RAMOTSHERE MOILOA LOCAL MUNICIPALITY by OGS2De

VIEWS: 0 PAGES: 10

									RAMOTSHERE MOILOA LOCAL
     MUNICIPALITY




   INDUCTION MANUAL
           CHECKLIST FOR INDUCTIONS AND INDUCTEES AT


             RAMOTSHERE MOILOA LOCAL MUNICIPALITY



1. On arrival at the workplace, the new employee should report at the Human
   Resource Department for initial enrolment as a new employee of Ramotshere
   Moiloa Local Municipality.

2. The Human Resource Department should provide the new employee with
   employment contract detailing conditions of services, job description.

     Make arrangement for relevant forms to be completed and provide opportunity for
     questions.

3. Accompany the employee on a conducted tour of the workplace and provide an
   introduction to other staff. Point out facilities and amenities available.

     Introduce the employee to the workstation as applicable.

4.   Arrange for employees to attend a formal induction on policies and procedures.

     Provide relevant polices and procedures to the employee and provide for
     completion of acknowledgement of receipt.

5. Induction on skills development opportunities.

6. Induction on employee benefits
                             TABLE OF CONTENTS

WELCOME TO THE RAMOTSHERE MOILOA LOCAL MUNICIPALITY

1.   Vision and Mission of Ramotshere Moiloa Local Municipality

2.   The Role of Local Government

     Conditions of Service

           (a) Overtime

           (b) Leave Entitlement

           (c) Union Membership


     Important Polices

     Grievance Procedure Collective Agreement

     Disciplinary Procedure Collective Agreement

     Code of Conduct: Municipal Systems Act

     (a)

     (b)

     (c)

     (d)
     (d)     Employee Benefits

     (a) Medical Aid Membership

     (b) Pension Fund Membership

     (c) Housing Allowance/Subsidy

     (e)     Induction Completion Form

     (f)      Induction Checklist – Detailed
        Welcome to the Ramotshere Moiloa Local Municipality

As the Accounting Officer of the Ramotshere Moiloa Local Municipality it
is with much pleasure that I welcome you on behalf of the Council to this
Municipality.

Ramotshere Moiloa Local Municipality is
                        Role of Local Government

White Paper on Local Government and the Constitution defines the role of
Local government as




Conditions of Service

Your Conditions of Service are clearly outlined in your contract of
employment. It is your responsibility to familiarize yourself with the content
of this contract.

   (a) Overtime

      Overtime is regulated it terms of Overtime Policy of the Ramotshere
      Moiloa Local Municipality and the Basic Conditions of Employment.

      As a general guidelines and principles the following applies to
      overtime:

      An employee may not work overtime unless by agreement.

      Employees are not allowed to work more than ten hours overtime per
      week except on emergency and essential services.

      All overtime exceeding the stipulated amount of hours should be
      approved by the Municipal Manager as the Accounting Officer.

      Overtime should be approved before an employee can work such
      overtime.

   (b) Leave

   Annual Leave

      Employees working five (5) days are entitled to a twenty four (24)
      days annual leave in a leave cycle.

      Employees working six (6) days are entitled to twenty seven (27) days
      annual leave days in a leave cycle.
       Employees are required to take leave within each leave cycle as
       follows:

           Five day worker shall take a minimum of sixteen (16) days
            leave;
           Six (6) day worker shall take a minimum of nineteen (19) days
            leave;
           An employee may not have more than forty eight (48) days
            annual leave to his credit at the end of a leave cycle;
           An employee who claim any leave days in excess of forty eight
            days should provide proof that he/she was unable to take such
            leave despite applying and was refused to take such leave by
            the employer;
           The Municipality shall not pay more than forty eight (48) days
            annual leave upon termination of an employee’s contract of
            employment;
           Employees may only encash their annual leave days (8) upon
            completion of a leave cycle;
           Employees who have not yet completed a leave cycle may not
            encash any of their leave days;

Family Responsibility Leave

Applies to an employee who has been in the employment with the
Municipality for longer than four (4) months;

Employees qualifies for a total of five (5) days paid leave;

An employee may take family responsibility leave either when:

      Employee’s child is born
      Employee’s child is sick
      Employee’s spouse or life partner is sick
      In the event of death of employee’s spouse or life partner; or
      In the event of death of the employee’s parent, adoptive parent,
       grandparent, child, adopted child, grandchild or sibling.
Sick Leave

Employees are entitled to eighty (80) days sick leave in a three year leave
cycle;

An employee shall be required to submit a medical certificate from a
registered medical practitioner if more than two (2) consecutive days are
taken as sick leave.

Maternity Leave

To qualify for paid maternity leave, an employee must have one (1) year
service with the employer;

An employee, including an employee adopting a child under three (3)
months shall be entitled to receive three (3) months paid maternity leave,
with no number of confinements or adoptions. This applies also to an
employee whose child is still born.


Important policies and procedures

Labour Relations

Labour Relations procedures are negotiated and agreed at the South African
Local Government Bargaining Council (SALGBC) between organized
labour (IMATU and SAMWU) and organized local government (SALGA).

The parties to the SALGBC have concluded the grievance procedure and
disciplinary procedure collective agreement.

Grievance Procedure

The grievance procedure is part of the conditions of service and is intended
to ensure fair play, resolve problems as quickly as possible and to deal with
conflict through procedural means.

Employees shall not suffer any form of victimization or occupational
prejudice as a result of lodging a grievance.

Attached please find copy of the grievance procedure
Disciplinary Procedure Collective Agreement

The purpose of the procedure is to establish common and uniform procedure
for the management of employee discipline.

This procedure also contains the code of conduct and sanctions.

Attached please find the copy of the Disciplinary Procedure Collective
Agreement.

Code of Conduct: Municipal Systems Act

Municipal Systems Act, No of 2002 further provides a code of conduct for
municipal staff members which must also be observed in conjunction with
the code and sanctions of the Disciplinary Procedure Collective Agreement.

Attached find the Code of Conduct: Municipal Systems Act.

Employee Benefits

   (a) Medical Aid Membership

      Employees are entitled to join a medical aid scheme of their choice
      provided that the scheme is accredited by the South African Local
      Government Bargaining Council.

      Information on all accredited medical aid schemes is available from
      the Human Resource Department.

      An employee who elects not to belong to an accredited medical
      scheme will not be entitled to the medical aid subsidy.

      ----Attached please find regulation of medical aid benefits as provided
      for in the Main Collective Agreement.

   (b) Pension Fund Membership

      All permanent employees of the Ramotshere Moiloa Local
      Municipality are obliged to join one of the pension fund associated
      with the Municipality.
  NB: It is the responsibility of the employee to elect a pension fund of
  his/her choice upon appointment as an employee of Ramotshere
  Moiloa Local Municipality. The Municipality shall not be held liable
  for any loss or damage that the employee may suffer as a result of
  his/her failure or omission to elect a pension fund of his/her choice.


  The National Fund for Municipal Workers is a compulsory fund
  which every permanent employee of the municipality is automatically
  joined to the fund.


(c) Housing Subsidy/Allowance

  Permanent employees are entitled to a home owner’s allowance which
  is revised from time to time by South African Local Government
  Bargaining Council.

  Relevant information in this regard is obtainable from the Human
  Resource Department. It is the responsibility of the employee to check
  and verify all the necessary information when applying for Home
  Owners Allowance Scheme.
INDUCTION COMPLETION FORM

								
To top