Bargaining Council: Pension Fund, New Council Staff & Your Collective Agreement Details
COLLECTIVE AGREEMENT ENTERED INTO BETWEEN EOHCB AND UASA: A SUMMARY
In our June Chronicle we provided links to the Salary Schedules (www.hcsbc.co.za) amended in accordance with the Agreement reached between the Employers’ Organisation for Hair, Cosmetology and Beauty (EOHCB) and UASA – The Union.
The following is a summary of the Agreement entered into between the parties:
Duration:
1 June 2023 to 31 December 2025
Wage Increases:
1 June 2023 – 7%
1 January 2024 – 6%
1 January 2025 – 6%
In the event that the CPI is 2% more or 2% less than 6% in relation to 2024 and/or 1 January 2025 – 6% 2025, the parties will re-negotiate the increase/s.
Annual Leave:
The Employer must grant annual leave equal to the number of days an Employee would ordinarily work in a two-week period. Such leave must be granted and taken within 6 months after the annual leave cycle.
Any leave remaining at the end of the 6 months (after the annual leave cycle) must, by agreement between the Employer and Employee be paid out.
If an Employee fails/refuses to take leave when instructed or granted by the Employer, within that time period, the leave will be forfeited.
Personal Service Commission (PSC):
The PSC applicable to Areas A and D, for purposes of calculating leave pay, notice pay, and severance pay will be increased to 23% with effect from 1 January 2025 on a phased-in basis as follows:
• 2023 – 20% +1% =21%
• 2024 – 21%+1% =22%
• 2025 – 22%+1% =23%
Sick Pay Fund:
An Employer may approve the first day (one day’s) absence without the requirement to provide a medical certificate in respect of a sick leave claim. A medical certificate will still be required for two or more days of sick leave.
Council Fees:
The Agreement between the Parties also recorded the decision of the Council Board concerning Council Fees for Employers and Employees with effect from 1 March 2023 - i.e., 1.3% of the applicable salary/wage, except in the case of Employers in Division 112 (pre-November 2017 salons) where the 1.3% will be phased in as follows:
• 1 March 2023 – 80% of 1.3%
• 1 January 2024 – 90% of 1.3%
• 1 January 2025 – 1.3%
PENSION FUNDS ACT (PFA) AND FSCA CONDUCT STANDARD
Section 13A of the PFA places various duties, obligations, and liabilities on Employers, concerning the payment of pension fund contributions (HBSI-Section-13A-new-requirements.pdf)
Included in these obligations is the duty to provide the Fund with information in relation to the Employer. The HBSI in handling Section 14 transfers has also established that there is information that is required which has not been provided.
Employers are requested to kindly co-operate with the Fund and/or the Council to provide requested and required information.
COUNCIL STAFF
The Council is pleased to welcome the following newly appointed staff members:
Trevor Nene – Designated Agent (KZN) trevor@hcsbc.co.za
Sbongiseni “Phillip”’ Mazibuku (Gauteng) sbongiseni@hcsbc.co.za
Princess Jama – PA to the CEO/GS & Scribe (Johannesburg) princess@hcsbc.co.za
Please consult the Council’s WEBSITE for the contact details of Agents in your area.
For more information, contact: www.hcsbc.co.za
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