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Volume 10 Issue 4 | August 2020
In this issue:
Growing Environmental Stewardship
H&S Guide | Accommodation Guide
Conflict in the workplace | 
Minimum Wage
SAQ Dates | Worker Committees
Night Work Transport

 
In die uitgawe:
Boustene vir 'n Omgewingsbewuste SA
G&V Gids Behuisingsgids
Konflik in die Werkplek | 
Minimumloon
SAQ Datums | Werker komitees
Nagwerk Vervoer 
Foreword
Living in a world where the new normal is not normal, but everyone is pushing and trying so hard to be normal, is very confusing. How do you find a balance in a society where everyone pulls in different directions and right and wrong is getting greyer every day? Over the last 5 months, it felt like I have more unanswered questions than in my entire life before March 2020. With the recent move to lockdown level 2, some normality has returned… but it is not quite normal yet and the bottom line is to be careful what you wish for because the onus to mitigate risk has now surely moved on to us.

Over the last 5 months, since the level 5 lockdown started in South Africa, SIZA started to embrace technology by developing and changing certain operational functionalities to assist our stakeholders to manage their risk and get to compliance while continuing to do business.

Through online awareness-raising initiatives, webinar capacity building programmes, routine on-site visits, Accommodation and Health & Safety e-books, and an onsite/offsite third-party audit system, SIZA aimed to encourage the implementation of best-practices that exceed minimum legal requirements and address the broader impacts that we have on the environment.

With the objectives of eliminating duplication, driving a cost- and time effective approach, providing better transparency to stakeholders on a global scale, and trying to support the agricultural industry during a very difficult time, the SIZA team decided that “where there's a will there's a way” and that we cannot sit back and wait for the pandemic to pass, but that we have to play our part to ensure that our natural environment is protected, and food security is sustained for generations to come.

 
Retha Louw
Growing Environmental Stewardship for South Africa
SIZA lê Boustene vir ‘n Omgewingsbewuste Suid-Afrika
The water we drink, the food we eat, the air we breathe, the ground we walk on, the mountains we climb and the sea we swim in – these things (among many others), form part of the environment that we as humans and millions of other species on earth live in. And since our species is at the top of the food chain, we have an immense impact on the environment and the greatest responsibility to make sure that is sustained for all living things on this planet. Each and every individual, corporation, business sector and government has a choice to make and a role to play in preserving the environment, but positive change can only be achieved and sustained when everyone works together. It can also be argued that enterprises with an environmental sustainability vision will not only contribute to the conservation of the resources we as humans depend on, but it will also contribute to the economic pillar of sustainability and result in saving costs.

Read more on the SIZA Environmental standard here.
Die water wat ons drink, die kos wat ons eet, die lug wat ons inasem, die grond waarop ons woon en leef, die berge wat ons klim en die see waarin ons swem — hierdie dinge (onder andere) vorm deel van die omgewing waarin ons as mense en miljoene ander spesies op aarde leef. Aangesien ons spesie aan die bopunt van die voedselketting is, het ons 'n geweldige impak op die omgewing en ‘n groot  verantwoordelikheid om seker te maak dat dit vir alle lewende dinge op hierdie planeet behou word. Elke individu, organisasie, sakesektor en regering het 'n keuse om te maak en 'n rol om te speel om die omgewing te bewaar, maar positiewe verandering kan slegs bewerkstellig en volhoubaar wees as almal saamwerk. Daar kan ook aangevoer word dat ondernemings met 'n omgewings-volhoubaarheidsvisie nie net sal bydra tot die bewaring van natuurlike hulpbronne nie, maar dat dit ook sal bydra tot die ekonomiese pilaar van volhoubaarheid, koste besparings sal meebring en tot ekonomiese welvaart sal lei.

Lees meer oor die die SIZA Omgewingstandaard hier.
SIZA Health & Safety Guide
SIZA Gesondheid & Veiligheidsgids
SIZA decided to compile a guideline for members on Health & Safety (H&S) practices and requirements due to the fact that H&S is one of the top 10 areas where non-conformances are raised during social audits. The aim of this Guide for Health & Safety Management is to assist growers with the implementation of H&S practices and requirements. This guideline is in line with the SIZA Standard requirements and must be seen as a supporting document to achieve compliance and to drive continuous improvement. For your convenience we also included a section on the COVID-19 regulations (page 97).

This guideline underwent several review-processes whereby various experts, industry leaders and producers from various areas and commodities provided insight and guidance on the content. This inclusive process also allowed for adequate oversight of requirements.

 
Aangesien Gesondheid en Veiligheid een van die top-10 areas is waar daar nie-nakominge tydens etiese oudits bevind word, het SIZA besluit om 'n riglyn met praktyke en vereistes vir Gesondheid en Veiligheid (H&S) vir lede saam te stel. Die doel van hierdie Handleiding vir Gesondheids- en Veiligheidsbestuur is om produsente te ondersteun met die implementering van H&S-praktyke en -vereistes. Hierdie riglyn is in ooreenstemming met die SIZA-standaardvereistes en moet gesien word as 'n ondersteunende dokument om nakoming te bewerkstellig en om voortdurende verbeteringe te dryf. Vir u gemak het ons ook 'n gedeelte oor die COVID-19-regulasies ingesluit (bladsy 97).  

Hierdie riglyn het verskeie hersieningsprosesse ondergaan waardeur verskillende kundiges, bedryfsleiers, en produsente uit verskillende gebiede en kommoditeite insig en leiding gegee het oor die inhoud. Hierdie inklusiewe proses het ook voorsiening gemaak vir voldoende oorsig oor vereistes.

 
SIZA Accommodation Guide for Agriculture
SIZA Behuisingsgids vir Landbou
At the start of 2020, SIZA received several requests to update the Accommodation Guide for Agriculture from its previous 2013 version. This process was aimed at including the latest legislation, regulations, and best practice principles to make the guide comprehensive for South African producers and agricultural organizations.

This guideline underwent three review processes whereby various experts, industry leaders, and producers from various areas and commodities provided insight and guidance on the content. This inclusive process also allowed for adequate oversight of requirements.

 
Aan die begin van 2020 het SIZA verskeie versoeke ontvang om die Behuisingsgids vir Landbou vanaf die vorige 2013 weergawe op te dateer. Dié proses was daarop gemik om die nuutste wetgewing, regulasies, en beste praktykbeginsels in te sluit om die handleiding omvattend te maak vir Suid-Afrikaanse produsente en landbou-organisasies.

Hierdie riglyn het drie hersieningsprosesse ondergaan waardeur verskillende kundiges, bedryfsleiers, en produsente uit verskillende gebiede en kommoditeite insig en leiding gegee het oor die inhoud. Hierdie inklusiewe proses het ook voorsiening gemaak vir voldoende oorsig oor vereistes.

 
Conflict in the Workplace
Konflik in die Werksplek
Where groups of people work together conflict could arise for a number of reasons, including interpersonal issues, how workplace policies and procedures are applied, and unhappiness about the conduct and behaviour of others in the workplace. To keep the working environment healthy, it is always better to try and settle any conflicts or resolve any disputes as informally as possible. Employers should also provide employees with a formal trustworthy mechanism for raising their grievances. In cases where the case cannot be resolved, and it falls under the scope of the Commission for Conciliation Mediation and Arbitration (CCMA), employees or employers can refer the case to the CCMA.  
 
Waar groepe mense saamwerk, kan konflik om verskeie redes ontstaan, waaronder interpersoonlike kwessies, hoe werkplekbeleid en -prosedures toegepas word, en ongelukkigheid oor die gedrag van ander in die werkplek, gelys kan word. Om die werksomgewing gesond te hou, is dit altyd beter om konflik of geskille so informeel as moontlik op te los. Werkgewers moet ook werknemers 'n formele betroubare meganisme bied om hul griewe te lug. In gevalle waar die saak nie opgelos kan word nie, en dit onder die omvang van die Kommissie vir Versoeningsbemiddeling en Arbitrasie (KVBA) val, kan werknemers of werkgewers die saak na die KVBA verwys.
Minimum Wage in Agriculture
Minimumloon in
Landbou
Recent audit findings across all provinces have established that certain businesses continue to underpay employees per hour, specifically when using a ‘piece-rate system’. What generally happens is that each bag picked, for example, a certain payment is made. In cases where employees do not pick enough bags, their wage for that day and number of hours worked, does not meet the minimum wage requirements. This has been seen several times during the course of the 2020 audit cycle.

Facilities should adapt their ‘system’ in terms of wages and payment structures, to ensure no employee (regardless of how many bags picked) is paid below the minimum wage for each hour worked. Rather utilise the system as a bonus structure, allowing a minimum payment for hours worked, and paying a bonus per bag picked over a certain amount. Businesses cannot pay an employee without regard to what must be paid per hour.

Read more on the minimum wage for agri-workers here >
Uit onlangse ouditbevindinge in alle provinsies is vasgestel dat sekere ondernemings steeds werknemers per uur onderbetaal, veral as hulle 'n 'stukwerk stelsel' gebruik. Wat gewoonlik gebeur, is dat daar byvoorbeeld vir elke sak wat gepluk word 'n sekere bedrag betaal word. In gevalle waar werknemers nie genoeg sakke pluk nie, voldoen hul loon vir daardie dag en aantal ure gewerk nie aan die minimum loonvereistes nie. Dit is al verskeie kere in die loop van die 2020-ouditsiklus gesien.

Fasiliteite moet hul 'stelsel' aanpas in terme van lone en betalingstrukture om te verseker dat geen werknemer (ongeag hoeveel sakke gepluk word) minder as die minimum loon vir elke uur gewerk betaal word nie. Gebruik eerder die stelsel as 'n bonusstruktuur, wat 'n minimum betaling vir gewerkte ure moontlik maak, en 'n bonus betaal per sak wat oor 'n sekere bedrag gepluk is. Ondernemings kan nie 'n werknemer betaal sonder inagneming van wat per uur betaal moet word nie.

 
Self-Assessment Questionnaire (SAQ) Dates
Self-Assesserings Vraelys (SAQ)
Datums
When it comes to SAQs, there are three important dates and five important statuses that producers need to keep in mind. These three dates are:
  • The start date,
  • Expiry date, and
  • End date.
The five statuses are:
  • Capture
  • In review
  • Rejected
  • Approved
  • Expired
Read more about these important dates and statuses and what they mean here >
Wat SAQ's betref, is daar drie belangrike datums en vyf belangrike statusse vir produsente om in ag te neem. Die drie datums is:
  • Die begindatum (start date),
  • Vervaldatum (Expiry date), en
  • Einddatum (End date).
Die vyf statusse is:
  • Capture
  • In review
  • Rejected
  • Approved
  • Expired

Lees hier meer oor dié belangrike datums en statusse en wat hulle beteken >
H&S Committees
G&V Komitees
The Occupational Health and Safety Act (OHSA) under section 18, requires that an employer must establish one or more Health and Safety committees. The law further states that there must be at least one Health and Safety representative for every 50 employees at the workplace. Health and Safety committee meetings must be conducted as often as necessary, but should meet as least once every three months.

Read more here >
Die Wet op Beroepsgesondheid en Veiligheid (OHSA) kragtens artikel 18 vereis dat 'n werkgewer een of meer komitees vir gesondheid en veiligheid moet instel. Die wet bepaal verder dat daar ten minste een gesondheids- en veiligheidsverteenwoordiger vir elke 50 werknemers in die werkplek moet wees. Gesondheids- en veiligheidskomiteevergaderings moet so gereeld as nodig gehou word, maar moet minstens een keer elke drie maande vergader.

Lees hier meer >
Employee Committees in the Workplace
Werkerskomitees in die Werksplek
The freedom to associate or disassociate is regarded by the International Labour Organisation (ILO) as one of four core labour principles. In fact, it goes even further and classifies this as the MOST important labour principle. It is important to identify the role management should play in this process, as the right to associate — or not to associate — rests with the worker. The onus is therefore on the worker to exercise this basic right. The employer must, however, provide the right environment in order for the worker to do this.

Read more here >
Die vryheid om te assosieer of te disassosieer, word deur die Internasionale Arbeidsorganisasie (IAO) beskou as een van die vier kernarbeidsbeginsels. In werklikheid gaan dit nóg verder en klassifiseer dit as DIE belangrikste arbeidsbeginsel. Dit is belangrik om te bepaal watter rol bestuur in hierdie proses moet speel, aangesien die reg om te assosieer — of nie te assosieer nie — by die werker berus. Die onus rus dus op die werker om hierdie basiese reg uit te oefen. Die werkgewer moet egter die regte omgewing skep sodat die werknemer dit kan doen.

Lees hier meer >
Should transport be provided to employees who live on the premises and conduct night work?
Moet vervoer aan werknemers wat op die perseel woon en nagwerk verrig voorsien word?
The simple answer is, yes. Transportation should be available between the agri-worker’s place of residence and the workplace at the start and end of the agri-worker’s night shift.

Read more here >
Die eenvoudige antwoord is ja. Vervoer moet beskikbaar wees tussen die agri-werker se woonplek en werkplek aan die begin en einde van sy nagskof.

Lees hier meer >
Contact details:
Carmen Botes
Email: carmen@siza.co.za
Tel: +27(0)21 852 8184
www.siza.co.za
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