Disaster Management Act: Regulations: Alert level 3 during Coronavirus COVID-19 lockdown: 28 May 2020 Consolidated COVID-19 Direction Explained – 13 October 2020 Many of you will have sent SEIFSA propaganda (below) on accepting their agreement with unions. It is regrettable (although not surprising) that SEIFSA is once again extremely liberal with the truth in this circular. In sections 31 and 32 of the LRA, the agreement must be adopted as an agreement of a negotiating council for an agreement to be renewed. At the Manco on 1 September 2020, SEIFSA and the trade unions proposed that their agreement be formally adopted by the MEIBC. That is not what happened. Indeed, the President of the MEIBC did not even allow the matter to be put to a vote, because the negotiations that preceded the signing of his agreement were not in accordance with the Meibc constitution. If you look very closely, you will see that the letter never says that the agreement was accepted as a Council agreement (as I explained, an application to renew the LRA). It indicates that the parties (i.e. SEIFSA and the unions) have agreed.
Of course, they have it — that is their consent! It was “accepted” when they agreed! The reason they sent this circular is to give the impression that their agreement has been adopted by the Council (which it does not have) and that it can be extended – something that SAEFA and other employers` organisations will not allow. Designated Essential Services Alphabetical List – 2020 MA Negs 2020 SEIFSA and Trade Unions adopt Stand-Still Main Agreement For employees not reporting for work to enjoy protection, the union have not die sorged at least 14 days notice of the protest action. Therefore, any absence is not protected today to participate in the protest action. The interior of the country on 7 October 2020 will be protected, and workers who participate in it will be protected with respect to their absence from work. The principle of non-work applies. BCEA`s revised regulations published on 22 January 2020 2020 have been a nightmare for most companies. As a national disaster state was announced just days before a national blockade was put in place, employers had to work to take steps to protect workers who had an impact on their annual leave balance sheets.