Reply:

(1) (a) (i) twenty (20)

(ii) None

(b) Causes of each dispute

-Unfair discrimination:

Early recall from mission abroad = 01

Equal pay for work of equal value = 02

Claim for awarding surrogacy leave outside prevailing policy = 01

Unfair disciplinary action short of dismissal = 01

Overlooked for posting = 01

-Unfair suspension:

Suspension pending disciplinary action = 01

Unilateral change of terms and conditions of employment:

Implementation of shift system for security officers = 01

Suspension of cellphone benefits= 01

Interpretation/ application of collective agreement:

interpretation of Resolution 1 of 2003 = 01

Unfair Labour Practice:

Leave pay = 02

Promotion = 01

Unfair dismissals:

Disciplinary actions= 03

Review of the Arbitration award = 04

(c) Nature of each dispute

-Unilateral change of terms and conditions of employment = 02

-Interpretation/ application of a collective agreement = 01

-Unfair suspension = 01

-Unfair discrimination = 06

-Unfair Labour Practice = 03

-Unfair Dismissal = 07

(d) (i) date each was reported

- Unilateral change of terms and conditions of employment = 04/05/2018

- Unilateral change of terms and conditions of employment = 14/08/2018

- Interpretation/ application of a collective agreement = 10/08/2018

- Unfair suspension = 06/03/2017

- Unfair discrimination = 04/10/2016

- Unfair discrimination = 18/02/2016

- Unfair discrimination = 28/09/2016

- Unfair discrimination = 14/12/2016

- Unfair discrimination = 12/07/2017

- Unfair discrimination = 21/08/2014

- Unfair Labour Practice = 18/07/2017

- Unfair Labour Practice = 20/04/2017

- Unfair Labour Practice = 13/08/2018

- Unfair dismissal = 24/02/2017

- Unfair dismissal = 09/07/2015

- Unfair dismissal = 25/03/2014

- Unfair dismissal = 06/07/2017

- Unfair dismissal = 14/03/2013

- Unfair dismissal = 02/07/2013

- Unfair dismissal = 03/03/2016

(ii) resolved = None

(2) (a)(i) four (04)

(ii) -Unbecoming behaviour and causing damage to the state vehicle = 01

-Allegations of fraud: falsified matric certificate = 01

• Abscondment = 02

(b)(i) none

(ii) Not applicable

Reply:

The Recognition of Prior Learning (RPL) Coordination Policy was published on
31 March 2016. The conceptual framework for the RPL policy was the findings and recommendations contained in the Report of the Ministerial Task Team (MTT). The MTT for RPL recommended that RPL must be used for access and credit, and advancement. The RPL policy establishes these as principles of RPL. The establishment of the RPL Reference Group was one of the recommendations of the MTT Report. The Terms of Reference (ToR) of the RPL Reference Group draws from the MTT Report, in aspects such as advising the Minister on how to fund RPL for the public, develop a strategy and implementation plan for the establishment of a coordinating mechanism for RPL, collaborate and support RPL centres, and advise the Minister on the professionalisation of RPL practitioners. The work of the RPL Reference Group is aligned to the ToR set out in the RPL Policy attached as an Annexure.

Reply:

The relevant information pertaining to correctional centres that were operational as on 23 August 2018 is reflected in the table below.

PROVINCE	(a) NAME OF CORRECTIONAL CENTRE	(b) LOCATION	(c) CAPACITY	(d) INMATE POPULATION
Limpopo	Kutama-Sinthumule	Thohoyandou	3024	3024
	Makhado	Makhado	324	637
	Modimolle	Modimolle	364	477
	Polokwane	Polokwane	557	1782
	Thohoyandou Female	Thohoyandou	134	211
	Thohoyandou Medium A	Thohoyandou	691	1236
	Thohoyandou Medium B	Thohoyandou	219	588
	Tzaneen	Tzaneen	67	128
Mpumalanga	Barberton Farm Maximum	Barberton	845	1179
	Barberton Medium A	Barberton	137	188
	Barberton Medium B	Barberton	631	946
	Barberton Town	Barberton	517	413
	Belfast	Belfast	58	70
	Bethal	Bethal	771	1068
	Carolina	Carolina	110	160
	Ermelo	Ermelo	513	633
	Lydenburg	Lydenburg	81	84
	Middelburg	Middelburg	317	371
	Nelspruit	Mbombela	816	1277
	Piet Retief	Piet Retief	261	446
	Standerton Medium A	Standerton	265	312
	Volksrust	Volksrust	211	276
	Witbank	Emalahleni	1278	1568
North West	Christiana	Christiana	107	114
	Klerksdorp	Klerksdorp	1098	1397
	Lichtenburg	Lichtenburg	291	261
	Losperfontein	Brits	808	1025
	Mafikeng	Mafikeng	108	120
	Mogwase	Mogwase	572	656
	Potchefstroom	Potchefstroom	867	1800
	Rooigrond Medium A	Mmabatho	757	1016
	Rooigrond Medium B	Mmabatho	266	261
	Rustenburg Medium A	Rustenburg	629	318
	Rustenburg Medium B	Rustenburg	182	97
	Wolmaranstad	Wolmaranstad	105	145
	Zeerust	Zeerust	143	134
Free State	Goedemoed Medium A	Aliwal North	813	966
	Goedemoed Medium B	Aliwal North	539	732
	Bethulie	Bethulie	51	46
	Edenburg	Edenburg	72	49
	Fauresmith	Fauresmith	57	53
	Zastron	Zastron	64	54
	Groenpunt Maximum	Vereeniging	1418	1916
	Groenpunt Medium	Vereeniging	734	690
	Groenpunt Youth	Vereeniging	281	263
	Frankfort	Frankfort	165	109
	Heilbron	Heilbron	58	93
	Parys	Parys	84	109
	Sasolburg	Sasolburg	349	438
	Vereeniging	Vereeniging	699	835
	Grootvlei Medium A	Bloemfontein	890	1532
	Grootvlei Medium B	Bloemfontein	244	289
	Brandfort	Brandfort	141	140
	Boshof	Boshof	60	45
	Ladybrand	Ladybrand	47	47
	Wepener	Wepener	147	82
	Winburg	Winburg	148	154
	Mangaung	Bloemfontein	2928	2928
	Bizza Makhate Medium A	Kroonstad	1447	1133
	Bizza Makhate Medium B	Kroonstad	528	793
	Bizza Makhate Medium C	Kroonstad	216	208
	Bizza Makhate Medium D	Kroonstad	67	34
	Bethlehem	Bethlehem	180	280
	Ficksburg	Ficksburg	87	76
	Harrismith	Harrismith	267	392
	Hennenman	Hennenman	210	590
	Hoopstad	Hoopstad	92	54
	Lindley	Lindley	78	56
	Odendaalsrus	Odendaalsrus	453	731
	Senekal	Senekal	128	109
	Venterburg	Venterburg	254	200
	Virginia	Virginia	415	590
Northern Cape	Colesberg	Colesberg	186	224
	De Aar Male	De Aar	264	343
	De Aar Female	De Aar	33	29
	Hopetown	Hopetown	51	61
	Richmond	Richmond	61	61
	Victoria West	Victoria West	92	123
	Kimberley	Kimberley	801	918
	Tswelopele	Kimberley	3021	2548
	Barkley West	Barkley West	61	51
	Douglas	Douglas	297	312
	Upington Males	Upington	725	867
	Upington Females	Upington	73	42
	Kuruman	Kuruman	316	308
	Springbok	Springbok	150	123
Gauteng	Baviaanspoort Maximum	Pretoria	349	560
	Baviaanspoort Medium	Pretoria	759	1161
	Emthonjeni	Pretoria	640	331
	Boksburg Medium A	Boksburg	2000	2508
	Boksburg Juveniles	Boksburg	274	350
	Heidelberg Male	Heidelberg	553	837
	Johannesburg Medium A	Johannesburg	2630	4230
	Johannesburg Medium B	Johannesburg	1300	2293
	Johannesburg Medium C	Johannesburg	329	508
	Johannesburg Female	Johannesburg	605	1007
	Krugersdorp	Krugersdorp	1645	2765
	Leeuwkop Maximum	Johannesburg	785	1197
	Leeuwkop Medium A	Johannesburg	1057	1048
	Leeuwkop Medium B	Johannesburg	706	847
	Leeuwkop Medium C	Johannesburg	719	1137
	Modderbee	Benoni	2492	4421
	Devon	Devon	679	517
	Nigel	Nigel	333	436
	Kgoši Mampuru II Local	Pretoria	2171	2385
	Kgoši Mampuru II Central	Pretoria	1563	2513
	Kgoši Mampuru II Female	Pretoria	166	284
	Odi	Mabopane	891	1443
	Atteridgeville	Pretoria	609	1162
	Zonderwater Medium A	Cullinan	872	1402
	Zonderwater Medium B	Cullinan	773	1080
KwaZulu/Natal	Durban Medium A	Durban	2501	2754
	Durban Medium B	Durban	1975	3408
	Durban Medium C	Durban	689	999
	Durban Female	Durban	251	354
	Durban Youth	Durban	629	527
	Umzinto	Umzinto	477	720
	Ingwavuma	Ingwavuma	109	83
	Stanger	Stanger	133	142
	Empangeni	Empangeni	307	377
	Mtunzini	Mtunzini	161	159
	Eshowe	Eshowe	642	761
	Maphumulo	Maphumulo	77	79
	Qalakabusha	Empangeni	1392	2217
	Glencoe	Glencoe	666	416
	Dundee	Dundee	113	135
	Pomeroy	Pomeroy	88	78
	Ladysmith	Ladysmith	344	504
	Bergville	Bergville	29	41
	Greytown	Greytown	105	72
	Kranskop	Kranskop	113	92
	Ebongweni	Kokstad	1440	1035
	Port Shepstone	Port Shepstone	150	288
	Kokstad Medium	Kokstad	340	541
	Matatiele	Matatiele	83	100
	Umzimkulu	Umzimkulu	66	0
	Nongoma	Nongoma	54	70
	Ncome Medium A	Vryheid	487	825
	Ncome Medium B	Vryheid	753	1196
	Melmoth	Melmoth	46	56
	Vryheid	Vryheid	273	339
	Nkandla	Nkandla	36	44
	Pietermaritzburg Medium A	Pietermaritzburg	2499	3379
	Pietermaritzburg Medium B	Pietermaritzburg	356	517
	Sevontein	Pietermaritzburg	831	1428
	New Hanover	New Hanover	231	321
	Ixopo	Ixopo	165	258
	Waterval Medium A	Utrecht	603	1010
	Waterval Medium B	Utrecht	613	1059
	Utrecht	Utrecht	38	46
	Newcastle	Newcastle	283	333
	Ekuseni	Newcastle	600	463
Eastern Cape	Fort Beaufort	Fort Beaufort	168	75
	Grahamstown	Grahamstown	309	654
	King William's Town	King William's Town	536	608
	Middledrift	Middledrift	646	1194
	Stutterheim	Stutterheim	50	74
	East London Medium A	East London	836	1525
	East London Medium B	East London	543	857
	East London Medium C	East London	273	300
	Mdantsane	Fort Jackson	582	1556
	Graaff-Reinet	Graaff-Reinet	63	137
	Jansenville	Jansenville	31	35
	Kirkwood	Kirkwood	787	1175
	Somerset-East	Somerset-East	167	217
	Bizana	Bizana	47	95
	Elliotdale	Elliotdale	49	16
	Flagstaff	Flagstaff	37	117
	Lusikisiki	Lusikisiki	109	295
	Mount Ayliff	Mount Ayliff	85	0
	Mount Fletcher	Mount Fletcher	86	224
	Mount Frere	Mount Frere	32	94
	Mqanduli	Mqanduli	107	131
	Nqgeleni	Nqgeleni	108	172
	Tabankulu	Tabankulu	64	156
	Mthatha Remand	Mthatha	634	809
	Mthatha Medium	Mthatha	720	1481
	Barkly-East	Barkly-East	67	115
	Burgersdorp	Burgersdorp	149	303
	Butterworth	Butterworth	266	209
	Cofimvaba	Cofimvaba	101	69
	Cradock	Cradock	253	453
	Dordrecht	Dordrecht	92	112
	Engcobo	Engcobo	99	123
	Idutywa	Idutywa	62	163
	Lady Frere	Lady Frere	46	95
	Middelburg	Middelburg	317	413
	Nqamakwe	Nqamakwe	39	0
	Queenstown	Queenstown	125	243
	Sada	Whittlesea	261	446
	Sterkspruit	Sterkspruit	62	74
	Willowvale	Willowvale	52	83
	St Albans Maximum	Port Elizabeth	1468	1715
	St Albans Medium A	Port Elizabeth	706	1387
	St Albans Medium B	Port Elizabeth	929	1790
	Patensie	Patensie	353	490
	Port Elizabeth	Port Elizabeth	625	534
Western Cape	Allandale	Paarl	336	824
	Hawequa	Wellington	208	218
	Obiqua	Tulbagh	234	424
	Staart van Paardeberg	Paarl	261	355
	Brandvlei Medium C	Worcester	693	537
	Brandvlei Youth	Worcester	346	411
	Brandvlei Maximum	Worcester	960	696
	Drakenstein Medium A	Paarl	556	778
	Drakenstein Medium B	Paarl	474	623
	Drakenstein Maximum	Paarl	386	562
	Stellenbosch	Stellenbosch	71	81
	Beaufort-West	Beaufort-West	76	176
	George	George	563	1019
	Knysna	Knysna	179	378
	Ladismith	Ladismith	54	103
	Mosselbaai	Mosselbaai	346	508
	Oudtshoorn Medium A	Oudtshoorn	300	625
	Oudtshoorn Medium B	Oudtshoorn	78	105
	Prince Albert	Prince Albert	52	82
	Uniondale	Uniondale	52	100
	Goodwood	Goodwood	2115	3043
	Buffeljagsrivier	Swellendam	245	415
	Caledon Remand	Caledon	215	277
	Helderstroom Medium A	Caledon	755	1178
	Helderstroom Maximum	Caledon	589	853
	Malmesbury Medium A	Malmesbury	1392	1569
	Malmesbury RDF	Malmesbury	178	354
	Riebeek-West	Riebeek-West	205	198
	Pollsmoor Remand	Cape Town	1786	2519
	Pollsmoor Medium A	Cape Town	1111	2111
	Pollsmoor Medium B	Cape Town	437	1653
	Pollsmoor Medium C	Cape Town	577	690
	Pollsmoor Females	Cape Town	485	787
	Calvinia	Calvinia	41	63
	Vanrhynsdorp	Vanrhynsdorp	492	469
	Vanrhynsdorp Females	Vanrhynsdorp	32	22
	Voorberg Medium A	Porterville	534	518
	Voorberg Medium B	Porterville	1560	1887
	Dwarsrivier	Wolseley	232	364
	Robertson	Robertson	234	364
	Warmbokkeveld	Ceres	520	503
	Worcester Males	Worcester	573	932
	Worcester Females	Worcester	142	251

Reply:

Please find here: Reply

Reply:

The Centres of Specialisation (CoS) Programme has two key objectives; firstly, to accelerate the rate at which 13 priority trades are produced; and secondly, to build the capacity of the Technical and Vocational Education and Training (TVET) colleges to play their part in delivering these priority trades. The 13 priority trades were identified after a period of intensive research into the skills required for the large government infrastructure projects as well as for the Phakisas and War on Leaks. The trades are auto mechanic, boilermaker, bricklayer, carpenter and joiner, diesel mechanic, electrician, fitter and turner, mechanical fitter, millwright, pipefitter, plumber, rigger and welder.

Each of these trades is to be delivered using the newly registered Occupational Qualifications on the Quality Council for Trades and Occupations (QCTO) sub-framework. These qualifications have three interwoven components, i.e. theory, practical in a simulated sense and real workplace experience. The role of the TVET colleges is to provide the theory and practical components in partnership with workplaces.

The partnership between the education and workplace is effected through an apprenticeship contract. For CoS, all apprentices must have such apprenticeship contracts with employers before they enrol at a TVET college. This cements the partnership between the TVET college and industry.

Two colleges were selected to deliver each one of the 13 priority trades. In practice, 19 colleges are participating in the CoS programme, as 7 colleges have two trades each (albeit at different campuses). Every province has at least one college participating in the CoS.

What makes CoS different from many other initiatives is that learners must have apprenticeship contracts before they enrol at the college. This has required a considerable amount of work amongst employers, work that commenced at the beginning of this year. CoS has a target of 30 learners/apprentices per college, meaning that 780 apprenticeship contracts have to be signed. On 10 August 2018, the Department received reports indicating that there were 1 053 expressions of interest from employers wishing to take up apprentices for particular trades in the vicinity of selected colleges. The Sector Education and Training Authorities are being asked to consider these expressions of interest and where employers qualify, to allocate apprenticeship grants to them.

With apprenticeship grants, learners have a far greater chance not only of completing their trade test but also of securing employment either with the company with which they have been contracted or with another company in the network. Furthermore, companies have a better chance of finding the skills they need and ensuring that the skills trained are in line with their needs.

Reply:

a)  The combinations of grades and the number of grades that are taught in a single classroom vary from one province to the other. The recommendation that the Department of Basic Education has made is that schools can only have a maximum of three grades in single classroom; and where applicable the Grade R and Grade 7 classes should always be standalone classes. The combinations should be in terms of the phases as follows:

• A foundation Phase Class (Grades 1, 2 and 3);
• An Intermediate Phase Class (Grades 4, 5 and 6);
• Senior Phase Class (Grades 7, 8 and 9) where it is applicable.

b) The data on the various combinations of grades in each province is not available. That information can be obtained from the Provincial Education Departments.

Reply:

(1) Most teachers in Multi-Grade schools have no formal training in Multi-Grade teaching and consequently have limited skills in managing different content at different levels as well as classroom management of multiple groups. The Department of Basic Education (DBE) jointly with the Provincial Education Departments has since 2010 been training teachers in Multi-Grade teaching. In March 2018, the DBE in c ollaboration with Teacher Unions trained 2 083 teachers and 214 subject advisors in Multi-Grade teaching and the Multi-grade Toolkit. The training is geared to equip teachers with skills and knowledge that they require to mediate the curriculum effectively and efficiently in Multi-Grade schools. The training covers concepts such as Introduction to Multi-Grade teaching; Teaching strategies; Classroom management; Classroom organization; Timetabling; Display techniques; School Based Assessment; Lesson management; and the Multi-Grade toolkit.

(2) (a) The PEDs supported by the DBE are immersed in the rationalisation process that is aimed at discontinuing schools that have become unviable due to enrolment decline, while still guaranteeing the right to basic education of all learners as enshrined in section 29(1) (a) of the Constitution. Some schools with Multi-Grade classes with very low enrolment fall in this category. In order to strengthen the rationalisation process, the DBE has developed and adopted Guidelines on Rationalisation. The workshop on these Guidelines was conducted in all the provinces.

All provinces have drawn up plans with timeframes indicating the number of schools targeted for both merger and closure.

(b) Plans are being implemented by the respective provinces and there are dates already decided and unlikely to change on which the rationalisation processes must be concluded.

Reply:

a) (i) According to the information received from the Provinces the budgets on LTSM for each province for the 2017-18 financial year were as follows:

Province	Total Budgets	Budget for LTSM- 2017-18 Financial year
		Stationery	Textbooks
EC	R526 661 340.00 Combined
FS	R116 185 754.00 Combined
GP	R986 724 340.09 Combined
KZN	R884 339 622.04 Combined
LP	R575,343,000.00 Combined
MP	R280 488 516. 97 Combined
NC	R84 748 480	R48 323 480.00	R36 425 000
NW	R536, 183 000.00 Combined
WC	R177 713 000.00 Combined

a) (ii) The expenditure on Learning and Teaching Support Materials is as follows:

Province	Expenditure-2017-18 Financial year
	Stationery	Textbooks
EC	R298 000 000	R111 875 617.66
FS	R14 190 809.84	R41 335 130.00
GP	R287 817 616.59	R  3 897 650 894.87
KZN	R379 002 695	R505 336 926.88
LP	R165,912,983.84	R400,673,084.69
MP	R  231,833,301.64	R  48,655,215.33
NC	R48 323 480.00	R28 897 438.7(this excludes accruals from the 2016/17 financial year)
NW	R190 981 000	R263 639 000
WC	R 49 925 269.03	R131 757 759.76

b) The percentages of delivery for 2017-18 financial year were as follows:

Province	Delivery percentage of the LTSM
	Stationery	Textbooks
EC	100%	100%
FS	100%	100%
GP	100%	100%
KZN	100%	100%
LP	100%	100%
MP	100%	100%
NC	100%	100%
NW	100%	99.8%
WC	100%	100%

Reply:

The Department and entities responded as follows:

(i) Department of Home Affairs

(a-b) The Department of Home Affairs does not own any land and therefore the question as to who invested on land owned by the Department cannot arise.

(ii) Government Printing Works

1. None
2. Not applicable

(iii) Electoral Commission

1. None
2. Not applicable

Reply:

The Department hosted the 6th BRICS Education Ministers Meeting on 10 July 2018 under the theme “Deepening BRICS Education Partnerships and Exchanges”. The meeting aimed to reflect on the successes and challenges related to earlier education commitments made by the BRICS countries. The meeting ensured the exchange of best practices to improve education and training systems as well as pursuing opportunities for skills development.

Collaboration in higher education and training with BRICS countries is based on mutual learning and knowledge sharing. The cooperation facilitates the exchange of skills, expertise and knowledge between BRICS countries and various agencies in the education system to build long-term relations of mutual benefit. BRICS cooperation also promotes system-to-system cooperation whereby policymakers, institutions, academics and students have access to relevant, high-quality international practices, research, experiences and expertise.

The meeting reflected on how Workplace-Based Learning can support improved learning and employability and shared their best practice models. The meeting also highlighted the importance to develop innovative approaches to vocational education provision, guaranteeing workforce integration into the future labour market and consequently, increase economic productivity and social inclusion.

The meeting also discussed experiences on digitisation where India developed a massive Open Online Course platform known as the SWAYAM (Study Webs of Active – Learning for Young Aspiring Minds). This is a holistic learning platform, which can be accessed anytime. It comes in an e-Content self-instructional material, e-Books, illustrations, case studies and presentations.

This experience together with international research strongly suggest that in pursuing the shift towards an open learning orientation will also encourage the post-school sector towards taking on board evident changes in the way a new generation of learners are beginning to view learning, education and training as well as how they are using technology in teaching and learning.

The meeting noted that Technical and Vocational Education and Training (TVET) provision has a direct role in supporting the skills needs of industry, and the employment and career needs of workers, however, TVET- industry partnerships in South Africa have been weak. The BRICS platform will assist members in positioning TVET in a way that not only addresses the skills sets required to improve productivity and economic growth but also to reduce poverty and inequality in society. As such, workers need to have both general and more defined skill sets, with the capacity to adapt these skill sets in the face of evolving industry demands.

The interaction was aimed at promoting university partnerships with the need to strengthen academic exchange and student mobility among the BRICS member states. A representative of the BRICS Network University indicated that successful collaboration of the BRICS universities on research and teaching, student and staff exchanges is already a significant contribution to global knowledge production. South Africa is already receiving scholarship offers from BRICS countries and have students studying in China, Russia and India. Negotiations are underway way with Brazil.

Through its teaching partnerships, the BRICS Network University will promote academic programmes that produce the kind of graduates that can lead the BRICS societies into the future. The thematic areas for the BRICS Network University, i.e. energy, information security, climate change, water resources and pollution treatment have been carefully selected to exploit the knowledge strengths of the BRICS member states.

The work of the BRICS Network University is in alignment with that which the post-school education and training system is aiming to accomplish; that is to build a stronger and more cooperative relationship between education and training institutions and the workplace. BRICS gives a real opportunity for effective learning and knowledge diplomacy to make a difference to the lives of its citizens.

The BRICS Education Ministers meeting resulted in the signing of a joint declaration with tangible outcomes in different areas. Brazil offered to host a workshop on innovation among TVET institutions in BRICS countries. India offered to develop a proposal, which will focus on e-learning across BRICS countries, and share best practices, South Africa offered to develop a doctoral BRICS Network Programme, and lastly, Russia offered to put together a proposal for the establishment of a coordinating process for the BRICS Network University.

Reply:

In 2014, the Department of Higher Education and Training (DHET) promulgated
the revised Regulations for Reporting by Public Higher Education Institutions
(R464, Government Gazette No. 37726 of 9 June 2014) which impose a duty on all university councils to report on transformation in their annual reports. In terms of the Regulations, public higher education institutions are required to adopt, implement and report on policies that promote transformation in their respective institutions. This report on transformation must clearly indicate initiatives that seek to advance people from historically disadvantaged backgrounds, women and people with disabilities. It should also indicate any transformation measures implemented with regard to teaching, learning and research activities. In addition, public higher education institutions are required to monitor the effectiveness and impact of policies implemented to address transformation in their respective institutions. All this information must be submitted to the Department annually.

Upon receipt of the South African Human Rights Commission’s report in December 2016, the Department circulated the report to all University Vice-Chancellors for their consideration and action. Universities were requested to respond to the report by submitting their implementation plans to the Department in which they demonstrate how they intend giving effect to the recommendations outlined in the report, including the resolutions of the 2015 Higher Education Transformation Summit held in Durban in October 2015.

The Ministerial Committee on Transformation in Public Universities (TOC) has conducted an analysis of both Universities’ annual transformation reports as well as the transformation implementation plans, and it is currently in the process of compiling a report on the state of transformation in the higher education system. The envisaged report will identify barriers to substantive transformation in the sector, and will include recommendations to the Minister on appropriate interventions and initiatives to be effected in order to accelerate the pace of transformation in the sector.

Subsequent to its appointment in July 2017, the TOC developed and is currently implementing a three-year action plan which is informed by, among others, the recommendations of the SAHRC report. The TOC’s primary mandate is to monitor transformation in the sector and to advise the Minister on appropriate policies and other interventions required to accelerate transformation of the higher education sector. The Department and the TOC hold regular meetings with Universities South Africa which represents all twenty-six (26) public Universities, with the intention of addressing transformation challenges confronting the sector and to collaborate on sectoral transformation activities.

Reply:

1. (a)(i) There are 56 disputes currently faced by the Department.

(ii) There are 50 disputes currently faced by the entities reporting to the Department.

(b)-(d) The details of the cause, nature, date of dispute reported and resolved of each dispute are provided in the table below:

Department:

Number of Conciliations	(b) Cause of dispute	(c ) Nature of dispute	(i) Date reported	(ii) Date resolved
Employee 1 (Head Office)	Allegation of unfair dismissal	Unfair dismissal	26/04/2018	26/04/2018 Unresolved
Employee 2 (Lovedale TVET College)	Allegations of unfair labour practice related benefits	Unfair Conduct - benefits	11/06/2018	11/06/2018 Unresolved
Employee 3 (Lovedale TVET College)	Allegations of unfair labour practice related benefits	Unfair Conduct - benefits	11/06/2018	11/06/2018 Unresolved
Employee 4 (Motheo TVET College)	Allegations of unfair labour practice related benefits	Unfair Conduct - benefits	18/04/2018	18/04/2018 Withdrawn
Employee 5 (Motheo TVET College)	Allegations of failure to promote	Unfair Conduct - promotion	26/04/2018	26/04/2018 Settlement agreement reached
Employee 6 (Head Office)	Allegations of failure to promote	Unfair Conduct - promotion	30/04/2018	30/04/2018 Unresolved
Employee 7 (Northlink TVET College)	Allegations of unfair conduct related to promotion, demotion, training, probation and benefits	Unfair Conduct - promotion, demotion, training, probation and benefits	07/05/2018	07/05/2018 Unresolved
Employee 8 (Lovedale TVET College)	Allegations of unfair labour practice related benefits	Unfair Conduct - benefits	24/05/2018	24/05/2018 Withdrawn by the Applicant
Employee 9 (College of Cape Town)	Allegations of unfair conduct related to promotion, demotion, training, probation and benefits	Unfair Conduct - promotion, demotion, training, probation and benefits	31/05/2018	31/05/2018 Withdrawn by the Applicant
Employee 10 (Eastern Cape CET)	Allegations of demotion	Unfair Conduct - demotion	07/06/2018	07/06/2018 Unresolved
Employee 11 (Port Elizabeth TVET College)	Equal pay for equal value of work	Unfair Discrimination	20/04/2018	20/04/2018 Unresolved
Employee 12 (Motheo TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation or Application of Collective Agreement	26/04/2018	26/04/2018 Unresolved
Employee 13 (Central Johannesburg TVET College)	Allegations of refusal to disclose information	Protected disclosure of information	04/05/2018	04/05/2018 Unresolved
Employee 14 (Head Office)	Equal pay for equal value of work	Unfair Discrimination	01/06/2018	01/06/2018 Unresolved
Employee 15 (Coastal TVET College)	Allegations of unfair labour practice related benefits	Unfair Conduct - benefits	10/04/2018	10/04/2018 Settlement agreement reached

Number of Arbitrations	(b) Cause of dispute	(c ) Nature of dispute	(i) Date reported	(ii) Date resolved
Employee 1 (Coastal TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	01/04/2018	01/04/2018 Settlement reached
Employee 2 (Head Office)	Allegation of unfair suspension	Unfair Suspension	03/04/2018	03/04/2018 Settlement reached
Employee 3 (Ikhala TVET College)	Allegations of unfair dismissal	Unfair dismissal	05/04/2018	Pending
Employee 4 (Taletso TVET College)	Allegations of non-renewal of fixed term contract	Fixed term contract	12/04/2018	18/06/2018 Arbitration award in favour of Respondent
Employee 5 (Buffalo City TVET College)	Allegations of unfair dismissal	Unfair dismissal	12/04/2018	Pending
Employee 6 (Eastcape Midlands TVET College)	Allegations of failure to provide conditions of service in terms of Basic Conditions of Employment Act	Provisions of basic conditions of employment act	12/04/2018	Pending
Employee 7 (Ekurhuleni West TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	13/04/2018	Pending
Employee 8 (Letaba TVET College)	Allegations of unfair dismissal	Unfair dismissal	17/04/2018	08/05/2018 Arbitration award in favour of the Department
Employee 9 (Ehlanzeni TVET College)	Allegations of unfair dismissal	Unfair dismissal	19/04/2018	30/05/2018 Arbitration award in favour of the applicant
Employee 10 (Port Elizabeth TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	23/04/2018	30/05/2018 Dispute withdrawn
Employee 11 (South West Gauteng TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	24/04/2018	24/04/2018 Settlement reached
Employee 12 (South West Gauteng TVET College)	Allegations of unfair dismissal	Unfair dismissal	30/04/2018	Pending
Employee 13 (Orbit TVET College)	Allegations of unfair dismissal	Unfair dismissal	02/05/2018	Pending
Employee 14 (Maluti TVET College)	Allegations of unfair suspension	Unfair suspension or disciplinary action	04/05/2018	Pending
Employee 15 (Free State CET)	Allegations of termination of service based on Public Service Act Section 17(3) B	Termination of employment in terms of Public Service Act Section 17(3) b	04/05/2018	04/05/2018 Matter dismissed
Employee 16 (Ingwe TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice: benefits	07/05/2018	07/05/2018 Default award issued against the applicant
Employee 17 (Department of Education)	Allegations of unfair dismissal	Unfair dismissal	08/05/2018	Pending
Employee 18 (Head Office)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	10/05/2018	Pending
Employee 19 (Tshwane South TVET College)	Allegations of unfair dismissal	Unfair dismissal	10/05/2018	Pending
Employee 20 (Ehlanzeni TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	14/05/2018	Pending
Employee 21 (Westcoast TVET College)	Allegations of unfair dismissal	Unfair dismissal	15/05/2018	Pending
Employee 22 (Majuba TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	17/05/2018	Pending
Employee 23 (Tshwane South TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	17/05/2018	Pending
Employee 24 (Lovedale TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	17/05/2018	17/05/2018 Settlement agreement reached
Employee 25 (Tshwane North TVET College)	Allegations of failure to promote	Unfair conduct : promotion	18/05/2018	Pending
Employee 26 (Ekurhuleni West TVET College)	Allegations of failure to promote	Unfair conduct : promotion	18/05/2018	18/05/2018 Matter withdrawn
Employee 27 (Eastcape Midlands TVET College)	Allegations of non-renewal of fixed term contract	Fixed term contract	22/05/2018	Pending
Employee 28 (Mnambithi TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	23/05/2018	Pending
Employee 29 (Maluti TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	22/05/2018	22/05/2018 Settlement agreement reached
Employee 30 (Umfolozi TVET College)	Non-renewal of fixed term contract	Fixed term contract	04/05/2018	Pending
Employee 31 (Port Elizabeth TVET College)	Allegations of unlisted unfair labour practice	Unfair labour practice- other	05/05/2018	Pending
Employee 32 (Majuba TVET College)	Allegations of unfair dismissal based on employers operational requirements	Dismissal based on employers operational requirements	06/06/2018	27/06/2018 Award in favour of applicants
Employee 33 (Majuba TVET College)	Allegations of unfair dismissal	Unfair dismissal	08/06/2018	08/06/2018 Applicant withdraw dispute
Employee 34 (Central Johannesburg TVET College)	Allegations of unfair labour practice related promotion	Unfair labour practice- promotion	19/06/2018	Pending
Employee 35 (Ikhala TVET College)	Allegations of unfair dismissal	Unfair dismissal	20/06/2018	Pending
Employee 36 (South Cape TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	20/06/2018	20/06/2018 Default award against the Department
Employee 37 (Lovedale TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	21/06/2018	Pending
Employee 38 (Tshwane South TVET College)	Allegations of unfair dismissal	Unfair dismissal	21/06/2018	Pending
Employee 39 (Ekurhuleni East TVET College)	Allegations of unfair dismissal	Unfair dismissal	22/06/2018	Pending
Employee 40 (Ikhala TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	25/06/2018	Pending
Employee 41 (Letaba TVET College)	Allegations of unfair dismissal	Unfair dismissal	26/06/2018	Pending

Entities reporting to the Department:

Culture, Arts, Tourism, Hospitality and Sport Sector Education and Training Authority (CATHSSETA) – 4
Cause of dispute	Nature of dispute	Date of dispute
	Reported	Resolved
Failure to declare personal interest / conflict of interest	Dishonesty and breach of employment conditions.	01/2015	07/2015 Pending - CCMA
Bringing the employer into to disrepute	Violation of code of conduct.	06/2015	04/2016 Pending -Labour Court
Gross insubordination	Abuse of authority and failure to take reasonable instructions.	06/2015	08/2015 Pending - Labour Court
Failure to execute reasonable instruction	Poor work performance, intimidation and failure to execute a reasonable instruction.	04/2018	Pending
Construction Education and Training Authority (CETA) – 9
Cause of dispute	Nature of Dispute	Date dispute
	Reported	(ii) Resolved
Labour Relations matter	Misconducts: Disciplinary Hearing	04/2013	05/2013
Labour Relations matter	Misconducts: Disciplinary Hearing	08/2014	09/2014
Labour Relations matter	Misconducts: Disciplinary Hearing	05/2015	09/2015
Labour Relations matter	Misconducts: Disciplinary Hearing	05/2015	07/2015
Labour Relations matter	Misconducts: Disciplinary Hearing	05/2015	11/2015
Labour Relations matter	Misconducts: Disciplinary Hearing	07/2015	11/2015
Labour Relations matter	Misconducts: Disciplinary Hearing	09/2015	112015
Labour Relations matter	Misconducts: Disciplinary Hearing	01/2016	02/2016
Labour Relations matter	Misconducts: Disciplinary Hearing	10/2013	10/2013

Chemical Industries Education and Training Authority (CHIETA) – 1
Cause of dispute	Nature of Dispute	Date dispute
	Reported	(ii) Resolved
Dereliction of duties	Employee challenging final written warning	03/2018	Pending -CCMA
Education, Training and Development Practices Sector Education and Training Authority (ETDPSETA) – 9
Cause of dispute	Nature of Dispute	Date dispute
	Reported	(ii) Resolved
Dismissal	Unfair dismissal	09/2015	04/2016
Transfer to Another Unit	Alleged unfair demotion	05/2016	07/2018
Non Signing of Internship Agreement	Constructive dismissal	10/2016	09/2017
Non-Renewal of Internship Agreement	Unfair dismissal	01/2017	05/2017
Non-Payment of Performance Bonus	Unfair labour practice (Bonus)	10/2017	11/2017
Acceptance of Repudiation of Contract	Constructive dismissal	11/2018	01/2018
Non-Payment of Performance Bonus	Unfair labour practice (Bonus)	11/2018	02/2018
Acceptance of repudiation of Contract	Constructive dismissal	01/2018	06/2018
Non-Signing of Internship Agreement	Unfair labour practice	08/2018	Pending
Energy and Water Sector Education and Training Authority (EWSETA) – 1
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
13th Cheque	Protected Strike	11/2016	03/2017
Finance and Accounting Services Sector Education and Training Authority (FASSET) – 3
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
Failure to adhere to SCM policies and	Failure to adhere to SCM policy, non-adherence to recruitment and selection policy	01/2018	08/2018.
Withdrawal of incorrect appointment	Withdrawal of job offer	02/2018	Pending -CCMA.
Poor performance and misrepresentation of information	Poor performance, failure to meet crucial deadline.	08/2018	Pending
Food and Beverage Manufacturing Industry Sector Education and Training Authority (FOODBEV) – 4
Cause of dispute	Nature of Dispute	Date dispute
	Reported	Resolved
Misconduct	Unfair dismissal	12/2014	04/2016
Misconduct	Unfair dismissal	08/2017	06/2018
Misconduct	Unfair dismissal	11/2014	Pending -Labour Court
Retrenchment	Unfair dismissal	11/2017	Pending - CCMA
Health and Welfare Sector Education and Training Authority (HWSETA) – 1
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
Employee was unsuccessful in the interview	Unfair Labour Practise	03/2017	08/2017
Media, Information and Communication Technologies Sector Education and Training Authority (MICT) – 4
Cause of dispute	Nature of Dispute	Date dispute
	Reported	(ii) Resolved
Non-renewal of fixed-term contract	Unfair dismissal	04/2018	Pending - CCMA
Change in retirement age	Unfair labour practice	10/2016	Pending - Labour Court
Misconduct	Unfair dismissal	04/2013	Pending - Labour Court
Misconduct	Unfair dismissal		03/2018
Mining Qualifications Authority (MQA) – 2
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
Dismissal	Challenging fairness of his dismissal	06/2017	Pending - CCMA
Dismissal	Challenging fairness of her dismissal	07/2018	Pending - CCMA

Safety and Security Sector Education and Training Authority (SASSETA) – 2
Cause of dispute	Nature of Dispute	Date dispute
	(i)Reported	(ii) Resolved
Refusal to accept job placement	Unfair labour practice	06/2018	Pending
Dissatisfaction with the procedure and substance of the disciplinary hearing proceedings leading to dismissal	Unfair dismissal	08/2018	Pending
Services Sector Education and Training Authority (Services SETA) – 1
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
Interpretation of Labour Law	NEHAWU unhappiness with implementation of organisational realignment decision	10/2017	Pending
Wholesale and Retail Sector Education and Training Authority (W&RSETA) – 1 labour dispute
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
Unfair labour practice	Non-shortlist	03/2018	Pending - CCMA
Quality Council for Trades and Occupations (QCTO) – 1
Cause of dispute	Nature of Dispute	Date of dispute
	Reported	(ii) Resolved
Alleged acts of gross misconduct	Misrepresentation of financial disclosure and Performing extra work/private work for own benefit, during the employer’s working hours without the permission of the employer.	07/2018	Pending (Employee is on suspension, investigations are in progress)

National Institute for Humanities and Social Sciences (NIHSS) = 5 labour dispute
(1)(b) Cause of dispute	(1)(c) Nature of dispute	(1)(d) Date of dispute
		(d)(i) Reported	(d)(ii) Resolved
Grievance lodged against the Chief Executive Officer (CEO) by BRICS Programme Coordinator for alleged bullying, harassment, victimisation, intimidation, discrimination and bullying	11/2017	Pending, independent investigative report to be tabled to the NIHSS board for final decision making
Grievance lodged against the Acting BRICS/Research Director by the BRICS Programme Coordinator for alleged harassment, bullying, badgering, victimisation and intimidation	11/2017	Pending, independent investigative report to be tabled to the NIHSS board for final decision making
Grievance lodged against the Acting BRICS/Research Director by the BRICS Programme Coordinator for alleged harassment, bullying, badgering, victimisation and intimidation	11/2017	Pending, independent investigative report to be tabled to the NIHSS board for final decision making
Commission for Conciliation, Mediation and Arbitration (CCMA) arbitration lodged by APSA trade union obo Programme Administrator against Senior Human Resource (HR) Manager and Acting Director, BRICS/Research for unfair labour practice	07/2018	Pending, awaiting date of hearing at CCMA
CCMA arbitration lodged by APSA trade union obo Senior Administrator against Senior HR Manager and Chief Financial Officer for unfair labour practice	08/ 2018	Pending, awaiting date of hearing at CCMA
CCMA Arbitration lodged by APSA Trade Union against NIHSS for alleged infringement of organisational rights	08/2018	Pending, awaiting date of hearing at CCMA
South African Qualifications Authority (SAQA) = 3 labour disputes
(1)(b) Cause of dispute	(1)(c) Nature of dispute	(1)(d) Date of dispute
		Reported	Resolved
Dismissal after failing to make probation after the probation period was extended	Labour Court	10/2015	SAQA is waiting for judgement after the matter was heard on 16 August 2018
Fraud / deliberately supplying incorrect or falsified information and Committing an act which undermines the financial management and internal control system of the organisation	Disciplinary hearing	08/2018	Set for hearing on 29 August 2018
Dissatisfaction with performance review outcomes	Grievance	08/2018	Pending

1. (a) (i) Total number of employees who were dismissed by the Department in the past five years is 35. The table below provide a breakdown of employees dismissed:

Number of employees dismissed from 01 January 2018 to 30 June 2018 = 11	Reason for dismissal for each employee
Employee 1 (National Skills Fund)	Collusion
Employee 2 (Ikhala TVET College)	Gross insurbordination
Employee 3 (Buffalo City TVET College)	Abuse of sick leave
Employee 4 (Tshwane South TVET College)	Causing prejudice to the administration of the College
Employee 5 (Mthashana TVET College)	Failure to comply with the rules or regulations
Employee 6 (False Bay TVET College)	Unauthorised absence, poor time keeping and neglignce
Employee 7 (Motheo TVET College)	Gross insubordination, gross negligence and bringing the Collleg name and image of the into disrepute
Employee 8 (False Bay TVET College)	Gross negligence, contravenining of cash management policy, bringing the name and image of the college into disrepute and contravenining staff code of conduct policy
Employee 9 (Ikhala TVET College)	Racism
Employee 10 (False Bay TVET College)	Gross insurbordination and dereliction of duty
Employee 11 (Motheo TVET College)	Gross insurbordination or dereliction of duty
Number of employees dismissed from 01 January 2017 to December 2017 = 7	Reason for dismissal for each employee
Employee 1 (South West TVET College)	Abscondment
Employee 2 (Westcoast TVET College)	Assault
Employee 3 (Northern Cape Rural TVET College)	Abscondment
Employee 4 (Northern Cape Rural TVET College)	Abscondment
Employee 5 (Northern Cape Rural TVET College)	Abscondment
Employee 6 (Goldfields TVET College)	Racism
Employee 7 (Motheo TVET College)	Wilful mismangement of funds

Number of employees dismissed from 01 January 2016 to December 2016 = 12	Reason for dismissal for each employee
Employee 1 (South West TVET College)	Poor performance other than incapacity
Employee 2 (Head Office)	Gross dishonesty, threatening of a superior and insubordination
Employee 3 (Tshwane South TVET College)	Theft
Employee 4 (Taletso TVET College)	Theft
Employee 5 (Ehlanzeni TVET College)	Corruption
Employee 6 (Northlink TVET College)	Fraud
Employee 7 (Umfolozi TVET College)	Abuse of college vehicle
Employee 8 (Ehlanzeni TVET College)	Abscondment
Employee 9 (Western TVET College)	Racism
Employee 10 (Taletso TVET College)	Abscondment
Employee 11 (Tshwane South TVET College)	Gross dishonesty
Employee 12 (Ingwe TVET College)	Mismanagement of funds

Number of employees dismissed from 01 January 2015 to December 2015 = 5	Reason for dismissal for each employee
Employee 1 (Westcoast TVET College)	Gross insurbordination
Employee 2 (South West Gauteng TVET College)	Gross dishonesty
Employee 3 (Ehlanzeni TVET College)	Abscondment
Employee 4 (Motheo TVET College)	Procurement irregularities and fraud
Employee 5 (Lovedale TVET College)	Collecting money from students without authority
Total	5

*Number of employees dismissed from 01 January 2014 to 30 December 2014 = Employees not yet migrated to the Department, no figures available.

Reply:

RESPONSE BY THE DEPARTMENT OF BASIC EDUCATION:

(a) The Department does not own any land.

(i) N/A

(ii) N/A

(b) (i) N/A

(ii) N/A

(ii) N/A

Umalusi Response

(a) (ii) There is no investing campany that has invested on land owned by Umalusi.

SACE Response

(a) (ii) SACE has no investing company, which has invested on land owned by it.

(b) (i) N/A

(ii) N/A

(iii) N/A

Reply:

1. Yes, the Department has drafted a strategy and action plan to address and reduce the long queues including waiting times at its offices. The action plan would be rolled out with short, medium to long term interventions. The Department held a media briefing on 22 April 2018, to pronounce to the public the “War on Queues” campaign, as part of its plans to ensure that notwithstanding the high volumes experienced amidst inadequate physical infrastructure, unstable systems and general lack of resources, our clients are served at the shortest possible time.

The action plans put in place encompass the following critical components, namely:-

 

• Assessment report on immediate interventions at identified offices (Alexandra, Soweto, Pietermaritzburg and Umgeni) showing reductions in waiting times and what has been done in ensuring people are not waiting outside offices to be served.
• Categorising of offices based on performance in order provide interventions at such offices.

• The Department has introduced a steering committee that sits every two weeks to monitor all offices that are still experiencing long queues and make interventions where required.
• Some interventions include but is not limited to; a one-stop workstation that takes fingerprints and photographs, a streamline of processes and a reduction of time clients spend in Home Affairs offices.
• Revisiting the working hour arrangements negotiations with labour; to address the issue of unpredictable walk-in clients and inadequate resources.
• Proposals on how to measure customer experience and waiting times in offices, and on how to deal with structural challenges of long waiting times.

The Department, informed by the action plans, is finalising a customer satisfaction survey, it commissioned to get the client contact centre
working optimally, find a solution for unpredictable walk-in clients and for
front office space, explore possibilities of a new shift system, attend to the unstable system, scale-up unannounced visits by senior managers to offices, improve workflow and beef-up communication with clients.

2. Long enduring queues emanating from high client volumes caused by unpredictable walk-ins, discontinuation of Saturday working hours, inadequate footprint and front office space, unstable systems (networks and applications), inefficient work flow process and uncoordinated communication strategies.

Reply:

The Department Of basic Education (DBE) does not provide senitary towels to schools and neither has such provision been budgeted for . The hounourable member is advised to request the infomation directly from the provinces.

Reply:

(i) Department of Tourism

1. (a) Number of labour disputes: None

(b) Cause of each dispute: N/A

(c) Nature of each dispute: N/A

(d) (i) Date dispute was reported: N/A

(ii) Date each dispute was resolved: N/A

2. (a) (i) what number of employees have been dismissed by his department the past 5 years:

3 employees.

(ii) For what reason was each employee dismissed: 2 for Abscondment and 1 for theft.

(b) (i) What number of the specified employees were paid severance packages: 1 employee

(ii) What was the monetary value of each severance package? R138 648.23

(ii) SA Tourism

1. (a) Number of labour disputes: None

(b) Cause of each dispute: Not applicable

(c) Nature of each dispute: Not applicable

(d). (i) Date dispute was reported: Not applicable

(ii) Date each dispute was resolved : Not applicable

2. (a) (i) what number of employees have been dismissed by his department the past 5 years?

Three (3) employees were dismissed in the past five years

(ii)For what reason was each employee dismissed?

• Two (2) employees did not follow procedures, unauthorised removal of company assets, dishonesty, Bringing the entity’s name in disrepute
• One (1) Poor performance

(b)(i) What number of the specified employees were paid severance packages and

None were paid severance packages

(ii)What was the monetary value of each severance package?

Not applicable

 

Reply:

The details of consulting firms or companies that are currently contracted by the Department of Small Business Development (DSBD), and its entities (the Small Enterprise Development Agency [SEDA] and the Small Enterprise Finance Agency [SEFA]) are attached as Annexure A.

Reply:

The Economic Development Department, ITAC, Competition Commission and Competition Tribunal do not have land investments.

Attached as Annexure ‘A’ is information on land owned by the IDC. The properties are part of the IDC’s overall portfolio.

-END-

Reply:

The National Department of Public Works is the custodian of all immovable assets that vest in National Government and as such is responsible for all facility life cycle management functions. The Memorandum of Agreement was signed in 2015 by Minister of Public Works to transfer the facility life cycle management functions on Defence Endowment Property. (specifically immovable assets). The process is underway to be concluded in the Medium Term. Therefore there is no company invested on any land allocated to the DoD by NDPW.

Reply:

The IDC provides information on business partners that it funds, on the IDC website.

Details regarding investment date, value and shareholder details of IDC clients may be accessed at:

https://www.idc.co.za/images/DISCLOSURE_OF_IDC_FUNDED_BUSINESS_PARTNERS_FROM_1_APRIL_2017_-_31_MARCH_2018.pdf

I also refer the Honourable Member to the reply to Parliamentary Question 1575, of 18 May 2018.

 

-END-

Reply:

(1)

(a)
(i)	Deputy Directors-General	(ii)	Chief Directors
(b)	Male	Female	(b)	Male	Female
(aa) Acting	1	1	(aa) Acting	2	1
Total	2	Total	3
(bb) Permanent	7	7	(bb) Permanent	22	31
Total	14	Total	53

Response from the Entities

Entity	2(a)(i)	2(a)(ii)	2(b)
Companies and Intellectual Property Commission (CIPC)	The CIPC has one (1) Commissioner	The CIPC does not have a board, therefore it does not have directors	Nil
Companies Tribunal (CT)	The entity does not have a Board but there is the Chairperson who is part time	As from 01 August 2018, the CFO is appointed as Acting COO, the position that has been renamed from Full Time Tribunal member to Chief Operating Officer. The COO post is advertised	One (1) woman
Export Credit Insurance Corporation (ECIC)	The ECIC has one (1) Chief Executive	The ECIC has nine (9) directors	Three (3) women
National Consumer Commission (NCC)	The NCC has one (1) Commissioner	The NCC has one (1) Deputy Commissioner however it does not have a board, therefore it does not have directors	One (1) woman
National Consumer Tribunal (NCT)	The NCT has one (1) Executive Chairperson	The NCT has five (5) EXCO members	One (1) woman
National Credit Regulator (NCR)	The NCR has one (1) Chief Executive	The NCR has one (1) Deputy Chief Executive however it does not have a board, therefore it does not have directors	One (1) woman
National Empowerment Fund (NEF)	The NEF has one (1) Chief Executive	The NEF has seven (7) directors	Five (5) women
National Gambling Board (NGB)	The NGB has one (1) Administrator	The NLC does not have a board, therefore it does not have directors	One (1) woman
National Lotteries Commission (NLC)	The NLC has one (1) Commissioner	The NLC does not have a board, therefore it does not have directors	One (1) woman
National Metrology Institute of South Africa (NMISA)	The NMISA has one (1) Chief Executive	The NMISA has seven (7) directors	Three (3) women
National Regulator For Compulsory Specifications (NRCS)	The NRCS has one (1) Chief Executive	One (1) Executive Manager and fifty two (52) Senior Managers	Eighteen (18) women
South African Bureau of Standards (SABS)	The SABS has one (1) Chief Executive	The SABS has six (6) directors	Three (3) women
South African National Accreditation System (SANAS)	The SANAS has one (1) Chief Executive	The SANAS has nine (9) directors	Three (3) women

“Except as explicitly stated herein the Ministry: Department of Trade and Industry (the dti) does not express an opinion in respect of any factual representations. The opinion /memo provided  is limited to the matters stated in it and may not be relied on upon by any person outside the dti or used for any other purpose neither in its intent or existence. It must not be disclosed to any other person without prior written approval other than by law. Nothing contained herein shall be construed as limiting the rights of the dti to defend or oppose any claim or action against the dti."

Reply:

Neither the (a) the Minister of Small Business Development, (b) the senior Management service members nor the (c) heads of entities have undergone a lifestyle audit in the past three financial years. However, the Department of Small Business Development (DSBD) adheres to the system of financial disclosures as prescribed by the Public Service Regulations of 2016 which enables employees to disclose financial interests. This includes disclosure of shareholding, directorships and partnership, equities, income generating assets, sponsorships; remunerative work outside and employees’ formal employment; gifts and hospitality. This is a yearly exercise and the DSBD, like all Departments, are expected to comply with the regulation.

Financial disclosures by senior management service (SMS) are verified by the Public Service Commission (PSC) and by the Department of Public Service and Administration (DPSA). Any findings of possible conflict of interest are identified in this process and communicated with the relevant Executive Authority. Furthermore, the Auditor-General of South Africa (AGSA) has access to financial disclosures of employees by virtue of Section (15) of Public Audit, 2004 [Act No. 25 of 2004]. The AGSA is therefore empowered to conduct an audit on the lifestyle of any public service employees to verify the financial position of such persons and establish conflict of interest.

Although the announcement by the President is acknowledged on the need to conduct lifestyle audits, the Minister of Public Service and Administration (MPSA), Minister Ayanda Dlodlo in her Budget Speech on 16 May 2018, indicated that “In responding to the call by the President, we are developing a framework, which will inform how we institute or conduct lifestyle audits on all Public Service employees. This is in addition to existing measures, which prohibit employees from conducting business with organs of state”. The Small Business Development (SBD) Portfolio that is the DSBD together with its entities; the Small Enterprise Development Agency (Seda) and the Small Enterprise Finance Agency (sefa) will comply to the DPSA Framework for conducting lifestyle audits when adopted. This Framework will then be embedded in policies of the SBD Portfolio for guidance to ensure compliance.

(2) No. There are no report of such audits, since lifestyle audits, in the strict sense of the terms, have yet to be conducted by the Department in the event of a formalised Framework from the DPSA.

Reply:

(a) and (b)

The South African Police Service (SAPS) does not record statistics, based on Wards.
The SAPS statistics are registered according to station precincts or geographical blocks.

Reply to question 2308 recommended


GENERAL NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE
KJ SITOLE (SOEG)
Date; 2018-08-23

Reply to question 2308 approved


MINISTER OF POLICE
BH CELE, MP
Date: 2018-08-31

Attached please find here: Question 2018

 

Reply:

a) Twenty two (22) international visits have been undertaken.

(b) The Presidency delegation lists that provide names of people that accompanied the President on each trip do not have anyone who is not a member of government. However the Department of Trade and Industry does put together a list of business people that accompany the government delegation on some international visits. These business delegations are coordinated by the dti.

Reply:

(a) and (b)

The South African Police Service (SAPS) does not record statistics, based on Wards. The SAPS statistics are registered according to station precincts or geographical blocks.

Reply to question 2309 recommended

GENERAL NATIONAL COMMISSIONER; SOUTH AFRICAN POLICE SERVICE
KJ SITOLE (SOEG)
Date: 2018-08-23

Reply to question 2309 approved/not approved

MINISTER OF POLICE
BH CELE, MP
Date: 2018-08/31

Attached please find here: Date of publication internal question paper

Reply:

(a) and (b)(i)(ii)

 

(a) Financial year	Number of cases	{i) Relevant details	(ii)  Outcomes
2013/2014	1	Eldorado Park, CAS 495/01/2014 —Robbery Common.	Closed as undetected.
2014/2015	1	Eldorado Park, CAS 665/01/2015 — Carjacking.	Closed as undetected.
2015/2016	4	Eldorado Park, CAS 77/05/2015 — Robbery with other weapon.	Three suspects arrested, however, the victim cannot be traced.
		Eldorado Park, CAS 311/08/2015 — Robbery Common.	Three suspects found guilty and each sentenced to eight years imprisonment.
		Eldorado Park, CAS 429/01/2015 — Robbery with other weapon.	Three suspects found guilty and each sentenced to four years imprisonment.
		Eldorado Park, CAS 210/11/2015 — Robbery with other weapon.	Closed as undetected.
2016/2017	8	Eldorado Park, CAS 210/11/2015 - Robbery with other weapon.	Closed as undetected.
		Eldorado Park, CAS 221/08/2016 - Robbery with firearm.	Closed as Undetected.
		Eldorado Park, CAS 306/09/2016 Robbery with firearm.	Closed as undetected.
		Eldorado Park, CAS 419/09/2015 - Robbery with firearm.	Closed as undetected.
		Eldorado Park, CAS 622/11/2016 - Robbery with firearm.	Closed as undetected.
		Eldorado Park CAS 249/01/2017 — Robbery with firearm.	Closed as Undetected.
		Eldorado Park, CAS 573/02/2017 — Robbery with firearm.	Closed as undetected.
			Eldorado Park, CAS 25/03/2017 — Robbery with other weapon.	Closed as undetected.
			Eldorado Park, CAS 2/05/2017 — Robbery	Closed as undetected.

2017/2018	5	wlth other weapon.
		Eldorado Park, CAS 532/06/2017 — Robbery with other weapon.	Closed as undetected.
		Eldorado Park, CAS 120/08/2017 — Robbery with other weapon.	Closed as undetected.
		Eldorado Park, CAS 388/10/2017 — Robbery with other weapon.	Closed as undetected.
		Eldorado Park, CAS 711/12/2017 — Robbery with other weapon.	Closed as undetected.
(b) Since, 1 April 2018	0	-

 

 

Reply to question 2276 recommended/

AL

KJ OLE (SOEG)

GENERAL

:SOUTHAFR1CANPOLICESERVlCE

Date:

2018 -Jf-

Reply to question 2276 approved/noLa ed

MINISTE OF POLICE BH CELE,

Date:

Reply:

Section 34 of the Prevention and Combating of Corrupt Activities Act (Act 12 of 2004) requires that “any person who holds a position of authority” and who knows or ought reasonably to have known or suspected that any other person has committed certain listed offences must report such knowledge or suspicion or cause such knowledge or suspicion to be reported to a Police Official in the Directorate for Priority Crime Investigation at the South African Police Service (SAPS).

The Act further defines “any person who holds a position of authority” as:

1. the Director-General or head, or equivalent officer, of a national or provincial department;
2. in the case of a municipality, the municipal manager appointed in terms of section 82 of the Local government: Municipal Structures Act, 1998 (Act 117 of 1998);
3. any public officer in the Senior Management Service of a public body;
4. any head, rector or principal of a tertiary institution;
5. the manager, secretary or a director of a company as defined in the Companies Act, 1973 (Act 61 of 1973), and includes a member of a close corporation as defined in the Close Corporations Act, 1984 (Act 69 of 1984);
6. the executive manager of any bank or other financial institution;
7. any partner in a partnership;
8. any person who has been appointed as chief executive officer or an equivalent officer of any agency, authority, board, commission, committee, corporation, council, department, entity, financial institution, foundation, fund, institute, service, or any other institution or organisation, whether established by legislation, contract or any other legal means;
9. any other person who is responsible for the overall management and control of the business of an employer; or
10. any person contemplated in paragraphs (a) to (i), who has been appointed in an acting or temporary capacity.

The Act does not place any statutory obligation on the President or Members of the Executive, Members of Legislatures or the Judiciary,

It is important, however, to emphasise that the fight against corruption is a continuous process, which requires the involvement of all citizens and that provided with evidence, the relevant law enforcement agencies would not hesitate to take the necessary actions.

We would therefore encourage all South Africans, regardless of the position they occupy, to provide any evidence of alleged corrupt activities to the SAPS.

 

Reply:

(a)(i)(ii) and (b)

(a) Current	(i) Actual	(ii) Optimal	(b) Date
42	62	74	In January 2019, 14 new recruits will be received.

 

 

Reply to question 2292 recommended/not recommended

GENERAL NA ISS R: SOUTH AFRICAN POLICE SERVICE

SITOLE (SOEG)

Date:

26\8 -t8- 2 3

Reply to question 2292 approved/n

BH CELE, MP

Reply:

The President received a full briefing from the Minister of State Security on the matter. Having regard to the details of the briefing and related matters, the President is of the view that there are no grounds to establish a commission of inquiry into the matter.

The Joint Standing Committee on Intelligence, a committee of Parliament, will also receive a briefing on the matter by the Minister as part of its oversight and accountability function.

Reply:

1. The Presidential Fiscal Committee (PFC) was established on 11 October 2017, following the decision of the Extended Cabinet meeting of 28 September 2017, as follows:

• President of the Republic of South Africa as Chairperson
• Deputy President
• Minister of Finance
• Minister in The Presidency: Planning, Monitoring and Evaluation
• Minister of Science and Technology
• Minister of Economic Development
• Minister of Energy
• Deputy Minister of Finance
• Director-General in The Presidency and Secretary of the Cabinet
• Director-General: National Treasury

The position of Chairperson was later delegated by the President to the Minister of Finance.

As detailed in the Government statement of 14 November 2017 that the Honourable Member has referred to, the Committee was mandated to work with the National Treasury and other stakeholders to find creative ways of meeting the country’s fiscal targets and resolving competing priorities. In particular, the PFC was tasked with considering the proposals prepared by the National Treasury to bring the public finances back onto a sustainable path. The Committee was further mandated to make recommendations and to provide advice on spending priorities which may be considered.

The secretariat of the PFC sits with the National Treasury and therefore all secretariat-related questions should be re-directed to the PFC secretariat.

(2) While the Committee has not formally been disbanded, it has not met since 21 November 2017.

Reply:

(1 )(b)(i) The building belonged to Mrs DJE Pretorius.

(1 )(b)(ii) The lease contract was between Mrs DJE Pretorius, as the lessor and the National Department of Public Works (NDPW), as the lessee.

(1 )(c) The responsibilities of the lessor are as follows:

~ Assessment rates and fixed municipal levies, including all related increases.

~ Any related insurance of the premises and increases, thereof.

~ Normal maintenance and repairs (including painting) of both the interior and exterior of the premises, including the exterior of the premises of the high-rise building.

Attached please find here: Replay continue

:

Reply:

(1) Those are decisions finalised by SCRA.

(2)(a)&(b) The information is tabulated in the tables hereunder:

(aa) FOR SCRA

Year	Decisions taken by RSDO (a)	Unfounded (In cases of appeal referred to RAB) (i)	Manifestly Unfounded automatic refer to SCRA (ii)
2008	69114	Not Available
2009	50622	18856	27199
			Upheld 18239	Set Aside 472
2010	77071	24827	42161
			Upheld 30995	Set Aside 196
2011	43953	16875	20275
			Upheld 6680	Set Aside 13
2012	63228	25037	31965
			Upheld 38628	Set Aside 263
2013	68241	35402	25553
			Upheld 9404	Set Aside 94
2014	75733	29545	36958
			Upheld 22972	Set Aside 247
2015	60640	14093	44048
			Upheld 16884	Set Aside 1777
2016	41241	21693	16391
			Upheld 24516	Set Aside 1894
2017	27980	6819	18894
			Upheld 15534	Set Aside 1843

Please note: In 2008 the statistics for rejections were not divided into unfounded and manifestly unfounded.

(bb) FOR RAB:

CASES RECEIVED BY RAB AS UNFOUNDED AND FINALISED
YEAR	UNFOUNDED REFERRED TO RAB (i)	RECEIVED	FINALISED (ii)
2008	Not Available	3877	1550
2009	18856	4601	4139
2010	24827	4879	3420
2011	16875	4362	5434
2012	25037	4958	4886
2013	35402	9413	2743
2014	29545	15452	4466
2015	14093	14475	4993
2016	21693	4455	2670
2017	6819	10117	5261

3(a) The information is as follows:

Year	(aa) Asylum Seeker	(bb) Refugee Status
2013	630	712
2014	399	523
2015	1089	1021
2016	435	792
2017	238	1115
2018	14	758
Total	2805	4921

Grand total of litigation instituted by asylum seekers and refugees to date is 7,726 (2805 + 4921)

3(b) Litigation brought against the Department by asylum seekers is essentially contextualised as follows:-

New Asylum Seekers: These are illegal foreigners detained at Lindela Repatriation Centre (“Lindela”) or Police Stations, seeking urgent court orders to be released from detention on the basis that they are new asylum seekers who want to be afforded opportunity to apply for asylum. In most such cases, courts do not award costs to the applicants and simply order their release, so as to allow them to apply for asylum. This is in line with the Supreme Court of Appeal judgment of BULA and Others / Minister of Home Affairs and Others in which the court held that once intention to apply for asylum is indicated, asylum seeker is entitled to protective provision by the Republic under International Law. These court applications are mostly not settled in both parties favour in that asylum seekers (applicants) are released from detention and afforded the opportunity to apply for asylum and no costs order is made against the Department.

Asylum Seekers Appeals to the Refugee Appeal Board (“RAB”): These are asylum seekers whose applications have been rejected by the Refugee Status Determination Officer (“RSDO) on the grounds that their applications are unfounded. Such asylum seekers may appeal the RSDO’s decision to the RAB. During the period 2013 – 2016, the RAB experienced capacity challenges which led to a huge backlog in finalising the appeals. This resulted in litigation in which asylum seekers whose applications are pending before the RAB would launch court applications compelling the RAB to either furnish them with interview dates and/or finalise decisions. Because of the nature of this litigation, the Department and/or RAB had no legal grounds to oppose them and as a consequence, there were costs orders occasioned by these applications. However, since the capacity constraints have been addressed at the RAB, this nature of litigation has ceased.

Failed Asylum Seekers: These are those asylum seekers/applicants whose applications have either been rejected by the Standing Committee on Refugee Affairs (“SCRA”) or RAB. The rejection by SCRA or RAB renders such asylum seekers illegal foreigners in the Republic and therefore liable for arrest and detention for the purposes of deportation. Upon arrest, failed asylum seekers approach the courts to seek orders to review and set aside the rejections. Such applications are normally brought in two parts, namely, Part A and Part B. In Part A, the applicants seek orders to be released from detention pending finalisation of Part B. In Part B, they seek orders to review and set aside the decision of the RAB or SCRA. Ordinarily, in Part A of the application, there are no orders as to costs. However, in Part B, parties incur costs. Part B is seldom set down for hearing as the intention of the failed asylum seekers is never to prosecute the review, but rather to secure the indefinite stay in the Republic. Costs in these review applications are also reserved pending the finalisation of these review applications.

The nature of litigation instituted by refugees against the Department is mainly two-fold:

(i) Certification in terms of Section 27(c) of the Refugees Act

These applications are meant to compel SCRA to recognise the applicants as indefinite refugees.

(ii) Refugees Identity and Travel Documents

These applications are meant to compel the Department to issue refugees with South African Refugee Identity Documents (“refugee IDs”) and/or Travel Documents.

Ordinarily, the Department does not oppose these applications as there are no legal grounds to oppose them. The applicants merely seek orders to compel the Department to finalise their applications for refugee IDs and/or Travel Documents. In such matters, costs are confined to the issuing of high court applications only.

4(a-c) The information is as follows:

Area of responsibility	2017	Legacy	Total
RSDO	623	997	1620
SCRA	9836	30490	40326
RAB	5246	142548	147794

Reply:

1. There are no officials from the Department of Energy who attended international training referred to in question 1

1. N/A
2. N/A
3. N/A
4. N/A

2. No officials in the Department attended any training presented by the specific company.

1. N/A
2. N/A
3. N/A

Reply:

(1) In undertaking the international trips under question, I was accompanied neither by my spouse nor any adult member of my family.
(2) All the international trips I undertook were approved by the President as per the relevant provisions in the Ministerial Handbook.

Reply:

Cabinet approved the Draft IRP Update for public consultation on 22 August 2018. The gazetted plan was available on 27 August 2018, for written comments to be submitted within 60 days of publication.

Reply:

1) Government's energy policy, among others, is premised on a balanced energy mix recognizing our country's natural endowment of energy carriers, including coal. Our policy decisions are not informed exclusively by a single consideration, but rather by a variety of key considerations such as affordability, energy efficiency and security of supply, job creation. localisation and commitment to reduce carbon emissions and water usage.

South Africa faces significant rigidity in its economy and therefore any policy-driven transition to a low carbon and climate resilient society must take into account its overriding priority to address poverty and inequality. Government's position therefore should be understood in the context of these and other national circumstances. Thus, in giving effect to a just transition we will pay special attention to workers' jobs and their livelihood.

2) Although the two Coal Independent Power Producers (IPPs) have been procured in terms of a determination based on the 2010 IRP, generation of electricity from a mix of renewable and non-renewable sources, including from coal-fired power stations remains unchanged and thus coalfired power generation and the two Coal IPPs will continue to be relevant. It should be noted that the process of procuring the two coal IPPs was formally initiated in 2014 in accordance with the Integrated Resource Plan promulgated in 2011. The procurement process has been initiated by government at that time and government needs to honor commitments in respect of this procurement process.

3) Environmental approvals secured by the two Coal IPP projects pending the outcome of litigation and a decision on (a) commercial close and {b) financial close will be informed by the state of readiness of the projects.

4) See reply to (1) above. All IPP projects are procured and contracted pursuant to Ministerial Determinations issued by the Minister of Energy, in consultation with the National Energy Regulator of South Africa (NERSA) in terms of Section 34 of the Electricity Regulation Act, No 4 of 2006. Ministerial Determinations are guided by the Integrated Resource Plan (IRP). The development of the Integrated Resource Plan (IRP) is widely consulted and includes, among others, considerations such as carbon emission reduction commitments, cost of new technology uncertainties, water usage, localisation and job creation as well as regional development and integration and security of supply. The multiplicity of considerations and a balanced energy mix of both base load coal fired generation and intermittent renewable power generation allows for blended pricing to address the impact of prices, environmental sustainability and security of supply. It is not a requirement to undertake any additional feasibility studies prior to each Ministerial Determination or each bid window. The Coal IPP Programme was pursued on the grounds of Ministerial Determinations pursuant to section 34 of the Electricity Regulation Act, No. 4 of 2006, that new generation capacity was required and in accordance with the planning framework of the widely consul ted Integrated Resource Plan (IRP).

Furthermore, each IPP participating in the tender process is responsible for undertaking a feasibility study of its own project prior to bid submission to ensure the bankability of the project. At bid submission the IPPs have to comply with various elements within the qualification criteria which can only be complied with if they did undertake feasibility studies

Reply:

The Department received the question, reviewed its contents against its mandate and has determined that the most appropriate respondent should be the Department of Public Enterprises.

Reply:

a) The dti officials have met with the US Embassy no less than three times between June and August 2018. All these discussions were aimed at exchanging views and sharing information on bilateral trade and investment issues between South Africa and the US. Discussion on the ongoing debate on land expropriation arose in this context, and was not more prominent than other issues under discussion. The nationalisation of the SA Reserve Bank (SARB) was never raised in the discussions between the dti and the US Embassy.

b) The discussions have been mostly to discuss recent developments such as the US Section 232 tariffs on steel and aluminium imports into the US and their impact on South Africa’s AGOA benefits. In the few instances where the US raised the land issue, the dti provided an update and explained the transparent and responsible approach that will be followed in decision making. The Embassy emphasised that the US government would not be taking sides but had an interest in seeing a legal and constitutional resolution of the issue.

c) In all the meetings with US Embassy, no links were made on land expropriation without compensation and AGOA. The US State Department, as indicated in its statement, recognises the complexities of the land reform programme and its intention to ensure equitable distribution of land in South Africa. There is also recognition that South Africa’s land reform programme will be undertaken through a Constitutional process that is inclusive and transparent and will be carried out in accordance with the laws of the country. The World Bank has also published a study on “Overcoming the legacy of exclusion in South Africa” which states that a well- managed system of land distribution is essential to redressing the country’s economic inequality. The President’s statements on this issue have also assisted to communicate a clear message to all trade partners on the approach to land reform which aims to ensure that the land reform aims to boost the productive use of land to promote sustainable development. Furthermore, land reform will be undertaken taking due consideration of the need to promote food security and the implications for other sectors of the economy. There is also recognition of the ability of South Africa to handle complicated issues of national interest having managed to find a peaceful solution in resolving apartheid and in moving towards a democratic dispensation.

Reply:

SASSA is engaged in a transition project, to move the responsibility for the payment of social grants from Cash paymaster Services to the South African Post Office. This project is being managed according to an approved project plan. While every effort is made to ensure that there is no disruption to the payment of social grants, it is inevitable that the changes may result in some inconvenience or disruption to some beneficiaries.

The payment of social grants in the revised payment environment will take place in line with Regulation 21 to the Social Assistance Act, 2004. This means that beneficiaries have the choice to receive their grants directly into their personal bank accounts or through the new SASSA/SAPO card which is currently being rolled out.

The first focus area in the transition is to ensure that all those beneficiaries accessing their grants in cash at designated pay points have the new card and are able to access their grants, either through the National Payment System (NPS) infrastructure (merchants’ point of sale devices or bank ATMs); a post office outlet or at one of designated cash points which will remain. As part of the transition, a process of realignment of the cash pay points has taken place, and the number significantly reduced, since many of these have been in close proximity to NPS infrastructure. However, the commitment remains that beneficiaries will have an access point to receive their grants within a 5 kilometre radius.

In order to limit disruptions and mitigate the possibility of any grant beneficiary not being able to access his/her social grant, SASSA has developed a deployment strategy for staff at all levels within the organisation to man previously serviced pay points; large merchants and other areas where beneficiaries are found, to ensure that they are assisted in accessing their grants. Arrangements have also been made for the call centre to be available over the weekend of 1 and 2 September, which is the start of the payment cycle for September. These arrangements will remain in place until the end of this calendar year, to ensure that a smooth transition is achieved.

________________________

Approved by the Minister on

Date……………………….

Reply:

(ii) N/A

(b) (i) N/A

(ii) N/A

(iii) N/A

________________________

Approved by the Minister on

Date……………………….

Reply:

(a) No furniture was procured for the Minister of Social Development.

(b) Crockery and cutlery were procured for the Minister’s official meetings and the hosting of VIP guests.

(i) There was no crockery and cutlery in those offices since it was long time it has not been purchased.

(ii) No furniture was procured;

(2) Crockery and cutlery amount was procured for R116, 528.56.

(3) Crockery and cutlery were purchased in compliance with National Treasury regulations.

________________________

Approved by the Minister on

Date……………………….

Reply:

No social grant recipients received their social grants after the scheduled date in the months indicated. It should be noted that social grants are available from the first of each month, and are available for collections during that month. Apart from the beneficiaries who collect their social grants in cash at designated pay points, no beneficiary has a specific date on which to collect the social grant. Therefore, as long as the grant is collected in the month in which it is due, there is no delayed payment.

________________________

Approved by the Minister on

Date……………………….

Reply:

(a) What is the total number of special economic zones (SEZs) in the country?

There are nine (9) designated zones in the country.

(b) where is each specified SEZ located?

The zones are located as follows:

• Coega SEZ is located in Port Elizabeth, Eastern Cape
• East London SEZ is in East London, Eastern Cape
• Dube TradePort SEZ is in Durban, KZN
• Richards Bay SEZ is in Richards Bay, KZN
• Maluti-A-Phofung is in the Free State province
• Musina-Makhado is in Makhado, Limpopo
• Saldanha Bay is in Saldanha, Western Cape
• OR Tambo is in Kempton Park, Gauteng
• Atlantis SEZ is in Atlantis, Western cape

(c) what is the (i) monetary value of investment in operations in each SEZ and (ii) size of each SEZ

(i) The investment performance of designated SEZs is summarized in the following table:

Name of the SEZ	Year of designation	No of operational investors	Value of operational investment (Rm)	Total direct employment created	Land allocation to date (Ha)	Revenue (Rm)
Coega (EC)	2001	42	6.9 billion	8 210	388	275.3
East London (EL)	2002	28	1.6 billion	3 645	7.9	720.7
Richards Bay (KZN)	2002	2	320 million	93	5.5	2.89
Dube TradePort (KZN)	2016	16	1.4 billion	432	54.5	117.5
Atlantis	2018	5	680 million	220	110	-
TOTAL	93	10.9 billion	12 600	565.9	1 116,39

Operational investors - are those that have commenced trading operations in the zone, since inception.

Direct jobs – are those actually created and sustained at the zone, since inception. This excludes construction jobs.

Land allocation – the total amount of land that have been allocated to investors in the zone, since inception.

Revenue – the total revenue raised in the financial year from land sales, rentals or services rendered to investors.

Exports – annual total export sales from the zones.

(ii)The size of each SEZ (Ha)

• Coega - 9003
• East London -462
• Dube TradePort - 302.9
• Richards Bay - 467
• Maluti-a-Phofung - 1039
• OR Tambo – 7.5
• Saldanha Bay – 356
• Musina-Makhado – 7262
• Atlantis – 118

(d) who owns the land on which each SEZ is located?

• Coega is owned by the Coega Development Corporation
• East London is owned by the ELIDZ Company
• Dube TradePort is owned by the Airports Company of South Africa (ACSA), the Dube TradePort Company and a Joint Venture between the two called La Mercy Property Investment PTY (LTD)
• Richards Bay land is owned by the Richards Bay IDZ and the other part is owned by the Municipality
• Maluti-a-Phofung is owned by the Free State Development Corporation
• OR Tambo - the Gauteng IDZ Company has a long-term lease agreement with ACSA
• Saldanha Bay - the land is owned by Transnet Ports Authority and the SBIDZ Company
• Musina-Makhado is owned by the Mulambwane Communal Property Association which has a long term lease agreement with the Limpopo Economic Development Agency
• Atlantis - Greentech has entered into a lease agreement with the City of Cape Town for 110 ha. Five sites are privately owned but the control of the land is with the SEZ operator.

Reply:

1. (a) Special Advisor to the Minister.

(b) I intended to appoint her on an Acting capacity as COO to assist the Acting CEO in reducing backlog during the time of transition.

2. Not applicable.

________________________

Approved by the Minister on

Date……………………….

Reply:

The issue of illegal deductions is one of the matter that are before court.

________________________

Approved by the Minister on

Date……………………….

Reply:

The information regarding dismissals and labour disputes faced by EDD is provided in the Annual Report of the department. Information on the 2017/18 financial year will be available in the report to be tabled in Parliament on 30 September 2018. Reports regarding previous years may be obtained at the following website: www.economic.gov.za

For entities that do not report details in their Annual Reports, I am advised as follows:

a) In respect of labour disputes:

• ITAC – none
• Competition Tribunal – none
• Competition Commission – 3 on issues of misconduct or individual disputes
• IDC – 4 involving disciplinary matters

b) In respect of staff dismissals:

• ITAC – 2
• Competition Tribunal – none
• Competition Commission – none
• IDC – 16

The reasons for dismissal range from unprofessional conduct, insubordination, theft and dishonesty, absenteeism and abscondment. In none of the cases were severance packages paid by the entities.

-END-

Reply:

1. There have been some delays experienced by new applicants for social grants in being able to lodge applications, particularly in the Gauteng province.

A) This has been largely as a result of a labour dispute related to the function of biometric enrolment, which is a function SASSA has insourced, as part of the application process.

B) With the revision of grants administration processes, SASSA indicated its intention to take the biometrics of every applicant. Prior to the contract entered into with Cash Paymaster Services (CPS), SASSA took fingerprints manually from every new applicant. With the new payment contract, it was decided to discontinue the taking of fingerprints, as CPS was doing this, to enable payments, and SASSA could use the fingerprints taken by the contractor for purposes of ensuring the integrity of the database, by eliminating duplications. Having both SASSA and CPS take fingerprints was seen as a duplication of effort.

With the contract with CPS having come to an end, SASSA is again required to take fingerprints, as the value of biometric data in eliminating duplicate payments and fraud has been extensively proven. A dispute has arisen with staff who feel this is not their responsibility, despite this having been done prior to the contract. This has impacted on the ability of some SASSA offices to process new applications.

C) The matter is being addressed with organised labour. In addition, an interim process has been developed to ensure that new applications can be processed, even while the matter is being addressed.

2. A full statement will be made once the matter has been resolved.

 

________________________

Approved by the Minister on

Date……………………….

Reply:

I have been informed by the Department as follows:

DEPARTMENT:

1(a)(i) Number of Labour Disputes	(b) What is the cause of the each dispute	(c) What is the nature of each dispute	(d) On what date was each dispute (i) reported (ii) resolved
The Department currently faces with two (2) labour disputes – one (1) for unfair dismissal and one (1) unfair labour practice relating to salary.	One (1) employee was dismissed due to misconduct. One (1) employee is alleging that the Department should pay him salary notches	Dismissal due to misconduct. Unfair labour practice due to payment of salary notches	The unfair dismissal was reported on 1 August 2018. The unfair labour practice was reported on 27 February 2018. With regard to the unfair dismissal was dismissed by the General Public Service Sector Bargaining Council (GPSSBC) and the employee applied for rescission. With regard to the unfair labour practice dispute, the employee applied for condonation and the case is ongoing.

2(a)(i) What number of employees have been dismissed by his department in the past five years	2(a)(ii) for what reason was each employee dismissed	2(b)(i) what number of the specified employees were paid severance packages	2(b)(ii)what was the monetary value of each severance package?
Eight (8) employees have been dismissed during the past five (5) years	Employee 1 - Contravention of procurement policies and procedures Employee 2 – Falsification of qualifications Employee 3 – Procurement irregularities Employee 4 – Procurement irregularities Employee 5 – Irregular appointments Employee 6 - failing to present proper and lawful delegations of authority to the Minister; failing to manage her relationship with DDGs which had largely contributed to the Department becoming dysfunctional and resulted in paralysis; and failing to support and recognise the role of the Minister which led to the complete breakdown in the trust relationship which was placed in her as the most senior public servant in the Department. Employee 7 – Breach of trust, gross negligence and prejudice of administration. Employee 8 – Failing to comply with lawful instructions, utilisation of official passport for personal use	No severance packages were paid to employees	Not applicable

ENTITIES:

Name of entity	1(a)(i) Number of Labour Disputes	(b) What is the cause of each dispute	(c) What is the nature of each dispute	(d) On what date was each dispute (i) reported	1 (d) (ii)Date dispute resolved
Sentech	1	Former employee lodged a sexual harassment claim against a former employee of Sentech	At labour court awaiting finalisation	18-03- 2015	Pending
Broadband Infraco (BBI)	1	Constructive dismissal	Unfair dismissal	02-08-2018	CCMA-Ongoing
State Information Technology Agency (SITA)	20	Dismissal (retirement)	Unfair discrimination (age)	22-11- 2017	29-05-2018
		Dismissal (misconduct)	Unfair dismissal	29-11-2017	Ongoing
		Dismissal (misconduct)	Unfair dismissal	04-12-2017	Ongoing
		Dismissal (misconduct)	Unfair dismissal	12-01-2018	Ongoing
		Dismissal (misconduct)	Unfair dismissal	13-02-2018	Ongoing
		Dismissal (protected disclosure)	Unfair dismissal	08-03-2018	11-06-2018
		Dismissal (misconduct)	Unfair dismissal	26-03-2018	Ongoing
		Dismissal (misconduct)	Unfair dismissal	27-03-2018	Ongoing
		Non-renewal of contract	Unfair dismissal	23-04-2018	14-06-2018
		Dismissal (misconduct)	Unfair dismissal	02-05-2018	Ongoing
		Dismissal (misconduct)	Unfair dismissal	09-05-2018	Ongoing
		Non-renewal of contract	Unfair dismissal	28-05-2018	01-07-2018
		Dismissal (misconduct)	Unfair dismissal	13-06-2018	Ongoing
		Dismissal (misconduct)	Unfair dismissal	13-06-2018	Ongoing
		Retirement age dispute	Unfair discrimination (age)l	18-06-2018	Ongoing
		Dismissal (misconduct)	Unfair dismissal	20-06-2018	Ongoing
		Dismissal (disability)	Unfair discrimination (disability)	03-07-2018	Ongoing
		Dismissal (misconduct)	Unfair dismissal	18-07-2018	Ongoing
		Suspension	Unfair labour practice	23-07-2018	02-08-2018
		Dismissal (absenteeism)	Unfair dismissal	07-08-2018	Ongoing
zaDNA	Nil	NA	NA	NA	NA
Nemisa	3	Reasonable expectation of contract extension	Unfair dismissal	26-09-2017	Pending
		Unfair conduct in relation to a promotion	Unfair labour Practice	26-09-2017	Pending
		Unfair conduct in relation to suspension	Unfair labour Practice	20-03-2017	Pending
Universal Service and Access Agency of South Africa (USAASA)	4	Improperly and unlawfully recommendation to appoint a service provider; intentionally refuse to sign purchase order; ignorance/no knowledge of Regulation 32; providing contradictory advice; failure to advise and ensuring compliance with USAASA Supply Chain Management (SCM) policy	Gross misrepresentation; gross insubordination; gross dishonesty; gross negligence; gross misconduct	10-02-2018	September 2018
		Improperly and unlawfully prepared a submission for salary notch payments for 2012/13 and 2013/2014 financial years	Gross dishonesty; serious misconduct; Fraud; gross negligence	14-03-2018	Pending
		Improperly and unlawfully prepared a submission for salary notch payments for 2012/13 and 2013/2014 financial years	Gross dishonesty; serious misconduct; gross negligence; dereliction of duties	27-03-2018	Pending
		Fraudulent use of leave policy; misrepresenting and altering minutes of the Board; altering the governance agreement for 2016/17; misrepresenting the status of Set Top Boxes and antennas; etc.	Gross dishonesty; dereliction of duties; gross insubordination; gross incompetence; contravention of Public Finance Management Act; breach of conditions of employment	09-04-2018	Pending
SAPO	62	Misconduct	Dismissal	24 August 2018	Pending
		Misconduct	Dismissal	21 August 2018	Pending
		Misconduct	Dismissal	24 August 2018	Pending
		Misconduct	Dismissal	28 February 2018	Pending
		Misconduct	Dismissal	22 November 17	16 July 2018
		Promotion	Unfair Labour Practice	25 May 2018	Pending
		Misconduct	Dismissal	12 June 2018	Pending
		Misconduct	Dismissal	10 July 2018	Pending
		Pay difference	Discrimination	18 July 2018	18 July 2018
		Misconduct	Dismissal	26 July 2018	Pending
		Misconduct	Dismissal	17 July 2018	17 July 2018
		Misconduct	Dismissal	20 July 2018	Pending
		Misconduct	Dismissal	14 August 2018	Pending
		Misconduct	Dismissal	2 August 2018	Pending
		Salary increase	Mutual Interest	21 June 2018	17 July 2018
		Pay discrimination	Equal Pay	27 September 2018	Pending
		Promotion	Unfair Labour Practice	31 October 2017	Pending
		Misconduct	Dismissal	30 May 2018	Pending
		Non-implementation of agreement	Interpretation of agreement	30 May 2018	Pending
		Not paid accounting allowance	Acting Allowance	27 June 2018	Pending
		Pay discrimination	Equal Pay	9 July 2018	Pending
		Misconduct	Unfair Labour Practice	9 July 2018	Pending
		Misconduct	Dismissal	3 July 2018	20 July 2018
		Misconduct	Dismissal	21 August 2018	Pending
		Misconduct	Dismissal	25 June 2018	Pending
		Not granted organisational rights	Organisation Rights	25 June 2018	Pending
		Misconduct	Dismissal	14 August 2018	Pending
		Misconduct	Dismissal	19 March 2018	27 July 2018
		Promotion	Unfair Labour Practice	12 June 2018	30 July 2018
		Misconduct	Dismissal	23 October 2018	Pending
		Misconduct	Dismissal	9 April 2018	Pending
		Misconduct	Dismissal	7 June 2018	Pending
		Misconduct	Dismissal	28 June 2018	Pending
		Misconduct	Dismissal	11 April 2018	Pending
		Misconduct	Dismissal	5 May 2018	Pending
		Misconduct	Dismissal	18 May 2018	Pending
		Misconduct	Dismissal	21 June 2018	Pending
		Misconduct	Dismissal	15 June 2018	Pending
		Misconduct	Dismissal	20 July 2018	20 July 2018
		Misconduct	Dismissal	5 July 2018	Pending
		Misconduct	Dismissal	30 May 2018	Pending
		Misconduct	Dismissal	11 July 2018	Pending
		Misconduct	Dismissal	25 May 2018	Pending
		Unequal pay	Equal Pay	11 June 2018	Pending
		Misconduct	Dismissal	6 July 2018	23 July 2018
		Misconduct	Dismissal	20 July 2018	Pending
		Misconduct	Dismissal	26 July 2018	Pending
		Misconduct	Dismissal	20 July 2018	Pending
		Promotion	Unfair Labour Practice	24 July 2018	Pending
		Misconduct	Dismissal	12 July 2018	Pending
		Misconduct	Dismissal	13 August 2018	Pending
		Severance pay	Unfair Labour Practice	10 October 2018	Pending
		Misconduct	Dismissal	28 June 2018	Pending
		Misconduct	Dismissal	13 June 2018	Pending
		Misconduct	Dismissal	25 June 2018	Pending
		Misconduct	Dismissal	13 June 2018	Pending
		Misconduct	Dismissal	17 August 2018	Pending
		Misconduct	Dismissal	9 July 2018	Pending
		Misconduct	Dismissal	3 August 2018	Pending
		Misconduct	Dismissal	26 June 2018	17 July 2018
		Misconduct	Dismissal	20 April 2018	20 July 2018
		Misconduct	Dismissal	20 July 2018	20 July 2018