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together we will make a difference

S O U T H A F R I C A N P O L I C I N G U N I O N

| JUNE / AUGUST 2013 Friendly servant pg 05

Rotten elements don’t belong to SAPS pg 08

New kid on the block pg 25

Leader who stood test of time pg 27

Happy Birthday

Madiba95

The South African Policing Union (SAPU) Newsletter is published quarterly.

The views and opinions expressed in the articles are those of the authors and do not necessarily represent those of SAPU.

Acceptance and publication of advertorial and advertising matter in the SAPU News-letter does not constitute SAPU endorsement or warranty in respect of goods or services therein described.

SAPU does not assume any liability in respect of any claims made in advertisements.

Editor: Thabo Matsose

Street and Postal Address:85 Rauch Avenue, Private Bag X900Georgeville Pretoria,Pretoria 0001

Contact:Tel: 0861-92-SAPU (7278)Fax: 012-804-3017Email: [email protected]

Board Members:Oscar Skommere, Richard Mboweni andBarries Barnard

Read your newsletter online:www.sapu.org.za

Contributions:Although all possible care is taken with articles, the editorial staff cannot take any responsibility for lost articles and photo-graphs.

Copyright:No article or picture in this publication may be reproduced without the written consent of the editor.

Publisher: Lebo Zulu Creatives on behalf of SAPU

Cell: 083 248 1216

Email: [email protected]

Editorial Assistance:Elijah Chiwota

Layout, Design and Printing:Colateral Design / Lebone Litho Printers

Editorial 02

SPECIAL FEATURESS

67 minutes for a lifetime commitment 03SAPU wishes Madiba a full recovery 04Friendly servant 05

NEWS BRIEFS

Attacks against police condemned 06Calls for ministerial intervention 07Rotten elements don’t belong to SAPS 08 Victory at ORS 09

MAIN FEATURES

Single dose pill for HIV 11Obama visits SA 13Are SAPS up to the task 14

LETTERS 17

FSL/LCRC 40 Hour flexi system 18 NOTICEBOARD

PSCBC AGM 19Updated SSSBC feedback 20 Setting record straight 22 About GEPF 23UNION MATTERS

New kid on the block 25Women on the move 26Leader who stood test of time 27 Know your brand 28Membership form 29

CONTENTS

together we can make a difference

SAPU newsletter june | august 2013

02

We mourn the death of Major-General Tirhani Maswa-nganyi and salute all those

members of the police force who have died in the course of their duties.

They did not die in vain and their work to rid this country of criminals will be taken forward with more vigour. We agree with MR Mboweni that the security of the police should be beefed up as we continue to lose more to assassinations by criminals.

SAPU promotes better management and therefore will continue to contest unfair transfers as happened at OR Tambo station and is appealing to the police minister Nathi Mthethwa for in-tervention.

In this issue 1st Vice President, Thandi Mkhize, talks to us about the projects she is leading in SAPU such as the Babies behind bars. We are happy that our leadership continues to be an inspiration to members.

We also ask members to read their police charter from time to time so that they adhere to the professional behaviour that is required of them. General Secretary, Oscar Skommere, notes with concern the increasing numbers of serving South African Police Services members being inve-stigated or facing disciplinary action on allegations of involvement in cri-me is unacceptable.

We also salute our members who are doing great work in the provinces such as Tshimangadzo Amos Ngwenya and MJ Mothabeng. To them and those whose names are too numerous to mention, I say thumbs up to the good work.

SAPU also welcomes the recent ann-ouncement by the Minister of Health, Dr Aaron Motsoaledi, on the launch of the single dose pill for those living with HIV and AIDS. This will improve access to medication for the many in need of treatment.

Thabo Matsose, Editor

EDITORIAL

In March Lindley SAPU gathered and contributed to the lives of disabled children at the Kahleho Centre for the Disabled by renovating the buildings inside and outside.

It is the vision of SAPU that we must care for those in need. The day was very special to the disabled as the centre manager indicated during her speech that she has been looking for

organisations and institutions like SAPU. She further indicated that she will never forget this special day as it meant a lot to her as her dream came true.

SAPU members were very cooperative in terms of changing the lives for those who cannot help themselves. Each member contributed R30 for the material that was used to renovate

the centre which was painted with cream-white and lime colours.

The provincial office also provided gold shirts that were worn by members on this special day.

This special project made a difference to the centre.

RA Mokoena, Lindley

SAPU makes your dream come true


03

Children at Entonkozweni with their aunties

67 MINUTES FOR A LIFETIME OF COMMITMENT

Every year on 18 July South Africans commit 67 minutes to serving their fellow citizens so as to make a difference to their lives. Lesego Ntlatleng

witnesses this charity and community work in Soweto by members of the South African Policing Union (SAPU). She also speaks at the event: ‘Charity begins at home. Today we celebrate Madiba’s example of dedication to the values that promote conflict resolution, improved race relations, human rights and gender equality’.

On a seemingly normal and windy morning in the South Western Tow-nship there doesn’t seem much going on considering the significance of this particular day. That is until you make a turn into the part of Soweto known as Moletsane. When you enter the gates of Entokozweni all that changes: the grounds are abuzz with activity. Cars

are parked in the small yard and people are running back and forth. It is evident that this is no ordinary day at all.

Upon entering the modest hall on the premises you can see the presence of children seated neatly and on each side is a facilitator to keep an eye on them. The children - clad in white T-shirts and jeans - are the picture of unity along with their care takers who look slightly like their grown-up versions.

Although Entokozweni is an active centre for HIV and AIDS awareness, it is more than that. They have gone above and beyond the call of nobility to aid their community in as much as they can. The centre takes care of people living with HIV and AIDS from the community. It also runs an after-care facility for children, and feeds

them and assists with homework after school. There is also a home care programme that assists the elderly.

I could go on and on with the bountiful acts of goodwill that these people have committed themselves to, because the list is long. The most admirable trait about the 20 plus

continued on page 10

The South African Policing Union, wishes former president Nelson Mandela, who has recently been in hospital for a long time, a

speedy recovery. Former president Thabo Mbeki confirmed what the president’s office has been saying for some time that Madiba was showing improvement and could be discharged to recuperate at home.

Words can never be found to fully express gratitude to Mandela for the role he played in the liberation of the country and also after freedom in 1994 as the first democratically elected president of South Africa.

As a founder leader of a democratic South Africa he joins the hall of fame of African leaders who led their countries during anti-colonial and anti-apartheid struggles, and post-independence reconstruction and development like Kwameh Nkrumah, Ghana; Jomo Kenyatta, Kenya; Julius Nyerere, Tanzania; and closer home: Kenneth Kaunda, Zambia; Robert Mugabe, Zimbabwe; and Sam Nu-joma, Namibia.

Unlike most African leaders, he towers above them for he didn’t succumb to the trappings of power by remaining in office for a long period but instead handing over to Thabo Mbeki after only five in office. Compare that to Mugabe in power for 33 years since Zimbabwe’s independence in 1980 and former Zambian president Kaunda’s 27 years.

Africa’s longest serving leader is Omar Bongo Ondimba who ruled the West African country for 41 years until his death in 2011 only to be succeeded by his son.

While in office, Mandela was not a ‘Big Man’ who has been defined by studies by Diana Cammack as a president who takes over the state by capturing state institutions and ‘control of the appointment (and dismissal) process, or through patronage and clientelist practices’. Instead, he was a true son of the soil during his tenure.

SAPU WISHES MADIBA A FULL RECOVERY

CURRENT AFFAIRS

Mandela is a South African and African hero, he is an internationally acclaimed freedom fighter and winner of the Nobel Peace Prize jointly with FW De Klerk in 1993, ‘for their work for the peaceful termination of the apartheid regime, and for laying the foundations for a new democratic South Africa’.

Mpho Kwinika is the President of SAPU


04


One of the leadership challen-ges that South Africa faces today is that of leaders who

forget about the members they are supposed to serve in the first place. In most case this happens soon after occupying influential positions.

However, there are exceptions, and the South African Policing Union’s 1st Vice President Thandi Mkhize falls into that mould of leaders who want to serve.

‘I am making a contribution to the union, and I hope this makes sense to others as I see lots of potential in my work. I am also learning a lot from the experience that I am gaining’, she says.

‘I am honest, give proper guidance to others, and lead by example. As a leader you must not only be friendly, but must also stick to your words and

show members that you are working for them’, she adds.

If you are a union national office bearer responsible for issues of gen-der and HIV and AIDS (prevention, treatment and care) as well as other projects under your belt, then you have a mammoth task. Obviously Mkhize has a lot on her plate.

She is in charge of gender issues and ensures that they receive the same recognition as that afforded in SAPU’s constitution. For example, platforms that she coordinates such as the wo-men networking forum meet from time to time to address gender issues.Mkhize also coordinates the ‘Babies Behind Bars’ project which is being rolled out in all the country’s pro-vinces.

In this project SAPU organises visits to women prisoners to check on their

infants and also to see if the babies are receiving enough care in terms of immunisation, nappies, feeding bottles and milk formula.

‘We have discovered that sometimes government can’t cater adequately for the babies. ‘This is where we come in and approach sponsors’, says Mkhize.

The other project that she is in charge of is the widows, widowers and orp-hans project which assist families that would have lost their bread-winner to have the death benefits processed faster. The project helps the beneficiaries to know the system better so that their claims are dealt with in less time.

Within regional initiatives such as the Southern African Development Community, Mkhize also chairs a women’s structure with represent-atives from nine countries.

Mkhize is also coordinating a national women’s soccer tournament which will take place in August this year and SAPU is sponsoring the tournament to the tune of half a million rand.

FRIENDLY SERVANT

05

Thandi Mkhize

I see lots of potential in my work



Killings of police officials are bec-oming traumatic events that are causing not only a great deal of

discomfort, but sadness as well.

The men and women of South Africa who bravely take up service in the South African Police Services (SAPS), to serve and protect the citizens of our country, are looked upon to not only uphold the laws of this land, but also to create a secure environment for all.

To imagine that the very people called to serve in this duty are also targeted by criminals is so sad. The very people who we look to for safety are being taken out in the most violent and gruesome manner.

It is very disheartening that more and more we are mourning the loss of the lives of our police officials. For if the people who are meant to protect us, become victims themselves of the very crimes they are meant to help

prevent, who then is there to protect them?

The devastatingly shocking and vio-lent murder of Major-General Tirhani Simon Maswanganyi has brought forward the surge in crimes against police officials.

The perpetrators responsible for this horrible crime still roam free as they have not been brought to book. Once again in tribute, we would like to call upon the SAPS management to hear our plea to reconsider the reinstatement of specialist police units or a specialist task unit that would be responsible for handling the brutality of crimes against our police officers.

Not to seek preferential treatment for them, but only to serve as assurance that they too have “someone” wat-ching over them. We do applaud SAPS management for having taken the decision to offer a monetary re-

ATTACKS AGAINST POLICECONDEMNED

ward of R100 000 for information that may lead to the capture of these cold blooded murderers.

We as SAPU stand firm in condemning the killing of police officers in and out of the line of duty. We seek justice too for those who cannot do it for themselves and that has never been as predominant as it is right now. It should be as great a priority to the SAPS management to protect and serve their own as it is to the rest of the country.

The degree of the brutality evident in the murder of Major-General Maswanganyi has left us reeling in shock, anger and disbelief. For we do not uphold that he died in vain, we will carry on where his great work in the service took him and his name will be forever engraved in the books of history as one of our fallen heroes.

MR Mboweni is the Provincial Chairperson for SAPU in Gauteng

NEWS BRIEFS

06

Minister Nathi Mthethwa

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The South African Policing Union would like to call upon police minister Nathi Mthethwa to

intervene in the OR Tambo Inter-national Airport police crisis that is brewing. We have noted some incidents of bullying and intimidation by members of the SAPS management there after Lieutenant Colonels were ordered to report to the provincial police head office in Park Town.

SAPU is appealing to minister Mthethwa, to provide leadership and show objectivity. We do not want to witness another Marikana tragedy in our lifetime. We have noted with a sense of sadness the fact that some middle management members can’t differentiate between the office they hold and their personal preferences.

The OR Tambo International police is predominantly full of managers who are either members or sympathise with our rival union POPCRU.

South Africa will be heading for disaster and anarchy if it doesn’t hold professionalism to the maximum. SAPU is not prepared at all to allow its members to be bullied into submission. That can’t be allowed. We are prepared to defend our right to existence. SAPU is here to stay. Anyone who thinks they can take SAPU off the map is day dreaming.

Whilst we have decided to take the legal route to interdict the SAPS, we have also decided to appeal to minister Mthethwa as the political head of the department to intervene

as we did in the past but did nothing. We remain optimistic that minister Mthethwa will not fall into the trap of sympathizing with an affiliated Cosatu union simple because it belongs to Cosatu. He must show some level of maturity and leadership. He is a police minister not a Popcru minister.

We want to state it categorically clear that our members have vowed to defend SAPU by any means. As responsible leadership we do not want the situation to reach a stage where we will all regret. Those members are victimised because they exercised one of their fundamental labour rights-the right to register a grievance against an employer that is oppressing them. The time for managers in the SAPS who are favouring unions at the expense of others is over.

Lesego Ntlatleng

CALLS FOR MINISTERIAL INTERVENTION



The South African Policing Union (SAPU) would like to express its shock, dismay and disbelief about the alarming rate of police officers facing criminal charges.

The rate as announced by the In-dependent Police Investigative Dire-ctorate is not only alarming and shoc-king but is a cause for concern.

Whilst we are a constitutional demo-cracy that subscribes to the rule of law that states one is innocent until proven otherwise, we are concerned that the police brand might be tainted if associated with allegations like these.

To say close to 500 members are facing charges like murder, attempted

murder and fraud symbolises that we are heading for a crisis. SAPU is of the view that the recruitment policy of the SAPS needs to be reviewed as a matter of extreme urgency. We cannot deny the fact that there are few rotten elements that manage to get inside the SAPS.

We cannot afford to have such elements within our service. As a professional union, SAPU calls upon the SAPS management to beef up its vetting policy. We will lose the confidence of the communities we serve if are associated with cri-minality. We acknowledge and commend the SAPS for showing no mercy in such elements as they are suspended and facing both criminal and departmental hearings.

SAPU calls upon the public not to generalise and treat the entire SAPS as corrupt and full of criminals. We have thousands of men and women in blue who are people of great integrity. It’s just that the few rotten elements are costing our brand a lot.

ROTTEN ELEMENTS DON’T BELONG TO SAPS

SAPU CELEBRATES THE DEPARTURE OFLT. GEN. M. PETROS

Oscar Skommere, General Secretary

08

The South African Policing Union (SAPU) has learnt with great relief the departure of Lt. Gen. Mzwandile Petros. We have been calling for his resignation for some time now. This is long overdue.

The news of his departure has been met with great joy amongst the police ranks in Gauteng. SAPU has no vendetta against Lt. Gen. Petros whom we welcomed when he came into the provincial head office. Soon after coming from the Western Cape Lt. Gen. Petros brought a team of close associates from Cape Town and thereby creating unnecessary tension that nearly caused instability in Gauteng.

Whilst South Africa is a unitary state, by bringing close associates from the Western Cape he undermined the management team that was already in place in the province. SAPU is also

of the view that even the credit that he gets is a media myth because the success of the Gauteng police cannot be attributed to an individual, as this was a collective effort.

His departure is good riddance but we would like to wish him well. Whilst the appointment of provincial commis-sioner is the prerogative of the national commissioner, SAPU would like to call upon Gen. Riah Phiyega to seriously consider appointing Gen. Nhlanhla Mkhwanazi as the next Gauteng provincial police commissioner. Gen. Mkhwanazi who once acted as the national commissioner proved his skills and capabilities to everybody’s surprise.

The South African criminal justice sector has lost credibility because of lack of leadership. Gauteng as the economic hub of the country needs someone with

great skills at the helm of its police. Gen. Mkhwanazi is a man of great integrity who can bring back that credibility and confidence of our people.

Whilst we are calling for Gen. Mkhwanazi to be considered for this position, SAPU would like to state it categorically clear that as a professional union we will work together with whoever is eventually appointed. As part of the greater progressive society we are voicing our opinion in a democratic order that allows freedom of speech. This is an excellent opportunity once again to show that the police have faith in one of their own. That will go a long way even for junior officers to see that commitment and dedication pays in the SAPS.


The head of Operational Resp-onse Service (ORS) LT. General Mawela had to admit defeat

against the South African Policing Union (SAPU) when the South African Police Services (SAPS) lost the urgent application for an interdict in the Labour Court.

The general decided to restructure the ORS and in the process transfer 12 lieutenant colonels from ORS to stations in Gauteng. He did this without consulting organised labour or allowing them to be represented by their union. He served them with the transfer notices instructing them

to report at Gauteng Provincial Office the following day.

Of the lieutenant colonels, 11 appro-ached SAPU to intervene. After a meeting between SAPS and SAPU it was clear that the action would not be stopped. Acting on behalf of the members, SAPU then decided to seek an urgent interdict against LT. Gen Mawela to stop him. On 25 June the matter was heard before Judge Cele in the Labour Court. The judge made it clear that the employer’s motives for the move were not honourable and to the det-

riment of the applicants. He then issued an interdict against SAPS not to proceed with the transfers and to allow the applicants to return to their original positions. He further set aside the letter from Mawela which set out the intention to restructure ORS.

It is a clear and decisive victory for SAPU over ignorant managers who do not want to follow the law and procedures. SAPU will not leave any stone unturned if it believes that it is in the best interest of its members and if the employer refuses to listen to reason the Court will always be objective.

The South African Policing Union (SAPU) would like to call upon the national police commis-

sioner General Riah Phiyega to sus-pend with immediate effect the head of the Hawks in Mpumalanga, Major General Mapyane, who is facing a criminal case.

The general has been criminally charged for submitting fraudulent travelling claims which is a serious offence let alone coming from a com-manding officer. We want to categori-cally state that we will not allow the application of double standards in the police.

Mapyane was arrested for fraud and the Hawks allowed him to take his annual vacation when he learnt that he was going to be arrested and now that his case has been postponed to August he is back on duty. The South African Police Service Act of 1995 (Act No 68 of 1995) is clear that when a

member is criminally charged he/she is automatically suspended from duty and an internal probe begins.

We won’t allow this to happen as simi-lar cases involving junior officers have been treated differently. For example, two junior officers based with the

Crime Intelligence section - 39-year-old Captain Lesiba Tshabalala and 41-year-old Sergeant Sekonyela Wilby Molefe - have been suspended with-out benefits because they are facing criminal charges.

We call upon General Phiyega to show leadership and consistency as we are totally opposed to the notion that there are rules and regulations for junior officers and that senior of-ficers are untouchables.

We are deeply concerned about Mapyane’s resumption of duty as he is back in command. Chances are that he will target and victimise junior of-ficers likely to testify against him. We call upon the national commissioner to act swiftly in suspending Mapyane. The credibility of the entire police ser-vice is at stake here. We cannot claim to fight crime whilst we shield alleged criminals amongst our own ranks.

Oscar Skommere

SUSPEND MAPYANE

VICTORY AT ORS

Oscar Skommere

09


ladies who work at this centre is that they are all volunteers.

Folding their arms and standing back, and waiting for someone to take care of the situation was not for them. They have not only pulled up their sleeves but they have dived head first into this initiative. It is refreshing to see these young ladies in action as they take great pride in their efforts and the energy they continue to put into their work, not only for the children but for the community at large as well. The spirit of Ubuntu comes to life in this place. Simply put, it is the Mandela Day is all about.

The programme for the day was short and sweet to accommodate the stars of the show, the children. The master of ceremonies was W/O Kay

Makhubela who kept the crowd in stitches of laughter at times and the little ones forever in chorus.

The speakers of the day included his fellow officers, a social worker who works closely with the children, and of course the writer of this article and Chairperson Richard Mboweni.

The principles of SAPU were in full play at this event. Showcasing the essence of what they are all about and what it means to making a difference. The programme was a living tribute to the SAPU values and it was apparent in the gifts and generous donations for the day. They truly came to make a difference.

Clad in black T-shirts emblazoned with the famous Nelson Mandela

Day insignia and the SAPU logo, union members were proud to don their sponsored shirts and they could not contain their pride. For them 67 minutes turned into a day of light hearted comic relief, and possibly a few more recruits.

It is just not enough to speak about change; we have to put in the hard work and dedication that goes with it. The change we seek to inspire is a continuous effort that has to go on beyond the 67 minutes of Nelson Mandela Day. SAPU was definitely walking the talk as it always does.Together we will make difference.

Lesego Ntlatleng is SAPU Gauteng Provincial Secretary.


Entonkozweni volunteers receive blankets from SAPU

10


11

The South African Policing Union (SAPU) welcomes a single dose pill for HIV that was announced by the Minister

of Health Dr Aaron Motsoaledi at Phedisong 4 Community Health Clin-ic in Ga-Rankuwa outside Pretoria in March.

The pill combines three first-line antiretroviral drugs (ARVs) - tenofovir, emtricitabine and efavirenz - into one pill. This triple therapy is necessary to keep the ever changing HIV in check, and also to avoid drug resistance in those receiving treatment, of course, taking a pill per day is easier than taking many tablets at different times as used to be the case in earlier treatment regimes. This means that the treatment will be easy to manage even at dispensing levels at rural clinics.

The single dose will benefit HIV positive pregnant women until full term or if their CD4 count is below 350 they will be put on ARVs for life. Dr Motsoaledi said those already on

treatment will be advised by their doctors whether to be put on the single pill or not.

South Africa has an HIV prevalence rate of 29.5% which has been stable over the last six years. According to UN AIDS World AIDS Day 2012 report 5.6 million people are living with HIV and AIDS, and this is the highest number that has been reported for any country.

Single dose pills are also known as fixed dose combination (FDC). ‘When more than one medicine is combined into a single tablet it is called a fixed-dose combination (FDC). Today most tuberculosis (TB) patients in the public sector in South Africa take FDCs, which combine into a single tablet up to four medicines active against drug-susceptible TB’ says Treatment Action Campaign (TAC) on its website.

According to the TAC, FDCs have many advantages. ‘Patients will benefit more from FDCs because they simplify treatment, cutting down the

SINGLE DOSE PILL FOR HIV

number of tablets that a person has to take daily. They also allow patients to take their medication more discreetly if that is what they prefer to do. With one-pill-a-day FDCs, adhering to your antiretroviral therapy is as simple as taking daily birth control tablets’. FDC benefits

FDCs simplify life for the patient as well as health workers. The health system also benefits because FDCs remove some problems that include running out of stocks as has been seen in previous years. ‘FDCs make prescribing, dispensing and monitoring treatment easier for nurses and pharmacists. Also, widespread use of FDCs makes ordering and monitoring ARV stocks simpler for clinics, medicine depots and government’.

FDCs are also affordable and will be available at less than R90. This is equivalent to a street lunch for about three people which cost around R30 per plate.

National Health Insurance

The FDC programme gels in with the Ministry of Health’s proposed National Health Insurance policy that aims to ‘make sure that all citizens of South Africa (and legal long-term residents) are provided with essential healthcare, regar-dless of their employment status and ability to make a direct mon-etary contribution to the NHI Fund’.

The Department of Health (DoH) sees healthcare as ‘a human right’ which should not be depended upon whether one is rich or poor. ‘This right should not depend on how rich we are or where we happen to live.

The right to obtain healthcare is written into our Constitution’.

The NHI will also address issues of inequality that continue to be a head ache to the government as access to healthcare was unequal. But large numbers of our people continue to die prematurely and to suffer unnecessarily from poor health.

Treatable conditions are not being treated on time and preventable diseases are not being prevented’ remarks DoH. ‘This is in spite of the fact that government has tried its utmost since 1994 to ensure that everyone in this country has equitable access to necessary healthcare services.

There are still serious challenges mainly caused by a skewed healthcare financing system. Without NHI, the burden of disease in the country will not be reduced because the majority of the population – and the section suffering the greatest ill health – will not access good quality healthcare’.

Roll-out

Although Dr. Motsoaledi announced that the pills will be available at 3000 centres nationwide, the success of the programme will come from how this will be achieved. As the programme is still in its infancy, information will tell us a few months down the line on what will be happening on the ground.

The Minister of Health : Dr Aaron Motsoaledi


12

13

The visit of the US President to South Africa, and the Western Cape in particular, has had

mixed reactions from the public in general. Politically, South Africa has benefitted from the visit of President Obama and cannot afford to be excluded from the rest of the developing and developed world.

The impact on the South African Police was seen in regards to the security that was provided during the Obama visit. Extra members were required to perform duties, and time will tell whether sufficient funding was made available. As an organisation we welcomed the visit of Obama to the Western Cape and anticipated the positive impact that this would have on South Africa as a whole.

The positive influence on the rand -dollar exchange rate will mean a lot

to our current financial position. The fact that the United States President came here with his own security, also alleviated the burden on the SAPS. This must not be seen in a negative light but only reflects on the preference of the visiting president. It must also be kept in mind that, what Obama experienced here and his feedback, will later determine the benefits of the visit to South Africa.

The upcoming ICPRA visit in 2014 is also a welcome boost for the country and the Western Cape. The fact that this province has been chosen, shows a positive attitude towards the Western Cape as a business and holiday destination. When international guests visit our shores it means that they will spend their money here and by doing so contribute to our economic growth. However, our policing services will be

tested to provide a safe environment for the international guests.

It is important to note that what people experience, what they feel and see during their stay, will be reflected upon once they return home. The pressure is thus on us to make sure that they go back to their respective countries with good memories of the Western Cape and South Africa as a whole. Our economic growth is dependent on foreign investors and their willingness to invest in the country.

The Western Cape has been afforded opportunities to make a difference by making sure that these visits bring positive contributions to the development of the province. We are part of South Africa and therefore, if the Western Cape wins, South Africa wins.

OBAMA VISITS SA

President Barak Obama and his wife Michelle Obama at Robben Island



The South African Police Service (SAPS) is often a target of criticism,

more often than not stemming from heightened public emotions regarding the high levels of crime in the country writes David Bruce.

After examining the police reform processes in four countries in transition (Bosnia- Herzegovina, El Salvador, Ukraine and South Africa), policing analyst David Bayley observed that, when compared to other countries, ‘South Africa is generally considered a heartening success’. But at home it often appears that the SAPS are at the receiving end of a constant stream of criticism.

How do we account for these disparities? Should we elevate the views of a respected analyst such as Bayley above that of ordinary South Africans, or should public opinion be the key to any assessments of the SAPS? Given such significant differences in opinion on the SAPS, is there a need for a more balanced view?

One of the initial products from the ‘strengthening police accountability’ project is a handbook titled The police that we want by Bruce and Neild, produced by Centre for the Study of Violence and Reconciliation (CSVR) in conjunction with Open Society Foundation for South Africa (OSFSA) and OSJI.

The handbook is built around the concept of democratic policing and is intended to assist oversight bodies in subjecting the SAPS to scrutiny.

Among other things it looks at five areas of policing:

1 Protecting and supporting democratic political life itself

A widespread assumption is that democratic reform is concerned with ‘de-politicising’ the police. According to Gordon, arguably it is more correct to think of this process in terms of a ‘re-politicisation’ of the police, in terms of which the police are obliged

to protect the exercise of democratic political rights, such as rights to freedom of assembly, but have to refrain from interfering with politics conducted within the parameters of democratic norms.

2 Governance, accountability and transparency

The standards applied in relation to management of the police organ-isation in complying with the exercise of authority by components of gover-nment or the courts; in rela-tionships with the public or other agencies; and in attending to internal management and supervision.

3 Service delivery for safety, justice and security

The nature of the basic services that police provide in a democracy, and how these are delivered.

ARE SAPS UP TO THE TASK?

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15

4 Proper police conduct

The principles of integrity, fairness and respect for human rights and dignity that guide the conduct of democratic police, and how police services support and ensure adherence by police officers to these principles.

5 Police as citizens

The rights of police officers them-selves, as part of a democratic soc-iety, to non-discriminatory recruit-ment and promotion practices, to decent conditions of service, to collective bargaining, to fair discip-linary procedures, and to a high level of support in attending to issues of safety.

By applying the framework contai-ned in the The police that we want, the assessment aimed to deepen the scrutiny that the SAPS is subjected to. In so doing it aimed to improve the ability of civil society and govern-ment to hold police in South Africa accountable.

Findings

Overall there is reason to be very positive in relation to the progress made in the first area, that of ‘Policing democratic political life’. This is most notable in relation to the turnaround achieved in public order policing since the early 1990s, the contribution of the SAPS to the policing of elections, the priority attention of the SAPS to political violence in KwaZulu-Natal, and the effectiveness of the SAPS in tackling the threat of armed insurrection posed by the right-wing Boeremag.

However, the positive change was tempered by some instances of heavy-handed policing of demonstrations, allegations of continuing partisanship among elements of the police in KwaZulu-Natal, and abuses comm-itted against members of ‘social movements’ involved in political activities that were seen as opposed to the government.

With regard to the other four areas, the overall assessment was more mixed. In relation to ‘Governance, accountability and transparency’ the SAPS has a consistently good record in complying with the account-ability requirements imposed by govern-ment, and in subjecting itself to the authority of the courts.

But the reluctance of the SAPS to make crime statistics available, other than by means of the annual report undermined the SAPS’s own strategy of devolving responsibility to the local level and of strengthening local level partnerships with communities.

Participants in partnership structures need access to crime statistics in order to interpret the local crime situ-ation. In addition, the handling of the crime statistics issue has contri-buted to a climate of anxiety in the SAPS regarding the provision of info-rmation.

This is counter-productive to such a large organisation; and one that needs to place a premium on effective communication.

There are also serious questions about internal systems of management and control, the impression being that supervisory structures function in a haphazard way.

There have been extensive efforts to improve cooperation with municipal police agencies, but there have been on-going unresolved tensions with the Directorate of Special Operations (Scorpions, now dissolved), and re-lationships with private security com-panies are ad hoc.

Rather than service delivery being primarily good or bad, the principal problem appears to be one of unevenness. This is reflected in key dimensions of police service delivery, such as the response to emergency calls and crime investigation, with numerous examples of dedicated high quality police work continually off-set by incompetence or disinterest.

The SAPS suffers from a lack of clarity about the role of policing, a problem made worse by confusion about the meaning of the term ‘crime prevention’. It may be helpful to define the principal role of the police as one of ‘police crime prevention’, which would generally involve crime prevention activities that have a law enforcement component.

Another issue that calls for attention is the need for the SAPS to sophisticate its use of crime reduction strategies that are targeted at specific types of crime, possibly based on research that reveals which police stations are having the best results in tackling crime.

On the positive side, the SAPS appears to have taken seriously the challenge of extending services to all sectors of the South African population, so that access to police services has improved overall. However, this is unfortunately not reflected in a consistent quality of services provided, reflecting the


problem of unevenness mentioned above.

Of the five areas that form the focus of this assessment, the area of ‘Proper police conduct’ perhaps reveals the greatest shortcomings of the SAPS. The SAPS has a good statement of values, but commitment to these values is not consistently carried through in its organisational practice. There is evidence of a pervasive prob-lem of corruption, and anti-corruption measures are weak.

While the SAPS introduced a comp-rehensive anti-torture policy in 1998, commitment to the policy has not been sustained, and reports of the most serious types of torture continue. The use of force is addressed through training, but there is not consistent attention to questions relating to the use of force by police managers.

One of the issues addressed in the ‘Police as citizens’ area is the focus on employment equity and the strong emphasis placed by the SAPS on issues of representivity. While employment equity and affirmative action policies are necessary, it appears that the SAPS

have been somewhat overzealous in adhering to them. Particularly where implementation of these policies is combined with other factors, such as nepotism or favouritism, it is likely to contribute negatively to staff morale.

The last decade has seen a substantial overall reduction in the number of police killed. While this may partly be credited to efforts by the SAPS to improve police safety, there is no on-going monitoring of the circumstances in which these deaths take place. As a result, SAPS efforts to address police safety reflect a lack of insight into the key circumstances where police are at risk.

Beyond this, however, it is reasonable to be fairly positive about the treatment of SAPS members, with pay and benefits being reasonably good, while SAPS members also enjoy rights to collective bargaining and recognition of their rights in disciplinary procedures.

Conclusion

The assessment confirms the view that there has been substantial progress

and numerous achievements in the process of police reform, but also draws attention to shortcomings of the SAPS that need to be addressed. The uneven quality of policing coupled with the disparate views on the state of policing in South Africa, are indeed reflected in South African opinion.

David Bruce is a Johannesburg based independent researcher and writer working in the fields of policing, crime and criminal justice. Part of this article was published in SA Crime Quarterley, No. 21, 2007.

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FTSS Dioma shows commitment when assisting members during disci-plinary hearing.

This was evident when he repre-sented Warrant Officer Papke in Potchefstroom, who was charged with two counts of: Regulation 20(z) in that he negligently drove a state vehicle and was involved in an accident and secondly: Regulation 20(a) in that he failed to stop after the accident. The member appeared before the hearing on the 5 February 2013, and after evidence was presented W/officer

Papke was found not guilty on both counts.

On the 6 February 2013 comrade Dioma again represented Constable K.J. Mabula who was charged with Regu-lation: 20(p) in that the member whilst on duty conducted himself in an improper and unacceptable manner. Constable Mabula was found not guilty.

The employer could not prove the two cases on balance of probabilities, and this is because the members were

FAIRNESS PREVAILS WITH DIOMA

LETTERS

On behalf of the Provincial Executive Committee of SAPU Free State we would like to thank the chairperson of the Station shop steward Committee at Botshabelo station in the Free State, MJ Mothabeng for his loyal commitment and outstanding con-tribution as a Shop steward of our organisation.

Mothabeng has worked for the South African Police Services since 1997 as a special guard stationed at Parkroad (Magistrate Court) until December 2008 when he was promoted to an administration clerk and transferred to Botshabelo in July 2010 until now.He became a SAPU member in 2006 when he was still a special guard

and at Botshabelo he realized that the union was not functioning. He contacted the provincial offices to revive the structure at the station.

In 2012 Mothabeng was officially appointed as the Chairperson of the SAPU Shopsteward Committee at Botshabelo and we are greatful to say that he has been serving the organisation and assisting our members with pride.

He always submits a monthly report to the provincial office to report on matters at the station and has regular contact with the provincial office to get information before meetings at the station. This extra mile will assist us in

delivering a better service to all SAPU members. This is the commitment we expect of our leaders!

We want to give him the warmest thanks for his time and energy and deeply appreciate all his efforts to make SAPU a better union at Bots-habelo station. As always, it’s great to know that we can count on him to go the extra mile for SAPU.

Justus Brummage, Provincial Chairperson, SAPU Free State

THUMBS UP MJ MOTHABENG


represented by a capable comrade who had their interest at heart.

Comrade Dioma always strives to see that our members enjoy fair hearings and that all disciplinary procedures are promptly followed.

Les Sechele, Provincial Secretary, North West

I would like to thank SAPU Free State for a job well done when they represented me in a departmental trial in which I was accused of rape and theft. My wife, who was the complainant, alleged that I had raped her and also taken her belongings.

With the help of advocate Gerber, SAPU did prove my innocence. If SAPU had not helped me, I could have lost my job.

Pholodi Jeremia Matsheka, Free State

THANKS FOR SAVING MY JOB


1. The union has received all the provincial collective grievances which are referred to the SSSBC for arbitration.

2. Be informed therefore that all directives indicating the starting date of the flexi system to be the 1st of August 2013 are now null and void pending the arbitration outcome.

3. Further to this, only the letter bearing the signature of the Divisional

Commissioner responsible for the FSL shall authorise the change to the flexi system.

4. Members cannot be forced to work in the absence of written directives from national. However, a formal letter will be circulated in this regard.

Oscar Skommere, General Secretary

FSL/LCRC 40 HOUR FLEXI SYSTEMThe employer gave clarification on the proposed implementation of the 40 hour flexi system.

greetings

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1. Vote weights and membership

SAPU has 71 226 and working together with PEU with 14 577 totaling 85 803, both at 7.245% with 4 sit Location.

2. Presentation of annual report

The matter was deferred to another date because there was no report attached in the bungle. It was agreed that the bungle will be forwarded to all the parties and the date will be set to finalise the matter.

3. Report on audited financial statement.

The audited financial report was presented reflecting audited report of the council. It was indicated that the financial position of the PACED as at 31 March 2013, and its financial performance and cash flows for the year, ended in accordance with the South African Statement of General Accepted Accounting.

The PSCBC has acted in accordance to their institution as required by the Labour Relations Act, 1995 (Act 66 of 1995).

5. Constitutional Amendments Clause 10.2 Review Trade union membership was amended as follows:

“The Secretariat must verify the membership figures of a trade union combined for compliance and report to the AGM the determination of the vote weights and the number of the representatives in terms of Clause 11 and 12 of the constitution.”

6. Determination: Agency fees-PSCBC Resolution 1 of 2011

Clause 3.3 of the Resolution requires the General Secretary to pronounce on the determination during the AGM of the council. The adjustment will be implemented on the first day of the month following the AGM.

The agency fee will be increase to R74.49 as of 1 July 2013.

7. Levies to be imposed on the parties to council

Noting that from 1 July 1998 to date, the PSCBC has been funded by a levy of R0.50 per employee and the other R0.50 from the employer that is the total of R1.00. Based on inflation, the

combined contribution of R1.00 can no longer sustain the operational fun-ctions and the strategic objectives of the Council in terms of the impl-ementation of resolutions, more esp-ecially Resolution 1 of 2012.

The levy will be increased by R0.50 to make it R1.00 from the employee and R1.00 from the employer and the total will be R2.00. The increase will be based on the Consumer Price Index which will be reviewed after five years.

8. Appointment of auditors

PWC are reappointed as the auditors of the Council for the next financial year.

9. Appointment of executive committee members

Names will be submitted later by both parties.

10. Appointment of deputy chairperson

Two appointments have been made: Phobia from the employer’s side and Jones Galorale from the South African Democratic Teachers Union from labour.

PSCBC AGM

4. Budget

Draft PSCBC budget for the year 2013/2014

Projected income is: R176 198 69Projected total expenditure is: R176 198 69 and the expenditure is as follows:CB- Negotiations Support & HR Services R 9 322 185Dispute Management and Support Service R 2 663 253Management Service R 1 597 237Finance & Logistics (Operational Costs) R 3 947 262Contingency/ management reserves R 89 932Projected surplus/ deficit- there is no surplus or deficit

The PSCBC Annual General Meeting was held on 14 June 2013. Below are the highlights.

NOTICE BOARD

Tumi Mogodiseng, Deputy President


UPDATED SSSBC FEEDBACK

Levy Increment

The employer has indicated to the Safety and Security Bargaining Council (SSSBC) that they will agree to an increase in the levy of 50c per member. However, it is not yet a Council decision.

SSSBC constitution

SAPU refused to sign the draft revised SSSBC constitution.

The Police and Prisons Civil Rights Union (POPCRU) and the Employer agreed to proportional representation in the SSSBC but refuse to follow the same principle in the provinces.

This will result in a situation where in provinces where SAPU has a majority it will not be recognised and POPCRU will still be regarded as the majority even though in the province they will be a minority.

Council referred the matter for a legal opinion because SAPU refused to sign the new constitution.

Accommodation for SSSBC

Council took a decision to buy a property and stop renting the current building from the Public Service Co-ordinating Bargaining Council (PSCBC).

The building must be financed from the savings of the council. The employer’s mandate was to buy for R5 million and SAPU’s mandate is for R8 million all inclusive.

Legal challenge to Solidarity

The SSSBC took a decision to chall-enge the interim interdict that Soli-darity won to stop the promotion of lieutenants and majors.

After the founding affidavit has been filed the South African Police Services (SAPS) indicated that they did not agree with a clause in the affidavit indicating that SAPS will reserve posts for the Solidarity applicants should they be successful in their original application.

When SAPS withdrew from the legal action the whole challenge came to a halt as one party has walked away from it. The effect is now that the Solidarity interdict remains in place until the original application has been heard in court.

Returning old uniforms

SAPS maintain that it is not a clothing allowance but a credit system. There-fore the uniform never becomes the property of the member and as such they want it back when they issue new ones.

Training Indaba

The indaba is postponed to August 2013 to deal with the problems sur-rounding training and the high failure rate of students as well as the OMU and curriculum.

Restructuring of PSS/CI

SAPS restructured the PSS and CI to form CIPS and also put on record that they

have concluded the consultation process and are now implementing.

Standardisation of SAPS and right-sizing

SAPS has embarked on an exercise to identify all members who were placed outside the structure. So far there are 15 000 members who were identified and the process needs to be corrected. As soon as their inves-tigation is finalised they will bring it back to council.

Special Task Force

SAPU tabled a point at the SSSBC to investigate the managerial problems of racism and mismanagement as well as favouritism at the Special Task Force. The employer conducted an investigation and a report was submitted to parties with recom-mendations.

We also had bilateral with LT Gen. Mawela on the issue who seems to be very reluctant to take any sort of action. SAPU will pursue the issue through legal channels on behalf of its members.

Membership figures

SAPU disputes the membership figures which were provided by council as we are aware of 12 000 members whose membership was cancelled without them being aware of it. Further, some members are enrolled at other unions without them applying for membership.

The employer refused to intervene and SAPU declared a dispute. The conciliation is in July.

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Incapacity leave

SAPU tabled the agenda point and a task team was established to investigate the reasons for the rejection of the applications. SAPU’s strategy is to frus-trate the process by not attending the committee meetings and a decision has been taken to refer all the matters for arbitration. The process is unfolding.

Grade progression

SAPS is supposed to grade progress constables to sergeants every year but has failed to do so since 2010. Therefore, SAPU has placed it on the agenda of the council and is awaiting feedback from SAPS.

National POP / PTA POP

SAPS decided to transfer the Pretoria POP to establish a National POP. After consultation we made a counter pro-posal not to transfer the PTA Pop but to establish a new one and advertise the posts.

SAPS then indicated that they will advertise the PTA posts as there are still two Pop units left in Gauteng. Saps put on record that they have concluded the consultation process and are now implementing.

VIS/VISSS

SAPS wants to separate the functions of the Vis and have the statistics section and safeguarding section relocated to vispol. They have run a pilot project in Gauteng and are now implementing.

Upgrading PSAP

Whereas POPCRU decided to take to the streets with no effect and their members disciplined, SAPU decided to take the legal route. We have been on conciliation and will continue in July.

SAPS has put on record they are short by R2.2 billion to effect changes.

However, SAPS agreed that the Dep-artment of Public Service Administration (DPSA) circular is applicable and they will

apply for additional funding in the main budget. SAPU will keep you posted of any progress and the way forward.

Revised Salary Structure

SAPU has requested for more information on proposal five and eight of the employer and we are still waiting for replies. The revised salary structure must make provision for a single salary structure for both PSAP and Police Act personnel.

Incorporation of PSAP into the Police Act

We have declared a dispute to force the employer back to the negotiations and make progress.

The issue is set down for July.

Recognition of previous qualifications

SAPS indicated that they will rec-ognise Grade 10 to 12 as improved qualification.

They are failing to implement as they are instructed to take the PSS members out of the agreement by the DPSA. SAPU does not agree with this and is now declaring a dispute.

NI Promotions

SAPU is in dispute with the employer.SAPS wants to change the period from which you must remain in a postafter promotion from the current 24 months to 60 months.

New Disciplinary Regulations

The minister is refusing to promulgate the new regulations because of reasons unknown to us.

SAPU has tabled an agenda point to force the employer to reveal the reasons and to engage us on it.

FTSS/Procedural Agreement

We are in dispute with the employer on this because of a number of issues. But in short the employer wants to take away all

resources to the FTSS and wants to allow one shop steward per workplace for a workplace where a union has 50 or more members.

Release of Provincial Office Bearers

SAPS Indicated that they will release office bearers but without any resources. Negotiations continue on the matter.

Guidelines for Lower Bargaining Structures

We could not reach an agreement on where it should be located after the closure of the areas. SAPS want it to be at Cluster level and negotiations are still taking place.

Special events allowance

SAPU is demanding an increase from R700 to R1000. We are still neg-otiating.

Capped overtime

SAPU tabled a point to have the cap on overtime to be the same for PSAP and Police Act members. Negotiations continue.

Cipps Allowances

SAPS cancelled a number of mem-bers’ service allowances arguing that they do not qualify. We disagree and demand restoration. From the negotiations it seems that we will end up at arbitration.

Disabled Personnel

SAPU has tabled an agenda point in which it demands the 2% employment of disabled personnel and that all SAPS buildings should be accessible to disabled people. SAPS indicated that they will seek a mandate and a list of all the non-accessible buildings.


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The South African Policing Union (SAPU), a professional union playing a major role in the SAPS, would like to bring to the attention of all employees of the SAPS and the public in general the following points.

As a responsible union we felt it is necessary to express our dismay and shock to the blatant misinformation and the misleading of employees by a nationally recognised union that claims to stand for employees’ rights. It is therefore not just an insult to take members to the streets but also irresponsible because actions like these exposes them to disciplinary measures.

Index of SSSBC Agreement 2/2011

PART A - Promotions Lieutenant to MajorPART B - New Promotion & Grade Promotion PolicyPART C - New Salary Structure for the SAPSPART D - Translation of PSAP from Public Service Act to the Police ActPART E - Grade Progression of Constables to Sergeants

PART A: Promotions Lieutenant to Major

First phase 5200 members were promoted last year in terms of this agreement.

Second phase 1500 members were promoted this year but this phase was interdicted by an outside party.

SETTING RECORD STRAIGHT


Action Taken

Phase 1 of Part A is concluded.Phase 2 of Part A is interdicted.

PART B: New Promotion & Grade Promotion Policy

This is concluded as: Agreement 3/2011 implementable in 1 April 2013, on condition that the national inst-ructions on promotions are reviewed.

Action Taken

This part is concluded in terms of Agreement 3/2011 but the review of the National Instruction is still outstanding.

PART C: New Salary Structure for the SAPS

SAPS are governed in terms of two pieces of Acts, namely, the Public Ser-vice Act and the Police Act. PSAP can only move up to salary level 7. Police Act Personnel can move up to salary level 16 equivalents to MMS Band. This is contrary to what is happening in other government departments where PSAP can progress up to salary level 16.

To address this, SAPU calls for a single salary structure which is doable. During the financial year 2012 / 2013 the SAPS spent more than R30 million in translating civilians to the police rank structure.

PART D: Translation of PSAP from Public Service Act to the Police Act

We appreciate the fact that SAPS operate on two legs, namely support and operational. To realise Part C above, you need to translate PSAP employees to the Police Act. This will balance the principle of equal work for equal pay.

PART E: Grade Progression of Constables to Sergeants

Currently the movement of this cat - egory of employees is at the discretion of the National Commissioner and the employee must have completed nine years of service inclusive of training. Now this agreement should be re-gulated in terms of promotion and grade Progression Policy (Agreement 3/2011) in which years of service were brought down to seven including training.

Action Taken

SAPU has tabled a position paper at SSSBC to compel the Employer to engage. The Employer is refusing to engage citing the pending in-terim order issued against the impl-ementation of Part A.

We, under the auspices of the SSSBC, are challenging the interim order. Papers were serviced and filed. Progress will be communicated.

OTHER ISSUES

Re-grading of PSAP Levels

In terms of PSCBC Resolution 1/2007 read with the MPSA circular 16P dated 12/9/12, all salary levels must be re-graded and re-evaluated.

continued on page 25


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The Government Employees Pension Fund (GEPF) is Africa’s largest pension fund. We have

more than 1.2 million active members, in excess of 300 000 pensioners and beneficiaries, and assets worth more than R1 trillion.

GEPF is a defined benefit pension fund that was established in May 1996 when various public sector funds were consolidated. Our core business, which is governed by the Government Employees Pension Law (or GEP Law), as amended, is to manage and administer pensions and other benefits for government employees in South Africa.

Our job is to give members and pen-sioners peace of mind about their financial security after retirement. We do this by making sure that all funds in our safekeeping are responsibly invested and accounted for, and that benefits are paid out efficiently, accurately and on time.

We have a solid track record in protec-ting our pensioners against inflation and in safe guarding the value of active members’ retirement savings. Every April, GEPF pays pension incre-ases that largely compensate our pensioners for inflation and, where necessary, we pay catch-up increases.

Actuarial valuations of the Fund are conducted at least every three years. According to the latest valuation, undertaken as at 31 March 2008, GEPF is 100% funded.

• Inception: May 1996, when various public sector pension funds were consolidated into GEPF.• Legal status: GEPF is a juristic entity governed by the Government Employees Pension Law of 1996, as amended.• Mandate: Managing pensions and related benefits on behalf of all South African government employees.• Nature of business: A defined benefit pension fund, meaning that all benefits are guaranteed.• Governance: The Fund’s fiduciary functions are the responsibility of the Board of Trustees with an equal number of employer and member representatives.• Clients: Approximately 1, 2 million active members from more than 325 government departments and some 300 000 pensioners and other beneficiaries.• Funding level: 100% (based on the approved actuarial valuation conducted as at 31 March 2008).• Accumulated funds R1 trillion as per financials as at 31 March 2012. and reserves: • Geographical Client Walk-in Centres are in all nine provinces footprint: of South Africa.

ABOUT GEPF

GEPF at a glance


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RETIREMENT BENEFITS

GEPF provides for normal, early and late retirement, as well as ret-irement for medical (ill health) reasons. Members whose jobs have been affected by restructuring or reorganisation are also able to receive retirement benefits.

Normal retirement

60 years is the normal retirement age for GEPF members. The benefits paid depend on whether a member has less than 10 years’ pensionable service, or 10 or more years of pen-sionable service. Members with less than 10 years’ service receive a gra-tuity (a once-off cash lump sum) that is equal to their actuarial interest in the Fund. Members with 10 or more years’ service receive a gratuity and a monthly pension (annuity).

Early retirement

Under certain circumstances, mem-bers may retire early, meaning before reaching the normal retirement age of 60. Again, the member’s years of pensionable service determine the benefits. Members with 10 or more years of service receive annuities and gratuities. These are calculated in the

same way as for normal retirement, but with a reduction of a third of one per cent (0, 33%) for each month between the dates of early retirement and normal retirement.

Ill health and other retirements

Enhanced benefits are paid when members retire for medical reasons, when injured on duty, or when their posts are abolished through organisational restructuring. In these circumstances, members receive both annuities and gratuities. For members with less than 10 years’ pensionable service, benefits are based on an increased period of service and calculated as a percentage of the member’s final salary. Members with more than 10 years’ service are also paid an annual supplementary amount.

JOINING GEPF

All government employees whose conditions of service fall under the Public Service Act are members of GEPF. This includes employees of all national and provincial government departments, as well as employees in the offices of the provincial premiers, the Public Service Commission, Provincial Service Commissions

and the office of the Auditor-General. Employees from these organisations make up around 98% of GEPF’s membership. The remaining members are from other government institutions or bodies that GEPF’s Board of Trustees has approved as participating employers.

Members of GEPF qualify for benefits on retirement and also on resignation or discharge. If a member dies, a death benefit is paid to his/her beneficiaries, who can also claim benefits to help pay for funeral costs.

To qualify for pension and other benefits, members pay a monthly amount to GEPF. Their employer also contributes by paying a certain amount every month.

All GEPF members pay 7.5% of their pensionable salary as their contribution to the Fund. Over and above this amount, the member’s employer contributes 13% of the member’s pensionable salary, unless they are a member of the South African National Defence Force or the intelligence communities. These employers contribute at the rate of 16% of the member’s pensionable salary.


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As a result, salary levels 1 to 3 are abso-lute in all government departments except for SAPS who ignored the provisions of the two prescripts men-tioned above.

Action Taken

SAPU declared a dispute and we were on conciliation with the SAPS on 21 June 2013. We will keep you posted.NB: SAPU will exhaust all legal pro-cesses as we have faith in our country’s judicial system. If the employer fails to comply and adhere to our demands we will have no option but to seek your mandate as our members to embark on a protected strike and labour actions.

This will not be limited to PSAP members only but to all categories of workers in the SAPS, as the agreement affects all of us.

Promotions for Constables to Sergeants

SAPU is aware that there are members who are long overdue for promotions.

Many of them are 10 years or more in the same position and are demo-ralised.

This has a severe impact on service delivery as we are concerned about the service delivery to our communities.We have placed a position paper to force the SAPS to promote Constables to Sergeants with immediate effect.

Call-takers and Dispatchers at 10111 across the country were wrongly app-ointed on salary level 3 and 4 contrary to the approved directive by the National Commissioner.

Action Taken

SAPU is forcing the SAPS to adhere to the directive through legal means to move them to the correct level.

Bargaining Councils

Bargaining Councils are platforms for organised collective bargaining in terms of the Labour Relations Act. The main purpose of Bargaining Councils is amongst others to:

• Conclude agreements• Overseeimplementationof those agreements• Resolvelabourdisputes/ preventlabourdisputes/ unrest

Currently the above principles are being compromised at the SSSBC due to the improper relationship which exist between the SAPS and some labour unions resulting in agreements being concluded but when scrutinised are found to be of no value to the members cause and as a result can be challenged internally and externally.

Labour unions must concentrate on their core function and mandate which is to advance bread and but-ter issues of the workers and stop operating like an employer and being sweetheart unions.

For further information follow us on Twitter at @wearesapu or on Facebook at SAPU! or at www.sapu.org.za.

SETTING RECORD STRAIGHT - continued

SAPU Gauteng is buzzing with the news of the newest addition to their family. Not at all a stranger, but a familiar face, all around.

We take great pleasure in introducing our newest full-time office member, Lesego Ntlatleng who takes her place now officially as the Gauteng Provincial Secretary. Having been a loyal member of SAPU for 18 years, we have long sought to take her into the fold.

Until recently, a long term serving police official with the South African Police Service - 31 years to be exact! - with 30 years served in the detectives’ branch. Not new to the political scene of unionism, Lesego takes great pride in having led the first police protest in 1995 against parities within the then Bophuthatswana Police and earned herself the title of “Strong Woman”, from never having backed down.

And an incredibly strong woman she is! Never one to let any injustice

go unchallenged, she was known for being passionate about representing members during departmental trials. With this fire burning strong within her she went on to become a provincial chairperson in the North West. Then next to become the Nat-ional Gender Chairperson. An avid HIV/AIDS activist of note amongst her peers, she went on to write for many years, a motivational column in the Union Post dedicated to the issue. Like a duck to water she took to this position with the finesse we admire

NEW KID ON THE BLOCK

UNION MATTERS


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New kid on the block, Lesego Ntlatleng

so greatly in this woman and naturally she became part of the editorial committee.

Being a woman of incredible strength and astute knowledge of the workings of the South African law, this has served this matriarch incredibly well in the course of her admirable career.

Lesego has worn many caps over the years and sat in many a chair across various boards. She has sat as a member of SASSETA and recently as member on the SSSBC board. She is

well known for the incredible zeal she speaks with when it comes to human rights, but more so, with people in policing. It is hard to not listen when this woman speaks, even more difficult to not hear the deep passion resonating from her words.

When asked why she left a lifelong career in the SAPS she said, “I have always been passionate about labour. I could no longer bear seeing em-ployee rights being infringed upon. I wanted to do something about it. I want to do more to aid in protecting

SAPU members’ rights and helping them understand that this is what we’re here for”.

About tackling the new task at hand she says: “I am so excited about the challenges that come with starting afresh, especially in this office, in this position. SAPU is the ideal platform for the kind of work I believe I have been moulding myself to delve into. I cannot wait to start making a difference.”

Peter Ntsime

The struggle for parity between women and men has made strides in the South African Police

Services (SAPS). There has also been an increase in women making their mark in operational environments. Women in the SAPS are doing well in the male-dominated environments, especially the specialised units such as K9 and Mounted Unit.

There are multitudes of women who have broken boundaries and reached

great heights in their careers and one such person is Warrant Officer M.S.Motloba, stationed at Phokeng K9 Unit. Warrant Officer Motloba under-went her SAPS basic training in 2002 since then she never looked back. In 2006 she attended a horse riding course at Potchefstroom Mounted School. Subsequent to that she con-tinued with the Basic Equestrian course, which allows her to teach members about horse riding. She also

WOMEN ON THE MOVE


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parties to the Wits Leadership Skills Programme.

Every year the Safety and Security Sectoral Bargaining Council (SSSBC) embarks on a training programme as part of the Transformation Project of the SSSBC.

Through the Public Service Central Bar-gaining Council the SSSBC received R30 million to use for various transformation projects in 2005.

Tumi Mogodiseng is the Deputy President of SAPU

On 11 June 2013, 07 South African Policing Union (SAPU) members graduated at a very auspicious event at the University of the Witwatersrand Business School in Johannesburg after completing a Leadership Skills Programme.

The year-long course took place in Pretoria under the leadership of Allison Soote from the Business School.

SAPU congratulates the graduates and is proud of the commitment they showed by successfully completing

the leadership course and obtaining a much sought after qualification. It was not an easy road to study whilst attending to day-to-day duties.

We hope that the knowledge they gained through this course will help them become professional leaders who will improve service delivery to SAPU members.

The funds for the course were provided by the SSSBC who decided for a second time to enrol members nominated by

SAPU MEMBERS GRADUATE AT WITS

dedication in being able to acquire skills and training in such specialised field both in the Mounted unit and K9 and to come out with flying colours.

We wish her the best in her career and the passion she has for animals is exceptional. Warrant Officer Motloba has set a standard for women and men in SAPS that if there is a will there is a way.

Les Sechele, Provincial Secreatary of SAPU

North West

underwent an educational training and development programme to facilitate in horse riding.

During 2010 she was promoted to Phokeng K9 unit as Warrant Officer, she attended a patrol dog handlers course and later improved on that and acquired a patrol/explosive dog handlers course and also a tactical handlers course with a dog.

Sapu is very proud to have such am-bitious women within the organ-isation. She has shown character and

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KNOW YOUR BRAND, KNOW YOUR ORGANISATION, AND KNOW WHAT YOU REPRESENT

Its just not a star, it represents the following

TACT: Skill and sensitivity in dealingwith others on dificult issues (when negotiating at the Chambers we always strive for what is best for our members).

PERSEVERANCE: Continue in a course of action in spite of difficulty (we will fight for our members no matter what they say to belittle us.)

GALLANTRY: Courageous behaviour, especially in battle (we will exist for life, we are here to stay)

LOYALTY: A stronf feeling of support on allegiance (loyalty cannot be bought, it is where you belong, especially for R10 000)

EXPLICITNESS: Stated clearly and precisely (we say things without fear or favour)

OBSERVATION: The action on process of closely monitoring (we will closely monitor SAPS on implementation of its programmes)

SYMPATHY: Feelings of pity and sorrow for our members’ misfortune (we have investments for our members to take care of their different needs under their own company DIBANANI)

DEXTERITY: Skill in performing tasks (we are very professional when coming to represent our members in grievances and departmental trials)

THE COLOURS ON YOUR BRAND

Mustard / Yellow = Love and overcoming challengesRoyal Blue = SincerityBlack = WisdomWhite = Perfection

This is what you represent, understand your brand, wear your star with pride, walk tall and do not be shy to tell them your values and ethics. Do not allow them to tell you who you are.

TELL THEM ABOUT YOURSELF, YOUR BRAND AND ORGANISATION. VIVA SAPU VIVA!

TACT

DEXTERITY

SYMPATHY

OBSERVATION GALLANTRY

EXPICITNESS LOYALTY

PERSEVERANCE

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MEMBERSHIP APPLICATIONSOUTH AFRICAN POLICING UNION

PrivatebagX900,Pretoria,0001•Tel:0861927278/Fax:(086)756341

PERSONAL DETAILS

ID Number: Date of Birth:

First Names: Surname:

Initials: Title: Gender: Marital Status: Language:

PERSONAL CONTACT DETAILS

Tel Number: ( ) Cell Number: ( )

Full Home Address:

Postal Address:

EMPLOYMENT DETAILS:

Full name and address of employer:

code

Email address:

I the undersigned, hereby apply for membership of the South African Policing Union and undertake to uphold the provisions of the Union as set out in the constitution.

SIGNATURE DATE

Employee number:

Surname and Initials:

Telephone Number: ( ) ID Number:

I request and authorise the Employer’s Accounting Officer to deduct a single amount of R45.00 as admission fee and a monthly membership fee of R45.00 from my salary as from date of this application. The monthly deductions must continue until such time I cancel in writing.

SIGNATURE DATE

FOR OFFICE USE ONLY: STOP ORDER

Name of Rep Persal Number:

Provincial Office: Date:

Employee number:

Rank :

Station/Unit:

Region/Province

Tel:

Fax:

30

In 2003 PPI Mabale and PPI Mankwe France applied for an advertised post in the Department of Roads and Transport.

The two employees performed exce-ptionally well in the interview and scored high ratings. But the employer tempered with the results and rep-laced the potential candidates with their favourites.

The announcement of successful can-didates was a great shock to both Mabale and Mankwe as fraudulent score sheets were used to promote pals and relatives.

The matter was taken up by SAPU to General Public Sector Sectoral Bar-gaining Council (GPSSBC). Comrade Bulala was appointed to handle the matter. As the case proceeded the services of Advocate Gerber were roped in to add legal expertise to the whole matter.

During this process SAPU uncovered irregularities by some of the official in the department of roads and tran-

sport who failed to account for their actions.

The arbitrator appointed by the GPSSBC collected all information from the department and Advocate Gerber. Finally an award was issued in favour of SAPU in 2010 but the department took the matter for review.

The review application was set aside by the judge of the High Court and the department was ordered to promote the two officers, Mankwe and Mabale, to the rank chief with same terms and conditions as outlined in the advertisement.

The department, which was served an order on 12 June 2013, must now pay back to a date of more than 10 years.

The seven days ordered by the court passed without implementation and SAPU had to approach the High Court for rite of execution to be served to the department.

JOYOUS MOMENTS

Mabale and Mankwe were over-whelmed by joy and excitement after hearing the good news from the Labour Court. They felt that at least justice has been done especially after SAPU intervened.

The two, whose happiness was there for all to see, vowed that they will never turn against SAPU and enc-ouraged other employees to join the union.

The adage that ‘justice delayed is justice denied’ proved to be true when the court dismissed the review application of the department on the basis of buying time so as to frustrate members. They say jointly that victory is on our side as long as we are with SAPU.

ST Bulala Provincial Secretary, Limpopo.

JUSTICE DELAYED IS JUSTICE DENIED

Take a loan of up to R60 000 and get cash back at the end of your loan.Gauteng58 Hamlin St, Johannesburg011 786 4898PretoriaB5 & B7 Rauch St, Georgeville, Pretoria071 690 9253 / 012 804 3017Cape Town3 Avenue 105, Parow071 699 7182 / 021 930 4377Durban30 Hopson Rd, Glenwood, Durban071 692 3382 / 031 202 6890Polokwane80 Church St, Polokwane071 690 4726 / 015 291 1769Bloemfontein14 Louw Wepenaar St, Dan Pienaar, Bloemfontein071 690 0919 / 051 436 9585

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071 699 8137 / 018 294 4336Kimberley

1 Evans Rd, Nwe Park, Kimberley082 200 5310 / 053 832 4737

Port Elizabeth38 Pickering St, Newtown Park, PE

071 695 9526 / 041 365 0101

Dibanani Call Centre Number

086 137 8887fax us at: 086528 7276

and we will call you back.

Do you know?

Dibanani ia a SAPU’s own investment wing established to continuously lookat ways of enforcing innovative and customised benefits of members,

busting the Bullfrog within the Union.

Dibanani Financial Services

Dibanani Kakopo

Dibanani Property

Savings Products (wealth creation)and Risk Products (protection of

family estate)

Loans

Prepaid Contracts

Legal Products & Accreditation

Holiday

Dibanani Legal

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