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25 June 2020 | Story Leonie Bolleurs | Photo Supplied
Prof Arno Hugo recently participated in a session on food with integrity during a webinar by the Integra Trust, where he presented a lecture focusing on the importance of food traceability and the information communicated to the consumer.

In the complete process between farm and fork, consumers are looking for someone to hold accountable if their animal welfare, product quality, and product safety expectations are not met.

On World Sustainable Gastronomy Day earlier this month (18 June 2020), Prof Arno Hugo from the Department of Microbial, Biochemical and Food Biotechnology’s Food Science division at the University of the Free State (UFS) participated in a webinar by the Integra Trust, titled Heal the Land, Heal the People.

The Integra Trust was established to advance climate-smart sustainable and regenerative agriculture. It values the production, distribution, and utilisation of food with integrity in order to heal the land and the people.

Integra Trust strives to promote agriculture that has a limited footprint on the environment.

Prof Hugo’s lecture during the session on food with integrity, focused on the importance of the traceability of food and the information communicated to the consumer. 

Physical and emotional connectedness to farm and the producer
According to him, modern consumers want to know where their food comes from and want to be physically and emotionally connected to the farm and the producer. In the case of meat, for example, they want to know if the meat they buy is ethically produced and whether the animal was treated in a humane manner during the slaughter process. They also want a guarantee that the food they buy is free of harmful substances.

Prof Hugo states: “The consumer’s need for origin-based food is now playing out in a variety of ways, as food processors and retailers are labelling their products according to the origin of the product. One way of achieving this, is through a good traceability system.”

In his presentation, he focused on traceability from a meat industry perspective.

“Thus, in a good traceability system, a product on the store shelf can easily be traced back to the farmer and the farm where the food was originally produced. In modern traceability systems, it is even possible for the consumer to take the product in the store to a scanner that can read the ‘barcode’ and then showing a photo of the farmer and the name and location of the farm where it was produced,” explains Prof Hugo.

Food traceability important from food safety point of view
“Despite the consumer’s emotional need to connect with the farm and the producer, food traceability is also extremely important from a food security and food safety point of view,” he adds.

Although in its simplest form, it is a comprehensive process of keeping record of suppliers and customers in order to allow reconstruction of the product chain in case of need, it is doable. “In Europe, some 25 million cattle per year are now slaughtered with full traceability. The challenge of providing a secure form of identity through this process, is therefore a formidable one. This is achieved with the use of modern technologies such as Blockchain and DNA technology,” explains Prof Hugo. 

Joining him in the session on food with integrity were, among others, Errieda du Toit, chef, food writer, and culinary commentator (talking about perceptions in terms of difference between fast food and story food, asking if it is driven by social media) and Christiaan Campbell, chef and food consultant (talking about achieving synergy and communication between producer and consumer via the food value chain). Steven Barnard of Farmer Kidz presented a session focused on the younger generation, focusing on why it is important to connect children with food production.

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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