NUM Secreteriat Report 2012

Statistics in the Construction Sector from 2009 to 2011 (2010-2009)

ALL REGIONS % of # Fatality Permanent Permanent Lost Days Average
CAUSES Accidents Accidents Disabilities Disabilities cost per
3 not resulting in 428 Accident
2010 1.85 167 1 resulting in Pensions 5,892
669 1 Pensions 528 32,042
Accident type n.E.C. 47 1 14,019
1 67 4 860 60,518
Caught in,on,between 7.39 135 68 0
Contact with electric 0.52 9 6 17,840 16,409
current 1,169 1 0 3,715
507 2 6 86 33,689
Contact with temp 1.49 90 6 9,390
extremes 63 73 0 11,335 20,960
983 0 17 0 3,027
Fall on to different levels 12.92 667 1 2 4,390 54,358
1,003 10 10 18,208 9,218
Fall on to same level 5.60 3,610 0 45 0 54 6,668
3 17 0 8,669
Inhalation, absorption, 0.99 92 28 2 66,363 8,594
ingestion 9,050 121 0
Motor vehicle accident 10.86 5 0 1,462 18,056
Slip or over-exertion 7.37 221 2 23 9,896
783 1 450 620 25,145
Striking against 11.08 59 2 15,146
1 63 5 1,100 38,976
Struck by 39.89 140 91 1
9 2 23,390 17,247
Unclassified-not suff. 0.03 1,361 0 0 4,075
Data 577 2 7 193 25,483
120 11 10,473
100% 32 84 0 13,529 26,204
949 0 22 3 3,755
2009 2.14 678 1 2 4,908 31,585
1,243 20 8 27,778 7,722
Accident type n.E.C. 4,190 0 41 0 0 3,885
2 14 0 8,774
Caught in,on,between 7.59 73 23 8 90,706 0
10,323 117 0
Contact with electrc 0.57 0 13,833
current 38
466
Contact with temp 1.36
extremes

Fall on to different levels 13.18

Fall on to same level 5.59
Inhalation, absorptn, 1.16
ingestn
Motor vehicle accident 9.19

Slip or over-exertion 6.57

Striking against 12.04

Struck by 40.59

Unclassified-not suff. 0.02
Data 100%

The statistical report does indicate that the construction industry was hit hard by fatal injuries due
to the construction boom during the preparations for the 2010 Soccer World Cup.

051 Secretariat Report to the 14th National Congress 2012.

The table below summarises the statistical reports above:2011-2010

Year Fatal Injuries with Injuries without
pension pension
2009 73 38 466
2010 92
2011 31 23 450

07 128

This table indicates that the sector can actually Occupational Injuries and Diseases in the
work safely and should thus be monitored to Mining Sector
ensure that there is no increase in fatalities
and injuries because of bigger workloads The Rand Mutual Assurance reports for 2010 and
associated with a major event. South Africa 2011 reflect a reduction in reportable injuries and
has demonstrated that it has the potential to certain diseases. There has however been an
host international events and we should not increase in reported respiratory system diseases:
compromise on worker health and safety.

The table below summarises the statistical reports above:2011-2010

Respiratory system 2010 2011
Noise induced hearing loss 260 369
Overall total of reported injuries 773 701
January to June 9916 8210

While there has been a discernible decrease Overall in the two years there has been a
in the number of accidents that are reported decrease of about 17.2% in relation to reported
to the RMA in comparing the two years above, mining injuries and diseases.
it should be noted that some injuries are not
reported due to the bonus systems that are
aligned to safety. i.e. fatality free shifts.

Compensation statistics:

FINDINGS 2004 2005 2006 2007 2009 2010 TOTAL
NCD 420 237 0 0 991 651 3119
2T 270 90 0 0 403 238 1368
TONLY 65 57 0 54 40 274
Tcant 32 11 0 0 44 18 142
TB as Before 0 0 0 0 166 124 423
1st ASB P +I 0 0 0 0 0 0 0

052 Secretariat Report to the 14th National Congress 2012.

Compensation statistics (cont.):

FINDINGS 2004 2005 2006 2007 2009 2010 TOTAL
1st T 0 0 0 0 0 2 4
1Sil 15 13 0 17 15 77
1Oad 3 7 0 0 4 4 27
1Asb 21 10 0 0 21 18 80
1Oad+Sil 2 2 0 0 2 0 7
1st CWP +OAD 0 0 0 0 0 0 1
1st Cwp 0 1 0 0 0 1
1st as before 0 0 0 0 293 79 467
2ASB 1 7 0 0 0 10 19
2ASB Ca 15 9 0 28 24 90
2nd ASB+(P+I) 0 0 0 0 2 10 16
2nd ASB CA+T 0 0 0 0 28 24 53
2nd T+Sil 102 30 0 0 69 63 329
2nd ASB + T 0 0 0 0 20 6 32
2nd T+OAD 0 0 0 0 4 0 5
2nd T+Sil+OAD 0 0 0 0 0 0 1
2ASB M 18 2 0 0 33 22 86
2Oad+Sil 3 2 0 0 0 0 6
2OAD 3 1 0 0 1 7 13
Defer 64 8 0 0 44 32 175
TOTAL 1034 487 0 0 2224 1387 6815

3.3.3.2 Education, Training has negative impact across
and Development the board, including industries
(ETDC) and the government.

The NUM at its 2006 national The process will unfold
congress adopted a resolution in various fora including
to demand that the COID Act compensation Indabas and
and ODMW Act be integrated other initiatives by industries
into one compensation system. and government. The NUM
That resolution still stands. should then intensify the
processes in order to ensure
Through various engagements that integration is effected no
with different stakeholders it later than the end of 2013 or
has been established that this the beginning of 2014.
is not only a NUM issue but

053 Secretariat Report to the 14th National Congress 2012.

The table below summarises the statistical reports above:2011-2010

Item 2009 2010 2011 Total
Induction Course 1 015 684 695 2 394
Intermediate 35 67 38 140
Computer Introduction 56 51 53 160
Computer Intermediate 23 25 35 83
Skills Development 87 61 89 237
Arbitration Course 96 34 63 193
Trustees 49 73 28 150
Branch Educators 62 19 30 111
Job Grading Nil 26 26 51
Full Time Stewards 31 66 40 137
Basic Economic Course Nil 73 26 99
Women and Law 23 29 62 114
Political School 41 63 Nil 104
Labour Law 14 50 147 211
Negotiations Skills Nil 209 36 245
Case Handling 31 98 23 111
TOTAL 1,563 1,628 1,391 4,540

We have trained a total of 4, 540 particularlyinmining,introduced
leaders in the past three years. skills retention incentives to
This is a remarkable number either attract or retain so-called
considering that we are scarce skills. This trend resulted
constrained by the capacity of in artisans receiving three salary
our training venues to take the increases in some companies.
number of stewards we need For example, Kumba Iron Ore
consistent with the size of our in February 2006 reviewed
union. artisan salaries and adjusted
them in accordance with what
3.3.3.3.1 Skills Development vs they termed market related
Skills Retention adjustments. This was followed
by the introduction of a retention
We are tabling this matter for bonus in April 2006. In July
discussion by the national 2006 further adjustments were
congress. We have seen made to artisans’ salaries after
employers using and abusing wage settlements, resulting
this phenomenon. In 2006 in artisans receiving three
more than 80% of employers, adjustments in one year.
Following these adjustments,
unions representing white

054 Secretariat Report to the 14th National Congress 2012.

artisans -- who are still in their counterweight to this tendency.
majority in the untransformed A task team established in
industry -- claimed victory for 2008 after our transformation
their members. march has not achieved any
success due to the reluctance
Our members at Kumba of employers to train workers
rebelled against this but this and supply skilled labour.
matter could not be resolved
completely. The law protected Capitalism in its nature
us here as employers aren’t promotes elitism, exclusivity
given full discretion to act and inequality. The reluctance
unilaterally in certain areas. of companies to train more
workers is in line with the
Impala Platinum experienced capitalist philosophy of
one of the most complex deliberately creating scarcity
strikes in our history after Rock in order to stretch income
Drill Operators downed tool inequalities. In the South
demanding R9,000 adjustments African situation, this tendency
after learning that Impala perpetuates income inequality
management had adjusted as those with skills remain pre-
the miners’ salaries by 18% and dominantly white and male.
more. The abuse of the system
was clear: the same company 3.3.3.3 Economic and
that pleaded poverty during Transformation
wage negotiations in June- Committee (ETC)
September 2011 and won a
settlement by October 2011, was The Economic and Transformation
two months later in December Committee is chaired by Joseph
2011 able to adjust salaries by Montisetse who took over these
18% and above! duties from Paris Mashego.

The NUM must reject the costly This committee has not done
and exclusive system that well in the past three years
seeks to perpetuate inequality with very little work done. The
and racism at our workplaces. NEC subsequently revamped
Given that the majority of the committee and appointed
companies still employ whites a new chairperson to the
as artisans and technicians, committee.
the criteria used to determine
eligibility for skills retention The new committee members
incentives cannot escape have managed to develop
being seen as racist and the terms of reference which
promoting income inequality. were approved by the NEC
of September 2011. The new
The NUM must campaign for committee has recommitted
skills development and skills itself to improving performance
supply rather than supporting and ensuring that the committee
the narrow approach of skills delivers work as expected by the
retention. We believe the NEC.
promotion of skills development
and supply will be the

055 Secretariat Report to the 14th National Congress 2012.

The committee is currently The committee has also
participating in the public finalised its 2012 programme
hearings on the beneficiation which will look into the following
strategy at parliament. issues:

The table below summarises the statistical reports above:

Topic Time Lines
Beneficiation strategy April 2012
ESOP’S (Crafting of a common ESOP model for the NUM) June 2012
Nationalisation debate (participating in the Alliance Jan – Dec 2012
Structures and voicing the NUM stance on nationalisation)
Review the implementation of the Mining , Construction and July 2012
Energy Charters
Transformation (work place transformation and the October 2012
transformation of retirement funds)

The work of the committee Annual Financial Statements
will not be limited to the issues were still work in progress.
above. The committee will
also participate in both local A summary of the 2009
and national governments report was tabled to the NEC
and be the NUM voice where indicating the high risk areas
economic and transformation as noted in the report. The
issues are discussed. Revenue Unit was also called in
by the Audit Committee to give
3.3.3.4 Audit Committee (AC) a progress report on the state
of membership in the NUM.
The Audit Committee is chaired
by David Sipunzi and is the most The auditors, KPMG, as approved
effective of the NEC committees. by the Tender Committee,
convened the Risk Assessment
The Terms of reference for the workshop in April 2009. In July
Audit Committee were revised, 2009 the register was finalised
amended and adopted at having identified 21 risks, whose
the February 2009 National make up was as follows:
Executive Committee (NEC)
meeting. • Extreme risk – two.

The Draft Annual Financial • High risk – four.
Statements for 2009 and
2010 were tabled at the Audit • Moderate risk – ten.
Committee and were duly
endorsed for recommendation • Low risk – five.
to the NEC. At the time of this
report being prepared, the 2011 The Committee also noted
that the control effectiveness
in many of the risks have

056 Secretariat Report to the 14th National Congress 2012.

remained the same, whereas breakdown spent per attorney.
improvements should be The regions in return were
taking place. expected to note the legal
cases relating to these costs,
In line with the previous the cost of each case, a
recommendation, the Audit summary of the five highest
Committee felt it was the costs of the noted cases, and
appropriate time for the the outcome of these five
appointment of internal highest costing cases. The
auditors. Regional Co-ordinator and
the Regional Secretary were
The Tender Committee met asked to approve this report
in 2011 to do interviews in this and forward it to the Audit
regard. Deloitte and Touché Committee via the Secretariat
were appointed as the internal Office. A period of just over
auditors in May 2011. The work two months was allowed for
to be carried out by the internal this process with the due date
auditors is done on a need and being the 30th June 2010.
assignment basis and is not
done as a full time function. The deadline was extended
The internal auditors are in to 29th October 2010 as
attendance at all NUM Audit Western Cape was the only
Committee meetings. The first region to respond in the
task assigned to the internal expected manner outlined by
auditors was to do a review of the Committee. To date this
the legal fees for 2010 and this is remains the status quo.
to be followed up by reviewing
the Risk Register. The motivation The Legal Unit was asked to do
for commencing with a review an overall assessment of cases
of the legal fees is noted below. of 2009 providing evidence
where existing policies and
3.3.3.5.1 Escalating Legal procedures were working,
costs: as well as cases where they
were not working. Regions
The Audit Committee noting and lawyers that were not
the ever escalating legal costs operating within the agreed
(2009 – R 19,503,169; 2010 R procedures should be clearly
20,301,770) decided to do a identified. The Legal Unit was
detailed analysis of these fees also expected to provide a turn-
during 2010. As this was the around strategy to determine
first time the detailed costs when and how this could
breakdown per region was be achieved. The Services
available, the committee saw Pillar Head was expected to
this as an opportune moment authorise the Legal Unit report
to delve into this matter. with the due date being the
30th June 2010, allowing for a
Regions were given a detailed period of just over two months.
breakdown of their legal This report was to be forwarded
costs for 2009 including the to the Audit Committee via the
Secretariat Office.

057 Secretariat Report to the 14th National Congress 2012.

In November 2010 the Audit number of members in good
Committee called the Legal standing is at least 95% correct.
Unit Head to explain the
progress made on the above Controls to ensure verifiable
mentioned legal report since it data and accuracy of the
has not received the report on membership system have
both the deadlines set for June also been implemented. The
2010 and October 2010. The issue of controls is prone to
Legal Unit Head responded certain sensitivities arising
that he was unaware of the from differing expectations by
information required and the different target “customers”.
subsequent deadlines and From a purely system point of
indicated that the report view, the controls that govern
would be ready by the 15th validation of contributions versus
December 2010. On doing a membership are system resident.
follow up on the matter the In other words the ‘‘system”
Committee was informed that determines whether or not the
the report would be ready by contributions to membership
the 8th April 2011. The NEC ratios are acceptable based
received a detailed report in on validation criteria that exist
April 2011 in this regard. internally on the IT system.
This is sometimes seen as the
3.3.3.6 Finance Committee police policing themselves
(FC) and therefore not adequately
reliable measure of validation.
3.3.3.6.1 Membership: Fees
and Management The “live” situation differs in that
there is a lot of fluidity in the
Since 2009, the National membership processes that
Union of Mineworkers has must be followed. The time-
successfully installed a lags between signing on and
Membership Management starting to pay (and stopping
System that has been effective after separation) means that
in validating membership the system will always have
numbers with cash collections. a certain degree of floating
The confidence level for the members whose subscriptions
accuracy of this validation cannot be allocated accurately.
process is estimated at about At this level, as stated above, the
95%. National Union of Mineworkers
is satisfied with a 95% degree of
Additionally, at the beginning of accuracy.
2009, membership contributions
totalled about R92.2 million. By In a perfect world however,
the end of 2011 contributions
totalled approximately R209.2 auditors would like to see a
million – an increase of over R117
million. Linked to this monetary system in which the National
benefit is the fact that the NUM
can confidently assert that the Union of Mineworkers can

“invoice” employers with a

one-to-one membership-

to-subscription tally that

employers and the union can

authenticate and audit.

058 Secretariat Report to the 14th National Congress 2012.

3.3.3.6.2 Reserves in the backlog of members
coming onto the system once
At the start of this reporting the majority had been loaded.
cycle, in 2009, the National
Union of Mineworkers was 3.3.3.6.3 Fiscal Productivity –
mandated to generate Cost Containment
financial reserves of at least
R15m in that financial year. Costs of administration and
This target was substantially overheads for the finance
exceeded in 2009 when department are stringently
reserves amounting to R38.2m controlled but without
were realised. compromising quality of
service to the organisation.
The results for the three years Streamlined systems and
covered by this report follow: procedures, performed by
competent cadres, ensure that
Year Reserves financial outputs are executed
“right – first time” thus avoiding
Generated rework and added costs.

(Millions) 3.3.3.7 Human Resource (HR)

2009 R 38.2 In 2010, the NUM embarked
on a successful re-structuring
2010 R 55.4 exercise whose intent was to
streamline operations and to
2011 R 40.8 create a more transparent
system of accountability and
The reduced reserve achieved management.
in 2011 is attributable to two
causes; (i) the downturn in
the employment rates in the
construction sector post the
soccer world cup job creation
surge and (ii) a slowdown

General Secretary (GS)
Deputy General
Secretary (DGS)

Regional Secretariat Human Finance Services Production
Coordinators Pillar Head Resources Pillar Head Pillar Head Pillar Head
X 11 Pillar Head

059 Secretariat Report to the 14th National Congress 2012.

3.3.3.7. Revised Organogram established. A market survey
of the NUM was conducted by 21st Century
Consulting from which market
A total number of 32 positions related salary levels were
were advertised on the structure determined. Consequently, the
in 2011 and only 14 filled by National Union of Mineworkers’
Nov 2011 due to remuneration salary scale was reviewed and,
challenges wherein good where applicable, revised.
candidates were above the NUM
scale. However a market related A draft remuneration policy
benchmark was conducted to for the National Union of
improve NUM salaries and we Mineworkers was drawn up.
are in the process of developing This will in turn give rise to the
a revised remuneration strategy, National Union of Mineworkers’
which will include performance Remuneration Strategy which
incentives and enable the will be linked to the National
organisation to retain talent. The Union of Mineworkers’ Retention
current structure has increased Strategy (which is still at a draft
the staff complement due to stage).
new positions created which
brings total positions to 202 with 3.3.3.7.2 Training and
17 vacancies. Development/
Skills Development
3.3.3.7.1 NUM Remuneration
and Retention Strategy Since 2009, a generic training
programme was implemented
All positions on the National within the National Union of
Union of Mineworkers’ structure Mineworkers to address skills
were evaluated and the correct gaps for all staff in all the Pillars
grading for each position was and Regions.

Table: Number of Staff Trained during 2009-2011

LEVELS 2009 2010 2011 TOTAL
Snr Managers 8 35 28 71
Middle Managers 6 7 12 25
Officers/Paralegals 13 10 19 42
Organisers 10 33 60 103
Administrators 44 35 45 124
Elementary 0 0 1 1
TOTAL 81 120 165 366

060 Secretariat Report to the 14th National Congress 2012.

In 2009 a total number of 81 staff To cater for this pressing need
members were trained, followed it was resolved that managers
by 120 in 2010 and 165 in 2011. should budget for their individual
training needs per the Personal
It is critical to look at the staff Development Plans. The level of
complement of the NUM for competency for the organisation
the past three years to get a has improved somewhat but,
clear picture of the number of unfortunately, not to the standard
untrained staff members and required by the National Union of
their levels. In 2009, the NUM had Mineworkers.
a total of 157 employees with 81
trained leaving 76 untrained. 3.3.3.7.3 Performance
Of this total, 26 were scheduled Compacts
for training and didn’t attend
for various reasons. In 2010, 120 Since 2009, all staff members
staff members were trained out have signed performance
of a staff complement of 177, agreements. In that same year,
meaning 57 staff members were thelevelofcomplianceregarding
not trained. In 2011, 165 staff performance agreements went
members were trained out of up to 90% as compared to 76%
a total of 185. Courses covered in 2007. This came about as a
included workshops on Change result of refresher workshops on
Management and Performance the Performance Management
Management systems. Overall System.
88 staff members in three year
period were scheduled to The performance of all staff
attend training and did not members has been assessed
make it. twice a year as required since
April 2009 to date.
The real challenge however,
has been in implementing the These assessments have been
specific training requirements consistently done and the level
arising out of the Performance of compliance in 2010 stands at
Management and Appraisal an impressive 99%. Besides that,
System’s Personal Development a moderation process also has
Plans. been installed and deserving
staff members were awarded
performance incentives.

STAFF COMPLIMENT LEVEL OF PERFORMANCE

PILLAR/REGION 2009 2010 2011 2009 2010 2011
Secretariat Office 2 2 2 - - -
Production
Secretariat 16 18 20 2.8 2.7 3
Services
14 15 17 2.4 2.7 2.9

15 16 17 2.5 3.2 3

061 Secretariat Report to the 14th National Congress 2012.

STAFF COMPLIMENT LEVEL OF PERFORMANCE

PILLAR/REGION 2009 2010 2011 2009 2010 2011
HR 6 6 5 2.7 2.9 3
Finance 19 20 20 3.2 3.3 3.5
Parliamentary 3 2 - 2.3 2.5 -
Transformation 2 2 0 - - -
N East 6 8 10 2.6 2.9 3
Highveld 7 8 11 2.3 2.7 2.6
Carletonville 6 6 9 2.9 3 3
PWV 9 12 11 2.3 2.5 2.9
Rustenburg 9 11 11 2 2 -
Free State 6 8 8 2.7 2 2.7
Matlosana 7 7 9 2.5 2.4 2.7
E Cape 6 7 9 2.8 3 3.2
Kimberley 8 9 7 2.5 2.8 3
W Cape 8 10 9 2.5 2.9 3
KZN 8 10 10 2.8 3 3
TOTAL 157 177 185

The average performance in ups for staff members whose
the organisation is improving performance was continuously
compared to 2008. This is due below average. Furthermore
to the level of understanding it should also be noted that
of Performance Management average performance has
Systems as opposed to the improved in 2011 as compared
past years. Managers are able to 2009 and 2010.
to assess performance based
on factual presentation rather 3.3.3.7.4 Benchmarking
than allocating unreasonable
scores. However there are In 2011 a benchmarking exercise
regions and Pillars wherein was conducted and both the
the performance fluctuates system and the policy were
as opposed to 2010 and reviewed. As a consequence
2011 where all ratings were of this review a “360 Degree”
moderated. This had a huge Assessment Methodology was
impact on performance and introduced for managers.
the Moderation Committee
had to embark on follow The entrenched values of the
National Union of Mineworkers

062 Secretariat Report to the 14th National Congress 2012.

were likewise reviewed and a were conducted between
clause on corrective measures June and October 2011 in
for non-compliance was conjunction with the National
introduced. Workshops to Union of Mineworkers’ Change
communicate these changes Management Programme.

The Table below illustrates organisational compliance with Performance Management
submission deadlines.

Region/Pillar 2009 2010 2011
Production 74% 95% 45%
Secretariat 94% 98% 50%
Services 90% 100% 55%
HR 98% 100% 100%
Finance 50% 98% 60%
N. East 65% 100% 95%
Highveld 60% 98% 50%
Carletonville 60% 100% 95%
PWV 60% 98% 70%
Rustenburg 40% 38% 10%
Free State 45% 100% 50%
Matlosana 50% 85% 45%
E Cape 75% 100% 100%
Kimberley 75% 100% 40%
W Cape 40% 98% 100%
KZN 55% 100% 98%

The level of compliance is as one would have thought
disturbing when one looks that the system had been
at trends. There was an implemented successfully and
improvement on PMS in 2010 there was a need to improve
as opposed to 2009, then to the next level of PMS. At this
in 2011 the managers’ level stage no one has established
of compliance dropped why there was a drop in
drastically. This is concerning performance.

063 Secretariat Report to the 14th National Congress 2012.

Labour Relations Cases

Type of Misconduct 2009 2010 2011 Total
Financial 0 2 3 5
Policy & Procedure Compliance 12 13 6 31
Total 12 15 9 36
Grievance Cases
2009 2010 2011 Total
Conflict /Relations 3
Policy & Procedure 0 1 5 8
Harassment 0 0 0 0
Unfair Labour Practice 0 0 0 0
Total 3 0 1 1
1 6 9

The table above indicates the However, the NEC Members’
Labour Relations (LR) cases,
the type of disciplinary and Code of Conduct has been
grievances. It is clear that the
level of compliance with policies reviewed and needs to be
and procedures (contract of
employment) is very low in the implemented after approval by
organisation. However the level
of grievances seems to be low the NEC of February 2012. The
except in 2011 where there was
a rise. National Union of Mineworkers’

The other area of concern medical boarding, staff car,
would be the rise of financial
transgressions, which is a HIV/AIDS, housing subsidy,
clear indication that staff
members need a financial performance appraisal, sexual
wellness programme. However
in 2011 the number of LR cases harassment, recruitment,
decreased to 14 as opposed
to 16 in 2010. This implies that grievance, disciplinary and
HR needs continuous capacity
building programmes on health and safety policies
policies and procedure. This
needs sufficient budget to have been implemented and
conduct such workshops.
reviewed.
3.3.3.7.5 The National Union
of Mineworkers’ Code The following policies have
of Conduct been reviewed, approved and
implemented:
The Code of Conduct for staff
is covered by other policies. • HIV/AIDS

• Grievance

• Performance Management

• Sexual Harassment

• Medical Boarding(Incapacity
Management)

• Disciplinary

The Recruitment Policy was
reviewed but is still in its draft
stage of development. The
Health and Safety policy has
not been completed as yet.

064 Secretariat Report to the 14th National Congress 2012.

3.3.3.7.6 Workplace Skills Plan The Wellness Programme was
Review implemented through medi-
cal screening, education
The Workplace Skills Plan and awareness workshops,
review exercise is conducted counselling, disease manage-
stringently each year in May/ ment & VCT. In April 2011, a
June and forms the basis for the Wellness Committee was es-
National Union of Mineworkers’ tablished. Relationships with
training and development NGOs such as POWA were de-
programme. veloped along with partners,
which include the Department
The National Union of of Health and Department of
Social Development.
Mineworkers’ Workplace Skills
Referrals, where appropriate,
Plan has been developed, are made to the professional
service providers engaged
reviewed and submitted every by the National Union of
Mineworkers.
year to the SETA and we have
Results achieved to date
received reimbursement are encouraging. The graph
that follows shows a definite
annually. Over the 2009 to 2011 improvement in all work and
life-style related conditions.
period our reimbursements Although the increase in HIV/
AIDS appears to be negative,
have totalled around R350, 000. the positive element most likely
is attributable to members who
3.3.3.7.7 Wellness Programme have chosen to “know their
status” through VCT.
The National Union of
Mineworkers developed a
Wellness Strategy in June 2010.
The strategy was informed by
two main inputs, namely: a
climate survey conducted in
2009 and a Behavioural Risk
Audit conducted in October
2009.

065 Secretariat Report to the 14th National Congress 2012.

Intermsofdiseasemanagement, which implies that there was
one is able to compare two year decrease of four. There was
reports; 2009 and 2011 -- there also a decrease in cholesterol
was no medical screening in levels from 29 to 22 in 2011;
2010 due to the implementation hypertension was at 40 in 2009
of restructuring. In terms of and 17 in 2011, diabetes as well
participation of staff members, dropped from 25 in 2009 to
the programme experienced eight in 2011.
an increase in 2011 as opposed
to 2009, with 72 % of participants However it should be noted that
in 2011 versus 48% in 2009. hypertension registered 17 new
cases, increasing the overall
It is critical to note that this report number to 57, unlike cholesterol,
will cover the big five chronic diabetes and stress wherein the
diseases that pose a risk to our same people re- tested.
union;
The high risk lies with HIV/AIDS
o Cholesterol wherein the number of people
infected doubled from eight
o Diabetes to 16 and the eight were new
cases. That should be viewed
o Hypertension as positive as it implies that
more people are testing, and
o Stress with continuous awareness
and education we will have
o HIV/AIDS more people participating in
these health screens.
During 2009, 52 staff members
were prone to high levels of
stress as opposed to 48 in 2011,

Table: Utilisation Rate of Wellness Programme

CASES 2009 2010 2011 TOTAL
Financial 0 4 8 12
Domestic 2 1 5 8
Work Relations 2 5 3 10
Ill Health 0 4 1 5
Substance Abuse 1
2 2 1 4
Depression 7
TOTAL 8 4 14
DESEASE MANAGEMENT 52 24 22 53
Stress 8
HIV/AIDS 40 0 48 100
Hypertension 8 0 16 24
Diabetes 29 0 17 57
Cholesterol 137 0 25 33
TOTAL 0 22 51
0 128 265

066 Secretariat Report to the 14th National Congress 2012.

The above table indicates the Disease management has
statistics in terms of the utilisation shown improvement throughout,
rate of the wellness programme, especially regarding the other life-
which has increased as style conditions (hypertension,
compared to previous years. cholesterol, diabetes and stress)
This gives a good reflection as as members learned how to
it indicates that staff started to manage those conditions.
trust the programme.
3.3.3.7.8 Sick Leave Trends

The table below illustrates trends in sick leave for the 3 year reporting period.

PILLAR 2009 2010 2011 TOTAL
Secretariat 65 45 22 132
Production 44 10 73 127
Services 109 15 73 197
HR 41 43 28 112
Finance
85 97 118 300
North East
Rustenburg 3 8 2 13
Carletonville 9 35 19 63
Transformation 8 34 60 102
W Cape 0 0 - 0
E Cape 45 9 10 64
Kimberley 0 0 14 14
KZN 8 8 0 16
Free State 1 3 23 27
Highveld 50 1 67 118
Matlosana 15 8 2 25
PWV 35 52 37 124
TOTAL 97 52 26 175
615 420 574 1609

3.3.3.7.8. Weekly Sick Leave Trends

067 Secretariat Report to the 14th National Congress 2012.

The table above indicates a 2009 with 57% of staff members
disturbing trend of sick leave taking leave on Mondays. This
taken on Mondays as opposed could also indicate the success
to other days. However there of other HR programmes such
is a decrease for the year 2010 as the wellness initiative.
and 2011 (29%), as opposed to
2011
3.3.3.7.9 Exit Management 0
4
TYPES OF EXIT 2009 2010 3
Ill Health 4 1 0
Resignation 7 9 7
Termination 0 2 185
Absconded 2 0
TOTAL 13 12
STAFF COMPLIMENT 157 177

3.3.3.7.9 a) 2009-2011 Staff Turnover Comparison

3.3.3.7.10 Summary of of wellness statistics, coupled
Human Resources with the increasing rate of HIV
(HR) Trends infections in the organisation,
will automatically give rise
In terms of the HR Trends to high stress levels in the
highlighted, it is clear that organisation.
wellness trends become the
nucleus of the underlying If people are psychologically
issues. The high percentage disturbed they are prone to

068 Secretariat Report to the 14th National Congress 2012.

commit acts of misconduct elections. These complaints
and especially when one range from unhappy stewards,
looks at the level of conflict shaft committees and appeals
management issues. The against branch conference
increased percentage of outcomes.
grievances will give birth to
unhappiness in the workplace • All regions had their
which is indicated by sick conferences in 2011 except the
leave trends. Eastern Cape which split the
conference into two phases
People will resort to absenting with the first half in 2011 and
themselves from work on the second one in in 2012.
specific days due to substance
abuse thereby neglecting their • Some regional conferences
jobs and that has a negative went very well but others were
impact on their performance. marked by election tension
It is critical at this point to which was quite visible. The
mention that managers have high interest for these elected
been empowered on people positions has become a cause
management to enable them for concern.
to identify troubled employees
and intervene urgently with • There is a strong perception
the assistance of HR. It is also that these high levels of
imperative to support the leadership contestation at all
wellness strategy to try and levels stems from a belief that
assist employees as soon as there are some benefits linked
the challenge is detected to these positions.
or else performance in the
organisation will suffer. • We urge all comrades
to seriously consider their
3.3.3.8 Ad-hoc Committees leadership skills and objectives
before running for office.
The NEC established various Sometimes members are
ad-hoc committees to deal elected purely to disrupt and
with member appeals or a make life difficult for other
response to an organisational elected leaders. Comrades,
challenge. let us have an overall vision for
serving fellow members and
3.3.4 Regional Committees (RC) to remember our standing
slogan of “Members first, today
3.3.4.1.3.1.1 General and forever.”
impressions
• We discovered, at some
• Our membership went up regional conferences, that
by 5% year on year some provisions of the NUM
constitution were not being fully
• In the history of the NUM followed thereby disregarding
it is the first time that we democracy in the elections
have experienced a high outcome.
rate of complaints related to
• There has also been
concern with the emergence
of some leaders who do not

069 Secretariat Report to the 14th National Congress 2012.

uphold the truth. Simply put, • This region observes
they have a propensity to lie. International Literacy Day every
year;
• That said, there are
many good and hardworking • They celebrate and have
comrades who deserve rec- revived African cultural dancing
ognition and encouragement. and music;

3.3.4.2 Carletonville • It is the only region which has
delivered a memorial lecture of
Regional Committee Members one of the late NEC member,
Comrade Selby Mayise;
The regional conference elected
the following members to the • They accept criticism and
Regional Committee in 2011; are quick to correct their wrongs;

o Zimisele Ponti • They support the JB Marks
Regional Chairperson agenda and have been leading
on the JB Marks intake, save for
o Lucky Mngceke 2012;
Deputy Regional Chairperson
• When it comes to solidarity
o Mbuyiseli Hibana action, they cannot be faulted;
Regional Secretary they attend most of the funerals
of RC members and staff
o Simon Qhagi outside their region;
Deputy Regional Secretary
• This region celebrates
o Perseverance Mosia Children’s Day every 1st June
Treasurer by providing assistance and
material to needy day care
o Stanley Mokgothu centres and schools;
Deputy. Chairperson: Education
• They have done very well
o Sikelela Dlamini on each annual performance
Deputy. Chairperson: Health evaluation;
and Safety
• The region is also active in the
o Richard Xati membership recruitment drive;
Deputy. Secretary: Education
• The regional membership
o Sipho Mzileni growth has increased on
Deputy. Secretary: Health average 1.19% year on year;
and Safety
• Current membership is at
The Regional Conference 26, 188.
was well planned with a
well-structured report which (ii) Lowlights
included all relevant information
and issues of organisational • There is inconsistency in
building. branches for mourning post
a fatality; others take the day
(i) Highlights off as per the NUM resolution
while some conduct the
This is an exemplary region on
many fronts; they are leading
in the following areas;

070 Secretariat Report to the 14th National Congress 2012.

service after the shift. Other This regional conference was
branches mourn during a highly divided to an extent
section 54 period; that it could not conclude its
business in December 2011.
• The region has chronic This conference confirmed
retrenchment experiences or that, when the Regional Office
threat thereof through Blyvoor Bearersaredividedsuchdivision
of DRD; and tension gets extended to
delegates and members. But
• Retrenchments and mine with the intervention of the NEC,
accidents; the conference finally elected
the above listed leaders.
• Membership is declining due
to retrenchments and private (i) Highlights
taxation related prosecutions.
• The region had a quorum
3.3.4.3 Eastern Cape consistently, for the RC
meetings; in 2011 the Region
Regional Committee Members managed to convene all
scheduled RC meetings;
The regional conference was
held in two phases, the first • Service to members has
in December 2011 and the improved, to an extent that
second on 18 February 2012. we have not received serious
The following leaders were complaints at the national
elected; level save for few a queries;

o Wellington Jikeka • The region has a growth
Regional Chairperson potential especially in the
Construction Sector;
o Khaya Gwana
Deputy Regional Chairperson • Membership growth of 10%
was achieved year on year;
o Richard Khahlu
Regional Secretary • Current membership is
4, 971.
o Mziwakhe Bozo
Deputy Regional Secretary (ii) Lowlights

o Portia Solundwana • There has been a deficit of
Treasurer leadership cohesion;

o Cele Yanga • The leadership is not visible
Deputy Chairperson for in some COSATU activities to a
Education point where we have received
complaints from COSATU
o Mzuvukile Ntenteni Provincial leadership;
Deputy Secretary: Education
• The region is slow in
o Boqwana Meluma influencing political development
Deputy Chairperson: Health in the Eastern Cape Province
and Safety which is governed by an ANC
government.
o Mbongeni Matutsu
Deputy Secretary: Health and
Safety

071 Secretariat Report to the 14th National Congress 2012.

(iii) Challenges (i) Highlights

• The absence of job security • This is a region with an
mainly in the construction
sector and retrenchments exemplary, well-balanced
associated with the end
of a project are major leadership mixture of members
organisational concerns;
from the 1980s, 1990s and later
• The region needs to improve
service delivery coordination years. There are still a lot of
in East London, Port Elizabeth
and Umtata in order to ensure comrades who joined the
that service to members is not
compromised; union in 1982 - 1984 who are still

• Corruption is highly pri- active as ordinary members,
vatised in this province, to an
extent that service delivery is stewards and office bearers;
negatively affected. For an
example a nurse can establish • Current membership is
an alternative “hospital” using 2 7, 637;
legitimate hospital resources.
• The region is very active in
3.3.4.4 Free State most organisational activities;

Regional Committee Members • Its major strength lies in
leadership continuity.
The regional conference held
in 2011 was a very tense highly (ii) Lowlights
divided conference. That said,
the conference elected the • Leadership cohesion is
following leaders; regressing and there is lack of
unity pre and post conferences;
o Tyotyo James
Regional Chairperson • This is one of the regions
which registered appeals
o Motsamai Masukela Deputy and/or protests against the
Regional Chairperson election of shaft committees,
branch committees including
o David Sipunzi the regional conference;
Regional Secretary
• Membership declined by 2%.
o Patrick Hlabizulu
Deputy Regional Secretary (iii) Challenges

o Motseki Kholotsa • Retrenchments are a
Deputy Chairperson: Education huge concern as the existing
mines are old with very limited
o Mzikayise Shumpa Deputy expansion plans;
Secretary: Education
• Illegal miners are very
o Patrick Mira Deputy active in this region and are a
Chairperson: Health and Safety threat to job security;

o Simphiwe Ntshinga • Many workers have been
Deputy Secretary: Health and dismissed on allegations of
Safety supplying the illegal operators
with food and there are
allegations of prostitution
between workers and illegal
miners;

072 Secretariat Report to the 14th National Congress 2012.

• There have been claims • Between 2010 and 2011 the
that some branch leaders region came second on the
are ‘selling’ jobs and securing recruitment drive;
jobs for friends;
• The region is strategically
• Political challenges within positioned as it is the primary
the ANC are of great concern. energy generator and fossil
fuel supplier for the country;
3.3.4.5 Highveld
• There are young and
Regional Committee members vibrant leaders at all levels in
this region injecting energy
The 2011 regional conference into the organisation;
was not well organised. It was
reported that a number of • The State Mining Company
comrades who are not in good has an operation in this region.
standing were allowed to vote in
violation of the NUM constitution. (ii) Lowlights
There was also a small group
which was anti-national office. • Over confidence is
The conference ushered in the
following leadership; an issue in this region as

o Lucky Ndlangamandla there is a tendency to
Regional Chairperson
deliberately undermine
o Lucas Mohlala
Deputy Regional Chairperson the decisions of higher

o Barwe Matlala structures or to personalise
Regional Secretary
the implementation of NEC
o Stanley Lebelo
Regional Deputy Secretary decisions;

o Meisie Nkabinde • The region is very slow in
Treasurer dealing with issues brought to
its attention;
o James Senong
Regional Chairperson: • In the past three years,
Education there has been poor regional
leadership visibility in a
o Pitso Kobeli number of branches.
Regional Secretary:
Education (iii) Challenges

o Patrick Kgapola • Maximising of unity post
Regional Chairperson: the regional conference;
Health and Safety
• Inability to separate the
o Tryphina Skosana class enemy strategies with
Regional Secretary: Health NUM processes;
and Safety
• Environmental concerns of
(i) Highlights emissions, roads and water.

• Membership grew by 16% • Violent protests against
year on year; corruption in government
departments;

073 Secretariat Report to the 14th National Congress 2012.

• There have been a number (i) Highlights
of deaths associated with
political positions and material • Congratulations to this
greed. region which is the number
one region on recruitment for
3.3.4.6 Kimberley 2010 and 2011;

Regional Committee Members • Membership grew by 60%
and currently stands at 9, 556;
The regional conference was
highly contested and marked • The region has the capacity
with major divisions amongst to influence organisational
delegates. Everything was done policies and provide leadership
on the basis of two blocks when given its history in the union;
the conference was convened;
the regional chairperson was • There is good planning and
suspended by the RC. That execution of tasks;
suspension was subsequently
lifted by the NEC since it was • The region commands
declared ultra vires. Many NEC respect in the politics of
members who attended the Northern Cape and in the
conference had to intervene in tripartite alliance.
order to direct the conference to
focus on its business as stipulated (ii) Lowlights
in the constitution.
• Non-compliance with the
The conference elected the union’s constitution during the
following RC leaders; preparations for the regional
conference and in conducting
o Malombo Morwakgosi of branch conference;
Regional Chairperson
• Lack of team work at
o Lungelo Duba leadership level with comrades
Deputy Regional Chairperson pulling in different directions.
External forces suspected;
o Tshimane Montoedi
Regional Secretary • Lack of discipline; e.g. in
one branch the president was
o Cornelius Manhe almost hurt;
Deputy Regional Secretary
• Leaders condone lack of
o Galaletsang Tonyane discipline as long as it serves
Treasurer their interests;

o Owen Mabe • We receive many letters
Deputy Chairperson: of complaints from some
Education branches on various issues.

o George Bosiame (iii) Challenges
Regional Secretary:
Education • Retrenchments, mergers
and acquisitions;
o Arthur Tshaka
Regional Chairperson: • Small-scale operators who
Health and Safety do not follow labour laws and
collective bargaining processes;
o Ohaletse George
Regional Secretary: Health
and Safety

074 Secretariat Report to the 14th National Congress 2012.

• While the NUM • The North West COSATU
leadership of this region is provincial chairperson comes
highly respected, it does from this region;
not take full advantage
to influence the politics of • Organisational militancy is
Northern Cape. acknowledged;

3.3.4.7 Matlosana (iii) Lowlights

Regional Committee Members • Membership declined
by 5%;
The 2011 regional conference
took place without many • The recruitment drive is
hindrances;althoughleadership very poor;
contestation was very apparent.
The conference elected the • The regional leadership
following RC members; collective must display higher
levels of unity and eliminate
o Phindile Nqakala tribalism;
Regional Chairperson
• There are allegations of
o Thandikhaya Fentele selling of jobs by some branch
Deputy Chairperson leaders.

o Joseph Montisetsi (ii) Challenges
Regional Secretary
• Mergers and acquisitions
o Khayalethu Ngaleka which result in job losses and
Deputy Regional Secretary job insecurity;

o Naledi Tsipane • The unending Aurora saga;
Treasurer
• The increase of unem-
o Mojalefa Ohena ployment in the region due to
Regional Chairperson: declined mine activities;
Education
• Development of key eco-
o Mpho Ramorobi nomic activities beyond min-
RegionalSecretary: ing has become a necessity.
Education
3.3.4.8 KwaZulu-Natal (KZN)
o Sizwe Mphenya
Regional Chairperson: Regional Committee Members
Health and Safety
The regional conference went
o Julia Baabua very well without any signs of
Regional Secretary: Health leadership contestation. The
and afety conference elected the following
comrades;
(i) Highlights
o Sifiso Myeni
• Current membership 18, 309; Regional
Chairperson
• The older generation are still
very active in union structures; o Stuart Zondo
Deputy Regional
• Most branches are Chairperson
politically active in the ANC
and SACP structures;

075 Secretariat Report to the 14th National Congress 2012.

o Bongani Manyoni (iii) Challenges
Regional Secretary
• To have RC members being
o Innocent Cele visible in the ANC, SACP and
Deputy Regional Secretary COSATU structures;

o Sthembiso Mkwanazi • Keep pace on recruitment
Treasurer with the increased construction
activities in the province;
o Thami Nkosi
Regional Chairperson: • The region must have
Education ability to influence political
developments as an organised
o Octavia Ngema force.
RegionalSecretary:
Education 3.3.4.9 North East

o Kuthula Khanyeza Regional Committee Members
Regional Chairperson:
Health and Safety The regional conference was
smooth and contestation issues
o Sylvia Njapha were well managed. This was
Regional Secretary: Health the only conference which was
and Safety addressed by the provincial
chairperson of the ANC and
(i) Highlights premier of a Province. The RC
members elected are as follows;
• Current membership is 9, 263;
o Phillip Vilakazi
• Improved capacity to Regional Chairperson
render service;
o Israel Nkosi
• Did well in case handling Deputy Regional Chairperson
and reduced legal costs;
o William Mabapa
• There is huge growth po- Regional Secretary
tential, especially in construction;
o Michael Nkhwashu
• The region was very Deputy Regional Secretary
effective in countering our
competitor, AMCU. o Phillip Maluka
Treasurer
(ii) Lowlights
o Phillip Mank
• Membership declined Regional Chairperson:
Education
by 5%, the recruitment drive
o Justice Phukubje
merely balanced the existing Regional Secretary:
Education
membership ;
o Freddy Malepe
• The region dropped its Regional Chairperson:
high moral ground in COSATU Health and Safety
Provincial structure;
o Jan Shai
• The overall performance of Regional Secretary: Health
the RC declined in the period and Safety
under review.

076 Secretariat Report to the 14th National Congress 2012.

(i) Highlights 3.3.4.10 Pretoria,
Witwatersrand and
• Current membership is Vereeniging (PWV)
27, 444;
Regional Committee Members
• This is a strategic region
with various recently mined The RC was held with no signs
mineral deposits; of contestation tension. The
elected leadership was as
• The region is working follows;
hard to improve on the
recruitment drive; o Kanetso Matabane
Chairperson
• The region is very active
in COSATU. o Jeremiah Mashitwa
Deputy Chairperson
(ii) Lowlights
o Mpho Phakedi
o Lack of visibility of regional Regional Secretary
leadership in the branches;
o Izaak Kazi
o No proper strategy to counter Deputy Secretary
competition;
o Maria Mhlanga
o Negative attitude towards the Treasurer
national leadership;
o Juba Ncube
o Not very strategic on Regional Chairperson:
collective bargaining and Education
managing disputes;
o Ndlela Radebe
o Membership declined by 5%. Regional Secretary: Education

(iii) Challenges o Sam Landule
Regional Chairperson: Health
o The presence of competition in and Safety
the region is of great concern.
At some stage the small o Margaret Maome
competing union held the Regional Secretary: Health
majority of members while the and Safety
NUM became a minority union;
The region also released our
o The local employment only long serving NEC member,
(bana ba mmu) Comrade Phillip Joko. We wish
him all the best as he joins the
• The role of the ANC in ranks of senior citizens.
supporting AMCU is a grey area.
We have seen ANC branch (i) Highlights
leaders who are campaigning
for this rival union and they • The membership went up by
belong to this union; 10% and current membership
stands at 55, 271;
• The question to be asked is
if the ANC would ever tolerate • Located in the hub of
NUM supporting an opposition economic activities in South
party? The answer is no; Africa, this is another strategically
positioned region. All the
• Illegal strikes. new projects are pioneered

077 Secretariat Report to the 14th National Congress 2012.

in Gauteng for example 3.3.4.11 Rustenburg
Gautrain, Reavaya and Blue
Train; Regional Committee Members

• There are many The regional office bearers
construction activities in this went to the 2011 regional
region, which has resulted conference highly divided.
in us doubling our current Tensions were high and as a
construction membership result the quality of debate was
in the region; very poor and not objective.
The following leadership was
• Post the regional elected;
conference, we have seen
renewed energy from the o Richard Mahoa
leadership and a more hands- Regional Chairperson
on approach.
o Elliot Moloi
(ii) Lowlights Deputy Regional Chairperson

• Some branches tend to o Sydwell Dokolwana
create no-go zones for some Regional Secretary
leaders;
o Miki Mokgethi
• The region must improve Deputy Regional Secretary
its capabilities of uniting
members and leadership at o Petrus Manenzhe
all levels including national Treasurer
leadership;
o Boingotlo Nthebe
• There have been instances Regional Chairperson:
over the past six years when Education
the region has done wrong
things with confidence, o Geoffrey Moatshe
showing no remorse. This is Regional Secretary: Education
dying down now and we hope
it will be totally eliminated. o William Mataboge
Regional Chairperson: Health
(iii) Challenges and Safety

• Quality of service to the o Rainy Tisane
many construction sites remains Regional Secretary: Health
a challenge; and Safety

• We need to improve our (i) Highlights
participation in the SACP and
ANC structures; • The membership growth was
only 4%;
• Levels of discipline need to
be improved in some branches • Current membership is
within the region; 94, 699;

• Illegal strikes remain a big • This is a very strong platinum
concern. region in terms of membership
and potential membership;

• The region is very active
in COSATU activities. In fact
the NUM in North West is a

078 Secretariat Report to the 14th National Congress 2012.

majority and by virtue of its Lonmin, a drop from 66%.
size, it can determine the
union’s agenda; • In 2012, 17, 000 Impala
workers were dismissed
• Most of the regional office after participating in an
bearers are full-time and unprotected strike. The strike
active in union activities; which was led by rock drill
operators got out of hand
• The number of staff in and was then hijacked by
the region has increased AMCU. There were very severe
dramatically since the last incidents of intimidation which
national congress; resulted in three deaths;

• The region continues to • Drill operators attacked the
drive hard on recruitment. NUM and it became a free for
all. They mobilised members
(ii) Lowlights against their leadership
seeking the intervention of the
• The regional membership is general secretary of COSATU,
easily influenced; ANCYL president and the
premier of North West but not
• There are low loyalty levels that of the NUM leadership;
amongst members;
• The initial response of the
• Although we have high branches to the crises was not
membership, some members very helpful. We could have
have no class consciousness and done better to stop the action
organisational understanding; before it reached the seventh
week;
• Some members become
loyal to individuals rather than • There are serious lessons to
the NUM; be learnt from this experience.
Branch leaders must report
• Contestation for leadership regularly and honestly to
position can sometimes turn members at least every month
violent; as dictated by the constitution.
The region must monitor
• Members opt to use branches and where branches
violence rather than dialogue; fail to report to members, the
region must intervene.
• In 2010, 8,000 members
were dismissed at Lonmin (iii) Challenges
(Karee) for participating in
an illegal strike demanding • Unending leadership
the reinstatement of their tensions;
branch chairperson who was
dismissed by the union for • The presence of AMCU,
refusing to subject himself NUMSA, UASA and other small
to a democratic process unions in our branches;
of electing leadership. The
NUM has not fully recovered • Resort to violence without
that membership. At the any provocation, including
point of writing this report against the leadership;
our membership was 49% in

079 Secretariat Report to the 14th National Congress 2012.

• The inability of NUM (i) Highlights
members to defend the union;
• This region came third in
• Competing unions want the recruitment campaign
to remove the NUM from the with 15% growth;
platinum mining regions of
Rustenburg and the North East. • Current membership is 10, 122;
We suspect some employers
are bankrolling these unions • There is an improvement
in establishing effective
• Inability to defuse pre- organisational structures at
conference tensions even branch level;
after the conference;
• Financial management is
• Internal divisions and the good;
fight for the control of NUM;
• Leadership cohesion has
• Unpredictable membership; improved.

• High leadership turnover. (ii) Lowlights

3.3.4.12 Western Cape • Inability of the region to
get members to participate
Regional Committee Members effectively in ANC, SACP and
COSATU activities;
The regional conference went
very well and the following • Collective bargaining has
leaders emerged; not yet delivered on equalisation
of wages in similar jobs;
o April Maarman
Regional Chairperson • The region has not been
visible on some key campaigns.
o Edward Phibantu
Deputy Chairperson (iii) Challenges

o Happiness Holiday • This is the only region of the
Regional Secretary NUM under a DA government.
The question is; what role did
o Thobeka Sajini the NUM play in unseating the
Deputy Regional Secretary ANC from political office in this
province?
o Xoliwe Bokolo
Treasurer • Providing quality service in
George;
o Rose Majela Deputy
Chairperson: Education • Getting construction com-
panies to agree to second elect-
o Khangela Baloyi ed leaders to the NUM.
Regional Secretary: Education
3.3.4.13 Summary
o Justice Xesha
Regional Chairperson: Health Regions are urged not to be
and Safety active players in non-standard
behaviour outlined below.
o Johnny Mollegan
Regional Secretary: Health
and Safety

080 Secretariat Report to the 14th National Congress 2012.

Spontaneous abortion of democracy
Negative leadership
contestation

Interest on leadership Factionalism
by external forces
(service providers
and management)

Prevarication Tribalism
Spontaneous abortion of democracy

3.4 Key Member Services and Support guidelines on other conditions
of service for the 2011 - 2013
3.4.1 Collective bargaining wage demands. However, we
are registering our concerns that
We held one National Bargaining not all regions distributed the
Conference during the period Bargaining Conference report
under review in March 2011. These to all branches. We have to be
types of conferences are the realistic in our approach on
precursors for wage negotiations collective bargaining. If we raise
and produce guidelines for NUM high expectations of 150% salary
chief negotiators at all levels increases and settle at 10% we
and assist to mobilise workers are dropping the morale of our
for their workplace struggles. We members.
have set a guideline of 15% for
salary increases and minimum Thesetendenciesareunnecessarily
and dangerously raising the

081 Secretariat Report to the 14th National Congress 2012.

expectations of members and will henceforth review the role
result in high expectations during of steward councils against
industrial actions which in turn constitutional structures.
makes very difficult to demobilise
workers from a strike. 3.4.1.1 Information Management

The NUM continues to represent The union continues to struggle
and negotiate for broader levels to manage the volume of
of membership in the sectors. In information generated by
2010 we received 38 signed wage collective bargaining and as a
agreements and this almost result agreements are often not
doubled to 60 in 2011. This could readily accessible. Our union is
mean we managed to increase amongst those that engage in a
our representativity in the three lot of decentralised bargaining
sectors or that our regions involving a large number of
simply increased the number of different bargaining units.
agreements sent to Head Office.
The more agreements we have
We note that Eskom has become to manage the more difficult
so arrogant, that it unilaterally the task. But even in the case
implemented the 2011- 2012 of centralised bargaining, any
wage increase thus setting a number of issues will be decided
dangerous trend which could at plant level rather than at the
be copied by the private sector. bargaining council and that is
It is highly disturbing that a State another layer of information to be
Owned Enterprise that should tracked.
be setting a trend of respecting
bargaining processes should be In some of our bargaining
so determined to undermine the councils, none of the chambers
principles of negotiations and consolidate their agreements
stakeholder relationships. Eskom’s and even if it does happen, the
attitude has also exposed our union lacks capacity to engage.
vulnerability in terms of unity and This means that it becomes
cohesion. Instead of focusing our increasingly difficult over time to
energy against the employer, know what the full agreement
we found ourselves fighting looks like. The fact that some of us
each other allowing Eskom are technologically challenged
stewards to divide us, incorrectly and not attempting to be pro-
accusing the leadership of not active, doesn’t help matters.
being on their side. Such were
the levels of tension that an (i) Hindrances towards high
Eskom National Stewards Council quality Collective Bargaining
meant to deliberate on crucial outcomes
organisational issues had to be
called off because NOBs were • Organisational continuity – We
not in attendance. This cost us face turnover of key personnel
and yet there was no output. This across the organisation and
is a call on all of us to continue this includes some astute
assessing the purpose and role negotiators. Where information
of stewards’ councils. The NEC

082 Secretariat Report to the 14th National Congress 2012.

is highly fragmented there enterprises is largely ‘invisible
is increased danger of major to the union’.
breaks in continuity. Another
example would be the tough The continuing trend towards
task faced by new organisers longer term agreements raises
and/or shop stewards. They the stakes for us, especially where
start not knowing the existing unions underperform. It means
conditions of employment at workers have to live with the result
a particular company, which for a longer period.
leaves them in a very weak
position in terms of collective 3.4.1.2 The Content of Collective
bargaining. Bargaining

• Enabling reflection, research Looking at hundreds of agreements
and strategic development leaves one with an overwhelming
– Issues which arise during the impression that the basic Conditions
bargaining season are generally of Employment Act (BCEA) is
not followed through and operating more as a benchmark
there is little room for reflection than a floor. Generally, what we
on the process, making it are seeing are minor variations of
difficult to learn from the past the terms of the BCEA in collective
and further develop our strategy. agreements, although there are
ofcourse exceptions.
• What is happening at plant
/ mine level and at smaller

Figure: Median Settlement, 2011 All Bargaining Levels & Industries

Centralised bargaining lends itself some conditions of employment
to more complex arrangements in centralised agreements, with
than does decentralised bargaining. detailed clauses, which anticipate
This refers to instruments like some of the questions that
provident, medical and leave implementing the agreement will
benefits. There is also evidence throw up. Within decentralised
of a more nuanced approach to bargaining there is a trend to

083 Secretariat Report to the 14th National Congress 2012.

better agreements (more nuanced are certain outcomes that can
and better benefits) with larger, only be achieved at company
national companies. level. For instance, we are unlikely
to be able to take full advantage
There are limits on the centralised of extra-ordinary company
bargaining and certain outcomes performance through centralised
are still negotiated at company bargaining structures. This is
level. It has been noted that central not a criticism of centralised
agreements prohibit plant-level bargaining, but rather a benefit
bargaining over issues covered in of decentralised bargaining.
the council agreement, but there

The above graph indicates the The short-comings in short are:
big contrasts between collective
bargaining arrangements in the • There seems to be lack of
Construction Industry, that is, the a coherent strategy on how to
civil engineering sector covered engage employers especially
by the Sectoral Determination at building bargaining councils
and the building industry to enforce agreements effectively;
covered by Bargaining Councils.
While the civil engineering • The NUM presence at
sector has a single bargaining regional bargaining councils
forum, collective bargaining is very poor and as a result
in the building sector is highly its positions are not properly
fragmented. The wage rates articulated or defended; and
also differ between the two
sectors even though many of • Opposition to bargaining
the work tasks are the same. councils and other labour
market regulations is often
coloured by a great deal of
ignorance by union members
and officials.

084 Secretariat Report to the 14th National Congress 2012.

3.4.1.3 Wage Monitoring in Mining and of other industries. The lowest
Quarrying minimums are to be found in the
catering services, quarry and
Minimums in the various stone, and other mining services
subsectors of the mining industry sub-sectors.
compare favourably with those

Minimum Wage in Mining & Quarrying, 2010 - 2011 includes Sub-sectors

The sample of jobs in the Catering The category of other mining
Services on mines in 2011 is based services is not well defined in
on one wage and it pays the most the sample, but often describes
poorly. Even so, a stronger sample contracted mining services.
of 2009 wages for the same
sector suggests that the median 3.4.1.3.1 How much does a
minimum wage might be a NUM member earn?
fraction of over R2 300 per month
by 2011, which would still make it When comparing minimums
the poorest paying sub-sector in to actual wages of NUM
the industry. members, we find that the
median minimum is R3, 400
The estimate of the minimum per month, while median
wage in 2011 for Quarrying and actual wage is about R4, 000
Stone is also weak. In fact it may per month. This is a premium
be that the estimate should be of only 17.5% above minimum
significantly lower at around R2, wage rates. This suggests
250 per month, which positions that more than half of NUM
the sector even more securely at members are earning quite
the bottom of the range. close to minimum wage levels.

085 Secretariat Report to the 14th National Congress 2012.

Table : Monthly wages: Minimums versus Actuals in 2010

Median 2010 Average 2010
R3 386
Minimum wage R3 400 R6 513
52%
Actual wage minimum as a proportion of Actuals R3 995

85%

Source: Actual Wage Rates Database: Labour Research Service

Average actual wages however This in turn suggests that those
are a little over R6, 500 per month, members earning more than
while the average minimum the median earn enough to put
is R3, 386. The average actual the average significantly higher
wage is therefore 92% greater (to R6, 513 per month).
than the average minimum.

Figure: NUM Members’ Pay Status, 2010. Differentials Between Minimum and Actuals.
Actual Wage 92% More than Minimums

The figure below shows the members earn R5, 000 or less.
distribution of members’ The outliers in this distribution
actual wages. About a third (the very low and very high
of members earn a wage wages) are likely to be incorrect
of between R3, 000 and R4, entries in the membership data.
000 per month. Two thirds of


086 Secretariat Report to the 14th National Congress 2012.

Distribution of Actaul wages, 2010. All NUM Members

The graphic below indicates of the union’s minimum wage
the cumulative distribution of agreements are set at a rate
minimums and actual wage of R4 000 or less. A similar
rates. We are interested in the proportion on the members’
distance between the two lines. actual wage rates are R6 000
So for example, three quarters per month or less.

Graphic: Distribution of Minimum and Actual Wages. Earning Categories

087 Secretariat Report to the 14th National Congress 2012.

We have, over the years, are entry level minimums which
explored differences in wage do not refer to any occupation
outcomes between centralised in particular and set an amount
and decentralised bargaining, which no one in the ‘bargaining
but it has been difficult to unit’ should earn. Occupational
pronounce conclusively on minimums also function as
the matter. Generally speaking entry level wages but they
there is not much difference make reference to a particular
in wage levels and settlement occupation. We found little
levels for the two levels of difference between the two
bargaining. categories which suggest that
a range of occupations such
During the period under review as cleaners, general workers,
we attempted to distinguish labourers and security guards
between general minimums are effectively minimum wage
and occupational minimums. designations.
What we call general minimums

Median Minimum Wage within NUM, 2007 - 2011. All Industries and Subsectors.
Progress by R1,686 or 64.23%

There remains significant unions that want to develop
un-evenness in wage levels more integrated strategies
between industries or sectors to collective bargaining by
and between companies in setting core demands that
the same industry. As one apply across sectors or aim
worker put it, “Our demands to harmonise wages and
are the same but the outcomes conditions of employment
are not.” The extent of these across different sectors and
variations and the reasons for ‘bargaining units.’
them have implications for

088 Secretariat Report to the 14th National Congress 2012.

Average Minimum Wage Rates in NUM, 2007-2011. All Industries and Subsectors
Growth of R1,665 or 64.52%

While these are true because settlement levels in collective
of the nature of the economic bargaining tend to lag behind
system we operate in and the sudden increases in inflation,
capacity and capability of but that once an inflationary
resources that we discharge expectation has established
to various bargaining forums, itself settlement levels tend to
we need to take stock of ride ahead of inflation indices
developments within the union in subsequent years. It is true
so that when we analyse our that inflation has moved more
“living wage” minimums. That erratically since the last time it
will help us to become more spiked (2001/2002), but even
informed in our strategy and so, wage settlements in the
tactics. course of 2008 to 2009 did well
to anticipate the continuing rise
In this way the strategy sets a in inflation during this period.
framework for negotiations by However, during 2010 to 2011,
anticipating a certain amount as much as the average wage
of variations in settlements. increase was higher compared
to all the years, real wage
3.4.1.4 Nominal Wage and benefits accruing to workers
Inflation did not grow as higher as they
could have.
Settlement levels during the
period under review suggest The figure below indicates that
that the union has been sensitive 2012 is a year where workers
to an inflationary environment are heading for erosion of their
and in fact one would say buying power and calls for
that the response is a speedy drastic measures to arrest the
one. It has been indicated in declining trend. The situation in
past reviews and outlooks that Construction is calamitous as
calculations would show that

089 Secretariat Report to the 14th National Congress 2012.

the buying power is stagnant. need to relook the efficiency
This is the result of consistently of our tactics and also the
settling at percentages that capacities of negotiators with
are far below the rate of annual a view to strengthening where
inflation and therefore workers there are glaring challenges.
are at the receiving end. We

Figure 2: Labourers Average Monthly Wages, 2008-2012. Real Increase Feeling Effects
of CPI. Time to Review Bargaining Tactics(?)

Our negotiators have always Across-the-board increases
been encouraged to match are becoming more and
wage increases to the inflation more routine (and boring),
rate for the particular month rather than the staggered
of the year which is the wage adjustments which were
implementation date of the relatively common in years
wage increase, rather than gone by. It is evident that there
use the average for the year. is now less emphasis on closing
This allows a more accurate the apartheid-style wage
assessment of real wage gains gap and as a result, there is
and losses. less emphasis placed on this
strategy. The implication is
We have to insist that the that the gap has been closed
question of the implementation and if this is true, it is likely only
month of the agreement should to be true within the scope
always be recalled. of the ‘bargaining unit’ and
leaves wage gaps across the
It is tempting to attribute the broader enterprise unaffected.
trend to the onset of the global This would also not likely have
recession. A falling rate of transformed the level at which
inflation in South Africa over low-end wages are pitched.
the same period also helps
explain lower settlement levels.

090 Secretariat Report to the 14th National Congress 2012.

It is all very well to criticise the sexual harassment and the
leadership for allowing some difficulty in combining work
wage drift within the ‘bargaining and family responsibilities.
unit, but what of the far greater Male organisers tend to
wage gap across the broader have limited understanding
company? If we insist that the of women’s issues and this
union police the wage gap makes the problems worse.
across the generally lower When demands are taken
occupational bands that make up for women workers - such
up the ‘bargaining unit’, then we as maternity rights – these
must also consider the far more matters are often the first to be
considerable gap between compromised.
those within the ‘bargaining unit’
and those that lie outside of this, Maternity rights are also often
generally higher occupational thought to be the only issues
bands and management. The affecting women. The NUM
implication is that the union has made tangible progress
should introduce the level of in collective bargaining
awards made to those who campaigns though, particularly
lie outside of the ‘bargaining where women have to be
unit’, such as managers and removed from areas that would
directors, as an additional affect the baby including
benchmark in negotiations. facilities to breast-feed. We still
need to focus on parental rights
There is also a general trend for issues.
a number of allowances such
as shift allowances to be rarely The union needs to accept
adjusted. If allowances are that the collective bargaining
set as a percentage of wages arena remains the turf of males
then they will retain their value at all bargaining forums and
in relation to wages. If however across the three industries. So
a particular benefit is set as a far, only one female elected
money amount then the real leader leads negotiating teams
value of this amount will decline of some small gold mines that
over time. are outside of the Chamber of
Mines bargaining forum. Other
3.4.1.5 Collective Bargaining bargaining levels are led by
and the Oppression non-elected women officials in
of Women various regions.

Collective bargaining is at the Even when women get waged
heart of all trade union activity. work, their jobs are similar to
The needs and concerns of those that they do at home.
all union members – including They are also not highly valued
women – must therefore be and can be extremely poorly
taken forward. Despite this, paid. Capitalists argue that
collective bargaining demands they pay a woman less than a
often ignore the problems that man because he is the head
women workers face, such of the household and the
as lower pay, segmentation, breadwinner. At the same time,

091 Secretariat Report to the 14th National Congress 2012.

they take advantage of cheap from patriarchy precisely
and vulnerable female labour because the divisions make
to undercut the wages that them stronger and they are
men receive. able to make bigger profits.
Whilst we continue to fight for
By segmenting the workforce, the elimination of capitalism,
the divisions created among we should not fall into the trap
workers could make collective of thinking that by ending
action more difficult and capitalism we will automatically
weaken the bargaining power end women’s oppression.
of the union. Capitalists benefit

Wages by Gender. Different Pay for “different” Workers

We have observed that half of cannot be consolidated unless
the women members earn less we consciously struggle against
than R4, 000 per month, while the oppression of women at all
the median wage for men is levels of society.
around R10, 500 per month.
Men earn R5, 900 on average, 3.4.1.6 A Living Wage
while women earn R4, 000 per
month on average. Earnings for Our estimates of the wage
men are therefore 50% higher floor in the formal economy
on average than for women. indicate that the struggle to
secure a living wage is not over,
The union nonetheless has but finding an appropriate
demonstrated that women’s benchmark in this regard is
oppression in our workplaces increasingly difficult. It would
cannot be postponed as if it appear that the remaining
were a “side-issue.” The struggle few living level surveys have
against workplace domination been discontinued in recent

092 Secretariat Report to the 14th National Congress 2012.

years as the institutions that methodological concerns. It is
administered them struggled to for this reason that we resist the
finance them. temptation to sit on the margins
of the struggle to provide an
The last living level survey estimate of what a current living
that we have dates back level might be.
to 2004 and is fraught with

Minimum Living Levels Compared, 2009 - 2011. UNISA’s Bureau for Market Research
Data Discontinued. Fraught with Past Mentality

Notwithstanding the lack of Analysis shows that there is a
a clear direction from the rocky road for all the industries
authorities, the union at its 2009 and subsectors excluding
Central Committee meeting energy, gas and the water
resolved that workers should Industry, to a certain extent.
commence at R4, 500 and R5, Some sub-sectors such as
000 per month respectively. water, are laggards and this is a
Using rough calculations to cause for concern in relation to
adjust the UNISA’s Bureau of our ability to benchmark wages
Market Research (BMR), the and conditions of employment.
union was spot-on and put
an extra thousand rand as an We hope that while NEDLAC
improvement factor to address debates are in progress to
the effects of past inflation. develop a poverty datum line
This living wage as annually as one of a series of instruments
adjusted should be one of to better measure poverty in the
the benchmarks by which we future, we believe that a poverty
analyse minimum wage rates measure should be multi-
at all the three industries and dimensional and draw on key
sub-sectors. elements of the South African

093 Secretariat Report to the 14th National Congress 2012.

constitution in determining benchmark limits the scope for
indicators for the measurement workers to increase their share
of who is and who is not living in of the value that they create in
poverty. the production of goods and
services.
3.4.1.7 Inflation
We get tempted to ask the
Wage settlements in South following questions:
Africa have been declining
– albeit at a steady pace – • Are there any bargaining
between 2008 and 2010 and models being used which
this can only be attributed to link remuneration to value
the steady decline in consumer added and to the profit
price inflation as well as the margins of the company in
economic recession. Our question?
members are now complaining
that low inflation is hampering • What shapes are these models
our efforts to win better wage taking?
increases and the union is
settling wage increases in the • Is there any productivity
low single digits. This comes
after after workers became bargaining taking place in
accustomed to double digit
wageincreaseswhenconsumer South Africa or elsewhere
inflation was on the run. Both
scenarios are evidence of the in the globe? What are
fact that inflation has become
a dominant benchmark in the advantages and
wage bargaining and is now
not assisting us. dangers of existing models

When inflation was particularly for worker interests?
high there were voices calling
for an alternative to inflation A wage bargaining strategy
bargaining and although calls that relies almost exclusively
for alternatives have become on inflation is quite simply
somewhat muted in the current incomplete. For the moment
low inflation environment, the we need to move away from
reasons underlying such calls the current scenario whereby
remain relevant. Using inflation employers come to the table
as the only benchmark for wage with a sub-inflation proposal (a
bargaining is problematic. decrease in the real value of
Apart from being unable to wages), which gives them room
meet member expectations for to move somewhere close
wage increases in times of low to or just above inflation. In
inflation, and even if members principle, a mutually accepted
appear more satisfied with measure of inflation should be
higher wage settlements in a benchmark of where wage
times of high inflation, the bargaining starts.
exclusive use of inflation as a
3.4.1.7.1 Effect of Inflation
on Wages

Settlement levels mean very
little in isolation from inflation
rates. After all, an increase of
20% will mean little to workers if
prices have increased by 30%
over the same period. They will

094 Secretariat Report to the 14th National Congress 2012.

feel poorer and rightly so. 2011. In other words, after
The estimate of the median factoring inflation, workers have
real wage increase in mining gained only 5.5% on their 2007
agreements is 5.5% for the wage levels. They have only
period of June 2007 to June 5.5% more buying power than
they did back in 2007.
Median Wage Increases in South Africa

The top 10% in terms of real fourth quarter of this year (it was
wages are dominated by previously expected to breach
Harmony and remained static the upper level of the inflation
with wage gains of only a third target band in the first quarter
of a percentage (0.33%). Jobs of 2012). However, inflation is
at certain Gold Fields and forecast to peak at 6.3% in the
Anglo sites were a close 2nd first quarter of 2012 (previously
with real wage gains of only expected to peak at the same
0.4% between 2007 and 2011. level in the second quarter) and
to decline gradually to average
The outlook for inflation has 5.2% in the fourth quarter of
also deteriorated since the 2013. Risks to these forecasts
previous MPR. The Reserve Bank are skewed to the upside and
expects inflation to continue to will depend on the movement
increase, breaching the upper of international oil prices and
end of the target band in the the exchange rate of the rand.

095 Secretariat Report to the 14th National Congress 2012.

Figure 5: Inflation Targetting Policy of Government. Annual Rate for 2012 Expected
Above Top Range. January Already 6.3%

The projections, however, took second quarter survey) and
into account a 17.3% annual to rise to 5.9% in 2013 (up from
increase in electricity prices in 5.8%). This does not take into
2012 and 2013. The MPR also account the low wage levels
highlighted that rising food that working people have to
prices, administered prices and endure all their working lives.
high wage settlements remain a
concern for the inflation outlook The MPR stressed that
and that demand conditions uncertainty regarding future
remain weak and are not at this developments in cost push
stage envisaged to contribute pressures and the exchange
to higher inflation. The BER rate pose an upside risk to the
inflation expectations survey inflation outlook, which more
for the third quarter of 2011 also than offset the downside risks
showed some deterioration from possible contagion effects
in the inflation outlook. CPI from the European crisis and
is expected to average 5.5% associated slow growth. Our
in 2011 (up from 5.3% in the view is that the rise in inflation.

096 Secretariat Report to the 14th National Congress 2012.

Figure : BER Inflation Outlook

However, the Bank will watch for and quarrying, construction
signs that it is feeding through and energy their wages and
into higher wage demands working conditions, how they
and into more generalised are treated at work and have
inflationary pressures. In the a look at what they spend their
short term the Bank will continue money on, we end up with the
to focus on how Europe’s working poor.
debt crisis unfolds and what
implications this may have South Africa is one of the world’s
for both inflation and growth. most unequal societies. The
The bank is likely to maintain poorest 20% of the population
its cautious wait-and-see earns about 2.3% of national
approach until the global and income, while the richest 20%
local economic environment earns about 70% of the income.
becomes clearer. Wage inequality is shockingly
high with an apartheid-like
3.4.1.8 Working for Poverty wage gap even if apartheid has
been dead for almost 20 years.
COSATU has rejected the myth In the third quarter of 2008, half
that ‘if you work, you are not of all employed people earned
poor’. When we look at the less than R2 500 a month, and
conditions of workers in both the over a third earned under
private and public sectors and R1 000 a month.
analyse, specifically mining

097 Secretariat Report to the 14th National Congress 2012.

Table 1: Mining and Transport recorded the highest median wage in 2011.
Agriculture had the lowest and followed by community service.

While creating jobs for more far from a South Africa where
individuals are allowed to work
people is an absolute priority, for their dignity, freedom and
equality.
changing the quality of
3.4.1.9 Salary Disparities
employment is as important
The table below illustrates the
in the fight for social justice Lowest aid Elementary Workers
by Company
and against inequality. The

continuous subjugation,

illegality and the inhumanity

people still go through at the

workplace show that we are

Bargaining Unit Sector Rand Monthly
Wage 2011
Sedibeng Diamond Mine (JV) Mining & Quarry 2 908
South Gold Exploration Mining & Quarry 2 901
Infraset Kuils River Operations Construction: Building 2 865
Blitz Concrete RSA Construction: Building 2 592
Soillab Pretoria Operations Construction: Business Services 2 579
Delfsand Pty Ltd Mining & Quarrying 2 566
Gauteng Building Voluntary Bargaining Constructions 2 546
Forum
Building Industry BC - Cape of Good Hope Constructions 2 496
C.E.L Paving Construction: Building 2 400

098 Secretariat Report to the 14th National Congress 2012.

Bargaining Unit Sector Rand Monthly
Wage 2011
Building Industry BC - South & Eastern Constructions 2 360
Cape
Prominence Mining Services cc Mining & Quarry 2 329
Eagle Roof Tiles Construction: Building 2 299
Bedrock Mining Supply Mining & Quarry 2 247
Vantell Pty Ltd Construction: Building 2 108
Slabcon Wages & Willows Labour Labour Brokerage 2 000
K.F.M Construction: Building 1 949
Columbia DBL Blackheath Construction: Building 1 754
Building Industry BC – Kimberley- Constructions: Building 1 450
Gordonia
Rand Monthly
Highest Paid Elementary Workers ( Labourers) in 2011 Wage 2011
8 544
Bargaining Unit Sector 7 525
7 209
Eskom Gas & Electricity 6 050
Impala Platinum Refineries Processing 5 940
Trans Hex Operations Mining & Quarry 5 639
De Beers Consolidated Mines Mining 5 628
Impala Platinum Underground Mining & Quarry 5 556
Everite Building Products Wholesale & Retail Trade 5 500
Crown Gold Recoveries Mining & Quarry 5 166
Black Mountain Mining Mining & Quarry
Anglo Platinum Underground Mining & Quarry 5 083
Martin & Robson A Division Of Sturrock & Mining & Quarry 5 000
Robson Group 4 904
Delmas Coal Underground Mining & Quarry 4 771
Royal Bafokeng Platinum Underground Mining & Quarry 4 733
Richards Bay Iron & Titanium Tisand Mining & Quarry 4 729
Lonmin Platinum (W Platinum & E Platinum) Mining & Quarry 4 728
Northam Platinum Mine Mining & Quarry 4 727
Anglo Coal Underground 4 692
Eyesizwe Coal Mining & Quarry
Delmas Coal Mining & Quarry
Infraset - Rossway Factory Manufacturing

099 Secretariat Report to the 14th National Congress 2012.

Highest Paid Elementary Workers ( Labourers) in 2011 (CONT.)

Bargaining Unit Sector Rand Monthly
Wage 2011
Lonmin Platinum (W Platinum & E Platinum) Mining & Quarry 4 675
Alexkor Limited Mining & Quarry 4 658
Exxaro Coal Pty Ltd & Glen Douglas Mining & Quarry 4 585
Dolomite Pty Ltd
Exxaro Reductants Pty Ltd Mining & Quarry 4 564

3.4.1.9.1 a) Company 2009, executive director salaries
Indicators : rose by 11.6 percentage points
Executive Pay on average, those of chief
executive officers (CEOs)
There is a huge gap between increased by on average 14
the salaries of top executives, percentage points and non-
directors and chief executive executive directors saw their
officers (CEOs), and the wages pay rise by 15 percentage
of ordinary workers. In some points. The average low-wage
cases, it can take a worker 330 worker in the South African
years to earn what a CEO earns economy saw an award of 10.1
in one year. Tracking down percentage points in 2008.
these trends as far back as

Company Indicators, 2008. Working Life of a Labourer

100 Secretariat Report to the 14th National Congress 2012.