[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-za\u002Fwork-in-south-africa\u002Fcollective-bargaining-agreement\u002Fcolumbus-stainless-substantive-agreement-between-columbus-stainless-and-solidarity-u-a-s-a-and-n-u-m-s-a-":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":148,"content_type_view":149,"extra_breadcrumbs":150,"body":152,"body_blocks":163,"related_pages":167},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":146,"translations":147},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"columbus-stainless-substantive-agreement-between-columbus-stainless-and-solidarity-u-a-s-a-and-n-u-m-s-a-","db49f700-20f6-11e3-bef4-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsouth-africa\u002Fcolumbus-stainless-substantive-agreement-between-columbus-stainless-and-solidarity-u-a-s-a-and-n-u-m-s-a-\u002Fcolumbus-stainless-substantive-agreement-between-columbus-stainless-and-solidarity-u-a-s-a-and-n-u-m-s-a-\u002F","Columbus Stainless Substantive Agreement between Columbus Stainless and Solidarity, U.A.S.A and N.U.M.S.A. - 2008","ZAF Columbus Stainless (PTY) LTD ZAF Columbus Stainless - 2008","South Africa - ZAF Columbus Stainless (PTY) LTD ZAF Columbus Stainless - 2008","ZAF Columbus Stainless (PTY) LTD ZAF Columbus Stainless - 2008 - Manufacturing",{"name":41,"data":42},"SUBSTANTIVE AGREEMENT 2008 TO 2013 (2) (3) (2).html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLUMBUS STAINLESS SUBSTANTIVE AGREEMENT (01 JULY 2008 - 30 JUNE 2013)\nBETWEEN COLUMBUS STAINLESS AND SOLIDARITY, UNITED ASSOCIATION OF SOUTH AFRICA\n(U.A.S.A) AND NATIONAL UNION OF METAL WORKERS OF SOUTH AFRICA (N.U.M.S.A.)\u003C\u002Fh1>\n\n\u003Cp>SCOPE AND APPLICATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>These conditions of employment apply to the hourly paid job categories.\n(Grade 13-09)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Should certain terms and\u002For conditions of employment be omitted or be\nincorrectly recorded herein, then such terms and\u002For conditions of employment\nshall be inserted or amended whichever the case may be.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>LONG TERM AGREEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The PARTIES have concluded an agreement (effective from 01\u002F07\u002F2008 to\n30\u002F06\u002F2013) which covers the following:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. WAGE INCREASE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-COSTLIV_trigger\" class=\"cbaClause\">\u003Cp>1.1 Wage increase model for increases effective 1 July 2008\u003C\u002Fp>\n\n\u003Cp>The greater of the actual May CPI or CIPX figure as issued by the Central\nStatistical Services will be used for the determination of the fixed increases\nas determined by the “model”, for the duration of this agreement.\u003C\u002Fp>\n\n\u003Cp>1.2 Current individual performance appraisal system and criteria will apply\nto assess employees for the purpose of 2008 increases. Parties agree to engage\ninto consultations to finalize the appraisal system for future assessments.\u003C\u002Fp>\n\n\u003Cp>1.3 Employees will be awarded increase in terms of the individual appraisals\nreferred to in 1.2 above.\u003C\u002Fp>\n\n\u003Cp>1.4 Rules and guidelines pertaining to the current “Production incentive\nscheme” will apply in the instance of the incentive value. Parties agree to\nintroduce a penalty on sick leave. WEF 1\u002F07\u002F2008.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.5 The model to apply for the duration of the agreement will be as\nfollows”\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>“A”\n\n        \u003Cp>CAT\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>“B”\n\n        \u003Cp>% CPI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\">C\u003C\u002Ftd>\n      \u003Ctd>“D”\n\n        \u003Cp>Plus 1%\u003C\u002Fp>\n\n        \u003Cp> (once off)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 =20%\u003C\u002Ftd>\n      \u003Ctd>120%\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>13,7%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 =40%\u003C\u002Ftd>\n      \u003Ctd>110%\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>12,7%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 =40%\u003C\u002Ftd>\n      \u003Ctd>100%\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11,6%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>“E” Maximum Incentive Value\u003C\u002Ftd>\n      \u003Ctd>2008\n\n        \u003Cp>20%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u002F1\u002F09\n\n        \u003Cp>21%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u002F1\u002F10\n\n        \u003Cp>22%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u002F1\u002F11\n\n        \u003Cp>23%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u002F1\u002F12\n\n        \u003Cp>24%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u002F1\u002F13\n\n        \u003Cp>25%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Percentages included in column “A” of the model refers to employees\nranked by virtue of their performance evaluation.\u003C\u002Fp>\n\n\u003Cp>- Figures included in column “B” of the model refers to percentages of\nthe Actual to May CPIX \u002F CPI figure offered as a fixed increase.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>- Percentages under column “C” refers to percentages of maximum\nincentive value.\u003C\u002Fp>\n\n\u003Cp>- Percentages in row “E” refers to the additional maximum incentive\nvalue employees could earn over and above their normal pay.\u003C\u002Fp>\n\n\u003Cp>- Incentive value will be based on the individual employees actual pay\nrate.\u003C\u002Fp>\n\n\u003Cp>- Column D will be a once off additional 1% in return for using the current\nP.A. document for July 2008.\u003C\u002Fp>\n\n\u003Cp>- All wage linked conditions of employment will for years subsequent to 2008\nincrease with the greater of the May CPI or CPIX figure.\u003C\u002Fp>\n\n\u003Cp>- The agreement will be in force for 5 years and will expire on 30 June\n2013.\u003C\u002Fp>\n\n\u003Cp>- Values expressed in the model will apply for the duration of this\nagreement.\u003C\u002Fp>\n\n\u003Cp>NOTE: Line Managers will have the discretion to award increases which are\n1%-5% below the guaranteed CPI\u002FCPIX increase where there is obvious, clearly\ndocumented and prolonged poor performance. This rule will apply for the\nduration of the deal.\u003C\u002Fp>\n\n\u003Cp>Rules to be agreed as part of the performance appraisals consultation. This\nprinciple will not apply for the July 2008 increases.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.6 Escape Clause\u003C\u002Fp>\n\n\u003Cp>* Should the electricity crisis worsen and undermine the company’s\ncompetitiveness and viability the wage linked component of the deal will be\nrenegotiated.\u003C\u002Fp>\n\n\u003Cp>* Should CPI\u002FCPIX exceed 15% or fall below 5% the indicator used as a base\nfor increase will be re-negotiated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. OTHER LONG TERM AGREEMENT CONDITIONS\u003C\u002Fh3>\n\n\u003Cp>2.1 Wage linked benefits and conditions of employment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.1.1. All payments, benefits or allowances that are paid as a function of\nthe wage rate will be based on the new rate from 1 July 2008 and subsequent\nyears and will not be negotiated in the agreement period. These include, but\nare not limited to:\u003C\u002Fp>\n\n\u003Cp>a) Thirteenth cheque (annual bonus)\u003C\u002Fp>\n\n\u003Cp>b) Shift and standby allowances\u003C\u002Fp>\n\n\u003Cp>c) Overtime\u003C\u002Fp>\n\n\u003Cp>d) Variable travel reimbursement at a rate per km as determined by SARS to\nbe tax free.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.1.2. The following payments and reimbursements will be increased as\nindicated below and will not be negotiated during the agreement period :\u003C\u002Fp>\n\n\u003Cp>e) Tea allowance will annually be increased by the same percentage as the\nMay CPIX\u002FCPI rate as issued by the Central Statistical Services.\u003C\u002Fp>\n\n\u003Cp>f) The telephone reimbursement will be increased by the same amount as\nTelkom charges increase.\u003C\u002Fp>\n\n\u003Cp>g) The call-out payment for 2008 will be increased by 30%. Thereafter the\nMay CPIX\u002FCPI rate as issued by the Central Statistical Services.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.2 Consultative reviews with Union Officials\u003C\u002Fp>\n\n\u003Cp>Management agree to arrange six monthly review meetings with union officials\nand representatives to share information pertaining to the following:\u003C\u002Fp>\n\n\u003Cp>a) Company performance\u002Fproductivity\u003C\u002Fp>\n\n\u003Cp>b) Skills development\u003C\u002Fp>\n\n\u003Cp>c) Investment programme\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. OVERTIME\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>3.1 All hours worked in excess of ordinary hours of work shall be paid as\novertime.\u003C\u002Fp>\n\n\u003Cp>3.2 Payment for overtime shall be in accordance with the schedule attached\nhereto marked “1”.\u003C\u002Fp>\n\n\u003Cp>3.3 In the event of an employee being absent with permission during the\ncourse of ordinary hours of work, he shall not be required to work in the\nperiod of absence before becoming entitled to overtime rates in the same pay\nweek.\u003C\u002Fp>\n\n\u003Cp>However, an employee who is absent without permission, shall be required to\nwork in such hours that he was absent before becoming entitled to overtime\nrates in the same week and this will include Sundays.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. WAGES PAYMENT\u003C\u002Fh3>\n\n\u003Cp>4.1 Wages shall be paid monthly prior to the 27th of each month.\u003C\u002Fp>\n\n\u003Cp>4.2 Payment for public holidays shall be in accordance with the schedule\nattached hereto marked “1”.\u003C\u002Fp>\n\n\u003Cp>4.3 Wages shall be calculated at the rate per hour for each job grade\nstipulated in the schedule attached hereto marked “2” for each hour or part\nthereof worked.\u003C\u002Fp>\n\n\u003Cp>4.4 An hourly paid employee who is on shift and who works ordinary hours on\na Sunday shall be paid at 1.4 times his\u002Fher hourly rate for the first 8 hours\nworked, and thereafter at twice such rate.\u003C\u002Fp>\n\n\u003Cp>4.5 Incentive portion of the wage model and the monthly bonus option will be\npaid out on the 15th of each month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. SHIFT PREMIUM (allowance)\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-shiftallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>5.1 Shift premium shall only be paid to employees where normal working hours\nare determined by the permanent cycle and rotation of shifts arrangement, and\nshall be payable for the afternoon and night shifts only.\u003C\u002Fp>\n\n\u003Cp>5.2 Shift allowance shall be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>- afternoon - 12% of monthly wage\u003C\u002Fp>\n\n\u003Cp>- night - 24% of monthly wage.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>5.3 Columbus shall pay such an employee an overall shift allowance of 12%\nfor a complete three shift cycle.\u003C\u002Fp>\n\n\u003Cp>5.4 Where a rostered shift schedule includes afternoon shift only (and\nexcludes night shift work) an overall shift allowance of 6% shall be paid.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>6. STANDBY PREMIUM (allowance)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>Hourly paid 5 day workers who comply with the following requirements will\nqualify for a standby premium equal to 15 hours of normal time for each 7 days\nof standby:\u003C\u002Fp>\n\n\u003Cp>a) must be a pre-approved company requirement that the employee does\nstandby.\u003C\u002Fp>\n\n\u003Cp>b) must be on the regular standby roster.\u003C\u002Fp>\n\n\u003Cp>c) must remain within the town limits of Middelburg.\u003C\u002Fp>\n\n\u003Cp>d) must be contactable at all times by cellular phone or telephone and so be\navailable at short notice to report for duty in cases of emergency outside\nhis\u002Fher normal working hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. ACTING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>Acting is a period of training and development for employees. It must\ntherefore form part of the employee’s individual development plan. Acting\nallowance will only be paid after a minimum period of once off training 5\nconsecutive days to an employee acting on a higher grade.\u003C\u002Fp>\n\n\u003Cp>The acting allowance is the higher of 10% of the wage package or the\ndifference between the minimum salary of the grade the employee acted in and\nthe employee’s actual wage package.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. ANNUAL LEAVE BONUS\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ONCERISE_trigger\">\u003Cp>8.1 Employees who are hourly paid shall receive an annual leave bonus which\nshall be calculated at the employees’ normal hourly rate multiplied by 200\n(two hundred) i.e. for 5 day workers and 220 hours for 6 day (shift\nworkers).\u003C\u002Fp>\n\n\u003Cp>8.2 All hourly paid employees will have an option of splitting the bonus\u003C\u002Fp>\n\n\u003Cp>(Gr 9-13)\u003C\u002Fp>\n\n\u003Cp>The bonus can be either split into two with half the payment made at the end\nof June of each year and the balance payable at the end of November of each\nyear, or be taken as a full bonus in November. Alternatively the bonus can be\npaid out on a monthly basis with normal pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees will at the commencement of each year complete forms with\nRemuneration, indicating options chosen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>9. ANNUAL LEAVE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysweeks\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cp>Employees are entitled to 3 working weeks leave per annum. 15 working days\n(Monday to Friday) for 5 day workers and 18 working days (Monday to Saturday)\nfor 6 day workers.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Leave may only be taken by employees after 12 (twelve) months service (the\nfirst leave cycle) and each subsequent 12 (twelve) month period thereafter.\u003C\u002Fp>\n\n\u003Cp>It is expected that employees will take three weeks leave per annum, where\nat least two of these weeks will be consecutive.\u003C\u002Fp>\n\n\u003Cp>Employees must apply for annual leave well in advance. Failure to do so may\nresult in the leave not being approved due to operational requirements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10. VAL LEAVE\u003C\u002Fh3>\n\n\u003Cp>On completion of 4 years of service employees are entitled to a further 5\n(five) days voluntary accumulated leave for 5 day workers and 6 (six) days for\n6 day workers.\u003C\u002Fp>\n\n\u003Cp>On completion of 9 years of service employees are entitled to a further 5\n(five) days voluntary accumulated leave for 5 day workers and 6 (six) days for\n6 day workers.\u003C\u002Fp>\n\n\u003Cp>VAL leave may be taken as leave, accumulated to a maximum of 20 days or\nexchanged for cash at the employees salary or wage rate and paid at the next\nnormal pay date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11. PREMIUM LEAVE\u003C\u002Fh3>\n\n\u003Cp>On completion of 1 (one) year’s service all permanent employees are\nentitled to 5 (five) days Premium Leave. This leave cannot be accumulated and\nmust be taken or cashed as a unit (no pro rata) within 3 months after the\nemployee’s anniversary date.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. FAMILY RESPONSIBILITY LEAVE\u003C\u002Fh3>\n\n\u003Cp>This leave is for the purpose of attending to urgent and critical family\nmatters. Documentary proof is or may be required and comprises of:\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>Paternity leave – 3 (three) calendar days per childbirth under normal\ncircumstances with up to 5 (five) days in instances of serious\ncomplications.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Compassionate leave – up to 5 (five) days per occurrence in the case of\ndeath of direct family members. (Spouse, children, parents-in-law, brothers and\nsisters).\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-childcareleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cp>Special leave – up to 3 (three) days per occurrence in the case of serious\nmisfortune (e.g.: illness\u002Fhospitalization of direct family members, court\nsubpoena etc.) granted at management discretion.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13. MATERNITY LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>The maximum period of 6 (six) months maternity leave for the female\nemployees will comprise: 4 months will full pay (pro-rata if the employee has\nnot completed one years service), as per the provisions of the Basic Conditions\nof Employment Act (1997) and the Unemployment Act (2001), plus 1 (one) months\nemployee leave and 1 (one) months unpaid leave with all benefits covered by\nColumbus.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The principle of the period of unpaid leave shall apply to any period of\nbetween 1 (one) working week and 1 (one) working month.\u003C\u002Fp>\n\n\u003Cp>An employee must commence maternity leave 4 (four) weeks prior to the\nexpected date of birth, unless otherwise agreed, or at an earlier date which a\nmedical practitioner or a midwife certifies as necessary for the employee’s\nhealth or that of the unborn child.\u003C\u002Fp>\n\n\u003Cp>Should the employee be booked off for any illnesses that are related to her\npregnancy it will be deemed as the date for commencement of maternity leave,\nparticularly during the last month of the third trimester.\u003C\u002Fp>\n\n\u003Cp>Columbus Stainless will not be held liable for any risks incurred should\ncomplications arise due to the employee choosing to remain working closer to\nthe date of delivery than the required 4 weeks.\u003C\u002Fp>\n\n\u003Cp>An employee can proceed on her annual leave immediately following maternity\nleave. Should this option not be exercised, a period of six months must be\nlapse before annual leave is taken unless work circumstances allow it and\nauthorization is granted by Senior Management.\u003C\u002Fp>\n\n\u003Cp>In the event of an employee resigning while on maternity leave, notice pay\nwill be deducted from any money due to the employee as well as full value of\nbenefits, on a pro rata basis, including wages and salaries covered by the\ncompany during the maternity period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityexcludedtrigger\">\u003Cp>13.1 UNPAID MATERNITY LEAVE\u003C\u002Fp>\n\n\u003Cp>A maximum of 4 (four) months unpaid maternity leave is allowed for female\nemployees that have not completed one year of service prior to the commencement\nof maternity leave. Columbus Stainless will cover all benefits due and the\nemployee can claim from the Unemployment Insurance Fund for periods of unpaid\nmaternity leave. The same conditions apply with regards to the commencement of\nmaternity leave, as in normal maternity leave.\u003C\u002Fp>\n\n\u003Cp>Employees who do not qualify for maternity leave may not work for at least\nsix weeks after the birth of her child, unless a medical practitioner or\nmidwife certifies that she is fit to do so.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.2 MISCARRIAGES\u003C\u002Fp>\n\n\u003Cp>An employee who has a miscarriage during the third trimester of pregnancy or\nwho bears a stillborn child is entitled to 6 (six) weeks maternity leave\nwhether or not the employee has commenced maternity leave at the time of the\nmiscarriage or stillbirth.\u003C\u002Fp>\n\n\u003Cp>All other cases of miscarriages before the third trimester will qualify for\n2 (two) weeks maternity leave. A medical certificate from a registered medical\npractitioner must support all the above cases.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.3 ADOPTION\u003C\u002Fp>\n\n\u003Cp>Where a female employee adopts a baby who is 3 to 24 months old, she will be\nentitled to 1 (one) month’s paid maternity leave from date of official\nadoption. In cases where the baby is younger than 2 months on the official date\nthe adoption commences, the adoptive mother is entitled to a maximum of 2 (two)\nmonth’s maternity leave.\u003C\u002Fp>\n\n\u003Cp>All the above leave will be subject to the submission of official\ndocumentation of proof of adoption.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14. SICK LEAVE\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>14.1. In the event of illness or injury, the employee shall advise his\u002Fher\nline management that he\u002Fshe is unable to attend work due to illness or injury\nas well as the duration that he\u002Fshe has been booked off sick for. The\nnotification to his\u002Fher line management must take place at least 2 hours before\nthe start of the employees shift, unless circumstances beyond the employee’s\nreasonable control prevented the employee from so notifying line management.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cp>14.2. An employee who is unable to work as a result of illness or injury,\nshall be granted sick leave at his normal rate of pay, up to a maximum of\ntwenty (20) working days per annum. An employee with less than six months\nservice will be granted pro rata sick leave, but should the services of the\nemployee be terminated prior to the expiry of the six months period, the\nperiods on sick leave will be converted to periods of unpaid leave and\nrecovered from the employee’s final payments.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>14.3. Paid sick leave for an employee who has exceeded the allocated days\nmay be extended at the discretion of the employees’ line management with the\nadvice from Human Resources.\u003C\u002Fp>\n\n\u003Cp>14.4. As a general rule, paid sick leave will not be granted to an employee\nwho consults a medical doctor a day or days after he\u002Fshe was absent from work\ndue to an alleged illness. In addition, the employee concerned may have\ndisciplinary action taken against him.\u003C\u002Fp>\n\n\u003Cp>14.5. An employee must produce a medical certificate signed by a registered\nmedical practitioner in respect of any absence from work due to illness or\ninjury.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15. PUBLIC HOLIDAYS\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-bankholidays2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>15.1 An employee who does not work on a paid public holiday, (as specified\nin below), shall be paid his normal wage.\u003C\u002Fp>\n\n\u003Cp>15.2 For the purpose of this clause, a paid public holiday shall mean New\nYear’s Day, Human Rights Day, Good Friday, Family Day, Freedom Day, Workers\nDay, Youth Day, National Women’s Day, Heritage Day, Day of Reconciliation,\nChristmas Day and Day of Goodwill.\u003C\u002Fp>\n\n\u003Cp>15.3. An employee who is obliged to work on a paid public holiday shall be\npaid at the rate set out in schedule 1.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16. FATIGUE TIME\u003C\u002Fh3>\n\n\u003Cp>16.1 Paid rest periods will be granted to employees under the following\nconditions:\u003C\u002Fp>\n\n\u003Cp>16.1.1 Any call-outs occurring between 23:00 and 05:00 totaling 4 hours or\nmore will result in the next shift being treated as paid fatigue shift.\u003C\u002Fp>\n\n\u003Cp>16.1.2 Any call outs occurring between 23:00 and 05:00 totaling less than 4\nhours will result in the next shift starting time being moved ahead by an equal\nnumber of hours.\u003C\u002Fp>\n\n\u003Cp>16.1.3 Call outs or overtime completed by 23:00 shall be paid at the agreed\nrates but not compensated for in time off.\u003C\u002Fp>\n\n\u003Cp>16.1.4 Any call outs\u002Fovertime totaling 7 hours or more will result in the\nnext shift being treated as fatigue shift.\u003C\u002Fp>\n\n\u003Cp>16.1.5 All the above arrangements apply provided a full shift has been\nworked prior to the callout\u002Fovertime period and the next shift is a normal\nshift (i.e. not a day off).\u003C\u002Fp>\n\n\u003Cp>16.1.6 Where callout\u002Fovertime is worked on weekends or paid public holidays,\nthe rules will apply as if a full shift had been completed. (Overtime worked on\nFridays and Saturdays by 5 day workers will be paid at 2 X normal rate.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17. SHORT TIME\u003C\u002Fh3>\n\n\u003Cp>17.1 Where there is a shortage of work or materials or circumstances arise\nwhich are beyond the control of Columbus and which prevent normal operations,\nColumbus reserves the right to require employees to work less than their normal\nworking hours.\u003C\u002Fp>\n\n\u003Cp>17.2 Columbus shall give employees 2 (two) working days notice of its\nintention to work short time and shall, as far as possible, spread the\navailable work evenly amongst the employees affected.\u003C\u002Fp>\n\n\u003Cp>17.3 On any day where Columbus required an employee to attend work for the\npurposes of ascertaining whether he is required to work, the employee shall\nwork for a minimum of 4 (four) hours or receive pay in lieu thereof.\u003C\u002Fp>\n\n\u003Cp>17.4 In the event that Columbus does not require an employee to attend work,\nhe shall be given one working days notice to that effect.\u003C\u002Fp>\n\n\u003Cp>17.5 Other than in the above circumstances, Columbus shall only remunerate\nemployees for time actually worked.\u003C\u002Fp>\n\n\u003Cp>17.6 Any periods which have not been worked in terms of this clause or\nworked short time shall count as service for all purposes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18. ISSUE OF CERTIFICATE\u003C\u002Fh3>\n\n\u003Cp>Columbus shall provide each employee upon his termination of employment with\na certificate stating his name, the period for which he worked for Columbus,\nthe nature of his employment and his wage rate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19. EMPLOYMENT OF PERSONS UNDER 16\u003C\u002Fh3>\n\n\u003Cp>Columbus shall not employ any person under the age of 16 (sixteen) years.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20. HOUSING ALLOWANCE\u003C\u002Fh3>\n\n\u003Cp>All employees in (Grades 9-13), qualify for a fixed housing allowance in\naccordance with the rules therefore. The allowance values will increase with\nthe May CPI\u002FCPIX figures for each year subsequent to 2008.\u003C\u002Fp>\n\n\u003Cp>Housing for 2008 will increase by 50% across all grades (9-13) resulting to\nthe following new values:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grade 9: from R2144 to R3216 pm\u003C\u002Fp>\n\n\u003Cp>Grade 10: from R1906 to R2859 pm\u003C\u002Fp>\n\n\u003Cp>Grade11: from R1702 toR2553 pm\u003C\u002Fp>\n\n\u003Cp>Grade12: from R1426 to R2139 pm\u003C\u002Fp>\n\n\u003Cp>Grade 13: from R1225 toR18397 pm\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21. TRAINING\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-trainingfund\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>Columbus is committed to encouraging the development of all its employees\nthrough education and training in order to maximize their potential. The needs\nof\u003C\u002Fp>\n\n\u003Cp>business and the availability of resources must also be considered when\ntraining decisions are made\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22. CONFLICT OF INTEREST\u003C\u002Fh3>\n\n\u003Cp>Employees shall not take up any other employment whilst in the employ of\nColumbus without Columbus’ prior written consent. Employees shall not have\nany interests nor hold any office or directorship in any business or concern\nwhich is or may be in conflict with the interests of COLUMBUS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23. TRAVEL\u003C\u002Fh3>\n\n\u003Cp>Where Columbus requires an employee to travel away from its’ premises on\ncompany business, the employee shall be reimbursed for all reasonable travel\nand\u003C\u002Fp>\n\n\u003Cp>accommodation expenses.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>24.TRANSFORMATION AND BBBEE\u003C\u002Fh3>\n\n\u003Cp>- Parties to this agreement agrees to Broad Based Black Economic Empowerment\nwhich entails:\u003C\u002Fp>\n\n\u003Cp>* Employment Equity\u003C\u002Fp>\n\n\u003Cp>* Skills Development\u003C\u002Fp>\n\n\u003Cp>* Affirmative\u002Fpreferential procurement\u003C\u002Fp>\n\n\u003Cp>* Enterprise development\u003C\u002Fp>\n\n\u003Cp>* Social development\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Participative structures have been set up as follows:\u003C\u002Fp>\n\n\u003Cp>* EE Action Committee which is chaired by the CEO\u003C\u002Fp>\n\n\u003Cp>* Departmental EE Forums chaired by the Business Unit Managers\u003C\u002Fp>\n\n\u003Cp>* Skills Forum\u003C\u002Fp>\n\n\u003Cp>* Gender Forum.\u003C\u002Fp>\n\n\u003Cp>- Management agrees to measure progress on the above through balanced\nscorecard.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>25. VASBYT ALLOWANCE\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-longserviceallowancetype2\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-longserviceallowancetype1\" class=\"cbaClause highlight\">\u003Cp>The current Long Service Awards will be improved and replaced by the new\nVasbyt Allowance which will pay annually on the anniversary as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-5 years: R1000\u003C\u002Fp>\n\n\u003Cp>6-10 years: R2000\u003C\u002Fp>\n\n\u003Cp>11-15 years: R3000\u003C\u002Fp>\n\n\u003Cp>16-20 years: R4000\u003C\u002Fp>\n\n\u003Cp>21-25 years: R5000\u003C\u002Fp>\n\n\u003Cp>26-30 years: R6000\u003C\u002Fp>\n\n\u003Cp>31-35 years: R7000\u003C\u002Fp>\n\n\u003Cp>36-40 years: R8000\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Should you leave before your anniversary for any reason other than normal\nretirement or retrenchment you will forfeit the allowance for that year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Signed for and on behalf of the parties:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>___________________________________________\u003C\u002Fp>\n\n\u003Cp>COLUMBUSSTAINLESS(PTY) LTDDATE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>_______________________________________________\u003C\u002Fp>\n\n\u003Cp>(Duly authorized)\u003C\u002Fp>\n\n\u003Cp>NATIONAL UNION OF METALWORKERSDATE\u003C\u002Fp>\n\n\u003Cp>OF SOUTH AFRICA\u003C\u002Fp>\n\n\u003Cp>Witnesses:\u003C\u002Fp>\n\n\u003Cp>_______________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>_______________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>____________________________________________\u003C\u002Fp>\n\n\u003Cp>SOLIDARITY DATE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>_____________________________________________\u003C\u002Fp>\n\n\u003Cp>UNITED ASSOCIATION OF SOUTHDATE\u003C\u002Fp>\n\n\u003Cp>AFRICA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AS WITNESS:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>____________________________________________\u003C\u002Fp>\n\n\u003Cp>IR MANAGERDATE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003Cscript type=\"text\u002Fjavascript\">\u002F\u002F\u003C![CDATA[\n(function(){var 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",{"disabilitypay":44,"longserviceallowancetype2":48,"paidmaternityleaveduration":52,"paidpaternityleaveduration":56,"childcareleave":60,"ONCERISE_trigger":64,"maternityexcludedtrigger":68,"dayspweek":72,"longserviceallowanceamount1":76,"childcare":78,"shiftallowanceperc1":80,"trainingfund":84,"longserviceallowancetype":88,"paidmaternityleavepayperc":90,"OVERTIME_trigger":92,"holidaysdays":96,"holidaysweeks":98,"COSTLIV_trigger":100,"shiftallowancetype":104,"SENIOR_trigger":106,"trainingprogrammes":108,"schedulesrestpw":110,"longserviceallowancetype1":112,"dayspweek_select":114,"SCHEDULE_trigger":116,"paidpaternityleave":118,"sicknesspay":120,"sicknessmaxdaysnr":124,"NOCTPREM_trigger":126,"bankholidays2":128,"bankholidays1":132,"paidmaternityleavepay":134,"sicknessmaxdays":136,"paidmaternityleave":138,"PAIDLEAV_trigger":140,"CONSIGN_trigger":142},{"bindId":45,"name":46,"text":47},"disabilitypay","14.1. In the event of illness or injury,","14.1. In the event of illness or injury, the employee shall advise his\u002Fher\nline management that he\u002Fshe is unable to attend work due to illness or injury\nas well as the duration that he\u002Fshe has been booked off sick for. The\nnotification to his\u002Fher line management must take place at least 2 hours before\nthe start of the employees shift, unless circumstances beyond the employee’s\nreasonable control prevented the employee from so notifying line management.\n\n14.2. An employee who is unable to work as a result of illness or injury,\nshall be granted sick leave at his normal rate of pay, up to a maximum of\ntwenty (20) working days per annum. An employee with less than six months\nservice will be granted pro rata sick leave, but should the services of the\nemployee be terminated prior to the expiry of the six months period, the\nperiods on sick leave will be converted to periods of unpaid leave and\nrecovered from the employee’s final payments.",{"bindId":49,"name":50,"text":51},"longserviceallowancetype2","The current Long Service Awards will be ","The current Long Service Awards will be improved and replaced by the new\nVasbyt Allowance which will pay annually on the anniversary as follows:\n\n\n\n1-5 years: R1000\n\n6-10 years: R2000\n\n11-15 years: R3000\n\n16-20 years: R4000\n\n21-25 years: R5000\n\n26-30 years: R6000\n\n31-35 years: R7000\n\n36-40 years: R8000",{"bindId":53,"name":54,"text":55},"paidmaternityleaveduration","The maximum period of 6 (six) months mat","The maximum period of 6 (six) months maternity leave for the female\nemployees will comprise: 4 months will full pay (pro-rata if the employee has\nnot completed one years service), as per the provisions of the Basic Conditions\nof Employment Act (1997) and the Unemployment Act (2001), plus 1 (one) months\nemployee leave and 1 (one) months unpaid leave with all benefits covered by\nColumbus.",{"bindId":57,"name":58,"text":59},"paidpaternityleaveduration","Paternity leave – 3 (three) calendar day","Paternity leave – 3 (three) calendar days per childbirth under normal\ncircumstances with up to 5 (five) days in instances of serious\ncomplications.",{"bindId":61,"name":62,"text":63},"childcareleave","Special leave – up to 3 (three) days per","Special leave – up to 3 (three) days per occurrence in the case of serious\nmisfortune (e.g.: illness\u002Fhospitalization of direct family members, court\nsubpoena etc.) granted at management discretion.",{"bindId":65,"name":66,"text":67},"ONCERISE_trigger","8.1 Employees who are hourly paid shall ","8.1 Employees who are hourly paid shall receive an annual leave bonus which\nshall be calculated at the employees’ normal hourly rate multiplied by 200\n(two hundred) i.e. for 5 day workers and 220 hours for 6 day (shift\nworkers).\n\n8.2 All hourly paid employees will have an option of splitting the bonus\n\n(Gr 9-13)\n\nThe bonus can be either split into two with half the payment made at the end\nof June of each year and the balance payable at the end of November of each\nyear, or be taken as a full bonus in November. Alternatively the bonus can be\npaid out on a monthly basis with normal pay.\n\n\n\nEmployees will at the commencement of each year complete forms with\nRemuneration, indicating options chosen.",{"bindId":69,"name":70,"text":71},"maternityexcludedtrigger","13.1 UNPAID MATERNITY LEAVE A maximum of","13.1 UNPAID MATERNITY LEAVE\n\nA maximum of 4 (four) months unpaid maternity leave is allowed for female\nemployees that have not completed one year of service prior to the commencement\nof maternity leave. Columbus Stainless will cover all benefits due and the\nemployee can claim from the Unemployment Insurance Fund for periods of unpaid\nmaternity leave. The same conditions apply with regards to the commencement of\nmaternity leave, as in normal maternity leave.\n\nEmployees who do not qualify for maternity leave may not work for at least\nsix weeks after the birth of her child, unless a medical practitioner or\nmidwife certifies that she is fit to do so.",{"bindId":73,"name":74,"text":75},"dayspweek","Employees are entitled to 3 working week","Employees are entitled to 3 working weeks leave per annum. 15 working days\n(Monday to Friday) for 5 day workers and 18 working days (Monday to Saturday)\nfor 6 day workers.",{"bindId":77,"name":50,"text":51},"longserviceallowanceamount1",{"bindId":79,"name":62,"text":63},"childcare",{"bindId":81,"name":82,"text":83},"shiftallowanceperc1","5.1 Shift premium shall only be paid to ","5.1 Shift premium shall only be paid to employees where normal working hours\nare determined by the permanent cycle and rotation of shifts arrangement, and\nshall be payable for the afternoon and night shifts only.\n\n5.2 Shift allowance shall be calculated as follows:\n\n- afternoon - 12% of monthly wage\n\n- night - 24% of monthly wage.",{"bindId":85,"name":86,"text":87},"trainingfund","Columbus is committed to encouraging the","Columbus is committed to encouraging the development of all its employees\nthrough education and training in order to maximize their potential. The needs\nof\n\nbusiness and the availability of resources must also be considered when\ntraining decisions are made",{"bindId":89,"name":50,"text":51},"longserviceallowancetype",{"bindId":91,"name":54,"text":55},"paidmaternityleavepayperc",{"bindId":93,"name":94,"text":95},"OVERTIME_trigger","3.1 All hours worked in excess of ordina","3.1 All hours worked in excess of ordinary hours of work shall be paid as\novertime.\n\n3.2 Payment for overtime shall be in accordance with the schedule attached\nhereto marked “1”.\n\n3.3 In the event of an employee being absent with permission during the\ncourse of ordinary hours of work, he shall not be required to work in the\nperiod of absence before becoming entitled to overtime rates in the same pay\nweek.\n\nHowever, an employee who is absent without permission, shall be required to\nwork in such hours that he was absent before becoming entitled to overtime\nrates in the same week and this will include Sundays.",{"bindId":97,"name":74,"text":75},"holidaysdays",{"bindId":99,"name":74,"text":75},"holidaysweeks",{"bindId":101,"name":102,"text":103},"COSTLIV_trigger","1.1 Wage increase model for increases ef","1.1 Wage increase model for increases effective 1 July 2008\n\nThe greater of the actual May CPI or CIPX figure as issued by the Central\nStatistical Services will be used for the determination of the fixed increases\nas determined by the “model”, for the duration of this agreement.\n\n1.2 Current individual performance appraisal system and criteria will apply\nto assess employees for the purpose of 2008 increases. Parties agree to engage\ninto consultations to finalize the appraisal system for future assessments.\n\n1.3 Employees will be awarded increase in terms of the individual appraisals\nreferred to in 1.2 above.\n\n1.4 Rules and guidelines pertaining to the current “Production incentive\nscheme” will apply in the instance of the incentive value. Parties agree to\nintroduce a penalty on sick leave. WEF 1\u002F07\u002F2008.\n\n\n\n1.5 The model to apply for the duration of the agreement will be as\nfollows”\n\n\n  \n  \n  \n  \n  \n  \n  \n  \n  \n  \n    \n      “A”\n\n        CAT\n      \n      “B”\n\n        % CPI\n      \n      C\n      “D”\n\n        Plus 1%\n\n         (once off)\n      \n    \n    \n      1 =20%\n      120%\n      \n      \n      \n      \n      \n      13,7%\n    \n    \n      2 =40%\n      110%\n      \n      \n      \n      \n      \n      12,7%\n    \n    \n      3 =40%\n      100%\n      \n      \n      \n      \n      \n      11,6%\n    \n    \n      “E” Maximum Incentive Value\n      2008\n\n        20%\n      \n      1\u002F1\u002F09\n\n        21%\n      \n      1\u002F1\u002F10\n\n        22%\n      \n      1\u002F1\u002F11\n\n        23%\n      \n      1\u002F1\u002F12\n\n        24%\n      \n      1\u002F1\u002F13\n\n        25%\n      \n      \n    \n  \n\n\n\n\n- Percentages included in column “A” of the model refers to employees\nranked by virtue of their performance evaluation.\n\n- Figures included in column “B” of the model refers to percentages of\nthe Actual to May CPIX \u002F CPI figure offered as a fixed increase.",{"bindId":105,"name":82,"text":83},"shiftallowancetype",{"bindId":107,"name":50,"text":51},"SENIOR_trigger",{"bindId":109,"name":86,"text":87},"trainingprogrammes",{"bindId":111,"name":74,"text":75},"schedulesrestpw",{"bindId":113,"name":50,"text":51},"longserviceallowancetype1",{"bindId":115,"name":74,"text":75},"dayspweek_select",{"bindId":117,"name":74,"text":75},"SCHEDULE_trigger",{"bindId":119,"name":58,"text":59},"paidpaternityleave",{"bindId":121,"name":122,"text":123},"sicknesspay","14.2. An employee who is unable to work ","14.2. An employee who is unable to work as a result of illness or injury,\nshall be granted sick leave at his normal rate of pay, up to a maximum of\ntwenty (20) working days per annum. An employee with less than six months\nservice will be granted pro rata sick leave, but should the services of the\nemployee be terminated prior to the expiry of the six months period, the\nperiods on sick leave will be converted to periods of unpaid leave and\nrecovered from the employee’s final payments.",{"bindId":125,"name":122,"text":123},"sicknessmaxdaysnr",{"bindId":127,"name":82,"text":83},"NOCTPREM_trigger",{"bindId":129,"name":130,"text":131},"bankholidays2","15.1 An employee who does not work on a ","15.1 An employee who does not work on a paid public holiday, (as specified\nin below), shall be paid his normal wage.\n\n15.2 For the purpose of this clause, a paid public holiday shall mean New\nYear’s Day, Human Rights Day, Good Friday, Family Day, Freedom Day, Workers\nDay, Youth Day, National Women’s Day, Heritage Day, Day of Reconciliation,\nChristmas Day and Day of Goodwill.\n\n15.3. An employee who is obliged to work on a paid public holiday shall be\npaid at the rate set out in schedule 1.",{"bindId":133,"name":130,"text":131},"bankholidays1",{"bindId":135,"name":54,"text":55},"paidmaternityleavepay",{"bindId":137,"name":122,"text":123},"sicknessmaxdays",{"bindId":139,"name":54,"text":55},"paidmaternityleave",{"bindId":141,"name":74,"text":75},"PAIDLEAV_trigger",{"bindId":143,"name":144,"text":145},"CONSIGN_trigger","Hourly paid 5 day workers who comply wit","Hourly paid 5 day workers who comply with the following requirements will\nqualify for a standby premium equal to 15 hours of normal time for each 7 days\nof standby:\n\na) must be a pre-approved company requirement that the employee does\nstandby.\n\nb) must be on the regular standby roster.\n\nc) must remain within the town limits of Middelburg.\n\nd) must be contactable at all times by cellular phone or telephone and so be\navailable at short notice to report for duty in cases of emergency outside\nhis\u002Fher normal working hours.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZAF Columbus Stainless (PTY) LTD ZAF Columbus Stainless - 2008\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2008-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2013-06-30\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: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of basic metals, Manufacture of fabricated metal products, except machinery and equipment\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            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Columbus Stainless (PTY) LTD\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        NUMSA - National Union of Metal Workers of South Africa, United Association of South Africa, CONSAWU - Solidarity\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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Yes\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            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → Not specified %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 20 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → \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: → No\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: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → \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: → 6 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 67 % 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            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 3 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 3 days\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 6.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 18.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 3.0 weeks\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Paid bank holidays: → Christmas Day, Chile Independence Day (18th September), John Chilembwe Day (15th January), Madaraka Day \u002F International Children’s Day \u002F Indonesia's Pancasila Day  (1st June)\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: → \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: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → 1\u003C\u002Fdiv>\n\n            \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                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 124 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Allowance for seniority: → ZAR 1000.0 per month\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 5 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[151],{"title":37,"slug":33},[153],{"type":154,"data":155},"call_to_action_body_block",{"title":156,"description":157,"variant":158,"link":159},"Compare Collective Agreements","Compare the articles of the Collective Agreements from South Africa across sectors, topics and countries","dark",{"title":156,"url":160,"description":156,"rel":161,"type":162},"\u002Fen-za\u002Fwork-in-south-africa\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[164],{"type":154,"data":165},{"title":156,"description":157,"variant":158,"link":166},{"title":156,"url":160,"description":156,"rel":161,"type":162},[]]