nfront-end loader with a lifting capacity not exceeding 6 000 kg, used in the\nloading, shifting or unloading of soil, sand, stones, gravel or any other raw\nmaterials, goods or containers;\u003C\u002Fp>\n\n\u003Cp>\"mobile hoist operator, grade I\" means an employee who is engaged in\noperating a power- driven mobile hoist or fork-lift truck with a lifting\ncapacity exceeding 6 000 kg used in the loading, unloading, moving or stacking\nof goods or containers, but does not include an internal motor vehicle;\u003C\u002Fp>\n\n\u003Cp>\"mobile hoist operator, grade II\" means an employee who is engaged in\noperating a power- driven mobile hoist or fork-lift truck with a lifting\ncapacity not exceeding 6 000 kg used in the loading, unloading, moving or\nstacking of goods or containers, but does not include an internal motor\nvehicle;\u003C\u002Fp>\n\n\u003Cp>“other categories of employees” means all employees employed in\noperations, warehousing, fleet maintenance and administration, but excluding\nmanagement that take decisions to recruit or discipline employees, but\nincluding supervisors and controllers regardless of whether or not they may\nmake decisions to recruit of discipline;\u003C\u002Fp>\n\n\u003Cp>\"owner-driver\" means an employer who is the owner or part-owner or\nleaseholder or renter of one or more motor vehicles used in transporting goods\nfor hire or reward and who drives any such motor vehicle for the purposes of\ntransporting goods;\u003C\u002Fp>\n\n\u003Cp>\"packer\u002Floader, grade I\" means an employee who is responsible for packing or\nloading furniture into any container or into or out of a vehicle or unloading\nor unpacking furniture;\u003C\u002Fp>\n\n\u003Cp>“packer\u002Floader, grade II” means an employee who is responsible for\npacking or loading furniture into any container or into or out of a vehicle or\nunloading or unpacking furniture and who supervises the activities of a general\nworker;\u003C\u002Fp>\n\n\u003Cp>“part-time employee” means an employee who does not work full-time, but\nwho is employed on a permanent basis and who is only required to work a fixed\nand limited number of hours per day, per week or per month;\u003C\u002Fp>\n\n\u003Cp>“Petroleum tanker driver” means a driver who is engaged in the following\nduties:\u003C\u002Fp>\n\n\u003Cp>(a)Drive an extra heavy-duty vehicle (truck pulling tanker) containing\ndangerous\u002F high risk load (Petro-Chemical and Gas), delivering them to\ncustomers.\u003C\u002Fp>\n\n\u003Cp>(b)Participate in pre-trip briefing and post-trip debriefing sessions and\ncomplete pre-trip vehicle inspection checklist.\u003C\u002Fp>\n\n\u003Cp>(c)Receive and implement load instructions and requirements.\u003C\u002Fp>\n\n\u003Cp>(d)May be required to utilise the loading and offloading equipment at the\ngantry.\u003C\u002Fp>\n\n\u003Cp>(e)May also be required to plan delivery trips and choose best routes prior\nto starting trip.\u003C\u002Fp>\n\n\u003Cp>(f)Ensure relevant documentation to and from the client is correct.\u003C\u002Fp>\n\n\u003Cp>(g)Adhere to and implement safety procedures and processes of the employer\nand customer.\u003C\u002Fp>\n\n\u003Cp>(h)Ensure high levels of customer care and service at all times.\u003C\u002Fp>\n\n\u003Cp>(i)Exercise caution to ensure no contamination of product at the\ncustomer.\u003C\u002Fp>\n\n\u003Cp>(j)Attend regular refresher courses with regards to handling dangerous goods\nand other necessary requirements of the role.\u003C\u002Fp>\n\n\u003Cp>“relief employee” means an employee, other than a temporary employee of\na temporary employment service, who is employed by the same employer for not\nmore than 16 days in a 30- day period and not more than 144 days in a 52-week\nperiod;\u003C\u002Fp>\n\n\u003Cp>\"seasonal worker (Sugar Transport Sector)\" means an employee who is in the\npermanent employ of an employer transporting sugar cane and who, owing to the\nseasonal nature of the Sugar Sector, is required to report for duty only as and\nwhen required by the employer;\u003C\u002Fp>\n\n\u003Cp>\"security guard\" means an employee, other than a security officer, who is\nengaged in one or more of the following duties: guarding, protecting or\npatrolling premises, buildings, structures or other fixed or movable property,\nwhether or not the employee handles or controls dogs in the performance of any\nor all of these duties;\u003C\u002Fp>\n\n\u003Cp>\"security officer, I” means an employee who drives a motor vehicle and is\nengaged in the guarding of cash and valuables and the guarding and handling of\nsecurities and negotiable documents in transit and who may be required to carry\nfirearms;\u003C\u002Fp>\n\n\u003Cp>\"security officer, II\" means an employee who is engaged in the guarding and\nhandling of cash, valuables, securities and negotiable documents in transit and\nwho may be required to carry firearms;\u003C\u002Fp>\n\n\u003Cp>\"security officer, III\" means an employee who receives, issues, moves and\ncontrols cashcarrying containers conveyed between security officers, I or II,\nand bank officials and who may be required to carry firearms;\u003C\u002Fp>\n\n\u003Cp>“semi-skilled artisan” means an employee who ,although still under the\nsupervision of an artisan, works independently on jobs but is not held fully\nresponsible for final checking and who- (a)does more complex repairs, uses\nfault-finding equipment, chooses alternative ways of\u003C\u002Fp>\n\n\u003Cp>carrying out tasks, operates electrical and mechanical equipment or may be\nrequired to do jobs such as basic welding, and\u003C\u002Fp>\n\n\u003Cp>(b)is not fully qualified as an artisan but could in the future do a trade\ntest and qualify as an artisan;\u003C\u002Fp>\n\n\u003Cp>\"storeman (workshop)\" means an employee who is engaged in receiving,\nrecording, storing, unpacking and issuing spares for the repair and maintenance\nof vehicles;\u003C\u002Fp>\n\n\u003Cp>\"storeman (warehouse)\" means an employee who is in charge of stocks of\nincoming goods or containers and who is responsible for receiving, recording,\nstoring, packing or unpacking goods or containers in a store or a warehouse or\na storage place and for delivering goods or containers from a store, warehouse\nor storage place for despatch;\u003C\u002Fp>\n\n\u003Cp>“vehicle guard” means an employee who is engaged to provide a protective\narmed service to the security officer II in securing an area or guarding cash,\nvaluables, securities and negotiable documents in transit.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 id=\"L2370\">SCHEDULE 3: MONTHLY RETURN\u003C\u002Fh3>\n\n\u003Ch4 id=\"L2372\">NOTES FOR COMPLETING ONLINE MONTHLY RETURNS\u003C\u002Fh4>\n\n\u003Cp>The online monthly return submitted to the Council in terms of the\nprovisions of this Agreement must comply with the following -\u003C\u002Fp>\n\n\u003Cp>1.The wage column of the monthly return must reflect -\u003C\u002Fp>\n\n\u003Cp>(a)the normal basic weekly wage of a part-time employee, calculated in terms\nof clause 61(3);\u003C\u002Fp>\n\n\u003Cp>(b)the total basic weekly wage earned by a relief employee during a month,\nincluding the\u003C\u002Fp>\n\n\u003Cp>additional premium of 10%; and\u003C\u002Fp>\n\n\u003Cp>(c)the total actual basic wage earned by temporary employees of temporary\nemployment agencies during a month.\u003C\u002Fp>\n\n\u003Cp>2.The “working days worked” column of the monthly return must reflect\n-\u003C\u002Fp>\n\n\u003Cp>(a)the total number of working days worked by relief employees during a\nmonth;\u003C\u002Fp>\n\n\u003Cp>(b)the total working days accrued by temporary employees of a temporary\nemployment service\u003C\u002Fp>\n\n\u003Cp>during a month.\u003C\u002Fp>\n\n\u003Cp>3.In respect of the category column of the monthly return -\u003C\u002Fp>\n\n\u003Cp>(a)part-time employees must be identified by the insertion of a “P”;\u003C\u002Fp>\n\n\u003Cp>(b)relief employees must be identified by the insertion of an “R”;\u003C\u002Fp>\n\n\u003Cp>(c)temporary employees of a temporary employment service must be identified\nby insertion of a “T”.\u003C\u002Fp>\n\n\u003Ch3 id=\"L2402\">SCHEDULE 4: WELLNESS FUND\u003C\u002Fh3>\n\n\u003Ch4 id=\"L2404\">\u003C\u002Fh4>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hiv\">\u003Ch4 id=\"L2404\">1.Comprehensive HIV\u002FAIDS awareness strategy\u003C\u002Fh4>\n\n\u003Cp>(1)The Council has -\u003C\u002Fp>\n\n\u003Cp>(a)conducted an investigation, research, negotiation and consultation and\nhas concluded that no existing social security, health, pension or medical\nscheme functioning within parameters of current legislation has the means,\npotential, scope or ability to provide comprehensively for the various services\nrequired by the Industry, and in particular to deal with the challenges of the\neffects of the HIV\u002FAIDS pandemic on the Industry;\u003C\u002Fp>\n\n\u003Cp>(b)as a result of the processes conducted in paragraph (a), devised a\ncomprehensive strategy to promote awareness for the provision of facilities,\nservices and substantive and procedural rights and benefits for employees in\nthe Industry who are diagnosed HIV positive, or who suffer from the effects of\nAIDS;\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(c)developed an implementation plan for implementing the comprehensive\nawareness strategy.\u003C\u002Fp>\n\n\u003Cp>1A. Wellness\u003C\u002Fp>\n\n\u003Cp>(2)The Wellness Committee will engage the current Service Provider on\nreviewing the existing benefit structure in an attempt to provide alternative\noptions that will address specific needs of those contributing or to\ninvestigate any other alternatives in this regard, within the existing\ncontribution rates.\u003C\u002Fp>\n\n\u003Cp>The Wellness committee will report to EXCO in this regard within 6 months\nfrom the Agreement becoming effective in terms of the Council’s Constitution,\nclause 20.4.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2420\">2.Employer and employee contributions to implementation of\nstrategy\u003C\u002Fh4>\n\n\u003Cp>(1)The expenses involved in implementing and maintaining the implementation\nplan and any amendments to the plan, will be defrayed from money collected in\nthe following manner:\u003C\u002Fp>\n\n\u003Cp>(a)an amount equivalent to 1% per week of an employee’s normal basic\nweekly wage must be deducted by an employer from the wage of every employee who\nworks for the employer on one or more days in a week, including part-time\nemployees, relief employees and temporary employees of a temporary employment\nservice;\u003C\u002Fp>\n\n\u003Cp>(b)an amount paid by the employer, equivalent to 1% of the total monthly\nbasic wage bill.\u003C\u002Fp>\n\n\u003Cp>(2)The employer must -\u003C\u002Fp>\n\n\u003Cp>(a)pay the amounts referred to in sub-item (1) to the Council by no later\nthan the 20th day of each month following the month when the money was\ndeducted;\u003C\u002Fp>\n\n\u003Cp>(b)submit to the National Secretary of the Council an online monthly return,\nfor each of the employer’s establishments. The return must be submitted\nonline to Council for this purpose, and must include each employee’s full\nnames, surname and identification number. Part-time employees and relief\nemployees must be identified as such on the online monthly return by inserting\na “P” or an “R”, respectively, before the job category in the\n“Category” column.\u003C\u002Fp>\n\n\u003Cp>(3)For the purposes of calculating the amount to be deducted in terms of\nparagraph (a) of subitem (2) -\u003C\u002Fp>\n\n\u003Cp>(a)the basic wage of a relief employee is deemed to not include the premium\nof 10%;\u003C\u002Fp>\n\n\u003Cp>(b)the basic wage of a part-time employee is calculated in accordance with\nthe formula\u003C\u002Fp>\n\n\u003Cp>in clause 61(6) of the Agreement and as reflected in the wage column of the\nonline monthly return.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2442\">3.Exemption from provisions of this clause\u003C\u002Fh4>\n\n\u003Cp>(1)Any employer who has implemented or intends implementing a scheme or\nprogramme which provides the following benefits, or substantially similar\nbenefits, may apply in terms of clause 74 of the Agreement to be exempted from\nsome or all the provisions of this clause -\u003C\u002Fp>\n\n\u003Cp>(a)HIV education and behavioural change interventions;\u003C\u002Fp>\n\n\u003Cp>(b)confidential voluntary counselling and testing;\u003C\u002Fp>\n\n\u003Cp>(c)treatment and support;\u003C\u002Fp>\n\n\u003Cp>(d)basic medical insurance\u003C\u002Fp>\n\n\u003Cp>(2)An employer who is granted an exemption may not deduct more than the\npercentage specified in item 2(1) of this Schedule from the wage of any\nemployee for the purpose of operating a scheme or programme.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2456\">4.The Wellness Fund\u003C\u002Fh4>\n\n\u003Cp>(1)The management and administration of the Fund is vested in a Wellness\nCommittee appointed by Council in terms of clause 17 of Council’s\nConstitution. The committee must\u003C\u002Fp>\n\n\u003Cp>consist of at least ten representatives, of whom five must be employer\nrepresentatives and five must be employee representatives. For each\nrepresentative, an alternate must be appointed by the Council from amongst its\nmembers.\u003C\u002Fp>\n\n\u003Cp>(2)Representatives and alternates will hold office for a period of twelve\nmonths and will be eligible for re-appointment.\u003C\u002Fp>\n\n\u003Cp>(3)In performing its function and duties and exercising its powers, the\nCommittee may contract with service providers for the provision of services,\nfacilities, publications, support, training, counselling, presentations and any\nother service necessary for the implementation and continuance of the plan,\nincluding but not limited to, a self-insured contingency policy with any\ninstitution registered with the Registrar of Short-term Insurance.\u003C\u002Fp>\n\n\u003Cp>(4)The Committee must, subject to the approval of the Council, direct the\npolicy of the Fund and administer the general business and activities of the\nFund in accordance with the Rules.\u003C\u002Fp>\n\n\u003Cp>(5)If a dispute arises at any time as to the administration of the Fund and\nthe members of the Committee are equally divided, the matter must be referred\nto the Council for a decision.\u003C\u002Fp>\n\n\u003Cp>(6)If the Committee is unable to perform its duties for any reason, the\nCouncil must perform the duties and exercise the powers of the committee.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2472\">5.Financial control of the Wellness Fund\u003C\u002Fh4>\n\n\u003Cp>(1)The Executive Committee of the Council must collect all revenue of the\nFund and deposit all money so received in a banking account opened in the name\nof the Fund.\u003C\u002Fp>\n\n\u003Cp>(2)Withdrawals from the Fund must be by cheque and the Executive Committee\nmust designate people as authorised signatories for this purpose.\u003C\u002Fp>\n\n\u003Cp>(3)The Council must appoint a registered auditor annually and must determine\nthe fees of that auditor.\u003C\u002Fp>\n\n\u003Cp>(4)The appointed auditor must -\u003C\u002Fp>\n\n\u003Cp>(a)audit the accounts of the Fund at least once a year; and\u003C\u002Fp>\n\n\u003Cp>(b)prepare a statement showing all money received and expenditure incurred\nunder all headings during the 12 months ended 28\u002F29 February of the preceding\nyear, together with a balance sheet showing the assets and liabilities of the\nfund as at that date.\u003C\u002Fp>\n\n\u003Cp>(5)The audited statement and balance sheet of the Fund, countersigned by the\nChairperson of the Council, together with any reports made thereon by the\nauditor -\u003C\u002Fp>\n\n\u003Cp>(a)must lie for inspection at the offices of the Council; and\u003C\u002Fp>\n\n\u003Cp>(b)a certified copy thereof must be transmitted to the Registrar of Labour\nRelations within three months of the close of the period covered thereby.\u003C\u002Fp>\n\n\u003Cp>(6)Any money not required to meet current payments and expenses of the Fund\nmust be invested in -\u003C\u002Fp>\n\n\u003Cp>(a)savings accounts, permanent shares or fixed deposits in any registered\nbank or financial institution;\u003C\u002Fp>\n\n\u003Cp>(b)internal registered stock as contemplated in section 21 of the Exchequer\nAct, 1975 (Act No. 66 of 1975);\u003C\u002Fp>\n\n\u003Cp>(c)a registered unit trust; or\u003C\u002Fp>\n\n\u003Cp>(d)any other manner approved by the Registrar of Labour Relations.\u003C\u002Fp>\n\n\u003Cp>(7)Income earned on invested money accrues to the Council in reimbursement\nof expenses incurred by the Council on behalf of the Fund.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2504\">6.Rules of the Wellness Fund\u003C\u002Fh4>\n\n\u003Cp>The Executive Committee has the power, subject to the approval of the\nCouncil, to make, amend and withdraw rules governing the administration of the\nFund, provided that such rules and any amendment thereof must be consistent\nwith the provisions of this Agreement and with the provisions of any law. A\ncopy of the rules must be forwarded to the Director-General of Labour.\u003C\u002Fp>\n\n\u003Ch4 id=\"L2508\">7.Access to establishments\u003C\u002Fh4>\n\n\u003Cp>(1)Upon request by the Council or by a trade union party that represents the\nmajority of employees in a workplace, the employer must permit duly authorized\nrepresentatives, agents, officers, trainers or presenters of service providers,\naccess to the premises for the purposes of conducting awareness and education\nprogrammes.\u003C\u002Fp>\n\n\u003Cp>(2)An employer may make any access subject to any conditions as to time and\nplace that are reasonable and necessary to safeguard life or property or\nprevent undue disruption of work.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch4 id=\"L2514\">8.Extension of the Wellness Fund\u003C\u002Fh4>\n\n\u003Cp>(1)The wellness fund is hereby extended to include a basic medical insurance\nfor a period of 2 years at no extra cost to employers and employees.\u003C\u002Fp>\n\n\u003Cp>(2)The existing wellness contributions and benefits were effective from 1\nMarch 2017, to current EBU categories up to B3, including employees in grades\nB4 to C1 earning a basic wage of less than R10 000.00 per month, provided that\nit is optional to aforementioned employees for whom an existing medical \u002F sick\nbenefit is not already a condition of employment.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L2520\">SCHEDULE 5: REMUNERATION AND OTHER MONETARY BENEFITS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>\u003Cstrong>1(a)Minimum Wages\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(1)From the date of implementation for 2024 being 1 March 2024 for employers\nand employees of the industry or date to be determined by the Minister of\nEmployment and Labour but not earlier than 1 March 2024 until 28 February 2025,\nthe minimum rate at which wages in respect of ordinary hours of work shall be\npaid by an employer to each member of the under mentioned grades of his\nemployees, shall be as follows:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(a) Weekly Wages:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>General Freight, Courier, Furniture Removal and CIT:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>(i)TABLE ONE:GENERAL FREIGHT AND FURNITURE REMOVAL SECTORS MINIMUM\nWAGES: GRADES 1 TO 6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For the period 1 March 2024 for employers and employees of the industry or\ndate to be determined by the Minister but not earlier than 1 March 2024 until\n28 February 2025. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"840\" style=\"width:629.8pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:15.6pt\">\u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">1\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">2\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">3\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">4\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" nowrap=\"nowrap\" style=\"width:85.0pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">5\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">6\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" nowrap=\"nowrap\" style=\"width:94.0pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;padding:0cm 0cm 0cm 0cm\" width=\"2\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:31.2pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" rowspan=\"7\" style=\"width:80.0pt;border-top:none;   border-left:solid windowtext 1.0pt;border-bottom:solid black 1.0pt;   border-right:solid windowtext 1.0pt;padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">Category\n        Code\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" rowspan=\"7\" style=\"width:214.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">Class\n        (As per the categories as defined in Schedule 2 of the Main Collective\n        Agreement)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"7\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">Grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"7\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">Patterson\n        Grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" rowspan=\"7\" style=\"width:85.0pt;border-top:none;border-left:none;   border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;font-family:"Aptos Narrow",sans-serif;   color:black\">Current\n        Minimum Wage per week ending 29 February 2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" rowspan=\"7\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;font-family:"Aptos Narrow",sans-serif;   color:black\">Across\n        the board increase\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" rowspan=\"7\" style=\"width:94.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;font-family:"Aptos Narrow",sans-serif;   color:black\">Adjusted\n        Minimum Wage per week from 1 March 2024 to 28 February 2025 for\n        employers and employees of the industry or date to be determined by the\n        Minister but not earlier than 1 March 2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;padding:0cm 0cm 0cm 0cm\" width=\"2\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height:31.2pt;border:none\" width=\"0\" height=\"52\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"2\" nowrap=\"nowrap\" valign=\"bottom\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"2\" nowrap=\"nowrap\" valign=\"bottom\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"2\" nowrap=\"nowrap\" valign=\"bottom\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"2\" nowrap=\"nowrap\" valign=\"bottom\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"2\" nowrap=\"nowrap\" valign=\"bottom\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:33.0pt\">\n      \u003Ctd width=\"2\" nowrap=\"nowrap\" valign=\"bottom\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:33.0pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:33.0pt;border:none\" width=\"0\" height=\"55\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">General\n        worker \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">1.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">A\n        Band\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:85.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R1871.14\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:94.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2002.12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">42\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">General\n        worker, repair shop \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">A\n        Band\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Packer\u002FLoader,\n        grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">A\n        Band\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">27\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Security\n        guard \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">A\n        Band\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Motorcycle\u002FMotor\n        Tricycle Driver \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"6\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">2.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" nowrap=\"nowrap\" rowspan=\"6\" style=\"width:85.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2055.90\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"6\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" nowrap=\"nowrap\" rowspan=\"6\" style=\"width:94.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2199.81\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Light\n        Motor Vehicle Driver \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Checker,\n        grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">22\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Loader\n        Operator, grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">24\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Mobile\n        Hoist Operator, grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">46\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Packer\u002FLoader,\n        grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Medium\n        motor vehicle driver (articulated) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"10\" style=\"width:48.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">3.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" nowrap=\"nowrap\" rowspan=\"10\" style=\"width:85.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2485.25\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"10\" style=\"width:48.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" nowrap=\"nowrap\" rowspan=\"10\" style=\"width:94.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2659.22\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Medium\n        Motor Vehicle Driver (rigid)...\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">44\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Artisan\n        Assistant \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">19\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Gantry\n        Crane Operator, grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">23\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Mobile\n        Hoist Operator, grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">47\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Checker,\n        grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Loader\n        Operator, grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Gantry\n        Crane Operator, grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">26\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Storeman\n        (workshop) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">15\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Team\n        Leader \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Heavy\n        Motor Vehicle Driver (articulated) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"8\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">4.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" nowrap=\"nowrap\" rowspan=\"8\" style=\"width:85.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2787.90\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"8\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" nowrap=\"nowrap\" rowspan=\"8\" style=\"width:94.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2983.05\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Heavy\n        Motor Vehicle Driver\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" rowspan=\"2\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">(rigid)\n        \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" rowspan=\"2\" style=\"width:59.0pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Extra-heavy\n        Motor Vehicle Driver\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" rowspan=\"2\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">13\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">(articulated)\n        \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" rowspan=\"2\" style=\"width:59.0pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Extra-heavy\n        Motor Vehicle Driver\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">18\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">(rigid)\n        \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Dispatch\n        Clerk \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">14\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Ultra-heavy\n        Motor Vehicle Driver \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">5.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:85.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R3322.06\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:94.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R3554.60\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">45\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Semi-skilled\n        Artisan \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">49\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Storeman\n        (warehouse) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">52\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Basic\n        Rigger Driver \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">16\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Abnormal\n        Load Driver \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"2\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">6.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" nowrap=\"nowrap\" style=\"width:85.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">R4045.18\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"2\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" nowrap=\"nowrap\" style=\"width:94.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">R4328.34\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"107\" nowrap=\"nowrap\" style=\"width:80.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">53\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"285\" nowrap=\"nowrap\" style=\"width:214.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Petroleum\n        Tanker Driver \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" nowrap=\"nowrap\" style=\"width:59.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">C1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" nowrap=\"nowrap\" style=\"width:85.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">R3388.83\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\" nowrap=\"nowrap\" style=\"width:94.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">R3626.05\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr style=\"height:15.6pt\">\u003Ctd width=\"125\" nowrap=\"nowrap\" style=\"width:94.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.6pt;border:none\" width=\"0\" height=\"26\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>APPLICATION OF WAGE INCREASES FOR THE PERIOD FROM 1 MARCH 2024 FOR\nEMPLOYERS AND EMPLOYEES OF THE INDUSTRY OR DATE TO BE DETERMINED BY THE\nMINISTER BUT NOT EARLIER THAN 1 MARCH 2024 ENDING 28 FEBRUARY 2025 FOR GRADES 1\n- 6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Across the board increases of 7% on actual wage shall be awarded to all\nemployees, mentioned in grades 1 to 6 above, who were in the employ of an\nemployer prior 1 March 2024.\u003C\u002Fp>\n\n\u003Cp>The across-the-board increase must apply to the current wages before the\nadjustment of the minimums.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>COURIER SECTOR\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1(b) For the period 1 March 2024 or date to be determined by the Minister\nbut not earlier than 1 March 2024 to 28 February 2025 the minimum weekly rate\nof which wages in respect of ordinary working hours shall be paid by an\nemployer to his employees who are engaged in the undermentioned grades, shall\nbe as follows:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(ii)TABLE TWO: COURIER SECTOR MINIMUM WAGES: GRADES 1 TO\n5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"1013\" style=\"width:760.0pt;margin-left:.2pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:124.8pt\">\n      \u003Ctd width=\"102\" rowspan=\"3\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-bottom:solid black 1.0pt;padding:0cm 3.5pt 0cm 3.5pt;height:124.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">1\n        Category Code\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" rowspan=\"3\" style=\"width:238.95pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:124.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">2\n        Class (As per the categories as defined in Schedule 2 of the Main\n        Collective Agreement)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" rowspan=\"3\" style=\"width:47.9pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:124.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">3\n        Grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" rowspan=\"3\" style=\"width:77.8pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:124.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">4\n        Patterson Grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\" rowspan=\"3\" style=\"width:109.6pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:124.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">5\n        Current Minimum Wage per week ending 29 February 2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" rowspan=\"3\" style=\"width:77.75pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:124.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">6\n        Across the board increase\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\" rowspan=\"3\" valign=\"bottom\" style=\"width:129.45pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:124.8pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cb>\u003Cspan style=\"font-size:11.0pt;font-family:"Aptos Narrow",sans-serif;   color:black\">7\n        Adjusted Minimum Wage per week from 1 March 2024 to 28 February 2025\n        for employers and employees of the industry or date to be determined by\n        the Minister but not earlier than 1 March 2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"border:none;padding:0cm 0cm 0cm 0cm\" width=\"2\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"height:124.8pt;border:none\" width=\"0\" height=\"208\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.4pt\">\n      \u003Ctd width=\"2\" nowrap=\"nowrap\" valign=\"bottom\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:14.4pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:14.4pt;border:none\" width=\"0\" height=\"24\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.0pt\">\n      \u003Ctd width=\"2\" nowrap=\"nowrap\" valign=\"bottom\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:15.0pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:15.0pt;border:none\" width=\"0\" height=\"25\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">General\n        worker \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:47.9pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">1.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">A\n        Band\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:109.6pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R1871.14\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:77.75pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\" nowrap=\"nowrap\" rowspan=\"4\" style=\"width:129.45pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2002.12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">42\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">General\n        worker, repair shop \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">A\n        Band\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Packer\u002FLoader,\n        grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">A\n        Band\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">27\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Security\n        guard \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">A\n        Band\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Motorcycle\u002FMotor\n        Tricycle Driver \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"6\" style=\"width:47.9pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">2.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\" nowrap=\"nowrap\" rowspan=\"6\" style=\"width:109.6pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2041.03\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" rowspan=\"6\" style=\"width:77.75pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\" nowrap=\"nowrap\" rowspan=\"6\" style=\"width:129.45pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2183.90\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Light\n        Motor Vehicle Driver \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:11.0pt;font-family:"Aptos Narrow",sans-serif;color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Checker,\n        grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:11.0pt;font-family:"Aptos Narrow",sans-serif;color:black\">22\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Loader\n        Operator, grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:11.0pt;font-family:"Aptos Narrow",sans-serif;color:black\">24\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Mobile\n        Hoist Operator, grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:11.0pt;font-family:"Aptos Narrow",sans-serif;color:black\">46\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Packer\u002FLoader,\n        grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Medium\n        motor vehicle driver (articulated) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"10\" style=\"width:47.9pt;border-top:none;   border-left:solid windowtext 1.0pt;border-bottom:solid black 1.0pt;   border-right:solid windowtext 1.0pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">3.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\" nowrap=\"nowrap\" rowspan=\"10\" style=\"width:109.6pt;border-top:none;   border-left:solid windowtext 1.0pt;border-bottom:solid black 1.0pt;   border-right:solid windowtext 1.0pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2470.40\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" rowspan=\"10\" style=\"width:77.75pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\" nowrap=\"nowrap\" rowspan=\"10\" style=\"width:129.45pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2643.33\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Medium\n        Motor Vehicle Driver (rigid)...\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">44\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Artisan\n        Assistant \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">19\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Gantry\n        Crane Operator, grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">23\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Mobile\n        Hoist Operator, grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">47\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Checker,\n        grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">21\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Loader\n        Operator, grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Gantry\n        Crane Operator, grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">26\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Storeman\n        (workshop) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">15\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Team\n        Leader \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Heavy\n        Motor Vehicle Driver (articulated) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"5\" style=\"width:47.9pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">4.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\" nowrap=\"nowrap\" rowspan=\"5\" style=\"width:109.6pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2787.90\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" rowspan=\"5\" style=\"width:77.75pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\" nowrap=\"nowrap\" rowspan=\"5\" style=\"width:129.45pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R2983.05\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Heavy\n        Motor Vehicle Driver (rigid) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Extra-heavy\n        Motor Vehicle Driver (articulated) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">13\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Extra-heavy\n        Motor Vehicle Driver (rigid) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:none;border-left:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">18\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Dispatch\n        Clerk \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">14\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Ultra-heavy\n        Motor Vehicle Driver \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"3\" style=\"width:47.9pt;border-top:none;border-left:   solid windowtext 1.0pt;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">5.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\" nowrap=\"nowrap\" rowspan=\"3\" style=\"width:109.6pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R3322.06\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" rowspan=\"3\" style=\"width:77.75pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">7%\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\" nowrap=\"nowrap\" rowspan=\"3\" style=\"width:129.45pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;   color:black\">R3554.60\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">45\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border:none;border-top:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Semi-skilled\n        Artisan \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;padding:0cm 3.5pt 0cm 3.5pt;   height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:16.2pt\">\n      \u003Ctd width=\"102\" nowrap=\"nowrap\" style=\"width:76.75pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">49\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"319\" nowrap=\"nowrap\" style=\"width:238.95pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:solid windowtext 1.0pt;border-right:none;   padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">Storeman\n        (warehouse) \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" nowrap=\"nowrap\" style=\"width:77.8pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"2\" style=\"width:1.8pt;padding:0cm 3.5pt 0cm 3.5pt;height:16.2pt\">\u003C\u002Ftd>\n      \u003Ctd style=\"height:16.2pt;border:none\" width=\"0\" height=\"27\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>From 1 March 2024 for employers and employees of the industry or date to be\ndetermined by the Minister but not earlier than 1 March 2024 until 28 February\n2025\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>APPLICATION OF WAGE INCREASES FOR THE PERIOD FROM 1 MARCH 2024 FOR\nEMPLOYERS AND EMPLOYEES OF THE INDUSTRY OR DATE TO BE DETERMINED BY THE\nMINISTER BUT NOT EARLIER THAN 1 MARCH 2024 ENDING 28 FEBRUARY 2025 FOR GRADES 1\n- 5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Across the board increases of 7% on actual wage shall be awarded to all\nemployees, mentioned in grades 1 to 5 above, who were in the employ of an\nemployer prior to 1 March 2024.\u003C\u002Fp>\n\n\u003Cp>b)The across-the-board increase must apply to the current wages before the\nadjustment of the minimums.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>CASH IN TRANSIT SECTOR\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1(c) For the period 1 March 2024 for employers and employees of the industry\nor date to be determined by the Minister but not earlier than 1 March 2024\nuntil 28 February 2025 the minimum weekly rate of which wages in respect of\nordinary working hours shall be paid by an employer to his employees who are\nengaged in the under mentioned grades, shall be as follows:\u003C\u002Fp>\n\n\u003Cp>(iii)TABLE THREE: CASH IN TRANSIT CHAMBER MINIMUM WAGES: GRADES 3 TO\u003C\u002Fp>\n\n\u003Cp>6:From 1 March 2024 or date to be determined by the Minister but not earlier\nthan 1 March 2024 until 28 February 2025\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd width=\"79\" style=\"width:59.05pt;border:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:12.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">1\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" style=\"width:112.3pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">2\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.7pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:20.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">3\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.35pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">4\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.1pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   text-indent:37.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">5\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">6\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">7\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:152.15pt\">\n      \u003Ctd width=\"79\" style=\"width:59.05pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:152.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Category\n        Code\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" style=\"width:112.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:152.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Class\n        (As perthe categories as defined in Schedule 2 of the Main Collective\n        Agreement)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:152.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:152.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Patterson\n        Grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:152.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Current\n        Minimum Wage per week ending 29 February 2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:152.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Across\n        the board increase\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:152.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Adjusted\n        Minimum Wage per week 1 March 2024 until 28 February 2025 for employers\n        and employees of the industry or date to be determined by the Minister\n        but not earlier than 1 March 2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"79\" style=\"width:59.05pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">50\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" style=\"width:112.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Vehicle\n        Guard\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">3.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">B2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">R3896.49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">7%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">R4169.24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:18.25pt\">\n      \u003Ctd width=\"79\" style=\"width:59.05pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">51\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" style=\"width:112.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Custodian\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">5.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">B4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">R4469.08\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">7%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:18.25pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">R4781.92\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:14.9pt\">\n      \u003Ctd width=\"79\" style=\"width:59.05pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:14.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">41\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" style=\"width:112.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:14.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Security\n        Officer, III...\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:14.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">6.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:14.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">B3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:14.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">R3236.76\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:14.9pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:14.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">R3463.33\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:17.05pt\">\n      \u003Ctd width=\"79\" style=\"width:59.05pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" style=\"width:112.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Security\n        Officer, II...\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">B3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">R3896.49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">7%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:17.05pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">R4169.24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.65pt\">\n      \u003Ctd width=\"79\" style=\"width:59.05pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">39\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" style=\"width:112.3pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Security\n        Officer, I..\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\" style=\"width:49.7pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:20.65pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" style=\"width:63.35pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">B4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" style=\"width:81.1pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">R3896.49\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" style=\"width:58.1pt;border-top:none;border-left:none;border-bottom:   solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;padding:0cm .5pt 0cm .5pt;   height:20.65pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"EN-US\" style=\"font-family:"Times New Roman",serif\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:20.65pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">R4169.24\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>\u003Cstrong>APPLICATION OF WAGE INCREASES FROM 1 MARCH 2024 OR DATE TO BE\nDETERMINED BY THE MINISTER BUT NOT EARLIER THAN 1 MARCH 2024 UNTIL 28 FEBRUARY\n2025 FOR GRADES 3, 5 AND 6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(a)Across the board increases of 7% on actual wage shall be awarded to all\nemployees, mentioned in grades 3, 5, and 6 above, who were in the employ of an\nemployer prior to 1 March 2024.\u003C\u002Fp>\n\n\u003Cp>(b)The across-the-board increase must apply to the current wages before the\nadjustment of the minimums.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1(d) EXTENDED BARGAINING UNIT EMPLOYEES (EBU): GENERAL FREIGHT,\nFURNITURE REMOVAL AND COURIER\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In accordance with the Main Collective Agreement definition of the Extended\nBargaining Unit, as provided in clause 56, across the board increases shall\napply to the following EBU employees as follows:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(iv)TABLE FOUR: ACROSS THE BOARD INCREASES\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>From 1 March 2024 for employers and employees of the industry or date to be\ndetermined by the Minister but not earlier than 1 March 2024 until 28 February\n2025.\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:21.35pt\">\n      \u003Ctd width=\"334\" style=\"width:250.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:21.35pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Employees\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\" style=\"width:222.25pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:21.35pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Across\n        the Board Increase\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:21.1pt\">\n      \u003Ctd width=\"334\" valign=\"top\" style=\"width:250.8pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:21.1pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Current\n        EBU up to Patterson Grading B4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\" valign=\"top\" style=\"width:222.25pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:21.1pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">7%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:21.6pt\">\n      \u003Ctd width=\"334\" valign=\"top\" style=\"width:250.8pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:21.6pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Current\n        EBU Patterson Grading C1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\" valign=\"top\" style=\"width:222.25pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:21.6pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">6%\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>The across the board increases in table one shall be calculated on actual\nwage and shall be awarded to all employees mentioned in the said table, who\nwere in the employ of an employer prior to 1 March 2024 .\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1(e) Extended Bargaining Unit Employees engaged in the\nCash-in-Transit Sector\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(1)Across the board increases\u003C\u002Fp>\n\n\u003Cp>(a) From 1 March 2024 for employers and employees of the industry or date to\nbe determined by the Minister but not earlier than 1 March 2024 until 28\nFebruary 2025:\u003C\u002Fp>\n\n\u003Cp>(i)7 % in respect of all EBU employees up to Paterson Grade B4.\u003C\u002Fp>\n\n\u003Cp>(ii)6 % in respect of all EBU employees in Paterson Grade C1.\u003C\u002Fp>\n\n\u003Cp>1(f) The only provisions of this Agreement that shall apply to extended\nbargaining unit employees shall be the increases referred to above, the\nprovisions of clause 77 only as from December 2018, clause 54, clause 69, and\nschedule 4 item 8 (Wellness Fund).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>\u003Cstrong>2.Night-shift allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(1)The following night-shift allowances shall be payable to employees for\nwhom minimum wages are prescribed:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:59.2pt\">\n      \u003Ctd width=\"279\" valign=\"top\" style=\"width:209.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:59.2pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Category\n        of Employee\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\" valign=\"top\" style=\"width:267.35pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:59.2pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center;   line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;   font-family:"Times New Roman",serif\">Period:\n        From 1 March 2024 for employers and employees of the industry or date\n        to be determined by the Minister but not earlier than 1 March 2024\n        until 28 February 2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:38.65pt\">\n      \u003Ctd width=\"279\" valign=\"top\" style=\"width:209.5pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:38.65pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Employees\n        who perform more than one hour of night work\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\" valign=\"top\" style=\"width:267.35pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:38.65pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:97%\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;line-height:97%;font-family:"Times New Roman",serif\">An\n        allowance of R16.51 beyond one hour and R2.97 for every hour in excess\n        thereof; or by a reduction of ordinary hours of work\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Cdiv align=\"center\">\n\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-US\">\u003C\u002Fspan>\u003Cstrong>3.Consolidated\nallowance\u003C\u002Fstrong>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>The consolidated allowance is payable in terms of clause 63 (7).\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:38.65pt\">\n      \u003Ctd width=\"287\" style=\"width:215.05pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:38.65pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:6.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Period:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2023 until 29 February 2024\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\" style=\"width:267.35pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:38.65pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:6.0pt;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">Period:\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cb>\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">1\n        March 2024 until 28 February 2025\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"287\" valign=\"top\" style=\"width:215.05pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">R111.35\n        per month\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"356\" valign=\"top\" style=\"width:267.35pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:12.0pt;font-family:"Times New Roman",serif\">R119.14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>4.Subsistence and Cross Border allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(a)Subsistence Allowance\u003C\u002Fp>\n\n\u003Cp>The Subsistence allowance payable in terms of clause 36A of the Main\nAgreement, must be paid as per the schedule hereunder:\u003C\u002Fp>\n\n\u003Cp>Subsistence Allowance:\u003C\u002Fp>\n\n\u003Cp>Period: From 1 March 2024 for employers and employees of the industry or\ndate to be determined by the Minister but not earlier than 1 March 2024 until\n28 February 2025\u003C\u002Fp>\n\n\u003Cp>(a)R59.80 for each period of absence within the borders of the Republic of\nSouth Africa\u003C\u002Fp>\n\n\u003Cp>(b)R51.66 for each of the three daily meal intervals during such absence\u003C\u002Fp>\n\n\u003Cp>Total (absence plus 3 meals) R214.78\u003C\u002Fp>\n\n\u003Cp>(b)Cross Border Allowance\u003C\u002Fp>\n\n\u003Cp>The Cross Border allowance payable in terms of clause 36B of the Main\nAgreement, must be paid as per the schedule hereunder:\u003C\u002Fp>\n\n\u003Cp>Cross Border Allowance:\u003C\u002Fp>\n\n\u003Cp>Period: From 1 March 2024 for employers and employees of the industry or\ndate to be determined by the Minister but not earlier than 1 March 2024 until\n28 February 2025 (a) R150.50 for each period of absence outside the borders of\nthe Republic of South Africa (b) R92.97 for each of the three daily meal\nintervals during such absence.\u003C\u002Fp>\n\n\u003Cp>Total (absence plus 3 meals) R429.41\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Dangerous Goods Driver Limitation of Hours Allowance\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The allowance that must be paid to Dangerous Goods Drivers in terms of\nclause 60 of the Main Collective Agreement is:\u003C\u002Fp>\n\n\u003Cp>(a)R136.65 if the client restricts the driver’s hours of work to 12 hours\nor less. This amount is to be increased as follows:\u003C\u002Fp>\n\n\u003Cp>(1)(From 1 March 2024 for employers and employees of the industry or date to\nbe determined by the Minister but not earlier than 1 March 2024 until 28\nFebruary 2025) R146.22\u003C\u002Fp>\n\n\u003Cp>(b)R87.85 if the client restricts the driver’s hours of work to 13 hours\nor less, but not less than 12. This amount is to be increased as follows:\u003C\u002Fp>\n\n\u003Cp>(1)(From 1 March 2024 for employers and employees of the industry or date to\nbe determined by the Minister but not earlier than 1 March 2024 until 28\nFebruary 2025) R94.00\u003C\u002Fp>\n\n\u003Cp>(c)R48.80 if the client restricts the driver’s hours of work to 14 hours\nor less, but not less than 13. This amount is to be increased as follows:\u003C\u002Fp>\n\n\u003Cp>(1)(From 1 March 2024 for employers and employees of the industry or date to\nbe determined by the Minister but not earlier than 1 March 2024 until 28\nFebruary 2025) R52.22\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>\u003Cstrong>6.Membership: Provident \u002F Pension Fund\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>(1)Every employee for whom minimum wages are prescribed in Schedule 5 of\nthis Collective Agreement shall at all times be a member of a provident or\npension fund which is registered in terms of the provisions of the Pension\nFunds Act, 24 of 1956 as amended.\u003C\u002Fp>\n\n\u003Cp>(2)The non-payment of provident\u002Fpension fund contributions deducted by\nemployers is a criminal offence in terms of the Financial Sector Regulation\nAct, 09 of 2017.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3 id=\"L4483\">SCHEDULE 6 PRESCRIBED FORMS\u003C\u002Fh3>\n\n\u003Cp>1.ANNEXURE A.1 -STATEMENT OF REGISTRATION WITH COUNCIL\u003C\u002Fp>\n\n\u003Cp>2.ANNEXUREA.2-CERTIFICATE OF REGISTRATION\u003C\u002Fp>\n\n\u003Cp>3.ANNEXUREA.3-CERTIFICATE OF SERVICE\u003C\u002Fp>\n\n\u003Cp>6.ANNEXUREA.6-ANNUAL PAYMENT VOUCHER\u003C\u002Fp>\n\n\u003Cp>7.ANNEXUREA.7-NOTICE OF TERMINATION OF EMPLOYMENT\u003C\u002Fp>\n\n\u003Cp>8.ANNEXURE A.8 -APPLICATION FOR SICK LEAVE BENEFIT\u003C\u002Fp>\n\n\u003Ch3 id=\"L4499\">SCHEDULE 7 EXTENDED BARGAINING UNIT EMPLOYEES\u003C\u002Fh3>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"741\" style=\"width:556.0pt;margin-left:-.05pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cb>\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Class\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cb>\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"269\" nowrap=\"nowrap\" style=\"width:202.0pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cb>\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Class\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cb>\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Grade\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Receptionist\n        \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"269\" nowrap=\"nowrap\" rowspan=\"3\" style=\"width:202.0pt;border-top:none;   border-left:none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Assistant\n        \u002FJunior Controller \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"3\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B3\u002F4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Chemical\n        Cleaners \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Administration\n        \u002F Clerk Grade I \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Storage\n        Co-ordinators \u002F Administrator \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"269\" nowrap=\"nowrap\" style=\"width:202.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Personal\n        Assistant \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Data\n        Capturer \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"269\" nowrap=\"nowrap\" style=\"width:202.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">H\u002FRClerk\u002F\n        Administrator \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" rowspan=\"5\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Administrator\n        \u002F Clerk Grade II \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"5\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"269\" nowrap=\"nowrap\" style=\"width:202.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Operations\n        Administrator \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:31.2pt\">\n      \u003Ctd width=\"269\" style=\"width:202.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Fleet\n        \u002FTransport Administrator  ITAdministrator \u002F Help Desk \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:31.2pt\">\n      \u003Ctd width=\"269\" style=\"width:202.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Team\n        Leaders Generic, supervising B3 and lower positions \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:31.2pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"269\" nowrap=\"nowrap\" style=\"width:202.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Administrator\n        \u002F Clerk Grade 4 \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"269\" nowrap=\"nowrap\" style=\"width:202.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Branch\n        Administrator \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">C1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Debrief\n        \u002F DC \u002F POD Clerk \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"269\" nowrap=\"nowrap\" rowspan=\"8\" style=\"width:202.0pt;border-top:none;   border-left:none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Driver\n        Trainer \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" rowspan=\"8\" style=\"width:48.0pt;border-top:none;border-left:   none;border-bottom:solid black 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">C1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:46.8pt\">\n      \u003Ctd width=\"344\" style=\"width:258.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 3.5pt 0cm 3.5pt;height:46.8pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Financial\n        Clerk \u002F Administrators, including Debtors, Creditors, General Ledger\n        and Cashbook Clerks \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:46.8pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Payroll\n        Clerk \u002F Administrator \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Planning\n        Clerk \u002F Workshop \u002F Technical\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Administrator\n        \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Administrator:\n        Tracking \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Warehouse\n        Clerk \u002F Administrator \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">B3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.6pt\">\n      \u003Ctd width=\"344\" nowrap=\"nowrap\" style=\"width:258.0pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-family:"Times New Roman",serif;color:black\">Administrator\n        \u002F Clerk Grade III \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" nowrap=\"nowrap\" style=\"width:48.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 3.5pt 0cm 3.5pt;height:15.6pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;line-height:normal\">\u003Cspan style=\"font-size:11.0pt;font-family:"Aptos Narrow",sans-serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Signed at Johannesburg, for and on behalf of the parties to the Council,\nthis day of\u003C\u002Fp>\n\n\u003Cp>2023.\u003C\u002Fp>\n\n\u003Cp>PRW Meier\u003C\u002Fp>\n\n\u003Cp>Deputy Chairperson of the Council\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"JOBTYPE_descriptions":48,"TRAINING_trigger":52,"pensionfund":56,"contractseverancepay":60,"part_time_excluded":64,"tempagency":68,"disabilitypay":72,"SICDIS_trigger":76,"MEDICAL_trigger":80,"protectiveclothing":84,"hiv":88,"WORKFAM_trigger":92,"paidmaternityleavepay":96,"childcare":100,"WORKHOURS_trigger":104,"hourspday_select":108,"MAXHOURS_trigger":112,"hoursovertimemax":116,"PAIDLEAV_trigger":120,"holidaysdays":124,"bankholidays1":128,"SCHEDULE_trigger":132,"WAGES_trigger":136,"WAGES_determined":140,"PAYSCALES_table_selection_txt":144,"LOWWAGE_trigger":148,"STRUCINCR_trigger":151,"NOCTPREM_trigger":155,"OVERTIME_trigger":159,"strikes_trigger":163},{"bindId":45,"name":46,"text":47},"cbadate_start","2.Duration of Agreement (1)This Agreemen","2.Duration of Agreement\n\n(1)This Agreement is binding to employers and employees of the industry\neffective from 1 March 2024 or date to be determined by the Minister but not\nearlier than 1 March 2024 until 28 February 2025.",{"bindId":49,"name":50,"text":51},"JOBTYPE_descriptions","2.Job categories Unless the context indi","2.Job categories\n\nUnless the context indicates otherwise, the following definitions apply to\nthe following job categories -\n\n“artisan assistant” means an employee who assists an artisan by working\non basic tasks such as removing covers, taking motors apart and doing repairs,\nunder supervision, on basic equipment, using limited tools and manual equipment\nand also assisting in cleaning the work area and workshop;\n\n“Basic Rigger Driver” means a driver who is responsible for basic\nrigging, lifting, and landing of loads or machines on-site or from one location\nto another. Also drive a truck- mounted crane. Specifically, the\nresponsibilities include:\n\n(a)Report to operations\u002F management and is issued a job card with the job\nrequirements for the day or weeks.\n\n(b)Report to the job or client site with a safety file with all the safety\ndocumentation and certification required.\n\n(c)Check the site for safety parameters by following occupational health and\nstandards (safety toolbox talk).\n\n(d)Together with the crew, discuss the job requirements for lifting and\nmoving the load.\n\n(e)Ensure ongoing communication with the client and operations.\n\n(f)Assess the load type, size and weight, centre of gravity, sling angles\nand slinging capabilities, including checking where to handle safely, and\nattach slings to lift the load.\n\n(g)Decide on the relevant tools (e.g., Ropes, slings, and other equipment)\nto secure, lift and move the load.\n\n(h)Install lifting equipment to raise the “load” off the ground using\npulleys\u002Fslings\u002F wheels\u002Fjacks.\n\n(i)Make use forklifts and cranes to lift and move the load.\n\n(j)Obtain sign off job card or timesheet from the client site manager.\n\n(k)Oversee and supervise the crew in carrying out the work and ensure\nongoing training.\n\n(l)Inform operations\u002F management of any deviation from the original scope of\nwork.\n\n“checker, grade I” means an employee who checks the assembling, packing,\nunpacking, weighing, stacking, loading, unloading, marking or addressing of\ngoods or containers and who checks, enters or records particulars of such goods\nor containers manually to a written or electronic statement;\n\n“checker, grade II” means an employee who checks the assembling,\npacking, unpacking, weighing, stacking, loading, unloading, marking or\naddressing of goods or containers and who checks, enters or records particulars\nof such goods or containers manually to a written or electronic statement and\nwho supervises and checks the work of a general worker;\n\n“custodian” means an employee who drives a motor vehicle and is engaged\nin the guarding and handling of cash, valuables, securities and negotiable\ndocuments in transit and who may be required to carry firearms and to replenish\nAutomated Teller Machines.”\n\n\"despatch clerk\" means an employee who -\n\n(a)is responsible for the receipt, packing or despatch of goods or\ncontainers from a store, warehouse or storage place;\n\n(b)may supervise and check the work of a checker, grade I or II or a general\nworker; and\n\n(c)utilises information and data stored manually, or electronically on a\ncomputer system;\n\n\"driver\" means an employee who is engaged in driving a motor vehicle;\n\n\"gantry crane operator, grade I\" means an employee who is engaged in driving\na gantry crane with a lifting capacity exceeding 6 000 kg, or in operating or\ncontrolling it from the floor of an establishment;\n\n\"gantry crane operator, grade II\" means an employee who is engaged in\ndriving a gantry crane with a lifting capacity not exceeding 6 000 kg, or in\noperating or controlling it from the floor of an establishment;\n\n\"general worker\" means an employee who is engaged in one or more of the\nfollowing duties:\n\n(a)Opening, closing, nailing up, sewing up, marking, tying, filling or\nemptying bales, vats, packing cases, boxes, tins, cartons, drums, bags or\ncontainers;\n\n(b)assisting in the loading or unloading of containers;\n\n(c)throwing over or removing tarpaulins or plastic coverings;\n\n(d)sealing or opening messages, packages, letters or goods and delivering or\ntransporting them on foot, by pedal cycle or tricycle, or by hand-operated\nvehicle;\n\n(e)carrying, lifting, pulling, pushing, dragging, packing, unpacking,\nrepacking, stacking, rolling up, shifting, loading or unloading any goods,\ncontainers, packages or vehicles, wheelbarrows, trolleys or other hand-operated\nvehicles, other than by using power-driven equipment;\n\n(f)pasting labels on goods or marking, branding, stamping or stencilling\ngoods, or perforating labels;\n\n(g)parcelling, wrapping or tying goods;\n\n(h)replacing towels, soap or toilet paper;\n\n(i)cleaning goods or containers;\n\n(j)setting up or taking apart ready-made cardboard or fibreboard boxes or\nsimilar containers by hand;\n\n(k)shovelling or scattering stone, gravel, soil, clay, sand or other raw\nmaterials with a shovel;\n\n(l)boring, scraping down or sandpapering by hand;\n\n(m)guarding motor vehicles, goods or the loads on motor vehicles;\n\n(n)operating a hand-operated crane, hoist, pump, duplicating machine, jack\nor winch;\n\n(o)assisting an artisan in ways other than by using the tools of his trade\nindependently;\n\n(p)washing overalls, uniforms, protective clothing, packing material or\nblankets;\n\n(q)working on a motor vehicle, trailer or semi-trailer, or accompanying it\non trips;\n\n(r)repairing packing cases, cases, crates or pallets by hand;\n\n(s)cleaning premises, pallets, vehicles or machinery;\n\n(t)preparing rations or making or serving tea or similar beverages for\nemployees or making or\n\n(u)serving tea or other refreshments for the employer or his guests;\n\n(v)using rubber or other stamps where selection or discretion is not\nneeded;\n\n(w)opening or shutting railway trucks or containers;\n\n(x)applying paint or anti-rust agents to goods, trailers or semi-trailers by\nhand;\n\n(y) removing, replacing, changing or pumping wheels, tyres or tubes of motor\nvehicles, frontend loaders, mobile hoists, trailers, semi-trailers, cycles,\nwheelbarrows, trolleys or other hand-driven vehicles, or repairing tubes; or\n\n(z) any other manual labour;\n\n“general worker, repair shop” means an employee who assists an artisan\nby doing manual and physical tasks, which may include carrying tools, cleaning\nparts, cleaning the work area, packing away tools and helping where needed;\n\n“loader operator, grade I\" means an employee who operates a power-driven\nfront-end loader with a lifting capacity exceeding 6 000 kg, used in the\nloading, shifting or unloading of soil, sand, stones, gravel or any other raw\nmaterials, goods or containers;\n\n“loader operator, grade II\" means an employee who operates a power-driven\nfront-end loader with a lifting capacity not exceeding 6 000 kg, used in the\nloading, shifting or unloading of soil, sand, stones, gravel or any other raw\nmaterials, goods or containers;\n\n\"mobile hoist operator, grade I\" means an employee who is engaged in\noperating a power- driven mobile hoist or fork-lift truck with a lifting\ncapacity exceeding 6 000 kg used in the loading, unloading, moving or stacking\nof goods or containers, but does not include an internal motor vehicle;\n\n\"mobile hoist operator, grade II\" means an employee who is engaged in\noperating a power- driven mobile hoist or fork-lift truck with a lifting\ncapacity not exceeding 6 000 kg used in the loading, unloading, moving or\nstacking of goods or containers, but does not include an internal motor\nvehicle;\n\n“other categories of employees” means all employees employed in\noperations, warehousing, fleet maintenance and administration, but excluding\nmanagement that take decisions to recruit or discipline employees, but\nincluding supervisors and controllers regardless of whether or not they may\nmake decisions to recruit of discipline;\n\n\"owner-driver\" means an employer who is the owner or part-owner or\nleaseholder or renter of one or more motor vehicles used in transporting goods\nfor hire or reward and who drives any such motor vehicle for the purposes of\ntransporting goods;\n\n\"packer\u002Floader, grade I\" means an employee who is responsible for packing or\nloading furniture into any container or into or out of a vehicle or unloading\nor unpacking furniture;\n\n“packer\u002Floader, grade II” means an employee who is responsible for\npacking or loading furniture into any container or into or out of a vehicle or\nunloading or unpacking furniture and who supervises the activities of a general\nworker;\n\n“part-time employee” means an employee who does not work full-time, but\nwho is employed on a permanent basis and who is only required to work a fixed\nand limited number of hours per day, per week or per month;\n\n“Petroleum tanker driver” means a driver who is engaged in the following\nduties:\n\n(a)Drive an extra heavy-duty vehicle (truck pulling tanker) containing\ndangerous\u002F high risk load (Petro-Chemical and Gas), delivering them to\ncustomers.\n\n(b)Participate in pre-trip briefing and post-trip debriefing sessions and\ncomplete pre-trip vehicle inspection checklist.\n\n(c)Receive and implement load instructions and requirements.\n\n(d)May be required to utilise the loading and offloading equipment at the\ngantry.\n\n(e)May also be required to plan delivery trips and choose best routes prior\nto starting trip.\n\n(f)Ensure relevant documentation to and from the client is correct.\n\n(g)Adhere to and implement safety procedures and processes of the employer\nand customer.\n\n(h)Ensure high levels of customer care and service at all times.\n\n(i)Exercise caution to ensure no contamination of product at the\ncustomer.\n\n(j)Attend regular refresher courses with regards to handling dangerous goods\nand other necessary requirements of the role.\n\n“relief employee” means an employee, other than a temporary employee of\na temporary employment service, who is employed by the same employer for not\nmore than 16 days in a 30- day period and not more than 144 days in a 52-week\nperiod;\n\n\"seasonal worker (Sugar Transport Sector)\" means an employee who is in the\npermanent employ of an employer transporting sugar cane and who, owing to the\nseasonal nature of the Sugar Sector, is required to report for duty only as and\nwhen required by the employer;\n\n\"security guard\" means an employee, other than a security officer, who is\nengaged in one or more of the following duties: guarding, protecting or\npatrolling premises, buildings, structures or other fixed or movable property,\nwhether or not the employee handles or controls dogs in the performance of any\nor all of these duties;\n\n\"security officer, I” means an employee who drives a motor vehicle and is\nengaged in the guarding of cash and valuables and the guarding and handling of\nsecurities and negotiable documents in transit and who may be required to carry\nfirearms;\n\n\"security officer, II\" means an employee who is engaged in the guarding and\nhandling of cash, valuables, securities and negotiable documents in transit and\nwho may be required to carry firearms;\n\n\"security officer, III\" means an employee who receives, issues, moves and\ncontrols cashcarrying containers conveyed between security officers, I or II,\nand bank officials and who may be required to carry firearms;\n\n“semi-skilled artisan” means an employee who ,although still under the\nsupervision of an artisan, works independently on jobs but is not held fully\nresponsible for final checking and who- (a)does more complex repairs, uses\nfault-finding equipment, chooses alternative ways of\n\ncarrying out tasks, operates electrical and mechanical equipment or may be\nrequired to do jobs such as basic welding, and\n\n(b)is not fully qualified as an artisan but could in the future do a trade\ntest and qualify as an artisan;\n\n\"storeman (workshop)\" means an employee who is engaged in receiving,\nrecording, storing, unpacking and issuing spares for the repair and maintenance\nof vehicles;\n\n\"storeman (warehouse)\" means an employee who is in charge of stocks of\nincoming goods or containers and who is responsible for receiving, recording,\nstoring, packing or unpacking goods or containers in a store or a warehouse or\na storage place and for delivering goods or containers from a store, warehouse\nor storage place for despatch;\n\n“vehicle guard” means an employee who is engaged to provide a protective\narmed service to the security officer II in securing an area or guarding cash,\nvaluables, securities and negotiable documents in transit.",{"bindId":53,"name":54,"text":55},"TRAINING_trigger","21.Study leave (1)An employer must grant","21.Study leave\n\n(1)An employer must grant employees, other than relief employees and\ntemporary employees of a temporary employment service, paid study leave of not\nless than two working days per course up to a maximum of four subjects per\nyear. The granting of study leave is subject to the following conditions -\n\n(a)the course must be approved by the employer;\n\n(b)the course must be accredited by the Transport\nEducation and Training Authority or any other SETA;\n\n(c)the study leave granted must include the day on\nwhich the examination is written; and (d) the employee must pass the\nexamination.\n\n(2)If the conditions set out in paragraphs (a) and (b) of sub-clause (1)\nhave been met, the employer must provisionally -\n\n(a)grant the study leave;\n\n(b)credit the employee with one working day for\neach day of study leave; and\n\n(c)pay the employee his or her or his normal wage\nfor the two days on the first pay day following the examination.\n\n(3)On receipt of the examination results the employee must immediately\nfurnish the employer with a copy thereof.\n\n(4)If an employee fails the examination, the employer may -\n\n(a)recover the provisional payment made in terms of\nsub-clause (2) from the employee’s wage; and\n\n(b)deduct working days credited in terms of\nsub-clause (2).",{"bindId":57,"name":58,"text":59},"pensionfund","6.Membership: Provident \u002F Pension Fund (","6.Membership: Provident \u002F Pension Fund\n\n(1)Every employee for whom minimum wages are prescribed in Schedule 5 of\nthis Collective Agreement shall at all times be a member of a provident or\npension fund which is registered in terms of the provisions of the Pension\nFunds Act, 24 of 1956 as amended.\n\n(2)The non-payment of provident\u002Fpension fund contributions deducted by\nemployers is a criminal offence in terms of the Financial Sector Regulation\nAct, 09 of 2017.",{"bindId":61,"name":62,"text":63},"contractseverancepay","42.Severance pay Severance pay shall be ","42.Severance pay\n\nSeverance pay shall be regulated in terms of Section 189 of the Act and\nSection 41 of the Basic Conditions of Employment Act, 75 of 1997.",{"bindId":65,"name":66,"text":67},"part_time_excluded","61.Part-time employees (1)Unless the con","61.Part-time employees\n\n(1)Unless the context indicates otherwise, part-time employees are bound by\nthis clause and the remainder of this Agreement. If there is a contradiction\nbetween this clause and another clause in the Agreement, this clause\nprevails.\n\n(2)The written contract of employment of a part-time employee must specify\nthe hours the employee is required to work each day, week or month.\n\n(3)The minimum wage of a part-time employee is calculated as a proportion of\nthe wage\n\nprescribed in Schedule 5 for the class of work performed by that\nemployee.\n\n(4)The number of part-time employees employed by an employer may, on\naverage, not\n\nexceed 30% of the employer’s average monthly workforce over a 12-month\nperiod.\n\n(5)An employer must credit a part-time employee with a full working day for\nevery day worked, irrespective of the number of hours worked, unless the\nemployee is absent for reasons not specified in in the definition of “working\nday” on any day which the employee is required to work.\n\n(6)For the purposes of calculating the contributions payable to the benefit\nfunds referred to in Part 4 of this Agreement and Council expense contributions\nprescribed in clause 69 of this Agreement, the normal basic weekly wage of a\npart-time employee who works an average of 15 or more ordinary hours per week,\nis calculated as follows -\n\nNormal basic weekly wage = Total basic wage due for month x 3\u002F13",{"bindId":69,"name":70,"text":71},"tempagency","67.Temporary employees of temporary empl","67.Temporary employees of temporary employment services\n\n(1)Nothing in this Agreement precludes a temporary employment service from\nrequiring a temporary employee to perform work of different classes for which\ndifferent wages are prescribed.\n\n(2)Subject to sub-clause (9), a temporary employee of a temporary employment\nservice who works overtime must be paid in terms of clause 11.\n\n(3)If a temporary employee of a temporary employment service works overtime\nin two or more job categories during a pay week, the employee must be paid\novertime at the rate for each category, calculated on the total number of hours\nworked in each category, with a fraction of an hour rounded up or down to the\nnearest full half-hour.\n\n(4)Payment for overtime must be made to temporary employees of a temporary\nemployment service, on the day that the overtime was performed.\n\n(5)A temporary employee of a temporary employment service who is required to\nwork on a Sunday or public holiday must be paid in accordance with the\nprovisions of clauses 14 and 15 respectively.\n\n(6)A temporary employee of a temporary employment service will accrue a\nworking day if one or more ordinary hours are worked during that day.\n\n(7)The hours of work of a temporary employee of a temporary employment\nservice do not have to be consecutive.\n\n(8)In lieu of annual leave, a temporary employment service must pay to each\nof its temporary employees an amount calculated using the following formula for\nevery ordinary hour of work worked in each job category:\n\n25\u002F11 x Total basic wage for week\u002F195\n\n(9)A temporary employee of a temporary employment service who works in two\nor more job categories during a pay week must be paid at not less than the\nminimum wage prescribed in Schedule 5 for the hours actually worked in each\ncategory.\n\n(10)The termination of the contract of employment of a temporary employee of\na temporary employment service must be regulated in a document handed to the\nemployee when that employee is assigned to a client.",{"bindId":73,"name":74,"text":75},"disabilitypay","20.Inability to work due to an occupatio","20.Inability to work due to an occupational accident or\ndisease\n\nAn absence due to an inability to work caused by an accident or occupational\ndisease as defined in the Compensation for Occupational Injuries and Diseases\nAct, 1993, does not form part of the sick leave to which an employee is\nentitled in terms of clause 19 except in respect of any period during which no\ncompensation is payable in terms of the Compensation for Occupational Injuries\nand Diseases Act, 1993.",{"bindId":77,"name":78,"text":79},"SICDIS_trigger","19.Sick and Absence Fund (1)Every employ","19.Sick and Absence Fund\n\n(1)Every employer shall pay contributions to the Sick Leave Fund by not\nlater than the 20th of each month, in respect of each employee employed by\nhim\u002Fher, an amount calculated as follows;\n\nNormal weekly basic wage x 9 \u002F 45\n\n(2)Contributions are payable to the Council irrespective of the number of\ndays that an employee has worked during a specific month, subject to the\nprovisions of clause 24(2) and (3).\n\n(3)In this clause “sick-leave cycle” means the period of 36 months of\nemployment with the same employer immediately following -\n\n(a)an employee’s commencement of employment;\nor\n\n(b)the completion of such employee’s previous\nsick-leave cycle.\n\n(4)During every sick-leave cycle, an employee is entitled to an amount of\npaid sick leave equal to 36 working days.\n\n(5)Notwithstanding sub-clause (4), during the first six months of\nemployment, an employee is entitled to one day’s paid sick leave for every 26\ndays worked.\n\n(6)During an employee’s first sick-leave cycle, an employer may reduce the\nemployee’s entitlement to sick leave in terms of sub-clause (4) by the number\nof days of sick leave taken in terms of sub-clause (5).\n\n(7)Subject to sub-clause (4), the Council must pay an employee a day’s\nsick leave equal to the wage the employee would ordinarily have received for\nwork on that day within 48 hours after receipt of a valid application.\n\n(8)The Council is not required to pay an employee occasional sick leave in\nterms of subclause (7) if -\n\n(a)An employee has been absent from work for more\nthan two consecutive working days or on more than two occasions during an\neight-week period; and\n\n(b)the employee fails to produce a medical\ncertificate stating that the employee was unable to work for the duration of\nthat period of absence on account of sickness or injury, when requested by the\nemployer to do so.\n\n(9)The medical certificate referred to sub-clause (8) must be issued and\nsigned by a medical practitioner or any person who is certified to diagnose and\ntreat patients and who is registered with a professional council established by\nan Act of Parliament.\n\n(10)If it is not reasonably practical for an employee who lives on the\nemployer’s premises to obtain a medical certificate, the Council may not\nwithhold payment in terms of sub-clause (7) unless the employer provides\nsuitable assistance to the employee to obtain the certificate.\n\n(11)Sick Leave Bonus Payments\n\n(a)On completion of the three year cycle after\ncommencing employment or from the date that the previous sick leave cycle\nexpires, Council shall pay a sick leave bonus to an employee based on\ncontributions received less sick leave days paid to that employee during the\npreceding 3 year sick leave cycle.\n\n(b)An employee who leaves his\u002Fher employment shall\nbe entitled to pro rata payment based on contributions received less sick leave\ndays paid to that employee during his\u002Fher period of employment.\n\n(12)Sick leave applications and medical certificates, if applicable, must\nreach Council within 5 working days after an employee returned to work.\n\n(13)The contributions referred to in clause 19(1) must be included in each\nemployees’ remuneration by the relevant employer for the purpose of\ncalculating employees’ tax, on a monthly basis. Every employer shall pay over\nthe amount of employees’ tax so withheld to the Commissioner for the South\nAfrican Revenue Service (SARS) in accordance with the provisions of the Fourth\nSchedule to the Income Tax Act, 1962, as amended or replaced from time to\ntime.",{"bindId":81,"name":82,"text":83},"MEDICAL_trigger","8.Extension of the Wellness Fund (1)The ","8.Extension of the Wellness Fund\n\n(1)The wellness fund is hereby extended to include a basic medical insurance\nfor a period of 2 years at no extra cost to employers and employees.\n\n(2)The existing wellness contributions and benefits were effective from 1\nMarch 2017, to current EBU categories up to B3, including employees in grades\nB4 to C1 earning a basic wage of less than R10 000.00 per month, provided that\nit is optional to aforementioned employees for whom an existing medical \u002F sick\nbenefit is not already a condition of employment.",{"bindId":85,"name":86,"text":87},"protectiveclothing","47.Uniforms and protective clothing (1)A","47.Uniforms and protective clothing\n\n(1)An employer must supply free of charge any uniform, overall, gumboots,\ncap or other protective clothing that the employer is required by law to\nprovide to employees or that employees are required by law to wear.\n\n(2)An employer who, whether explicitly or implicitly, requires employees to\nwear protective clothing not covered by sub-clause (1) must supply that\nclothing free of charge.\n\n(3)Any protective clothing that has been provided to an employee free of\ncharge remains the property of the employer.\n\n(4)The quality and quantity of uniforms is to be negotiated at plant or\nestablishment level.",{"bindId":89,"name":90,"text":91},"hiv","1.Comprehensive HIV\u002FAIDS awareness strat","1.Comprehensive HIV\u002FAIDS awareness strategy\n\n(1)The Council has -\n\n(a)conducted an investigation, research, negotiation and consultation and\nhas concluded that no existing social security, health, pension or medical\nscheme functioning within parameters of current legislation has the means,\npotential, scope or ability to provide comprehensively for the various services\nrequired by the Industry, and in particular to deal with the challenges of the\neffects of the HIV\u002FAIDS pandemic on the Industry;\n\n(b)as a result of the processes conducted in paragraph (a), devised a\ncomprehensive strategy to promote awareness for the provision of facilities,\nservices and substantive and procedural rights and benefits for employees in\nthe Industry who are diagnosed HIV positive, or who suffer from the effects of\nAIDS;",{"bindId":93,"name":94,"text":95},"WORKFAM_trigger","23.Maternity leave (1)An employee is ent","23.Maternity leave\n\n(1)An employee is entitled to at least four consecutive months’ maternity\nleave.\n\n(2)An employee who has completed at least 6 months unbroken service with the\nemployer as a class of employee specified in Schedule 5 in respect of whom\nminimum wages are prescribed is entitled to be paid 33 per cent of her normal\nbasic wage while on maternity leave. This amount must be paid by the employer\nweekly on the usual pay day.\n\n(3)An employee may commence maternity leave -\n\n(a)at any time from four weeks before the expected\ndate of birth, unless otherwise agreed; or\n\n(b)on a date from which a medical practitioner or\nmidwife certifies that it is necessary for the employee’s health or that of\nher unborn child.\n\n(4)No employee may work for six weeks after the birth of her child, unless a\nmedical practitioner or midwife certifies that she is fit to do so.\n\n(5)An employee who has a miscarriage during the third trimester of pregnancy\nor bears a stillborn child, is entitled to maternity leave for six weeks after\nthe miscarriage or stillbirth, whether or not the employee had commenced\nmaternity leave at the time of the miscarriage or stillbirth.\n\n(6)An employee must notify an employer in writing, unless the employee is\nunable to do so, of the date on which the employee intends to -\n\n(a)commence maternity leave; and\n\n(b)return to work after maternity leave.\n\n(7)Notification in terms of sub-clause (6) must be given -\n\n(a)at least four weeks before the employee intends\nto commence maternity leave; or\n\n(b)if it is not reasonably practicable to do so, as\nsoon as is reasonably practicable.\n\n(8)An employer may not require or permit an employee to work during\nmaternity leave.\n\n(9)An employee who returns to work after a period of maternity leave is\nentitled to resume work in the same capacity and on the same terms and\nconditions that applied to her immediately prior to taking maternity leave if\nshe -\n\n(a)returns to work within six months of the\ncommencement of maternity leave; or\n\n(b)furnishes a medical certificate confirming the\nneed for further leave of absence to her employer.",{"bindId":97,"name":98,"text":99},"paidmaternityleavepay","(2)An employee who has completed at leas","(2)An employee who has completed at least 6 months unbroken service with the\nemployer as a class of employee specified in Schedule 5 in respect of whom\nminimum wages are prescribed is entitled to be paid 33 per cent of her normal\nbasic wage while on maternity leave. This amount must be paid by the employer\nweekly on the usual pay day.",{"bindId":101,"name":102,"text":103},"childcare","22.Family responsibility leave (1)For th","22.Family responsibility leave\n\n(1)For the purposes of this clause-\n\n(a)an “immediate family member” means an\nemployee’s spouse or life partner, child,adopted child, grandchild, parent,\nadoptive parent, grandparent, sibling or the biological or adoptive parent of\nan employee’s spouse or life partner;\n\n(b)“life partner” means a person who is a party\nto a heterosexual or homosexual relationship with the employee that is intended\nto be permanent, exclude any other person and involves cohabitation.\n\n(2)An employer must grant an employee, including a part-time employee, up to\na maximum of five working days leave per year on full pay in the death or\nserious illness of an immediate family member.\n\n(3)In case of the birth of a child, an employer must grant an employee\nparental leave as per Section 25A of the Basic Conditions of Employment\nAct..\n\n(4)The employee must provide his or her employer with satisfactory proof of\neach occurrence in the form of a death, medical or birth certificate as the\ncase may be.\n\n(5)If an employer does not accept proof of an occurrence, the employee may,\non good cause, appeal to the Council. After considering all relevant facts, the\nCouncil may either uphold or reverse the employer's decision.\n\n(6)An employee must be credited with one working day for each day of leave\ngranted in terms of sub-clause (2).",{"bindId":105,"name":106,"text":107},"WORKHOURS_trigger","PART 2: HOURS OF WORK 3.Ordinary Hours o","PART 2: HOURS OF WORK\n\n3.Ordinary Hours of Work\n\n(1)The ordinary hours of work of an employee may not exceed 45 in any\nweek.\n\n(2)Subject to sub-clause (1), ordinary hours of work per day may not exceed\n-\n\n(a)nine hours for employees who work a five-day\nweek;\n\n(b)eight hours for employees who work a six-day\nweek, provided that an employee’s ordinary hours of work may not exceed five\nhours on a Saturday.\n\n(3)Ordinary hours of work do not include meal intervals provided for in\nterms of clause 5.\n\n4.Working Days\n\n(1)Regular daily working day times will be set and regulated by individual\nemployers.\n\n(2)An employer may only change the commencement time of a regular working\nday -\n\n(a)involving non-vehicle crew employees who have\nbeen in the employ of the employer on the same working day configuration for 26\nweeks or longer, if the employer has notified and consulted the employees, or\ntheir union representative, on the change at least seven days in advance;\nand\n\n(b)for all other employees, if the employer has\ngiven the affected employees prior verbal notice of the change of at least 12\nhours.\n\n(3)An employer may change the working week commencement day and time of an\nemployee by giving that employee at least 72 hours written notice of the\nchange.\n\n(4)Subject to the meal intervals prescribed in clause 5, all hours worked by\nemployees, other than temporary employees of a temporary employment service, on\nany day must be consecutive and must be regarded as one (1) completed working\nday.\n\n5.Meal and rest intervals\n\n(1)Subject to sub-clauses (2) and (3), an employer must give an employee who\nworks continuously for more than five hours, a meal interval of not less than\none hour. For the purposes of this sub-clause, work is continuous unless it is\ninterrupted by an interval of at least 60 minutes.\n\n(2)The period of five hours referred to in sub-clause (1) may be extended to\nnot more than seven hours for the purpose of loading or unloading a vehicle.\n\n(3)The meal interval may be reduced by written agreement between the\nemployer and employee to not less than -\n\n(a)half an hour; or\n\n(b)15 minutes, in the case of a second meal\ninterval on any day.\n\n(4)An employee may not be required or permitted to perform any work during a\nmeal interval.\n\n(5)A meal interval does not form part of the ordinary hours of work or\novertime, unless -\n\n(a)the meal interval is longer than one and a\nquarter hours in which case all time in excess of one and a quarter hours is\ndeemed to be time worked;\n\n(b)by reason of overtime worked, the meal interval\nis the second meal interval of the day.\n\n(6)An employer must allow an employee a rest interval of at least ten\nminutes as near as practicable to the middle of the first work period of each\nday. An employee may not be required or permitted to perform any work during a\nrest interval. This interval is deemed to be part of the ordinary hours of work\nof an employee.\n\n(7)The provisions of this clause do not apply to security guards. However,\nany meal interval given to a security guard is deemed to be part of the\nguard’s ordinary hours of work.\n\n(8)Sub-clause (6) does not apply to a driver or to an employee who\naccompanies or assists a driver on a vehicle while the vehicle is not at the\nemployer’s premises.\n\n6.Daily rest period\n\n(1)An employer must allow an employee at least nine consecutive hours for\nrest in any period of 24 hours, calculated from the time the employee commences\nwork on any day.\n\n7.Emergency services\n\nClauses 4(3), 5 and 6 will not apply to the performance of emergency\nservices.\n\n8.Compressed working week\n\n(1)Subject to sub-clauses (2) and (3), and after giving at least 72 hours’\nwritten notice to an employee, an employer may require the employee to work up\nto 15 hours a day, inclusive of meal intervals, without overtime pay.\n\n(2)An employer may not require an employee to work a compressed working week\nfor more than two consecutive weeks in a five week period.\n\n(3)An employer may not require or permit an employee to work -\n\n(a)more than 45 ordinary hours of work in any\nweek;\n\n(b)more than 30 hours of overtime in any week;\nor\n\n(c)during the rest intervals specified in clause\n6.\n\n(4)An employer who intends implementing a compressed working week scheme\nmust -\n\n(a)immediately notify the National Secretary of the\nCouncil in writing of the anticipated date of implementation and approximate\nduration of the scheme; and\n\n(b)retain copies of all notices issued to employees\nin terms of sub-clause (1) for a period of three years.\n\n(5)In order to calculate the number of working days worked in a compressed\nweek, an employer must take the total number of ordinary hours worked in a week\nand must credit an employee with one working day for every nine ordinary hours\nworked, up to a maximum of five (5) working days per week. A part of an hour\nworked is deemed to be a full hour.\n\n9.Averaging of hours of work\n\n(1)An employer and an employee may conclude a written agreement to average\nan employees’ ordinary hours of work and overtime over a period of up to five\nweeks.\n\n(2)An employer may not require or permit an employee to work more than -\n\n(a)an average of 45 ordinary hours of work a week\nduring the period of averaging;\n\n(b)an average of 30 hours of overtime a week over\nthe averaged period.\n\n(3)An employer must adhere to the rest intervals specified in clause 6.\n\n(4)An employer who has entered into an agreement with employees to implement\nan averaging of hours of work scheme must -\n\n(a)immediately notify the National Secretary of the\nCouncil in writing of the date of implementation and the duration of the\nscheme; and\n\n(b)retain for a period of three years, copies of\nall agreements entered into with employees in terms of sub-clause (1).\n\n(5)Subject to sub-clause (6), an employer must credit an employee with five\n(5) working days for each week during which an averaging of hours of work\nscheme is operative.\n\n(6)An employer may deduct one (1) working day for each day that the employee\nis absent from work for reasons not specified in the proviso to the definition\nof “working day”.\n\n10.Limitation of overtime work\n\n(1)Subject to sub-clause (2), an employer may not require or permit an\nemployee to work overtime for more than -\n\n(a)6 hours on any day, except Saturdays;\n\n(b)30 hours in any week from Monday to Saturday,\ninclusive.\n\n(2)With the exception of the performance of emergency services, the maximum\nhours of work on any day may not exceed 15, including ordinary hours of work,\novertime hours and meal intervals specified in this Agreement.\n\n11.Overtime work\n\n(1)If an employee works overtime, an employer must -\n\n(a)pay the employee not less than one and a half\ntimes the employee’s hourly wage in respect of the total period of overtime\nworked; or\n\n(b)grant the employee time off in lieu of overtime\npayment.\n\n(2)If an employee is absent from work without the consent of the employer\nduring any of the ordinary hours of work on a normal working day, the ordinary\nhours that the employee did not work may be deducted from the overtime hours\nworked in that week.\n\n(3)Sub-clause (2) does not apply to an employee who is absent from work due\nto circumstances beyond the employee’s control. However, an employer may\nrequest an employee who is absent on account of sickness to produce a medical\ncertificate as proof of the cause of absence.\n\n(4)An employee from whom a deduction is made in terms of sub-clause (2) may\nappeal, on good cause shown, to the Council which, after due consideration of\nall relevant facts, must either uphold or deny the appeal.\n\n12.Time off in lieu of overtime payment\n\n(1)An employer who grants an employee time off in lieu of overtime payment\nmay either -\n\n(a)pay the employee at a rate of not less than the\nordinary basic wage for the overtime worked and grant the employee at least 30\nminutes’ paid time off in respect of each hour of overtime worked; or\n\n(b)give the employee at least 90 minutes’ paid\ntime off for every hour of overtime worked.\n\n(2)An employer who intends implementing a scheme of paid time off in lieu of\npayment for overtime worked must -\n\n(a)give the affected employees at least 72 hours’\nwritten notice;\n\n(b)immediately notify the National Secretary of the\nCouncil in writing of the anticipated date of implementation and approximate\nduration of the scheme.\n\n(3)The paid time off referred to in sub-clause (1) -\n\n(a)may not be granted during a compressed working\nweek;\n\n(b)must be granted within 30 days of an employee\nbecoming entitled to that paid time off; or\n\n(c)with the written agreement of the employee, must\nbe granted within 52 weeks of the employee becoming entitled to that paid time\noff.\n\n(4)The employer must, for a period of three years, retain copies of -\n\n(a)all notices issued in terms of sub-clause 2 (a);\nand\n\n(b)all agreements entered into in terms of\nsub-clause (3) (c).\n\n13.Calculation of overtime\n\n(1)Overtime in respect of a weekly paid employee is calculated on the basis\nof the weekly total of overtime worked, with a fraction of an hour rounded up\nor down to the nearest full halfhour: provided that overtime in respect of a\nrelief employee must be calculated on the wage specified in clause 62 read with\nSchedule 5, including the additional premium of 10%. Subject to the provisions\nof this agreement, all hours worked in excess of ordinary hours per day worked\nduring a week, will be regarded as overtime, whether the employee has completed\nthe weekly 45 ordinary hours or not.\n\n(2)An employer must pay an employee who works overtime on emergency services\nat a rate of not less than double the employee's weekly wage, divided by 45, in\nrespect of each hour or part of an hour worked.\n\n14.Sunday work\n\n(1)Whenever an employer requires an employee to work on a Sunday, the\nemployer must-\n\n(a)pay the employee not less than double the hourly\nrate prescribed for the employee’s class for each hour, or part thereof,\nworked; or\n\n(b)grant the employee paid time off in lieu of\npayment for Sunday work.\n\n(2)In calculating the pay due to an employee who is required to work on a\nSunday -\n\n(a)an employee who works less than six hours is\ndeemed to have worked for six hours;\n\n(b)if a working day worked falls partly on a Sunday\nand partly on another day, the whole day is deemed to have been worked on the\nSunday, unless the greater portion of the day was worked on the other day, in\nwhich case the whole day is deemed to have been worked on that other day.\n\n(3)An employer who intends implementing a scheme of paid time off in lieu of\nSunday pay must -\n\n(a)give the affected employees written notice of 72\nhours;\n\n(b)notify the National Secretary of the Council in\nwriting of the anticipated date of implementation and approximate duration of\nthe scheme;\n\n(c)retain copies of all notices issued to employees\nin terms of paragraph (a) for a period of three years after issue; and\n\n(d)retain copies of all agreements entered into in\nterms of sub-clause (5) (b) for a period of three years.\n\n(4)An employer who implements a scheme of paid time off in lieu of Sunday\npay must grant an employee who works on a Sunday paid time off equivalent to\nthe difference in value between the pay actually received by the employee for\nworking on the Sunday and the pay to which that employee is entitled in terms\nof sub-clause (1).\n\n(5)An employer must grant paid time off in terms of sub-clause (4) within\n-\n\n(a)30 days of the employee becoming entitled to the\npaid time off; or\n\n(b)with the written agreement of the employee,\nwithin 52 weeks of the employee becoming entitled to the paid time off.\n\n(6)Paid time off in lieu of payment for time worked on a Sunday may not be\ngranted during a compressed working week.\n\n15.Work on public holidays\n\n(1)If a public holiday falls on a day on which an employee would ordinarily\nwork, an employer must -\n\n(a)pay an employee who does not work on the public\nholiday, at least the wage that the employee would ordinarily have received for\nwork on that day; and\n\n(b)pay an employee who does work on the public\nholiday -\n\n(i)double the wage the employee would ordinarily\nhave received for work on that day; or\n\n(ii)if it is greater, the amount the employee would\nordinarily have received for work on that day, plus double the amount earned by\nthe employee for each hour, or part thereof, worked on that day; or\n\n(c)grant an employee who works on the public\nholiday paid time off in lieu of public holiday pay, in which case the\nprovisions of sub-clauses (3) - (6) of clause 14 apply, with the necessary\nchanges.\n\n(2)An employee who works on a public holiday must be credited with one (1)\nworking day.\n\n(3)An employee may not insist on working on a public holiday.\n\n(4)If a public holiday falls on a Sunday, the following Monday is regarded\nas a public holiday and if the Day of Goodwill falls on a Monday, the following\nTuesday is regarded as a public holiday.\n\n(5)An employee’s period of annual leave must be extended by one day for\neach public holiday that falls within the period of leave and the employer must\n-\n\n(a)pay the employee his or her ordinary wage for\neach public holiday in addition to the leave pay that is due to the employee;\nand\n\n(b)credit the employee with one (1) working day in\nrespect of each public holiday for the purposes of calculating the employee’s\nqualifying period for annual leave during the following year.\n\n(6)Sub-clause 1 (a) does not apply to relief employees.\n\n16.Night work\n\n(1)An employer may only require or permit an employee to perform night work,\nif the employee -\n\n(a)is paid a night work allowance, specified in\nSchedule 5; and\n\n(b)transportation is available between the\nemployee’s place of residence and the workplace at the commencement and\nconclusion of the employee’s working day.\n\n(2)An employer who requires an employee to perform work on a regular basis\nafter 23:00 and before 06:00 the next day must -\n\n(a)inform the employee in writing, or orally, if\nthe employee is not able to understand a written communication, in a language\nthat the employee understands -\n\n(i)of any health and safety hazards associated with\nthe work that the employee is required to perform; and\n\n(ii)of the employee’s right to undergo a medical\nexamination in terms of paragraph (b);\n\n(b)at the request of the employee, enable the\nemployee to undergo a medical examination by a doctor designated and paid for\nby the employer, concerning possible health and safety hazards -\n\n(i)before the employee starts, or within a\nreasonable period of the employee starting, such work; and\n\n(ii)at appropriate intervals while the employee\ncontinues to perform such work.\n\n(c)transfer the employee to suitable day work\nwithin a reasonable time if -\n\n(i)the employee suffers from a health condition\nassociated with the performance of night work; and\n\n(ii)it is practicable for the employer to do so.\n\n(3)The record of a medical examination performed in terms of this clause\nmust be kept confidential and may be made available only -\n\n(a)in accordance with the ethics of medical\npractice;\n\n(b)if required by law or court order; or\n\n(c)if the employee has in writing consented to the\nrelease of that information.\n\n(4)For the purposes of sub-clause (2), an employee works on a regular basis\nif the employee works for a period of longer than one hour after 23:00 and\nbefore 06:00 at least five times per month or 50 times per year.\n\n(5)An employee who receives a subsistence allowance does not also qualify\nfor a night shift allowance.\n\n17.Overall limitation of hours of work\n\nAn employer may not require or permit an employee to work more than 90 hours\nin any week, inclusive of ordinary hours of work, overtime hours and hours\nworked on a Sunday or public holiday.",{"bindId":109,"name":110,"text":111},"hourspday_select","(2)Subject to sub-clause (1), ordinary h","(2)Subject to sub-clause (1), ordinary hours of work per day may not exceed\n-\n\n(a)nine hours for employees who work a five-day\nweek;\n\n(b)eight hours for employees who work a six-day\nweek, provided that an employee’s ordinary hours of work may not exceed five\nhours on a Saturday.",{"bindId":113,"name":114,"text":115},"MAXHOURS_trigger","10.Limitation of overtime work (1)Subjec","10.Limitation of overtime work\n\n(1)Subject to sub-clause (2), an employer may not require or permit an\nemployee to work overtime for more than -\n\n(a)6 hours on any day, except Saturdays;\n\n(b)30 hours in any week from Monday to Saturday,\ninclusive.",{"bindId":117,"name":118,"text":119},"hoursovertimemax","(b)30 hours in any week from Monday to S","(b)30 hours in any week from Monday to Saturday,\ninclusive.",{"bindId":121,"name":122,"text":123},"PAIDLEAV_trigger","18.Annual Leave (1)In this clause, the a","18.Annual Leave\n\n(1)In this clause, the annual leave cycle means the period of 12 months\nemployment with the same employer immediately following -\n\n(a)the employee’s commencement of employment;\nor\n\n(b)the end of the employee’s previous annual\nleave cycle.\n\n(2)An employee will qualify for leave in accordance with his\u002Fher years of\nservice with an individual company in the following manner:\n\n(a)Less than 5 years completed continuous service\n21 consecutive days; or\n\n(b)5 years completed continuous service, but less\nthan 10 years 23 consecutive days; or\n\n(c)10 years and longer completed continuous service\n26 consecutive days.\n\n(3)Every employer shall pay as contributions to the Leave Pay Fund by not\nlater than the 20th day of each month, in respect of every employee, employed\nby him\u002Fher during the preceding month, calculated as follows:\n\n(a)employees with less than 5 years continuous\nservice 25% of the normal basic weekly wage earned;\n\n(b)employees with 5 years completed service but\nless than 10 years continuous service 28.34% of the normal basic weekly wage;\nand\n\n(c)employees with 10 years and longer completed\nservice 33.3% of the normal basic wage.\n\n(4)Annual leave must be granted and taken at a time to be fixed by the\nemployer -\n\n(a)Within four months after the completion of a\nleave cycle; or\n\n(b)By written agreement between employer and\nemployee, within a further two months after the four months period provided for\nin paragraph (a).\n\n(5)Annual leave may be taken up to two months before the completion of the\nannual leave cycle -\n\n(a)By agreement between the employer and the\nemployee; or\n\n(b)If the exigencies of the employer’s business\nrequire that leave be taken early.\n\n(6)An employer that requires an employee to take leave before an annual\nleave cycle is completed must -\n\n(a)grant the employee the full period of leave that\nthe employee would have been entitled to on completion of the leave cycle;\nand\n\n(b)pay the employee in full for that period of\nleave.\n\n(7)If the employment of an employee who is required to take leave in terms\nof sub-clause (6) terminates before the completion of the annual leave cycle,\nthe employer may set-off any leave granted that had not accrued to the employee\nat the time of termination against any remuneration due to the employee.\n\n(8)Annual leave may not run concurrently with any period -\n\n(a)of sick leave granted in terms of clause 19;\nor\n\n(b)of notice of termination of employment in terms\nof clause 40.\n\n(9)An employer may reduce an employee’s entitlement to annual leave by the\nnumber of days of occasional leave granted on full pay to the employee at the\nemployee’s written request during the leave cycle; however, an employee must\nbe granted at least two consecutive week’s annual leave each year.\n\n(10)During an employee’s annual leave, the employee may not be required or\npermitted to-\n\n(a)perform the employee’s normal work; or\n\n(b)work elsewhere in the Industry.\n\n(11)No deductions may be made from leave pay to set-off money owing to an\nemployer by an employee, subject to the provisions of clause 40 (2) (b).",{"bindId":125,"name":126,"text":127},"holidaysdays","(a)Less than 5 years completed continuou","(a)Less than 5 years completed continuous service\n21 consecutive days; or",{"bindId":129,"name":130,"text":131},"bankholidays1","15.Work on public holidays (1)If a publi","15.Work on public holidays\n\n(1)If a public holiday falls on a day on which an employee would ordinarily\nwork, an employer must -\n\n(a)pay an employee who does not work on the public\nholiday, at least the wage that the employee would ordinarily have received for\nwork on that day; and\n\n(b)pay an employee who does work on the public\nholiday -\n\n(i)double the wage the employee would ordinarily\nhave received for work on that day; or\n\n(ii)if it is greater, the amount the employee would\nordinarily have received for work on that day, plus double the amount earned by\nthe employee for each hour, or part thereof, worked on that day; or\n\n(c)grant an employee who works on the public\nholiday paid time off in lieu of public holiday pay, in which case the\nprovisions of sub-clauses (3) - (6) of clause 14 apply, with the necessary\nchanges.\n\n(2)An employee who works on a public holiday must be credited with one (1)\nworking day.\n\n(3)An employee may not insist on working on a public holiday.\n\n(4)If a public holiday falls on a Sunday, the following Monday is regarded\nas a public holiday and if the Day of Goodwill falls on a Monday, the following\nTuesday is regarded as a public holiday.\n\n(5)An employee’s period of annual leave must be extended by one day for\neach public holiday that falls within the period of leave and the employer must\n-\n\n(a)pay the employee his or her ordinary wage for\neach public holiday in addition to the leave pay that is due to the employee;\nand\n\n(b)credit the employee with one (1) working day in\nrespect of each public holiday for the purposes of calculating the employee’s\nqualifying period for annual leave during the following year.\n\n(6)Sub-clause 1 (a) does not apply to relief employees.",{"bindId":133,"name":134,"text":135},"SCHEDULE_trigger","5.Meal and rest intervals (1)Subject to ","5.Meal and rest intervals\n\n(1)Subject to sub-clauses (2) and (3), an employer must give an employee who\nworks continuously for more than five hours, a meal interval of not less than\none hour. For the purposes of this sub-clause, work is continuous unless it is\ninterrupted by an interval of at least 60 minutes.\n\n(2)The period of five hours referred to in sub-clause (1) may be extended to\nnot more than seven hours for the purpose of loading or unloading a vehicle.\n\n(3)The meal interval may be reduced by written agreement between the\nemployer and employee to not less than -\n\n(a)half an hour; or\n\n(b)15 minutes, in the case of a second meal\ninterval on any day.\n\n(4)An employee may not be required or permitted to perform any work during a\nmeal interval.\n\n(5)A meal interval does not form part of the ordinary hours of work or\novertime, unless -\n\n(a)the meal interval is longer than one and a\nquarter hours in which case all time in excess of one and a quarter hours is\ndeemed to be time worked;\n\n(b)by reason of overtime worked, the meal interval\nis the second meal interval of the day.\n\n(6)An employer must allow an employee a rest interval of at least ten\nminutes as near as practicable to the middle of the first work period of each\nday. An employee may not be required or permitted to perform any work during a\nrest interval. This interval is deemed to be part of the ordinary hours of work\nof an employee.\n\n(7)The provisions of this clause do not apply to security guards. However,\nany meal interval given to a security guard is deemed to be part of the\nguard’s ordinary hours of work.\n\n(8)Sub-clause (6) does not apply to a driver or to an employee who\naccompanies or assists a driver on a vehicle while the vehicle is not at the\nemployer’s premises.\n\n6.Daily rest period\n\n(1)An employer must allow an employee at least nine consecutive hours for\nrest in any period of 24 hours, calculated from the time the employee commences\nwork on any day.",{"bindId":137,"name":138,"text":139},"WAGES_trigger","33.Wages (1)Subject to clause 31(2), all","33.Wages\n\n(1)Subject to clause 31(2), all employees who are not relief employees or\nemployees of a temporary employment service must be paid weekly.\n\n(2)Schedule 5 to this Agreement sets out the weekly wage of employees\ncovered by this Agreement.\n\n(3)If an employee is paid monthly, that employee’s monthly wage will be\ncalculated at four and a third times (4,333) -\n\n(a)the employee’s weekly wage prescribed in\nSchedule 5; or\n\n(b)any higher weekly wage normally paid to the\nemployee.\n\n(4)An employee, other than a temporary employee of a temporary employment\nservice, who gets paid a higher wage than that prescribed in this Agreement for\nan employee of that employee’s class must continue to receive such higher\nwage while employed by the same employer on the same work, unless the employer\nis exempted under clause 74.\n\n(5)An employee may not accept lower remuneration than the remuneration\nprescribed in this Agreement for an employee of his or her class.\n\n(6)For the purposes of this clause, “Agreement” includes any amendments\nto the Agreement.\n\n34.Differential wages\n\n(1)Subject to sub-clause (2), an employee, other than a temporary employee\nof a temporary employment service, who performs work in a class for which a\nhigher wage is prescribed in this Agreement than that employee’s usual wage\non any day, must be paid the higher wage for the whole of that day. For the\npurpose of the CIT Custodian duties, as defined in Schedule 2, should such\nduties become the majority of the employee’s functions for a period exceeding\n1 (one) month, such employee must be promoted to that higher category.\n\n(2)A relief employee who performs classes of work for which different wages\nare prescribed in this Agreement on any day must be paid at the highest wage\nfor that day, plus an additional premium of 10% of the highest wage.",{"bindId":141,"name":142,"text":143},"WAGES_determined","1(a)Minimum Wages (1)From the date of im","1(a)Minimum Wages\n\n(1)From the date of implementation for 2024 being 1 March 2024 for employers\nand employees of the industry or date to be determined by the Minister of\nEmployment and Labour but not earlier than 1 March 2024 until 28 February 2025,\nthe minimum rate at which wages in respect of ordinary hours of work shall be\npaid by an employer to each member of the under mentioned grades of his\nemployees, shall be as follows:\n\n(a) Weekly Wages:\n\nGeneral Freight, Courier, Furniture Removal and CIT:\n\n(i)TABLE ONE:GENERAL FREIGHT AND FURNITURE REMOVAL SECTORS MINIMUM\nWAGES: GRADES 1 TO 6\n\nFor the period 1 March 2024 for employers and employees of the industry or\ndate to be determined by the Minister but not earlier than 1 March 2024 until\n28 February 2025. ",{"bindId":145,"name":146,"text":147},"PAYSCALES_table_selection_txt","1 2 3 4 5 6 7 Category Code Class (As pe","1\n      \n      2\n      \n      3\n      \n      4\n      \n      5\n      \n      6\n      \n      7\n      \n       \n      \n      \n    \n    \n      Category\n        Code\n      \n      Class\n        (As per the categories as defined in Schedule 2 of the Main Collective\n        Agreement)\n      \n      Grade\n      \n      Patterson\n        Grade\n      \n      Current\n        Minimum Wage per week ending 29 February 2024\n      \n      Across\n        the board increase\n      \n      Adjusted\n        Minimum Wage per week from 1 March 2024 to 28 February 2025 for\n        employers and employees of the industry or date to be determined by the\n        Minister but not earlier than 1 March 2024\n      \n       \n      \n      \n    \n    \n      \n      \n    \n    \n      \n      \n    \n    \n      \n      \n    \n    \n      \n      \n    \n    \n      \n      \n    \n    \n      \n      \n    \n    \n      1\n      \n      General\n        worker \n      \n      1.\n      \n      A\n        Band\n      \n      R1871.14\n      \n      7%\n      \n      R2002.12\n      \n      \n      \n    \n    \n      42\n      \n      General\n        worker, repair shop \n      \n      A\n        Band\n      \n      \n      \n    \n    \n      3\n      \n      Packer\u002FLoader,\n        grade I \n      \n      A\n        Band\n      \n      \n      \n    \n    \n      27\n      \n      Security\n        guard \n      \n      A\n        Band\n      \n      \n      \n    \n    \n      5\n      \n      Motorcycle\u002FMotor\n        Tricycle Driver \n      \n      2.\n      \n      B1\n      \n      R2055.90\n      \n      7%\n      \n      R2199.81\n      \n      \n      \n    \n    \n      6\n      \n      Light\n        Motor Vehicle Driver \n      \n      B1\n      \n      \n      \n    \n    \n      2\n      \n      Checker,\n        grade I \n      \n      B1\n      \n      \n      \n    \n    \n      22\n      \n      Loader\n        Operator, grade II \n      \n      B1\n      \n      \n      \n    \n    \n      24\n      \n      Mobile\n        Hoist Operator, grade II \n      \n      B1\n      \n      \n      \n    \n    \n      46\n      \n      Packer\u002FLoader,\n        grade II \n      \n      B1\n      \n      \n      \n    \n    \n      7\n      \n      Medium\n        motor vehicle driver (articulated) \n      \n      3.\n      \n      B2\n      \n      R2485.25\n      \n      7%\n      \n      R2659.22\n      \n      \n      \n    \n    \n      8\n      \n      Medium\n        Motor Vehicle Driver (rigid)...\n      \n       \n      \n      \n      \n    \n    \n      44\n      \n      Artisan\n        Assistant \n      \n      B2\n      \n      \n      \n    \n    \n      19\n      \n      Gantry\n        Crane Operator, grade I \n      \n      B2\n      \n      \n      \n    \n    \n      23\n      \n      Mobile\n        Hoist Operator, grade I \n      \n      B1\n      \n      \n      \n    \n    \n      47\n      \n      Checker,\n        grade II \n      \n      B2\n      \n      \n      \n    \n    \n      21\n      \n      Loader\n        Operator, grade I \n      \n      B2\n      \n      \n      \n    \n    \n      20\n      \n      Gantry\n        Crane Operator, grade II \n      \n      B1\n      \n      \n      \n    \n    \n      26\n      \n      Storeman\n        (workshop) \n      \n      B2\n      \n      \n      \n    \n    \n      15\n      \n      Team\n        Leader \n      \n      B2\n      \n      \n      \n    \n    \n      10\n      \n      Heavy\n        Motor Vehicle Driver (articulated) \n      \n      4.\n      \n      B3\n      \n      R2787.90\n      \n      7%\n      \n      R2983.05\n      \n      \n      \n    \n    \n      11\n      \n      Heavy\n        Motor Vehicle Driver\n      \n       \n      \n      \n      \n    \n    \n      12\n      \n      (rigid)\n        \n      \n      B3\n      \n      \n      \n    \n    \n      Extra-heavy\n        Motor Vehicle Driver\n      \n      \n      \n    \n    \n      13\n      \n      (articulated)\n        \n      \n      B3\n      \n      \n      \n    \n    \n      Extra-heavy\n        Motor Vehicle Driver\n      \n      \n      \n    \n    \n      18\n      \n      (rigid)\n        \n      \n      B3\n      \n      \n      \n    \n    \n       \n      \n      Dispatch\n        Clerk \n      \n      B3\n      \n      \n      \n    \n    \n      14\n      \n      Ultra-heavy\n        Motor Vehicle Driver \n      \n      5.\n      \n      B4\n      \n      R3322.06\n      \n      7%\n      \n      R3554.60\n      \n      \n      \n    \n    \n      45\n      \n      Semi-skilled\n        Artisan \n      \n      B4\n      \n      \n      \n    \n    \n      49\n      \n      Storeman\n        (warehouse) \n      \n      B4\n      \n      \n      \n    \n    \n      52\n      \n      Basic\n        Rigger Driver \n      \n      B4\n      \n      \n      \n    \n    \n      16\n      \n      Abnormal\n        Load Driver \n      \n      6.\n      \n       \n      \n      R4045.18\n      \n      7%\n      \n      R4328.34\n      \n      \n      \n    \n    \n      53\n      \n      Petroleum\n        Tanker Driver \n      \n      C1\n      \n      R3388.83\n      \n      R3626.05",{"bindId":149,"name":142,"text":150},"LOWWAGE_trigger","1(a)Minimum Wages\n\n(1)From the date of implementation for 2024 being 1 March 2024 for employers\nand employees of the industry or date to be determined by the Minister of\nEmployment and Labour but not earlier than 1 March 2024 until 28 February 2025,\nthe minimum rate at which wages in respect of ordinary hours of work shall be\npaid by an employer to each member of the under mentioned grades of his\nemployees, shall be as follows:\n\n(a) Weekly Wages:\n\nGeneral Freight, Courier, Furniture Removal and CIT:",{"bindId":152,"name":153,"text":154},"STRUCINCR_trigger","APPLICATION OF WAGE INCREASES FROM 1 MAR","APPLICATION OF WAGE INCREASES FROM 1 MARCH 2024 OR DATE TO BE\nDETERMINED BY THE MINISTER BUT NOT EARLIER THAN 1 MARCH 2024 UNTIL 28 FEBRUARY\n2025 FOR GRADES 3, 5 AND 6\n\n(a)Across the board increases of 7% on actual wage shall be awarded to all\nemployees, mentioned in grades 3, 5, and 6 above, who were in the employ of an\nemployer prior to 1 March 2024.\n\n(b)The across-the-board increase must apply to the current wages before the\nadjustment of the minimums.\n\n1(d) EXTENDED BARGAINING UNIT EMPLOYEES (EBU): GENERAL FREIGHT,\nFURNITURE REMOVAL AND COURIER\n\nIn accordance with the Main Collective Agreement definition of the Extended\nBargaining Unit, as provided in clause 56, across the board increases shall\napply to the following EBU employees as follows:\n\n(iv)TABLE FOUR: ACROSS THE BOARD INCREASES\n\nFrom 1 March 2024 for employers and employees of the industry or date to be\ndetermined by the Minister but not earlier than 1 March 2024 until 28 February\n2025.\n\n\n\n\n  \n    \n      Employees\n      \n      Across\n        the Board Increase\n      \n    \n    \n      Current\n        EBU up to Patterson Grading B4\n      \n      7%\n      \n    \n    \n      Current\n        EBU Patterson Grading C1\n      \n      6%\n      \n    \n  \n\n\n\nThe across the board increases in table one shall be calculated on actual\nwage and shall be awarded to all employees mentioned in the said table, who\nwere in the employ of an employer prior to 1 March 2024 .",{"bindId":156,"name":157,"text":158},"NOCTPREM_trigger","2.Night-shift allowance (1)The following","2.Night-shift allowance\n\n(1)The following night-shift allowances shall be payable to employees for\nwhom minimum wages are prescribed:\n\n\n\n\n\n\n  \n    \n      Category\n        of Employee\n      \n      Period:\n        From 1 March 2024 for employers and employees of the industry or date\n        to be determined by the Minister but not earlier than 1 March 2024\n        until 28 February 2025\n      \n    \n    \n      Employees\n        who perform more than one hour of night work\n      \n      An\n        allowance of R16.51 beyond one hour and R2.97 for every hour in excess\n        thereof; or by a reduction of ordinary hours of work\n      \n    \n  \n",{"bindId":160,"name":161,"text":162},"OVERTIME_trigger","13.Calculation of overtime (1)Overtime i","13.Calculation of overtime\n\n(1)Overtime in respect of a weekly paid employee is calculated on the basis\nof the weekly total of overtime worked, with a fraction of an hour rounded up\nor down to the nearest full halfhour: provided that overtime in respect of a\nrelief employee must be calculated on the wage specified in clause 62 read with\nSchedule 5, including the additional premium of 10%. Subject to the provisions\nof this agreement, all hours worked in excess of ordinary hours per day worked\nduring a week, will be regarded as overtime, whether the employee has completed\nthe weekly 45 ordinary hours or not.\n\n(2)An employer must pay an employee who works overtime on emergency services\nat a rate of not less than double the employee's weekly wage, divided by 45, in\nrespect of each hour or part of an hour worked.",{"bindId":164,"name":165,"text":166},"strikes_trigger","75.Resolution of disputes (1)Disputes ab","75.Resolution of disputes\n\n(1)Disputes about the interpretation or application of Council’s\nCollective Agreements (Enforcement):\n\n(a)In this clause a dispute is any dispute arising\nout of the interpretation, or application or enforcement of the Council’s\nCollective Agreements and includes a breach or breaches or alleged breach or\nalleged breaches of those agreements.\n\n(b)Any person may refer a dispute about the\ninterpretation, application or enforcement of the Council’s Collective\nAgreements to the Council who may require an agent or designated agent as\nappointed by the Minister of Labour at the request of the Council, to assist in\ngiving effect to the terms of this Agreement and\u002For to investigate the\ndispute.\n\n(c)Any designated agent of the Council must\ninvestigate a dispute that comes to his attention in the course of performing\nhis duties.\n\n(d)A dispute may be conciliated by:\n\n(i)a designated agent in the course of or after an\ninvestigation; or\n\n(ii)a duly appointed conciliator.\n\n(e)Any designated agent of the Council is\nauthorized to issue a Compliance Order requiring any person bound by the\nCouncil’s Collective Agreements to comply with the Collective Agreements\nwithin 14 days.\n\n(f)Any dispute envisaged in this clause may be\ndealt with in accordance with the provisions of Section 33A of the Act.\n\n(g)Any arbitrator who has issued an arbitration\naward or ruling, or any other arbitrator appointed by the Secretary for that\npurpose may at his own initiative or as a result of an application by an\naffected party, vary or rescind an award or ruling -\n\n(i)erroneously sought or made in the absence of any\nparty affected by the award;\n\n(ii)in which there is ambiguity, or an obvious error\nor omission, but only to the extentof that ambiguity, error or omission;\n\n(iii)granted as a result of a mistake common to the\nparties to the proceedings; or\n\n(iv)made in the absence of any party, on good cause\nshown.\n\n(h)If the arbitrator makes an award and a party to\nthe arbitration must pay an arbitration fee, such fee will be determined by the\nCouncil from time to time.\n\n(2)Other disputes referred to Council in terms of the Act:\n\n(a)All disputes in terms of this clause shall, if\nrequired by the Act, be referred to the Council for conciliation and\narbitration, in terms of the Council’s rules.\n\n(b)The Council shall be entitled but not required\nto investigate any matter referred to it by whatever means it considers\nappropriate for the purposes of assisting in the determination of the nature,\ndate or complexity of the dispute in order to assist with its administrative\nfunctions.\n\n(c)When a dispute has been referred to the Council,\nthe Council must appoint a conciliator to attempt to resolve through\nconciliation.\n\n(d)The appointed conciliator must attempt to\nresolve the dispute through conciliation within 30 days of the date the Council\nreceived the referral; however the parties may agree to extend the 30 day\nperiod.\n\n(e)The conciliator(s) must determine a process to\nattempt to resolve the dispute, which may include -\n\n(i)mediating the dispute;\n\n(ii)conducting a fact finding exercise;\n\n(iii)making a recommendation to the parties, which\nmay be in the form of an advisory award; and\n\n(iv)conducting the conciliation hearing\ntelephonically.\n\n(f)When conciliation has failed, or at the end of\nthe 30 day period, or any further period agreed between the parties -\n\n(i)the conciliator shall issue a certificate as\nenvisaged in Section 135(5) of the Act stating whether or not the dispute has\nbeen resolved;\n\n(ii)the conciliator shall serve a copy of that\ncertificate on each party to the dispute or the person who represented a party\nin the conciliation proceedings; and\n\n(iii)the conciliator shall file the original of that\ncertificate with the Council.\n\n(g)If a dispute remains unresolved after\nconciliation in terms of this sub-clause the Council shall arrange for\narbitration of the dispute if -\n\n(i)the Act requires arbitration and any party to the\ndispute has requested in writing that it be resolved through arbitration;\n\n(ii)the written request to Council for arbitration\nis accompanied by proof that a copy of the request has been served on the other\nparty;\n\n(iii)a conciliator has issued a certificate stating\nthat the dispute remains unresolved; and\n\n(iv)the written request referred to in (i) above is\nmade within 90 days after the date on which the certificate referred to in\n(iii) above was issued:however, the Council, on good cause shown, may condone a\nparty’s non-observance of this time frame and allow a request for arbitration\nfiled by the party after the expiry of the 90 day period.\n\n(h)The categories of disputes that the Council is\nrequired to resolve through arbitration, are those set out in the Act.\n\n(i)The Secretary or a designated official of the\nCouncil, shall -\n\n(i)appoint an arbitrator from the Council’s\naccredited panel in respect of the dispute;\n\n(ii)schedule the time and place for the hearing and\nnotify the parties;\n\n(iii)if necessary, arrange for witnesses to be\nsubpoenaed to attend the hearing.\n\n(j)If any party to a dispute objects to the\narbitration of the dispute by an arbitrator appointed by the Secretary of the\nCouncil, the objecting party may request arbitration by an arbitrator selected\nfrom an independent panel providing arbitration services which, where required,\ncomplies with the provisions of the Act.\n\n(k)The arbitrator shall conduct the arbitration in\na manner that he considers appropriate in order to determine the dispute fairly\nand quickly, but shall deal with the substantial merits of the dispute with the\nminimum of legal formalities.\n\n(l)Subject to the discretion of the arbitrator as\nto the appropriate form of the proceedings, a party to the dispute may give\nevidence, call witnesses, question the witnesses of any other party, and\naddress concluding arguments to the arbitrator.\n\n(m)An arbitrator appointed in terms of this clause\nhas the powers set out in Section 142(1) of the Act.\n\n(n)The arbitrator shall take into account any code\nof good practice that has been issued by NEDLAC, in accordance with the\nprovisions of the Act, relevant to the matter being considered in the\narbitration proceedings.\n\n(o)The arbitrator may make any appropriate\narbitration award, in terms of the Act, including, but not limited to, an award\n-\n\n(i)that give effect to the provisions and primary\nobjects of the Act;\n\n(ii)that gives effect to the applicable Collective\nAgreements;\n\n(iii)that includes, or is in the form of, a\ndeclaratory order.\n\n(p)If the arbitrator finds that a dismissal or\nunfair labour practice is procedurally unfair, the arbitrator may charge the\nemployer an arbitration fee to be determined by the Council from time to\ntime.\n\n(q)Within 14 days of the conclusion of the\narbitration proceedings -\n\n(i)the arbitrator shall issue an arbitration award,\nsigned by that arbitrator;\n\n(ii)the arbitrator shall serve a copy of that award\non each party to the dispute or the person who represented a party in the\narbitration proceedings; and\n\n(iii)the arbitrator shall file the original of that\naward with the Secretary of the Council.\n\n(r)Within 30 days of the conclusion of the\narbitration proceedings, the arbitrator shall, at the written request of either\nparty, furnish reasons for the award if such reasons were not given in the\naward itself.\n\n(s)On good cause shown, the Secretary may extend\nthe period within which the arbitration award and the reasons are to be served\nand filed.\n\n(3)General\n\n(a)The Secretary may apply to the Labour Court to\nmake any arbitration award issued in terms of this agreement an order of the\nLabour Court in terms of Section 158(1) of the Act.\n\n(b)The Council may issue rules not inconsistent\nwith the provisions of this agreement further regulating the practice and\nprocedures for the conduct of exemption or dispute proceedings. Once issued a\ncopy of such rules must be kept by and may be obtained from the offices of the\nCouncil.\n\n(c)The provisions of this agreement stand in\naddition to any other legal remedy through which the Council may enforce its\nCollective Agreements.\n\n(d)This agreement recognizes the applicability of\nSections 33A, 51 and 191 of the Act and the Sections of the Act referred to in\nthose Sections to proceedings conducted in terms of this clause.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZAF Road Freight BC, ZAF National Employers' Association of South Africa (NEASA), ZAF Consolidated Employers Organisation of South Africa (CEOSA) - 2024\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2024-03-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2025-02-28\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Transport, logistics, communication\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Freight transport by road, Other postal and courier activities\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → Road Freight BC, National Employers' Association of South Africa  (NEASA), Consolidated Employers Organisation of South Africa (CEOSA)\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        SATAWU - South African Transport and Allied Workers Union, MTWU Motor Transport Workers Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Yes\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → No\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK AND FAMILY ARRANGEMENTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → 17 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 33 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → No\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → The CBA explicitly refers to the law days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 9.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 45.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 30.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 21.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -9.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Day of Goodwill\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Yes\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Yes\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Yes\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wage increase: → 7.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → No\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premium for evening or night work: → ZAR  per month\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[172],{"title":37,"slug":33},[174],{"type":175,"data":176},"call_to_action_body_block",{"title":177,"description":178,"variant":179,"link":180},"Compare Collective Agreements","Compare the articles of the Collective Agreements from South Africa across sectors, topics and countries","dark",{"title":177,"url":181,"description":177,"rel":182,"type":183},"\u002Fen-za\u002Fwork-in-south-africa\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[185],{"type":175,"data":186},{"title":177,"description":178,"variant":179,"link":187},{"title":177,"url":181,"description":177,"rel":182,"type":183},[]]