PopCRU has signed a series of agreements since the 2nd contract in 2011, when we signed the inclusion of Public Services Act staff in SAPS staff. It is regrettable that Solidarnosc [which has no organisational rights in the SAPS] brought this agreement before the courts when this agreement was to be implemented in favour of the members, as well as the dishonest actions of the SAPU. To deal with this impasse, in the meantime, we have said that a task team should be set up within the SSSBC to ensure that we are including the public services act staff in the SAPS Act. It is not our business or our priority to talk about SAPU, but we are forced to be part of this ground because of their deliberate misinformation and deception. In the past, it has denied or not agreements in which it was part of the negotiations. SAPU has never signed the agreement that talks about decoupling housing benefit with spouses who work in government. It has not signed a resolution 1 for 2018 that talks about increasing membership benefits for Tier 1 to 5 members. In addition, they did not sign exactly the agreement that aims to improve the progress of the notes, and yet they were part of their complete design. In all these efforts, we also encourage the awareness and values of unions in the workplace. We want to address the issues raised in the public space on the issues raised in the Security and Security Negotiation Council (SSSB) and explain our position and position in this regard. After POPCRU`s march to all departments in 2018, to challenge our members across the country, particularly uniform issues, full implementation of professional dispensing and retrodated overtime and other working conditions issues, POPCRU feels undermined by the Department of Corrections, as we even had to postpone our CEC meeting to deal seriously with the health and safety issues that affect our members.
c. Agreement 3/2018 calls for the evaluation of employment and the rating of entry posts. The order assessment and evaluation process has already been completed and the results are being implemented in phases for fiscal years 2018/2019 to 2020/2021. This process has never been carried out in the history of SAPS. The implementation of this agreement in a phase-to-other approach covers all staff with regard to job classification. A. The 1/2018 agreement dealt with the special tax for South African police pilots; Three collective agreements have been concluded at the SSSBC, covering the following areas to improve the terms of service of members: in 2018, the members of the SAPU of 10111 resulted in a strike that ended in dismal failure, leading these members to face charges and disciplinary proceedings. SAPU is now nowhere to support these members, who are currently about 3 to 6 months worth because of the department; a total value that they must repay themselves. We are working hard to have these members integrated into the SAPS fold.
B. Agreement 2/2018 on progressivity. The agreement is intended to grant a special exemption to sergeants, sergeants to warrant officers and warrant officers Band 1 to Volume 2 for the progression of officer notes. This agreement will be implemented in phases for fiscal years 2018/20 to 2022/2023; and negotiations at SSSBC involved all parties of the Council, namely SAPS as employers, accredited labour organisations, POPCRU and SAPU. At the end of the negotiations, all parties approved the result. It is regrettable and misleading, however, that the SAPU, in its opportunistic attempt to disorient members and mislead the entire nation, has gone to the media [the result of a process in which they fully participated and which was approved by the Bargaining Council].