South African Engineers’ and Founders’ Association

27 May 2019

Don’t Risk Harsh Penalties for Non-Compliance with the Employment Equity Act

The 17th Commission for Employment Equity Report has led to the Department of Labour adopting a harsher stance on non-compliance with the Employment Equity Act for companies who do not meet the obligations of the Act. Recent proposed amendments to the Act envisage even more draconian sanctions for non-compliance.

The South African Engineers and Founders Association, in partnership with Gordon Angus and Associates, is presenting a one-day workshop on how to deal with your obligations under the Employment Equity Act.

26 April 2019

We had an informative presentation from Saul at BEE123 on their B-BBEE Management Software System at our members meeting last week at Reading Country Club.

The BEE123 B-BBEE Management Software System provides powerful and cost effective software and services to track, plan, manage and implement your B-BBEE, please take a look at the brochure below for more information:

BEE123 Brochure

Following on from this, BEE123 have invited SAEFA members to a complimentary YES Workshop on 7 May 2019. If you are interested in attending kindly contact This email address is being protected from spambots. You need JavaScript enabled to view it. for more information.

Please remember that SAEFA members have been offered a 10% discount on future services procured from BEE123.

14 May 2019

Following the survey conducted at the end of last year, members requested assistance with promoting their products and services. It was decided that a quarterly marketing circular to the membership would be appropriate.

Below please find the advertisements received for your consideration:


Calibr8 BEE Solutions

Centrifugal Airconditioning

Donnlee Pump Tech

Impala Bolt & Nut

Metal Technology Engineering

Succession Capital

Succession Capital - Steel Inventory


W Fearnehough T/A Zanogen Machine Knives

10 April 2019

Parties to the MEIBC met today following the MEIBC Management Committee (Manco) meeting of Tuesday, 26 March where it was resolved that Main Agreement negotiations would continue.  The meeting was facilitated by Commissioner Mapelo Tsatsimpe from the CCMA, who opened by stating that she had been briefed by the MEIBC.  SAEFA nevertheless suggested that the parties be given an opportunity to caucus with her separately, so as to ensure that she has a proper understanding of the history and events that have led to the current situation plaguing the MEIBC and the industry.

We then broke for caucus and explained our position to the Commissioner, who responded by informing us that she now realised that she had not been told the background facts which had led to the current impasse. 

7 May 2019

The Protection of Personal Information Act 4 of 2013 (PoPI)

The effect PoPI has on your business and how to respect personal information in accordance with the Act.
PoPI ensures the protection of personal information by public and private bodies. It does so by creating thresholds which are to be met by institutions when collecting, processing, storing and sharing personal information and holding such institutions accountable should any personal information be compromised.
As businesses are custodians of personal information it is essential to incorporate PoPI into their functioning. This would require meeting the thresholds contained in the Act in its dealings with the personal information of employees, suppliers, vendors and business partners. For many businesses proper compliance with the Act in this way may necessitate that its operations, policies and processes be reviewed and brought in line with the sound business practices as provided for in the Act. Should a business be found to be non-compliant, the Act imposes serious implications which should best be avoided.
SAEFA, in association with Gordon Angus and Associates, offers a half-day workshop to guide employers through the legislative requirements and business implications of PoPI.

29 March 2019

We had previously updated members that the Labour Court had found that the attempt to extend the Admin Agreement was unlawful and had been set aside.  We further informed members that SEIFSA and the trade unions had attempted to extend the Main Agreement in the same way.  The Court’s reasoning is clear and unequivocal, and this resulted in the trade unions finally accepting that they had to return to the negotiating table – something which we had been telling them to do since August 2017.  Unfortunately, the trade unions responded by rejecting SAEFA’s proposals for a new entrant wage rate and for increases to be given on minimums (amongst other proposals) and so SAEFA declared a dispute against the trade unions.

In terms of the MEIBC Constitution, the dispute necessitated a convening of a Special Management Committee (Manco) meeting within 14 days.  The Manco met on Tuesday, 26 March in order to decide how the dispute must be resolved, by choosing one of four options:

6 May 2019

The months of April and May 2019 have several public holidays in recognition of noteworthy events in South Africa’s history – as well as a day set aside for the country’s 6th democratic elections. In light of this, it is important to understand what payment employees are entitled to for these days, should they work or not.
The Basic Conditions of Employment Act 75 of 1997 (BCEA) and the Main Agreement both contain sections pertaining to work and payment of employees for public holidays. The BCEA sets out general provisions which overlap with several sections of the Main Agreement. However, the Main Agreement contains additional entitlements in certain circumstances.
A. Basic Conditions of Employment Act 75 of 1997 (non-scheduled staff including office/admin/salary staff )
Section 18(1) of the Basic Conditions of Employment Act provides as follows:
“An employer may not require an employee to work on a public holiday except in accordance with an agreement.”

25 March 2019

On 28 November 2018 the request to extend the Registration and Administration Expenses Collective Agreement  was set aside by the Labour Court. The judge stated that the reasons given for his decision would be given at a later date.

On 15th March 2019, the reasons for the order were received and have been attached for your reference.

In summary, the judge held that the vote to request the Minister of Labour to extend the agreement to non-parties was taken at a meeting convened outside of the constitution of the MEIBC and is therefore invalid.  The SEIFSA-affiliated associations who do not have representation on the various MEIBC structures are not permitted to take part in decision-making processes of the council and therefore should not have been allowed to vote in the meeting held on 4th September 2018.