Detailed outcomes following engagements with UCTEU

20 February 2024

Dear colleagues

Following the Campus Announcement of Friday, 16 February 2024, the University of Cape Town’s (UCT) management is pleased to share a detailed update resulting from two weeks of engagement with the UCT Employees Union (EU), who represent some of the university’s Professional, Administrative and Support Service (PASS) staff.

These outcomes were agreed to between management and UCTEU on Friday, 16 February 2024.

Management will uphold the ‘no work no pay’ principle in respect of UCTEU members who participated in the strike action of Thursday, 8 February to Friday, 16 February 2024. The deduction of the hours lost during the strike will be implemented over a period of three months effective April 2024.

The issues raised were addressed as follows:

Closure in the period between Christmas Day and New Year’s Day 2024/2025

Following internal processes, management will approach Council to seek approval for leave for the period between Christmas Day 2024 and New Year’s Day 2025 in lieu of the additional 1.5% salary demand for 2023.

Payment of performance bonuses for 2022/23

Management agreed that the 2022/23 performance bonuses will be paid by no later than Thursday, 29 February 2024, subject to no technical difficulties being experienced.

Bargaining arrangements

Management committed to having a UCT executive member included in the next and subsequent bargaining forums with UCTEU.

Learning and training opportunities

Management agrees to provide feedback on the following:

  • engagement with GetSmarter by 15 March 2024
  • contacting the University of the Western Cape by June 2024 regarding courses that are being removed from the reciprocal agreement
  • reviewing the Staff Tuition Policy to cater for UCT acceptance of staff dependants and spouses where requirements are met, with the intention of Council approval in June 2024.

The parties agreed to engage by the end of December 2024 on extended leave for PASS staff enrolled in master’s and PhD programmes.

Proposal on PASS promotion policy

Management committed to the establishment of a task team to develop a PASS promotion policy proposal by 31 August 2024, with implementation in 2025, before the new performance cycle in June 2025. All demands related to the Integrated Talent Management Framework (ITMF) will be discussed with this item.

Employment Equity (EE) guidance document

UCTEU noted that there was a conflict between the EE guidance document and the two-week internal advertisement agreement for PASS staff. UCTEU agreed to make recommendations to address this by reviewing the EE guidance document and submitting these to management to consult all stakeholders for approval by the relevant governance structures.

Management further agreed to:

  • provide a plan for the training for managers and heads of departments by 31 May 2024
  • provide feedback on the Hybrid Work Policy by 30 June 2024, and
  • provide assurance that staff will be communicated to effectively utilising all relevant forms of communication during emergency situations, including unrest on campus.

We are grateful for the parties’ commitment to engagement until an amicable resolution was arrived at. We once more thank all members of the UCT community for their patience during this period.

UCT Management

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