Public Audit Act, 2004
R 385
Labour Relations Act, 1995 (Act No. 66 of 1995)NoticesBargaining Council for the Motor Ferry IndustryExtension to non-parties of the Main Collective Agreement6A. Incentive Arrangement |
| 6A.1 | It is an employer's prerogative to introduce and implement an incentive work arrangement in terms of which an employee's remuneration is based on the quantity of work performed or an employee's output in terms of the MFIBC Collective Agreement provided that: |
| 6A.2 | The incentive work arrangement complies with the provisions contained herein; and |
| 6A.3 | An employee who is part of the incentive work arrangement, is not prejudiced in that the employee is not paid less than the amount that the employee would otherwise be entitled to in terms of the MFIBC Collective Agreement; and |
| 6A.4 | The MFIBC has approved the incentive work arrangement to ensure that the affected employees are not prejudiced as aforesaid, |
| 6A.5 | The current SAMFA members and any other employers in the motor ferry industry that have an incentive work arrangement in place have the right to continue operating their incentive work arrangements, however they are required to submit their existing incentive work arrangement in writing to the secretary of the MFIBC for validation that is to ensure that the affected employees are not prejudiced in that they do not earn less than what is provided for by the MFIBC Collective Agreement. The incentive work arrangement must be submitted to the secretary of the MFIBC within six months of the date of signature of the resolution to which this incentive work arrangement applies. |
| 6A.6 | The Incentive Work Arrangements shall be valid for 12 months after being introduced, implemented and sent to the Secretary of the MFIBC and they may be reviewed if there is a reason for doing so, if not, the Incentive Work Arrangement will remain valid. |
| 6A.7 | The MFIBC's National Secretary and its designated Agents are empowered to enforce non-compliance of the Incentive Work Arrangements, if any. |
| 6A.8 | Any employer who wished to introduce an incentive work arrangement for the first time must consult employees and trade unions, if any, and if the union/s are party to the MFIBC and provide the incentive methodology in writing to the affected employees and union/s, to ensure that they have a clear understanding of the incentive work arrangement. In addition, the incentive work arrangement must be submitted in writing to the MFIBC for validation that is to ensure that the affected employees are not prejudiced by being paid less than the employees would otherwise be entitled to in terms of the MFIBC Collective Agreement. |
| 6A.9 | The incentive work arrangement is a substitute to paying employees in terms of the provisions of clauses 6.3, 6.4, 6.5, 6.7, 10,2, 10,3 and 10.5 of MFIBC Collective Agreement and an employer has the right to have a dual system, that is to pay employees in terms of an incentive work arrangement and to pay employees in terms of the overtime system provided for in clause 10 of the MFIBC Collective Agreement. |
| 6A.10 | Each employers' incentive work methodologies and related intellectual property is confidential and is not required to be disclosed to any of the other employers. |
[Clause 6A inserted by section 4 of Notice No. R. 7653, GG54939 dated 3 July 2026]
