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18 December 2018 | Story Thabo Kessah | Photo Thabo Kessah
Charlotte Maxeke
Residence students preparing old tyres to use in new playing swings.

The name Charlotte Maxeke is, since time immemorial, associated with ‘hope’ for the downtrodden Black majority. And the name Fulufhelo means ‘hope’ in Tshivenda, the language spoken mainly in Limpopo, her birth province. She was the first black South African woman to earn a degree, a Bachelor of Science from the Wilberforce University in the Unites States of America in 1901.

Khayelisha and Khayelethu also project a very high expectation of ‘hope’. Considering our painful past dominated by the 1913 Land Act, the former literally means ‘our new home’, whilst the latter means ‘our home’.

Fast forward to 2018 at the University of the Free State’s Qwaqwa Campus. These are the names of student residences that brought hope to the needy when they collaborated with Community Engagement to give back to their communities.

“The need to give back was sparked by our encounter with needy students on campus. We then thought that if we could do the little for our fellow students who are part of the No Student Hungry (NSH) campaign, we could actually extend this to those who are even worse off,” said Beyoncé Matsoso, Prime of Charlotte Maxeke and Residence for first year students.

“Taking time out to give toys, play with the kids on the swings we erected for them, helping them with their laundry and giving them fruit and food bought from our own pockets gave us a lot of satisfaction,” said Beyoncé, a final year BA Psychology and Languages student.

Acknowledging the role played by Residence Head, Makeresemese Mokhatla, in the whole exercise was Sikolethu Dodo, Prime of Khayelitsha / Khayelethu Residence.

“Having had a dialogue on how we can make other people’s lives better with our Residence Head Makeresemese Mokhatla and Mme Matsoso from Community Engagement led to this initiative. Some of us will be going out to the world of work soon and this has equipped us with necessary skills like compassion,” said Sikolethu, a final year BAdmin student.

The centres visited were the Itsoseng housing disabled children as well as the Team Spirit Hospice.

News Archive

UFS agreement on staff salary adjustment of 7.5%
2011-11-10

 
At this year's salary negotiations were from the left, front: Mr Lourens Geyer, Director: Human Resources; Ms Ronel van der Walt, Manager: Labour Relations; Ms Tobeka Mehlomakulu, Vice Chairperson: NEHAWU; Prof. Johan Grobbelaar, convener of the salary negotiations; back: Mr Ruben Gouws, Vice Chairperson of UVPERSU, Ms Esta Knoetze, Vice Chairperson of UVPERSU, Mr David Mocwana, fultime shopsteward for NEHAWU; Mr Daniel Sepeame, Chairperson of NEHAWU, Prof. Nicky Morgan, Vice-Rector: Operations; Prof. Jonathan Jansen, Vice-Chancellor and Rector of the UFS; Ms Mamokete Ratsoane, Deputy Director: Human Resources and Ms Anita Lombard, Chief Executive Officer: UVPERSU.
Photo: Leonie Bolleurs


Salary adjustment of 7,5%

The University of the Free State’s (UFS) management and trade unions have agreed on a general salary adjustment of 7,5% for 2012.
 
The negotiating parties agreed that adjustments could vary proportionally from a minimum of 7,3% to a maximum of 8,5%, depending on the government subsidy and the model forecasts.
 
The service benefits of staff will be adjusted to 9,82% for 2012. This is according to the estimated government subsidy that will be received in 2012.
 

UVPERSU and NEHAWU sign
 
The agreement was signed (today) Tuesday 8 November 2011 by representatives of the university’s senior leadership and the trade unions UVPERSU and NEHAWU.
 

R2 500 bonus
 
An additional once-off, non-pensionable bonus of R2 500 will also be paid to staff with their December 2011 salary payment. The bonus will be paid to all staff members who were in the employment of the university on UFS conditions of service on 31 December 2011 and who assumed duties before 1 October 2011. The bonus is payable in recognition of the role played by staff during the year to promote the UFS as a university of excellence and as confirmation of the role and effectiveness of the remuneration model.
 
It is the intention to pass the maximum benefit possible on to staff without exceeding the limits of financial sustainability of the institution. For this reason, the negotiating parties reaffirmed their commitment to the Multiple-year, Income-related Remuneration Improvement Model used as a framework for negotiations. The model and its applications are unique and have as a point of departure that the UFS must be and remains financially sustainable. 
 
 
Capacity building and structural adjustments
 
Agreement was reached that 1,54% will be allocated for growth in capacity building to ensure that provision is made for the growth of the UFS over the last few years. A further 0,78% will be allocated to structural adjustments.
 
Agreement about additional matters such as funeral loans was also reached.
 
“The Mutual Forum is particularly pleased that a general salary adjustment of 7,5 % could be negotiated for 2012. Taken into account the world financial downturn, marked cuts in university subsidies and the growth of the university, this is a remarkable achievement,” says Prof. Johan Grobbelaar, Chairperson of the Mutual Negotiation Forum. 
 

Increase for Professors, Deputy and Assistant Directors
 
According to Prof. Grobbelaar the Mutual Forum is also pleased that Professors and Deputy and Assistant Directors will benefit from the structural adjustments. These increases will align the positions with the median of the higher education market. The 1,54% allocated for growth will ensure that appointments can be made where the needs are the highest. The special year-end bonus of R2 500 is an early Christmas gift and implies that the employees in lower salary categories receive an effective increase of almost 9,5 %.
 
“The UFS is in a unique position when it comes to salary negotiations, because the funding model developed more than a decade ago, has stood the test of time and ensured that the staff receive the maximum possible benefits. Of particular note is the fact that the two majority unions (UVPERSU and NEHAWU) work together. The mutual trust between the unions and management is an example of how large organisations can function to reach specific goals and staff harmony,” says Prof. Grobbelaar. 

The implementation date for the salary adjustment is 1 January 2012. The adjustment will be calculated on the total remuneration package.

 

 

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