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Domestic Workers Wages 2011 – Wage Tables
Apr 9th
Minimum Wage for Domestic Workers 2011
The minimum wage for domestic workers in 2011 is described in the Domestic Workers Act. This act sets out Minimum Wages for Domestic Workers in South Africa and specifies working conditions such as hours of work, overtime pay, salary increases, deductions, annual and sick leave. It applies to the estimated 1 to 1.5 million workers in the country who work as domestics, gardeners, childminders (including drivers of children) and those who look after the sick, aged or disabled in private homes. The legislation also covers Domestic Workers who work as independent contractors
What are the minimum wage for domestic workers in 2011?
A domestic worker is a gardener, driver or person who looks after children, the aged, sick, frail or disabled in a private household, but not on a farm. This is the view taken in the Unemployment Insurance Contributions Act, 2002 (Act No. 4 of 2002).
The Domestic Workers’ Act for domestic workers wages 2011
The Domestic Workers’ Act sets out minimum domestics workers wages 2011 and specifies working conditions such as hours of work, overtime pay, salary increases, deductions, annual and sick leave.
This legislation also lists the urban areas (classified as A Areas) where one minimum wage applies. A second minimum wage applies to domestic workers in non-urban areas (B Areas).
To whom does the Domestic Workers Act apply?
To the estimated 1 to 1.5 million workers in the country who work as domestics, gardeners, childminders (including drivers of children) and those who look after the sick, aged or disabled in private homes. The legislation also covers domestic workers who work as independent contractors.
Table 1 Minimum domestic workers wages 2011is for domestic workers who work more than 27 ordinary hours per week
Area A
Bergrivier Local Municipality, Breederivier Local Municipality, Buffalo City Local Municipality, Cape Agulhas Local Municipality, Cederberg Local Municipality, City of Cape Town, City of Johannesburg Metropolitan Municipality, City of Tshwane Metropolitan Municipality, Drakenstein Local Municipality, Ekurhulen Metropolitan Municipality, Emalahleni Local Municipality, Emfuleni Local Municipality, Ethekwini Metropolitan Unicity, Gamagara Local Municipality, George Local Municipality, Hibiscus Coast Local Municipality, Karoo Hoogland Local Municipality, Kgatelopele Local Municipality, Khara Hais Local Municipality, Knysna Local Municipality, Kungwini Local Municipality, Kouga Local Municipality, Langeberg Local Municipality, Lesedi Local Municipality, Makana Local Municipality, Mangaung Local Municipality, Matzikama Local Municipality, Metsimaholo Local Municipality, Middelburg Local Municipality, Midvaal Local Municipality, Mngeni Local Municipality, Mogale Local Municipality, Mosselbaai Local Municipality, Msunduzi Local Municipality, Mtubatu Local Municipality, Nama Khoi Local Municipality, Nelson Mandela, Nokeng tsa Taemane Local Municipality, Oudtshoorn Local Municipality, Overstrand Local Municipality, Plettenbergbaai Local Municipality, Potchefstroom Local Municipality, Randfontein Local Municipality, Richtersveld Local Municipality, Saldanha Bay Local Municipality, Sol Plaatjie Local Municipality, Stellenbosch Local Municipality, Swartland Local Municipality, Swellendam Local Municipality, Theewaterskloof Local Municipality, Umdoni Local Municipality, uMhlathuze Local Municipality and Witzenberg Local Municipality.
Domestic Workers Wages 2011
Minimum rates for the period 1 December 2008 to
30 November 2009 Minimum rates for the period
1 December 2009 to
30 November 2010 Minimum rates for the period
1 December 2010 to 30 November 2011
Hourly Rate (R ) 6.88 Hourly Rate (R ) 7.40 Hourly Rate (R ) 7.72
Weekly Rate (R ) 309.60 Weekly Rate (R ) 333.13 Weekly Rate (R ) 347.79
Monthly Rate (R ) 1340.95 Monthly Rate (R ) 1442.86 Monthly Rate (R ) 1506.35
Wages in Area A will be subjected to a CPIX plus 1% increase for the period 1 December 2010 to 30 November 2011. The CPI (excluding Owners Equivalent Rent) six weeks prior to 1 December 2010 has been 3,4%.This means that wages for this period was calculated as follows: CPI (excluding owners’ equivalent rent) plus 1% for Area A = 3,4% + 1% =4.4%.
Domestic Workers Wages 2011
Area B
Areas not mentioned in Area A
Minimum rates for the period 1 December 2008 to 30 November 2009 Minimum rates for the period 1 December 2009 to 30 November 2010 Minimum rates for the period 1 December 2010 to 30 November 2011
Hourly Rate (R ) 5.63 Hourly Rate (R ) 6.11 Hourly Rate (R ) 6.44
Weekly Rate (R ) 253.35 Weekly Rate (R ) 275.14 Weekly Rate (R ) 290.00
Monthly Rate (R ) 1097.40 Monthly Rate (R ) 1191.78 Monthly Rate (R ) 1256.14
Wages in Area B will be subjected to a CPIX plus 2% increase for the period 1 December 2010 to 30 November 2011. The CPI (excluding Owners Equivalent Rent) six weeks prior to 1 December 2010 has been 3,4%.This means that wages for this period was calculated as follows: CPI (excluding owners’ equivalent rent) plus 2% for Area B = 3,4% + 2% =5.4%.
Table 2 Minimum domestic workers wages 2011 for domestics who work 27 ordinary hours per week or less
Area A
Bergrivier Local Municipality, Breederivier Local Municipality, Buffalo City Local Municipality, Cape Agulhas Local Municipality, Cederberg Local Municipality, City of Cape Town, City of Johannesburg Metropolitan Municipality, City of Tshwane Metropolitan Municipality, Drakenstein Local Municipality, Ekurhulen Metropolitan Municipality, Emalahleni Local Municipality, Emfuleni Local Municipality, Ethekwini Metropolitan Unicity, Gamagara Local Municipality, George Local Municipality, Hibiscus Coast Local Municipality, Karoo Hoogland Local Municipality, Kgatelopele Local Municipality, Khara Hais Local Municipality, Knysna Local Municipality, Kungwini Local Municipality, Kouga Local Municipality, Langeberg Local Municipality, Lesedi Local Municipality, Makana Local Municipality, Mangaung Local Municipality, Matzikama Local Municipality, Metsimaholo Local Municipality, Middelburg Local Municipality, Midvaal Local Municipality, Mngeni Local Municipality, Mogale Local Municipality, Mosselbaai Local Municipality, Msunduzi Local Municipality, Mtubatu Local Municipality, Nama Khoi Local Municipality, Nelson Mandela, Nokeng tsa Taemane Local Municipality, Oudtshoorn Local Municipality, Overstrand Local Municipality, Plettenbergbaai Local Municipality, Potchefstroom Local Municipality, Randfontein Local Municipality, Richtersveld Local Municipality, Saldanha Bay Local Municipality, Sol Plaatjie Local Municipality, Stellenbosch Local Municipality, Swartland Local Municipality, Swellendam Local Municipality, Theewaterskloof Local Municipality, Umdoni Local Municipality, uMhlathuze Local Municipality and Witzenberg Local Municipality.
Minimum rates for the period 1 December 2008 to 30 November 2009 Minimum rates for the period 1 December 2009 to 30 November 2010 Minimum rates for the period 1 December 2010 to 30 November 2011
Hourly Rate (R ) 8.12 Hourly Rate (R ) 8.74 Hourly Rate (R ) 9.12
Weekly Rate (R ) 219.24 Weekly Rate (R ) 235.90 Weekly Rate (R ) 246.30
Monthly Rate (R ) 949.97 Monthly Rate (R ) 1022.17 Monthly Rate (R ) 1067.15
Wages in Area A will be subjected to a CPIX plus 1% increase for the period 1 December 2010 to 30 November 2011. The CPI (excluding Owners Equivalent Rent) six weeks prior to 1 December 2010 has been 3,4%.This means that wages for this period was calculated as follows: CPI (excluding owners’ equivalent rent) plus 1% for Area A = 3,4% + 1% =4.4%.
Area B
Areas not mentioned in Area A
Minimum rates for the period 1 December 2008 to 30 November 2009 Minimum rates for the period 1 December 2009 to 30 November 2010 Minimum rates for the period 1 December 2010 to 30 November 2011
Hourly Rate (R ) 6.65 Hourly Rate (R ) 7.22 Hourly Rate (R ) 7.60
Weekly Rate (R ) 179.55 Weekly Rate (R ) 194.99 Weekly Rate (R ) 205.52
Monthly Rate (R ) 778.00 Monthly Rate (R ) 844.90 Monthly Rate (R ) 890.52
Wages in Area B will be subjected to a CPIX plus 2% increase for the period 1 December 2010 to 30 November 2011. The CPI (excluding Owners Equivalent Rent) six weeks prior to 1 December 2010 has been 3,4%.This means that wages for this period was calculated as follows: CPI (excluding owners’ equivalent rent) plus 2% for Area B = 3,4% + 2% =5.4%.
Please contact Bernard Reisner on bernard@capelabour.co.za for questions about the minimum wage for domestic workers in 2011
W.Tel no.: 021 423 3959
Fax: 021 423 2105
Cell: 082 433 8714
Download our Domestic Worker Contract
Sexual Harassment at Work
Feb 24th
What is the appropriate sanction for sexual harassment at Work?
In most cases, an employer would simply convene a disciplinary enquiry, and if the facts are indeed proven, dismiss the employee who is found guilty of sexual harassment at work.
Sexual Harassment at Work Information
Sexual harassment is the most heinous misconduct that plagues a workplace; not only is it demeaning to the victim, it undermines the dignity, integrity and self-worth of the employee harassed. The harshness of the wrong is compounded when the victim suffers it at the hands of his/her supervisor. Sexual harassment goes to the root of one’s being and must therefore be viewed from the point of view of a victim: how does he/she perceive it, and whether or not the perception is reasonable. In the circumstances, I believe, to force conciliation or mediation between the perpetrator and the victim further compounds the wrong.
Therefore, unless the victim agrees to any other form of resolution of a complaint of sexual harassment at work the employer should hold a disciplinary hearing against the perpetrator. A disciplinary hearing must however, be proceeded with, with the victim’s cooperation, where the victim, having raised the complaint, is uncomfortable with proceeding with any process whether formal or informal the employer must find a way to deal with the issue lest he be found culpable for failing to deal with the matter. In the latter case some form of counseling for the victim might be appropriate if the employer is of the means of providing it.
Related Sexual Harassment Article – Sexual Harassment- Has the employer done enough?
For further information on any labour related matters, you can contact
Bernard Reisner:
W.Tel no.: 021 423 3959
Fax: 021 423 2105
Cell: 082 433 8714
E-mail: bernard@capelabour.co.za
Website: www.capelabour.co.za
For all of your Sexual Harassment at Work Enquiries, please contact Bernard Reisner using details above.
FIXED TERM EMPLOYMENT CONTRACTS
Dec 20th
Employment Contracts
An employer may rely on fixed term employment contracts to provide it with the flexibility it wants.
After all, these contracts are neat and tidy: they begin at a certain point and end at a certain point often, no notice of termination is necessary as the contract determines its own termination.
But as useful as these contracts may be, their termination may well contain a considerable sting in the tail, as employees argue (with some success these days) that they had a reasonable expectation that the contracts would be renewed.
For further information on any labour related matters and employment contracts, you can contact Bernard Reisner:
IS AN ESTATE AGENT AN EMPLOYEE
Dec 20th
IS AN ESTATE AGENT AN EMPLOYEE?
Perhaps it’s the use of the word “agent”, but we often seem to regard estate agent not as employees. Instead, relying on the language, we regard them as being independent contractors. This may be misleading, as a recent decision of the Labour Court shows. At the beginning of conciliation procedures in respect of an unfair dismissal, the estate agency objected and said that the CCMA did not have jurisdiction because the agent was not an employee. It was specifically provided for in the agreement between them that it was not an employment relationship. Applying the dominant impression test, however, the Labour Court came to conclusion that the balance of probabilities favoured the agent: she was indeed an employee of the agency and the CCMA did have jurisdiction.
For further information on any labour related matters, you can contact
Bernard Reisner:
W.Tel no.: 021 423 3959
Fax: 021 423 2105
Cell: 082 433 8714
E-mail: bernard@capelabour.co.za
Website: www.capelabour.co.za
OPTING OUT OF THE LRA’S DISPUTE RESOLUTION PROCESSES
Dec 20th
One of the most important functions of a bargaining council is the resolution of disputes between an employer and an employee. But what happens if the employer and the employee also agree, in the contract of employment, that any dispute that arises between them will be referred to private arbitration? Would this mean that the bargaining council would no longer have jurisdiction to arbitrate a dispute such as an unfair dismissal dispute? In one case, a bargaining council arbitrator concluded that such a contractual provision effectively excluded the bargaining council’s jurisdiction. Not so, said the Labour Court: that clause would be invalid because the employer and the employee cannot opt out of the collective agreement.
For further information on any labour related matters, you can contact
Bernard Reisner:
W.Tel no.: 021 423 3959
Fax: 021 423 2105
Cell: 082 433 8714
E-mail: bernard@capelabour.co.za
Website: www.capelabour.co.za
REFUSING TO SIGN A WARNING- A DISMISSAL OFFENCE
Dec 20th
REFUSING TO SIGN A WARNING
Employees must sign for all kinds of things they must sign, for instance, that they received a warning or sign that they have received the Notice of a disciplinary enquiry. But what happens if an employee refuses to do so? The solution, in most cases, is simple: simply have a witness sign that the warning was given to the employee, but that the employee refused to sign.
For further information on any labour related matters, you can contact
Bernard Reisner:
W.Tel no.: 021 423 3959
Fax: 021 423 2105
Cell: 082 433 8714
E-mail: bernard@capelabour.co.za
Website: www.capelabour.co.za
THE BEHAVIOUR OF REPRESENTATIVES
Dec 20th
A representatives, be it an attorney, an advocate or consultant, is there to represent a party to the best of his abilities. At all times, it is necessary for the representative to keep basic good manners in mind. If the representative stoops to insulting, disparaging or belittling a CCMA commissioner or a bargaining council arbitrator, that representative may well be found guilty of contempt in terms of the Labour Relations Act.
For further information on any labour related matters, you can contact
Bernard Reisner:
W.Tel no.: 021 423 3959
Fax: 021 423 2105
Cell: 082 433 8714
E-mail: bernard@capelabour.co.za
Website: www.capelabour.co.za
THE DAMAGING CONSEQUENCES OF A SUSPENSION
Dec 20th
For the most part, we don’t think of suspension as being problematic especially when the suspension is used in a preventative way before the employee is heard in the disciplinary enquiry. After all, what could the problem be given that the employee is on full pay, yet does not have to work. This paid-for vacation may last for many months or, in some cases, even years. But the Labour Court has again emphasised the fact that there are negative consequences of a suspension: a suspension is like an arrest and it may affect an employee’s reputation, possibilities of advancement, job security and fulfillment. There is another issue, of course, namely whether it is possible for a suspended employee to return to a post after suspension lasting for a couple of months. Would the resumption of the workplace relationships be smooth sailing?
For further information on any labour related matters, you can contact
Bernard Reisner:
W.Tel no.: 021 423 3959
Fax: 021 423 2105
Cell: 082 433 8714
E-mail: bernard@capelabour.co.za
Website: www.capelabour.co.za
THE DISCIPLINARY ENQUIRY – THE CHAIRPERSON
Dec 20th
THE DISCIPLINARY ENQUIRY – THE CHAIRPERSON
The chairperson carries considerable responsibilities in respect of the disciplinary enquiry: in essence, he or she is responsible for seeing that the pre-dismissal procedures are followed and that the employee is given a fair opportunity to respond to the allegations made by the employer. Not only this, but the chairperson must also keep control of the process and importantly, keep his or her cool. Off-the-cuff remarks or comments may well come back to haunt the chairperson and the employer and, in some cases, what the chairperson says may create a reasonable impression of bias and the misconduct dismissal may be procedurally unfair as a result.
For further information on any labour related matters, you can contact
Bernard Reisner:
W.Tel no.: 021 423 3959
Fax: 021 423 2105
Cell: 082 433 8714
E-mail: bernard@capelabour.co.za
Website: www.capelabour.co.za
THE SHOP STEWARD BECOMES A MANAGER
Dec 20th
THE SHOP STEWARD BECOMES A MANAGER
What Happens if the Shop Steward Becomes a Manager
What happens if a shop steward is promoted to a managerial rank? May the employer demand that the employee give up his or her position as a shop steward? We don’t often think of a manager also being a shop steward it would mean that the employee has divided loyalties and may find himself or herself in a tough conflict of interests.
A recent decision of the Labour Court confirmed, however, that the employee’s right to freedom of association is an “absolute right” the employer may not insist that the employee give up his or her position as a shop steward before being promoted to a manager. But the fact that a manager is also a shop steward will not excuse misconduct or poor work performance if that employee gets stuck in the middle of a conflict of interest between the union and the employer.
For further information on any labour related matters or when the the shop steward becomes a manager, you can contact
Bernard Reisner:
W.Tel no.: 021 423 3959
Fax: 021 423 2105
Cell: 082 433 8714
E-mail: bernard@capelabour.co.za
Website: www.capelabour.co.za