Civil Engineering Report Final Version

Sectoral Determination for the Civil Engineering Sector
2010
2010
Report on the investigation into a Sectoral
Determination for the Civil Engineering Sector
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Department of Labour
2010
TABLE OF CONTENTS
TABLE OF CONTENTS.........................................................................................................................................1
LIST OF TABLES....................................................................................................................................................2
Background............................................................................................................................................................23
Collective Bargaining Structure for the Civil Engineering Industry......................................................................23
Terms of reference..................................................................................................................................................25
Methodology..........................................................................................................................................................25
Structure of the report............................................................................................................................................27
Chapter One...........................................................................................................................................................28
Sector Profile..........................................................................................................................................................28
Chapter Two.........................................................................................................................................................214
Wages and annual increases.................................................................................................................................214
Minimum wage increases for years 2 and 3.........................................................................................................219
Other basic conditions of employment issues......................................................................................................224
Family Responsibility Leave................................................................................................................................224
Views of the employees........................................................................................................................................224
Severance package...............................................................................................................................................225
Annual leave.........................................................................................................................................................226
Maternity leave.....................................................................................................................................................226
Hours of work......................................................................................................................................................227
Chapter Three.......................................................................................................................................................228
EVALUATION IN TERMS OF ECC CRITERIA...............................................................................................228
The impact of the proposed minimum wage on the cost of living and poverty alleviation.................................228
Wage differentials and inequality.........................................................................................................................229
The likely impact of the proposed wages on current employment and the creation of employment...................229
Chapter four.........................................................................................................................................................231
RECOMMENDATIONS OF THE ECC..............................................................................................................231
Wages...................................................................................................................................................................231
Minimum wage increases for years 2 and 3.........................................................................................................231
Family Responsibility Leave................................................................................................................................232
Annual leave.........................................................................................................................................................232
Maternity leave.....................................................................................................................................................232
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LIST OF TABLES
Table 1:Schedule of public hearings, site visits, dates, venues and attendance......................................................6
Table 2:Employment contraction levels in the construction sector.........................................................................9
Table 3: Percentage change in main indicators.12
Table 4:Current wages...14
Table 5: Setting out increases in the general worker for Johannesburg and for Northern Cape...............15
Table 6: Minimum hourly rate proposed by NUM................................................................................................16
Table 7: Minimum hourly rate proposed by the Department................................................................................18
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Introduction
The Employment Conditions Commission (ECC) has the pleasure of presenting its report on
the investigation into the Civil Engineering Sector.
Background
The current civil engineering sectoral determination was published on 25 August 2009. The
wages component of the determination was implemented on 01 September 2009 and lapses
on 31 August 2010. The wage dispensation, including annual increases, was fixed for a
period of one year; hence the new wage dispensation must be in place by 1 September 2010.
Most of the terms contained in the sectoral determination, including wages were informed by
and mirror the collective agreement reached by the employers and trade unions in the sector
in their last round of wage negotiations last year. Indeed, this has been the norm in the sector.
Collective Bargaining Structure for the Civil Engineering Industry

The Civil Engineering sector does not have a bargaining council, but has a National
Negotiation Forum (NNF), which consists of one employers organisation and two trade
unions. The employers are represented by the South African Federation of Civil Engineering
Contractors (SAFCEC) and employees are represented by the National Union of Mine
Workers (NUM) and the Building and Construction Allied Workers Union (BCAWU).
In its submission to the Commission, SAFCEC indicated that a task team had been set up to
investigate the possibility of establishing a bargaining council for the Civil Engineering
Industry (BCCEI). The process was expected to take approximately 18 months to finalise.
Wage negotiations in the sector
The parties to the NNF have been bargaining collectively on wages as well as terms and
conditions of employment since 1996 and have always concluded collective agreements
which have always been forwarded to the Department as an input document in the reviewing
process of the sectoral determination. The Department has always encouraged parties, in line
with the spirit and aims of the Labour Relations Act 66 of 1995, to strive for self-regulation in
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their working arrangements, including terms and conditions of service. Hence collective
agreements, such as those concluded by the parties in the NNF, have always been endorsed
by the ECC in its recommendations. In 2009, minimum rates as agreed by the parties to apply
to all employers and employees in the civil engineering sector were promulgated and
implemented on 1 September 2009. The rates will remain in operation until 31 August 2010.
In 2010, the first round of negotiations in the sector commenced on the 21 June and an
agreement was reached on the 4th of August 2010.
The 2010 agreement deals with a number of issues, some of which have relevance to and
impact on the sectoral determination. The issues are listed below:
1.
Scope of application of the collective agreement;
2.
Promulgation of collective agreement(s) in the Sectoral Determination: Civil

Engineering Sector, South Africa;
3.
Period of operation of the agreement;
4.
Across the board increase;
5.
Minimum wage;
6.
Hours of work;
7.
Annual Leave Days;
8.
Maternity Leave Days;
9.
Family Responsibility Leave;
10.
Mourning of Fatal Accidents;
11.
Upgrading of permanent Hostels;
12.
Appointment
of
sub-committee
to
investigate
the
following
issues:
job grading, basis for setting of targets for training of employees, collective
bargaining levels);
13.
Appointment of a working group to investigate the establishment of a bargaining

council, the funeral cover for LDC Employees, Medical Aid, provident fund
contribution;
14.
Living Out Allowance;
15.
Sleep-Out Allowance;
16.
Housing subsidy;
17.
Severance pay;
18.
Payment during period of Lay-Off.
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Terms of reference
The terms of reference for this investigation as published in the Government Gazette No.
32976 notice no. R.147 dated 24 February 2010 was as follows:
to review wages and the conditions of employment in the Sectoral Determination 2, Civil
Engineering Sector, South Africa.
Methodology
A four-phased project framework was developed for the investigation:
Phase One Administrative aspects
A notice was published in the government gazette on 24 February 2010 inviting interested
parties to make written representations within 30 days to the Director-General on their views
about a review of the conditions of employment and wages in the civil engineering sector.
In response to the notice, four (4) written submissions were received from the following
organisations:
1. SAFCEC ( Employer Representative)
2. NUM (Employee representative)
3. Dada Civils (Civil Construction Company)
4. Henra (Civil Construction Company)
Phase Two Consultation with stakeholders
Public hearings and site visits were scheduled in five provinces as set out in the table below.
Site visits were also conducted at South Africas first new Greenfield coal-fired power
station, Medupi power station, where there are about 166 contractors employing 7500
employees. Hearings were scheduled to take cognisance of the areas where civil engineering
activities were more prevalent.
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During the public hearings, SAFCEC and NUM representatives informed the Department that
they had not yet started with their wage negotiations. However, for the benefit of the public
hearings the parties made their individual submissions on behalf of their constituencies.
Table 1 below indicates places visited together with the attendance profile of stakeholders for
each hearing.
Table 1: Schedule of public hearing dates, venues and attendance
Province
Western Cape
Kwa-Zulu Natal
Mpumalanga
Gauteng South
Limpopo
Lephalale
TOTAL
Dates
Venues
Employers/
Employer Org
Employees/
Employee Reps
19/04/10
20/04/10
21/04/10
Public Hearing
Site Visit
Public Hearing
5
0
14
0
20
0
22/04/10
21/04/10
22/04/10
19/04/10
20/04/10
21/04/10
22/04/10
28/04/10
Site Visit
Public Hearing
Site Visit
Public Hearing
Site Visit
Public Hearing
Site Visit
Medupi Power Station
0
0
0
2
0
3
0
7
31
43
0
17
1
24
1
20
20
146
As reflected in Table 1 above, public hearings were not well attended, especially the
employee representation. Subsequent to the public hearings, site visits were arranged where
interviews in form of a questionnaire administration were conducted. The questionnaire
process yielded better results as the secretariat managed to visit civil engineering sites and
interviewed a total of 107 employees and 7 employers.
There were areas such as eMalahleni in Mpumalanga where, despite having arranged
meetings there was no attendance. In total, the hearings and site visits provided information
from a total of 177 attendees, which included employers or employer representatives, and
employees or employee representatives.
Phase Three ECC Process
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During this stage the Commission engaged with the different proposals made by stakeholders
and prepared its recommendations to the Minister.
Phase Four Publication of the amended sectoral determination

This phase will see the publication of amendments to the sectoral determination, once
approved by the Minister, in the Government Gazette and subsequent awareness-raising
measures.
Structure of the report

The report consists of the following chapters:
Chapter 1 of this report outlines the state of the civil engineering sector;
Chapter 2 discusses the findings of the investigation and resultant proposals;
Chapter 3 discusses the proposals in light of the criteria that the Commission has to
consider and
Chapter 4 summarises the recommendations by the Commission.
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Chapter One
Sector Profile
Employers
The main employer role-player in the industry is SAFCEC, which reportedly represents 330
contractors, employing approximately 90 000 employees. There are 25519 civil engineering
contractors (employers) registered with the Construction Industry Development Board
(CIDB), of whom SAFCEC says it represents 12.4%1.
According to SAFCECs first quarter report released in March 2010, the South African
economy shrunk by 2% during 2009 compared to 2008.The worst time was the middle part of
2009, when at one stage the quarter on quarter drop was close to 7. 5%. The general
economic growth forecast is for subdued growth in 2010 and a little better during 2011.
Forecast for 2010 indicates that the South African economic may grow by 2.3% and by 3.5%
in 20112.
Employees
In terms of a Quarterly Labour Force Survey for 1 st quarter which was released by Stats SA in
May 2010, the construction industry reported an annual decrease of 50 000 employees
(-
10.9%) at March 2010 compared with March 2009. There was also a quarterly decline of
7000 employees (-1.7%) at March 2010 compared with December 2009, primarily due to the
completion of major construction projects and cancellation or postponement of projects due
to the recession.
Employment services company Adcorps latest Employment Index also showed a marked
decline in employment in the construction sector during April and May 2010. Between April
and May, the Adcorp index recorded a 10.2% decline in employment in the construction
sector.
1
2
Information provided by SAFCEC

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The graph below indicates how employment contracted in the construction industry from
2008 to 2010
Table 2: Employment contraction levels in the construction industry
In its submission to the Commission on 08 April 2010, SAFCEC mentioned that the industry
was in a severe downturn and was expected to decline by nearly 25% in 2010.It also
indicated that several projects larger than R20 million were cancelled or postponed to future
dates, and that the small and medium size companies would be the ones to be more severely
affected by the private sector developments coming to an almost dead stop due to high
interest rates and the uncertainty of electricity provision.
With regard to employee representatives, the NUM submitted that it represented 63 000
members and BCAWU claimed to be represent 35 000 active members currently. The unions
have indicated that union membership within the civil engineering sector is often difficult to
estimate as employment is largely based on limited duration contracts (LDCs).
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Bargaining in the sector

Since 1996 SAFCEC has negotiated with the unions on wages and other conditions of
employment in order to create some stability in the industry. Attempts to establish a
bargaining council were made but failed due to lack of sufficient representivity on both sides.
Labour has argued that it is always difficult to organise workers in the sector due to the
duration of the projects, which is normally short.
The industry is largely dependent on projects awarded on a limited or temporary contractual
basis, and the duration of such projects in turn affects employment levels. SAFCEC is the
only employers organisation registered in the sector and BCAWU and NUM are the two
major unions representing the majority of unionised workers.
The position of the civil engineering industry
The members of the civil engineering sector have been intimately involved in the creation of
the high quality network of public and private infrastructure in the economy since 1994.
These endeavours enhanced infrastructure from dirt roads to excellent highways and urban
networks, from limited rail infrastructure to dedicated bulk export/import lines, the
development of the most modern bulk/container ports, from grass airfields to the busiest
airports in Africa and from pit latrines to extensive waterborne sewerage networks which are
environmentally friendly3.
South Africa has also enhanced its infrastructure in the form of the 2010 Soccer World Cup
Stadia, Gautrain, the Gauteng Freeway Projects, Airport development and Eskom power
station. However, with many construction projects having been completed for the 2010 FIFA
World Cup, the construction industry may face growth challenges. This may be worse for the
smaller companies in the rural areas which were not exposed to the projects taking place
around the FIFA World Cup4.
Despite this decline in the industry, SAFCEC estimates that the industry should recover
toward the end of 2012 and projects such as the Gauteng Freeway Improvement project and
the State-owned Trans-Caledon Tunnel Authoritys water infrastructure projects are most
likely to mitigate the decline over the next few years.
3
www.safcec.org.za
The First National Bank quarterly report on the state of the civil construction industry in South Africa
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The following five indicators (summarised in Table 3) reflect actual figures compiled by
SAFCEC on their state of the civil industry report for the 1st quarter of 20105
1.
Confidence index6
Confidence amongst contractors reached a higher point in the first quarter 2007, with a
substantial slide starting in the third quarter of 2008 and ended with a decline of 48.5% in
2009. Since then it has dropped by 70%.The sharp and sustained decline in the confidence
index, points towards lower industry activity levels during 2010. Confidence amongst all
sizes of companies is pretty fragile as it stands. SAFCEC expects that confidence levels will
start showing signs of improvement during the latter part of 2010, mainly based on an
expected recovery in mining demand for civil engineering works and some recovery in
private sector developers demand for civil works.
2.
Tenders
The cumulative number of tenders during 2009 declined by nearly 18% compared to
2008.The second half of 2009 was 24% lower than the first half. What makes the situation
worse is that not only did the number of tenders decline but very few were larger than R150
million. This is reflected in the value of contracts awarded dropping by nearly 50% (2009
compared to 2008).This all indicates a massive and abrupt slowdown in general activity.
3.
Employment
As noted above, annual employment started to show signs of contraction (-1%, 2009 on
2008), but not as severely as the estimated turnover declines, mainly due to the hopes that the
situation will change and/or reluctance to let go of the high cost investment companies made
in staff over recent years. SAFCEC is certain that there will be an increase in frictional
unemployment over the next 18 months as a result of the lull in the project pipeline.
SAFCEC 1st quarterly report 2010
Confidence index relates to the general business outlook amongst the companies within the sector. Below 50 indicates pessimism; 0 equals
total negativity and 100 indicates absolute optimism.
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2010
Contract awards
A massive downturn is currently experienced across all sizes of projects.Gautrain started the
trend with the time of award delayed by 2 to 4 years, which then overlapped with the
resources/mining boom worldwide and expansion domestically. Shortly afterwards the stadia
for 2010 were awarded as well as massive airports projects. Not unrelated to the preparations
for the 2010 World Cup, the Gauteng Freeway Improvement Project was awarded in early
2008. Electricity generation expansion operates in 20-year cycles, which meant that the year
2000 should have seen the start of the build program; this was delayed until the beginning of
2008. The age and capacity constraints around the coast-to-inland oil pipeline infrastructure
were evident for several years (and incidentally refining capacity) but that was also only
awarded in early 2008.
5.
Turnover
The latest data suggests a decline of 11% during 2009 which is expected to decline further by
nearly 25% in 2010.According to SAFCEC, civil engineering has experienced double digit
growth from 2005 to 2008, double digit decline from 2009 to 2010 and the real possibility of
yet another massive increase in demand for construction services starting in 2011 resulting in
unpredictability in prices and employment again.
Table 3: Percentage Change in main indicators
Indicator
Confidence*
Tenders
Contract
Awards**
Employment
Turnover
6 Months To
2008.q4
2009.q4
12 Months To
2008:q4
2009:q4
-35%(118)
20.5%
-46% (64)
-23.7%
-19.4% (303)
-11.5%
-48.5% (156)
-17.6%
-22%
7.9%
30.3%
-40.3%
-1.5%
-24%
36%
9%
25%
-48.7%
-1%
-10.7%
*Confidence index measured as percentage change in cumulative net improvements.

**Contract Awards based on contracts awarded in the RSA only.
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According to SAFCEC, possible future activities amongst different clients suggest that the
massive decline expected could be followed by an equally massive upturn again, starting in
2011. SAFCEC points to; inter alia, the following activities:
Eskoms capacity generation, such as the Medupi power station
South African National Roads Agency Limited (SANRAL) publications suggest that
the N1/N2 toll road will commence in early 2011. The Wild Coast toll road may
happen soon afterwards, and the second phase of the Gauteng Freeway Improvement
Project (GFIP) program may also start during 2011/12.
It is common knowledge that SA is a water scarce country and that the pollution of
our water resources is a major problem (whether coming from historical mining
activity or sewerage systems failure).Trans-Caledon Tunnel Authority (TCTA) is
playing a more and more prominent role featuring as an implementation agent for
Department of Water Affairs and Forestry. The municipal recovery plan driven by the
Department of Cooperative Governance and Traditional Affairs may also start to show
results in the medium term.
Our harbour capacity must be expanded and Transnet is on course to do major

expansions. They confirmed that they have a R20 billion annual budget that fluctuates
between more or less civil engineering works in the program.
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Chapter Two
The focus of the investigation, in line with the terms of reference, was to review minimum
wages and conditions of employment in the civil engineering sector.
This chapter deals with the current dispensation in the sectoral determination around
minimum wages and other related conditions of employment. In addition, it also deals with
the inputs received during the public hearings, written inputs submitted to the Department,
proposals by the Department and recommendations of the Commission.
Wages and annual increases

The current wages in the sectoral determination are reflected in Table 4 below
Table 4: Current Minimum Hourly Wages in Civil Engineering
Grade
2009
2010
1
2
3
4
5
6
7
8
9
14.00
14.40
14.80
15.30
18.30
20.80
23.80
26.70
30.15
12%
12%
12%
12%
12%
12%
12%
12%
12%
15.68
16.13
16.58
17.14
20.50
23.30
26.66
29.90
33.77
In order to maintain stability in the sector, the above grades were provided by the sector to
the Department to publish in 2009. The grades range from a general worker as grade 1 up to
an artisan as grade 9. The current minimum rate of a general worker (grade 1) is R15.68 and
artisan (grade 9) is R33.77 per hour.
It should be noted that previously the civil engineering sector had two sets of minimum
wages, one for employees in the rural areas and another for employees in the urban areas. The
sector has since narrowed the gap between rural and urban wages in the country and came up
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with a single minimum wage for the entire sector.The sector also agreed on the grades which
were ultimately published as part of the sectoral determination.
Views of the employers
In its submission, SAFCEC urged the Department to note the historic changes in wages and
conditions of employment that have been published in recent years. They submitted that
major increases were granted in the past, even much higher for the rural areas in order to
rectify certain disparities but that future increases should not exceed the rate of inflation.
The table below gives an indication of how increases in the minimum rate for a general
worker in the rural area and in the urban area were established in order to reach parity.
Table 5: Minimum Wages for a General Worker for Johannesburg and for Northern Cape:
1998-2009
Setting out increases in the general worker for Johannesburg and Northern Cape
R 18.00
R 16.00
R 14.00
R 12.00
Johannesburg
R 10.00
Northern Cape
R 8.00
R 6.00
R 4.00
R 2.00
R 0.00
Johannesburg
1998
1999
2000
2001
2001
2002
2003
2004
2005
2006
2007
2008
2009
R 5.17 R 5.25 R 5.25 R 6.12 R 6.60 R 7.29 R 0.00 R 7.97 R 9.02 R 10.27 R 11.09 R 14.00 R 15.68
Northern Cape R 3.95 R 4.14 R 4.14 R 4.83 R 5.21 R 5.75 R 5.75 R 6.45 R 7.40 R 8.45 R 10.27 R 14.00 R 15.68
SAFCEC indicated in its submission that the increase set as shown above was therefore
substantially higher than the increase in CPI and the impact of those increases, particularly on
the smaller contractors and emerging BEE contractors has been negative.
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Employers therefore proposed that wage increases and annual wage increases should not
exceed the Consumer Price Index (CPI). Employers also proposed that consideration should
be given to the fact that the non-wage demands are also further increasing the total
employment cost, thus affecting the viability of the civil engineering industry. SAFCEC
argued that the implication of total cost of employment to company, as per collective
agreement or determination, should be used as the basis to evaluate the impact that these
processes have on the overall employment cost.
Some employers in Johannesburg proposed an increment of 13%, while employers in
Lephalale were divided on this issue, with some proposing CPI +2% for employees in grades
1 to 4 and CPI + 1% for employees on grades 5 to 9, and others proposing CPI only.
However, in most of the areas visited employers cautioned against a double-digit increment,
arguing that it would have an adverse impact on the sector, resulting in major layoffs and
closure of many businesses.
In Durban employers proposed an increase of CPI only for the first year, while subsequent
years increase would depend on the future economic climate.
Views of the employees
NUMs submission to Department of Labour was that the minimum wages should be
amended as follows:
Table 6: Minimum hourly rates proposed by NUM
GRADE
1
2
3
4
5
6
7
8
9
CURRENT RATE
NEW RATE
% Increase
15.68
16.13
16.58
17.14
20.50
23.30
26.66
29.90
33.77
Proposed
18.82
19.47
19.90
20.57
24.60
27.96
31.99
35.88
40.52
Proposed
20%
20%
20%
20%
20%
20%
20%
20%
20%
Some employees in Polokwane, Cape Town, Witbank and Durban proposed R18, 00 to R35,
00 as a minimum hourly rate for general workers. Some employees in Polokwane proposed
an increase of 12% across all grades.
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Employees argued that the work they do is labour-intensive and does not match the rate of
pay they receive in reality and most of them move to other provinces with their employers for
projects, which means more costs. They also cited the rising cost of food, transport, school
fees and the cost of living in general as the reason for their proposal. They also mentioned
that increases on electricity also add more financial burden on their budgets, which affect
affordability.
Agreement by the national negotiating forum
The parties within the negotiating forum have agreed on a three year wage deal, which is as
follows:
For the first year, covering the period 1 September 2010 to 31 August 2011, the wage for
Task Grade 1 will be R3 400.00 per month or R17.43 per hour, which amounts to an
increase of 11.2%.
For the second year, covering the period 1 September 2011 to 31 August 2012, the wage
for Task Grade 1 will be R3 700.00 per month or R18.97 per hour, which amounts to an
increase of 8.8%.
For the third year, covering the period 1 September 2012 to 31 August 2013, the wage for
Task Grade 1 will be R4 000.00 per month or R20.50 per hour. , which amounts to an
increase of 8.1%.
All other grades(Task Grade 2 to 9) will receive increases of 9.5% across the board for the
first year and CPI plus 3% or 8% (whichever is greater) for the second year. For the third
year, wage increases will be negotiated during the second year.
Views of the Department
The Department wishes to point out the following:
The Department is mindful of the current credit crunch and of the fact that the demand for
civil engineering jobs is diminishing, particularly given that most of the projects related to the
2010 FIFA World Cup have been completed. We are also optimistic, however, that the sector
will recover starting in 2011 due to projects in the pipeline such as the Eskoms capacity
generation (Medupi power station), the N1/N2 toll road which will commence in early 2011,
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the Wild Coast toll road may happen soon afterwards 7.Therefore setting the minimum at a
reasonable level might be sensible in order to ensure that companies do not shutdown,
downsize or retrench employees.
In order to maintain stability in the sector and to promote collective bargaining, the
Department has always supported the sectors collective agreement by using it as an input
document in the reviewing process of the sectoral determination and promulgating the
minimum rates as agreed by the parties. The Department is proposing that the new minimum
wages be aligned to the agreement signed by the parties at the national bargaining forum.
The table below represents the proposal by the Department on the new minimum wage levels:
Table 7: Minimum hourly rates proposed by the Department in relation to the
agreement by the negotiating forum
Current
01/09/2010 - 01/09/2011 - 01/09/2012
Rates
31/08/2011
31/08/2012
31/08/2013
18.97
20.50
Previous
Wage
Proposed
New Rates
Grade
1
2
3
4
5
6
7
8
15.68
16.13
16.58
17.14
20.50
23.30
26.66
29.90
33.77
DoL
17.43
17.66
18.15
18.77
22.45
25.50
29.20
32.74
year
+CPI
rate increases to
(eoer) be
+ 3% or 8% negotiated
(whichever is
37.00
greater)
Duration of the sectoral determination

Views of employers
Employers indicated that the new minimum wages should be determined for two or three
years period based on the fact that the increases for the second and third years usually take
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into consideration the CPI rate for that particular year and determining wages for a period of
three years would eliminate the need of consulting employees each and every year.
Views of employees
The unions indicated that they wanted minimum wages to be determined for one year and
other conditions to be determined for two to three years based on the fact that they should
able to negotiate the wages based on economic conditions of that particular year. They also
indicated that if the CPI rate was above 10%, they can agree that the wages be determined for
two to three years.

The parties at the negotiating forum have agreed that the new minimum wage dispensation be
set for a period of three years which will lapse on 31 August 2013.
Views of Department
The Department notes that sectoral determinations are normally reviewed after three years.
The parties at the NNF have also agreed to a three year wage deal. Therefore the Department
recommends that the new minimum wages be determined for a three year period as agreed in
the national bargaining forum.
Minimum wage increases for years 2 and 3

Views of employers
Employers indicated that the position of the industry needs to be carefully considered
particularly in the light of the global and local economic recession and also the fact that there
has been a decline in the industry. They argued that an increase of 2% above the CPI could
lead to more employers retrenching and businesses closing down, more especially the smaller
ones in the rural areas that did not benefit from the projects taking place around the FIFA
World Cup. They also pointed out that even though increases would improve the income of
employees, high increases would also place a significantly increased burden on employers
and the potential viability of their businesses. They therefore proposed that an increase of 1%
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above the CPI would be an ideal level which would at the same time provide for some real
and meaningful income growth for employees.
Views of employees
Employees proposed increases of between 2% and 4.5% for years 2 and 3. They indicated
that the wage increase should improve their living conditions and aligning the increases to the
inflation rate would improve their living conditions.

Parties within the negotiating forum agreed that the wage increases for years 2 and 3 be
determined as follows: wage increase for Task Grade 1 in year 2 and 3 shall be 8.8% and
8.1% respectively. For other grades, wages shall be increased with CPI plus 3% or 8%,
whichever is greater, during the second year. On the third year wage increases for Task Grade
2 to 9 will be negotiated.
The Department proposes that annual wage increases should be dealt with as per the
agreement by the national bargaining forum. However it should be noted that the CPI referred
to is the CPI (excluding Owners Equivalent Rent). Furthermore the CPI to be utilized in
determining wage increases shall be the figure as published by Statistics SA six weeks prior
to the wage increases.
Other issues discussed in the public hearings.

(a) Job Grading
(b) Sleep-out allowance
(c) Industry medical aid
(d) Industry provident fund
Job Grading
The current sectoral determination has grades that range from 1 to 9, with different skill
levels and different job categories.
20 | P a g e
2010

The employers indicated that they did not have a problem with the job categories but
sometimes felt that the job grading does not recognise the seniority of employees because all
employees, irrespective of their experience, earned the same salary prescribed for that grade.
Employees indicated that even though they appreciated the process of job grading, they were
dissatisfied with the way the process worked based on the fact that the job grading system
does not take into consideration the experience that a particular employee has. A general
worker who has five years experience earns the same salary as a general worker employed for
less than two months. Most of the employees indicated that they usually perform duties for
two different grades and are paid for one grade.
Parties at the negotiating forum agreed that Job Grading should be reviewed, but decided to
maintain the status quo until their reviewing process has been completed.
Proposals by the Department
The issue of job categories was agreed by the parties at the National Negotiating Forum and
the agreement signed by the parties in 2009 indicated a need to appoint a task team to address
how they could improve the job grading system. The Department therefore proposes that the
issue of job grading be left as is in the sectoral determination, at least for now.
Sleep Out Allowance

This is the allowance that is paid by an employer to compensate the employees for being
away from home and is sometimes described as S&T allowance (subsistence & travelling
allowance). Currently the sectoral determination does not cover the issue of sleep out
allowance but, as stated earlier, SAFCEC has indicated that a task team has been appointed to
address issues such as this.
21 | P a g e
2010
Employers indicated that an agreement was reached by the parties that people in the same
area as the project should be utilized to work on the projects so as to empower the community
and to create employment for that area. They also agreed that in instances where people work
away from home, they should be provided with food and accommodation.
Some employees proposed R1500.00 as sleep out allowance whilst others proposed R2500.00
in order to cater for their needs such as transport costs, food, accommodation and electricity.
Employees also indicated that the conditions of employment differed according to the type of
contract they have with their employers, For instance core employees (permanently
employed) get an allowance and are transported home four times during the duration of their
contracts, whereas those employees employed on a limited duration contract (LDCs) do not
have an allowance and are transported twice during the duration of their contract.
Parties agreed that this matter be left for the parties to negotiate at plant level.
As SAFCEC has indicated that there is a task team appointed to investigate amongst other
issues, the issue of sleep out allowance, the Department proposes that the issue be left to the
task team to investigate and come up with an agreement.
Industry medical aid
In terms of the agreement signed the parties in 2009, employees who have been employed for
eighteen months or longer continuously on one project by the same employer will be entitled
to medical aid for the industry.
There was no input received from the employers on this issue
22 | P a g e
2010
Employees were divided on the issue of medical aid, with some proposing that medical aid be
provided to assist them when they are injured at work and others against it, arguing that it
would be expensive for some employees such as the general workers to have medical aid.
Unions at Medupi power station indicated that they met with a service provider to discuss the
matter and felt that the premiums would be affordable to the employees, but also emphasized
that the medical aid should be optional and should take into account the nature of
employment contract. They indicated that employees on contracts of less than 6 months
should be exempted from the medical aid scheme because they might end up forfeiting their
contributions when their contracts ended.
NUM suggested that the Minister should promulgate BICIMA as the medical aid scheme for
the civil engineering sector as agreed between NUM, BCAWU and SAFCEC.
The Department proposes that the issue of medical aid be left to the parties to decide based
on the fact that it should be voluntary. For employees who may be injured whilst at work, the
Occupational Health and Safety Act prescribes that it is the duty of the employer to ensure
that the employee gets medical attention at the expense of the employer. Forcing the medical
aid scheme on employees would not be the right thing to do given the fact that some of them
do not earn enough to pay for it. Furthermore, the nature of the job performed in the sector is
generally fixed-term and could negatively affect employees in the event they do not claim
during the period of the contract.
Industry provident fund
In terms of the agreement signed the parties in 2009, employees who have been employed for
eighteen months or longer continuously on one project by the same employer will be entitled
to an industry provident fund.
Employers submitted that this issue is covered in the agreement that they signed with the
unions in 2009 and have even increased the contributions to the fund from 7% to 9%, so it
should be left as it is in the agreement
23 | P a g e
2010

Employees indicated that they were already covered by the provident fund and for those that
were not covered, they felt that it should be included in the sectoral determination. Unions on
the other hand indicated that the qualification for membership must be amended to include all
employees employed in the Civil Engineering Sector and that the Construction Industry
Retirement Fund (CIRBF) must become the Civil Engineering Industry Fund.
The Department proposes that the status quo be maintained with respect to the provident
fund.
Other basic conditions of employment issues

During the public hearings employees submitted other inputs on a number of issues. The
issues include the following:
(a) Family responsibility leave;
(b) Severance pay;
(c) Annual leave;
(d) Maternity leave; and
(e) Hours of work.
Family Responsibility Leave
In terms of the sectoral determination, employees who have been in employment for longer
than four months with the same employer are entitled to three days family
responsibility leave per annum.
Some employees proposed three (3) days family responsibility leave per occurrence and
others five (5) days. They argued that they have bigger families, therefore three days per year
is insufficient.

24 | P a g e
2010
Parties agreed that the family responsibility leave be increased to 4 days paid leave during
each annual leave cycle.
The Department supports the agreement reached at the national bargaining forum to increase
family responsibility leave to 4 days.
Severance package
In terms of the sectoral determination, employees are entitled to one weeks remuneration for
every completed year in the event of termination of employment based on operational
requirements.

Employees proposed an additional one weeks severance pay. They argued that the sector is
amongst the lowest paying sectors in the country and one week of severance pay is not
sufficient.
At the national negotiating forum, parties agreed that the one week provision currently in the
sectoral determination should apply to those employees who have ten years or less
continuous service with the same employer. For employees who have more than ten years
continuous service with the same employer, two weeks salary should be applicable in
determining the severance pay.
The Department supports the agreement by the national bargaining forum to increase
severance pay entitlement to two weeks salary for employees who have more than ten years
of continuous service with the same employer and to retain the one weeks salary for
employees with ten years or less continuous service.
25 | P a g e
2010
Annual leave
In terms of the sectoral determination, employees are entitled to 15 working days of annual
leave per annum.
Employees proposed 30 days of annual leave or four weeks per annum. They argued that the
current provision is insufficient since they do not reside with their families, so they need extra
days.
In terms of the agreement signed, annual leave days should be increased as follows:
16 working days leave in year 1;
17 working days leave in year 2; and
18 working days in year 3.

The Department supports the parties agreement to increase annual leave days as follows:
Maternity leave
In terms of the sectoral determination, employees are entitled to four consecutive months
maternity leave.
Employees proposed six months maternity leave with full pay. They argued that the industry
has started to employ more women, but maternity provisions in the sectoral determination do
not make conditions conducive for women.

Parties agreed that an employee on maternity leave must receive 20% of her normal weekly
wage for the first four months of maternity provided that she has been continuously in service
26 | P a g e
2010
for two years before the expected date of birth and must remain in service for 1 year after the
birth.
The Department supports the agreement by the parties in relation to the maternity leave
provision.
Hours of work
The sectoral determination provides for a maximum of 45 ordinary working hours per week.
Views of employees
Employees proposed that ordinary hours of work should be reduced to 40 hours per week.
They were of the view that the work they perform requires a lot of strength. They argued that
if they worked fewer hours, fatalities in the industry would be reduced and more people
would be employed in order to meet deadlines.
View of Employers
It should be noted that on the issues listed above, i.e. family responsibility leave, severance
pay, annual leave, maternity leave and hours of work, employers were of the view that the
current sectoral determination provides ample rights and protection and therefore there was
no need to change these. Furthermore, some of the issues mentioned above would be covered
in the investigation by the task team that has been established by the parties to the National
Negotiating Forum (NNF).
Parties agreed that the status quo should be maintained.
Proposal of the Department
In relation to all other basic conditions of employment as raised by employees, the
Department is of the view that the conditions in the current sectoral determination are
adequate and therefore no proposal is made in relation to amending the determination on
these issues.
27 | P a g e
2010
Chapter Three
EVALUATION IN TERMS OF ECC CRITERIA
Ability of employers to conduct their business
The civil engineering sector in South Africa has currently experienced growth due to the
significant projects surrounding the FIFA 2010 Soccer World Cup stadiums, the Gautrain, the
Gauteng freeway upgrades, the Harbours and Airports developments as well as the
development of Eskoms power station.
With projects related to the 2010 FIFA World Cup having been completed and the rescoping
of work available from some public corporations such as Eskom, which had fallen behind
with its capital expenditure programme owing to funding problems, construction activity
would be declining. In the previous report the confidence levels were down by 51.2% but
now it has dropped by 70%. SAFCEC expects that confidence levels will start showing signs
of improvement during the latter part of 2010, mainly based on an expected recovery in
mining demand for civil engineering works and some recovery in private sector developers
demand for civil works.
Given the governments commitment to infrastructure projects and the mitigating contracts in
the pipeline such as the Gauteng Freeway improvement project, the industry is expected to
recover during 2012 and 2013. The Commission is optimistic that its recommendation will
not impede the ability of employers to conduct their businesses successfully.
The impact of the proposed minimum wage on the cost of living and poverty alleviation
The sectoral determination has consistently proposed increases above inflation. The CPI
reflects the prices of commodities, and the higher the CPI increases, the faster the decrease in
the purchasing power of individuals. In essence, if wages are increased by CPI, the buying
power of workers does not change.
The Commission is of the view that the proposed increases will not only assist in job creation
and reduce staff turnover in the industry, but they will also have a major impact on staff
retention. The increase is intended to improve the lives of workers. Considering the current
rise in food prices, electricity, and transport, the proposed increases and also the annual
28 | P a g e
2010
increase pegged at inflation rate plus additional three or eight percent will attempt to address
concerns faced by those earning low wages which reduces their standards of living. It should
however be noted that the new wage level is higher the current CPI level which is 4.9% and
this has been proposed considering the effect which the global economic meltdown had on
the buying power by the employees.
Wage differentials and inequality
The previous sectoral determination introduced a grading system, which was long overdue in
the sector. The grading system, although it creates a wage gap between the employees, is
aimed at recognising the skills and the contribution of each employee.
The current
Commission recommendation promotes just that, although different categories of employees

have different responsibilities and skills, and this gap might seem excessive.
The likely impact of the proposed wages on current employment and the creation of
employment
The increases as recommended are not likely to have a significant impact on employment
levels, especially on small businesses. The May 2010 Quarterly Labour Force Survey
released by Stats SA has indicated that the construction industry reported an annual decrease
of 50 000 employees (-10.9%) at March 2010 compared with March 2009. There was a
quarterly decrease of 7000 employees (-1.7%) at March 2010 compared with December
2009. This is mainly due to the completion of construction projects.
There will be in increase in frictional unemployment over the next 18 months as a result of
the lull in the project pipeline 8, but not as a result of minimum wages. During the recent, big
infrastructural projects such as the Soccer City stadium, in Soweto, people from the
surrounding areas were trained and employed on projects, which also made them more
employable for the future. Given the increase in government infrastructure spend, increase in
municipal spend; the country is optimistic that jobs in the construction industry will be
retained until 2014. The sectoral determination as proposed will therefore not have a
significant impact on employment creation; instead, it will assist in job creation. However, it
should be noted with caution that the long lead times in awarding tenders and infrastructural
development cost increases, including increased cost of employment, may have a negative
impact on small businesses.
8
Information provided by Engineering news,12 February 2010
29 | P a g e
30 | P a g e
2010
2010
Chapter four
RECOMMENDATIONS OF THE ECC
Wages
The ECC recommends the following in relation to new minimum wages
Current
01/09/2010 - 01/09/2011 - 01/09/2012
Rates
31/08/2011
31/08/2012
31/08/2013
18.97
20.50
Previous
Wage
Proposed
New Rates
Grade
1
2
3
4
5
6
7
8
9
15.68
16.13
16.58
17.14
20.50
23.30
26.66
29.90
33.77
DoL
17.43
17.66
18.15
18.77
22.45
25.50
29.20
32.74
year
+CPI
rate increases to
(eoer) be
+ 3% or 8% negotiated
(whichever is
37.00
greater)
Minimum wage increases for years 2 and 3

The ECC recommends that annual wage increases should be dealt with as per the agreement
by the national bargaining forum. However it should be noted that the CPI referred to is the
CPI (excluding Owners Equivalent Rent). Furthermore the CPI to be utilized in determining
wage increases shall be the figure as published by Statistics SA six weeks prior to the wage
increases.
Duration of the sectoral determination
31 | P a g e
2010
The ECC recommends that the new minimum wages be determined for a three year period
starting from 2010 to 31 August 2013.
Family Responsibility Leave

The ECC supports the agreement reached at the national bargaining forum to increase family
responsibility leave to 4 days.
Annual leave
The ECC recommends that annual leave days should be increased as follows:
Maternity leave
The ECC recommends that during maternity leave an employee must receive 20% of her
normal weekly wage for the first four months of maternity provided that she has been
continuously in service for two years before the expected date of birth and must remain in
service for 1 year after the birth.
32 | P a g e

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Sectoral Determination for the Civil Engineering Sector

Sectoral Determination for the Civil Engineering Sector

Sectoral Determination for the Civil Engineering Sector

Sectoral Determination for the Civil Engineering Sector

Collective Bargaining Structure for the Civil Engineering Industry

Sectoral Determination for the Civil Engineering Sector

Scope of application of the collective agreement;

Promulgation of collective agreement(s) in the Sectoral Determination: Civil

Period of operation of the agreement;

Across the board increase;

Annual Leave Days;

Maternity Leave Days;

Family Responsibility Leave;

Mourning of Fatal Accidents;

Upgrading of permanent Hostels;

Appointment of a working group to investigate the establishment of a bargaining

Living Out Allowance;

Payment during period of Lay-Off.

Sectoral Determination for the Civil Engineering Sector

Sectoral Determination for the Civil Engineering Sector

Sectoral Determination for the Civil Engineering Sector

Phase Four Publication of the amended sectoral determination

Structure of the report

Chapter 2 discusses the findings of the investigation and resultant proposals;

Chapter 4 summarises the recommendations by the Commission.

Sectoral Determination for the Civil Engineering Sector

Information provided by SAFCEC

Sectoral Determination for the Civil Engineering Sector

Sectoral Determination for the Civil Engineering Sector

Bargaining in the sector

Sectoral Determination for the Civil Engineering Sector

SAFCEC 1st quarterly report 2010

Sectoral Determination for the Civil Engineering Sector

*Confidence index measured as percentage change in cumulative net improvements.

Sectoral Determination for the Civil Engineering Sector

Eskoms capacity generation, such as the Medupi power station

Our harbour capacity must be expanded and Transnet is on course to do major

Sectoral Determination for the Civil Engineering Sector

Wages and annual increases

Sectoral Determination for the Civil Engineering Sector

Sectoral Determination for the Civil Engineering Sector

Sectoral Determination for the Civil Engineering Sector

Sectoral Determination for the Civil Engineering Sector

01/09/2010 - 01/09/2011 - 01/09/2012

Duration of the sectoral determination

Information provided by SAFCEC

Sectoral Determination for the Civil Engineering Sector

Agreement by the national negotiating forum

Minimum wage increases for years 2 and 3

Sectoral Determination for the Civil Engineering Sector

Agreement by the national negotiating forum

Other issues discussed in the public hearings.

Sectoral Determination for the Civil Engineering Sector

Views of the employers

Sleep Out Allowance

Sectoral Determination for the Civil Engineering Sector

Views of the employees

Sectoral Determination for the Civil Engineering Sector

Sectoral Determination for the Civil Engineering Sector

Views of the employees

Other basic conditions of employment issues

Agreement by the national negotiating forum

Sectoral Determination for the Civil Engineering Sector