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SA Army: Traineeship Programme 2018

SA Navy Traineeship Programme Programme
The MSD programme is a two-year voluntary service system. Recruits are required to sign up for a period of two years, during which they will receive military training and further functional training in a specific field, eg Combat Operators, Support services, Submarine operators etc in their first year of service. During the second year of service, depending on the duration of their functional orientation, they will be deployed where needed and given the opportunity to apply their
knowledge and develop their skills.

South African citizen
Age between 18 and 22
Currently in Grade 12 or completed
will benefit your application
Preferably single
Not area bound
Engineering and Technical applicants must have completed Grade 12must have completed Grade 12 with Mathematics and Physical Science with at least level 3 for both subjects
Graduate applicants aged between 18 and 26 must have a completed Grade 12 with a Degree / National Diploma or N6 with Trade Test Certificate in Mechanical, Marine, or Electrical Engineering
Download Application Form for SA Navy Traineeship Programme
SA Air Force Traineeship Programme

South African citizen
Age between 18 and 22 (Graduate applicants the maximum age of 22 – 25 years in possession of N4 – N6 — Technical)
Passed Mathematics and Physical Science Level 3
Comply with medical fitness requirements for pilot training in the SA Air Force
Download Application Form for SA Air Force Traineeship Programme
SA Army Air Force Traineeship ProgrammeThe MSD programme is a two-year voluntary service system. Recruits are required to sign up for a period of two years, during which they will receive military training and further functional training. Further functional training include a wide variety of options varying from specialized musterings such as Engineering to general support musterings such as Material Support Clerks. The MSD system allows the member to adapt to the military way of life. Towards the end of the second year, (unless otherwise indicated) the member will be given the opportunity to indicate whether he or she would like to extend the contract or leave the Air Force. An extension of the contract will mainly depend on the member’s performance over the two years and the availability of posts in the relevant functional field. Members who do not extend their two year service contract, will serve in the Reserve Force (part-time) after completion of the initial two-year period.

Members with Commercial Pilots Licence (CPL) with minimum 300 flying hours and not older than 26 years of age with no Maths and Science required
26 years if in possesion of a degree with level 4 Maths and Science
18 -24 years – completed Grade 12 or Equivalent (university entrance) Maths and Science minimum level 4
English Level 4
Mathematics and Physical Science (N4 to N5 minimum – 60%; N6 or 1st year university of technology or university mim 50%)
Not area bound
No record of a serious criminal offence or offences
Comply with medical fitness requirements for appointment in the SANDF
Comply with all the prescribed requirements for appointment in the SANDF

SA Army Intelligence Traineeship ProgrammeThe MSD programme is a two-year voluntary service system with the long-term goal of enhancing the SA National Defence Force’s deployment capability. Recruits are required to sign up for a period of two years, during which they will receive Basic and Functional Military Training in their first year of service. Recruits wishing to join the Special Forces can complete any of the other Services’ MSD programmes during the first year. During the second year of service potential candidates will attend the Special Forces Basic Training Cycle.

South African citizen
Age between 18 and 22 (graduates 26)
Currently in Grade 12 or completed
Not area bound
No record of serious criminal offence or offences
Preferably single
Comply with medical fitness requirements for appointment in the SANDF

SA Army Military Health Traineeship ProgrammeThe SAMilitary Health Service does not offer “bursaries” as do companies in the private sector. Instead selected candidates are required to join the SANDF on a contract basis. This necessitates the successful completion of prescribed military courses during the first year of the contract, whereafter the contract will be extended if selected, followed by studies at selected tertiary institutions and continued service in the SANDF for the remainder of the contract period.

MBChB → Grade 12 Grade 12, English Level 6, Mathematics Level 6, Life Science Level 6, Physical Science Level 6, Life Science Level 6
Emergency Care Technician Programme → Grade 12, English Level 4, Mathematics Level 4, Life Science Level 4, Physical Science Level 4
Nursing Diploma (Four year) → Grade 12, English Level 4, Mathematics Level 4, Life Science Level 4

The Office of the Premier in Limpopo invites applications from suitably qualified unemployed South African citizens,

Limpopo Government: Internship Programme

The Office of the Premier in Limpopo invites applications from suitably qualified unemployed South African citizens, graduates residing in Limpopo between 18 and 35 years to participate in a twelve (12) months internship programme.

Applications from unemployed South African citizens residing in Limpopo aged between 18 and 35 years are hereby invited for the filing of internship positions as per attached advertisement Annexure A. :
Applicants who already participated in any Government Internship Programme will not be considered and if it is found that this was the case after appointment, the contract will be terminated with immediate effect.

Internships are in the following fields:

International Relations / Administration / Political Science

ΟTP 001
Organisational Design

Management Services / Production Management

OTP 002
Office on the Status of Women

Gender / Equity Studies

ΟTP 003
Special Programmes

Social Science / Administration

OTP 004
Budget Planning

Accounting / Accounting Sciences / Financial Accounting / Financial Management / Cost and Management Accounting

OTP 005
Internal Controls and Compliance

Internal Auditing / Risk Management / Financial Management

OTP 006

Information Technology / Computer Studies / Systems Development

ΟTP 007

Journalism / Media Studies

OTP 008

Information Technology / Computer Studies / Systems Development

ΟTP 009
Labour Relations

Labour Relations / Labour law

OTP 010
Development Planning

Planning / Development Studies / Project Management

ΟTP 011
Spatial Planning

Planning Development Studies /Project Management

OTP 012
Security Management

Security Management

ΟTP 013
Records Management

Information Management / Archival Studies / Library Science / Knowledge Management / Management Assistant

ΟTP 014
Strategic Management

Development Studies / Strategic Planning

ΟTP 015
Legal Services


ΟTP 016
HR Planning and Service Delivery

Gender Studies

OTP 017


ΟTP 018

Town Planning / GIS / Cartography / Geography / Environmental Science / Land Survey

OTP 019
Policy, Research and Anti-Poverty Strategies

Policy Research / Development Studies

ΟTP 020
Performance Monitoring and Evaluation

Monitoring and Administration / Development Studies

OTP 021
How To Apply

The applications must be submitted on a signed Z83 form, obtained from any Public Service Department or from website and must be accompanied by a comprehensive CV and certified copies of educational qualifications, academic records and identity documents.

Applicants must clearly indicate the reference number on Z83 form. Separate applications should be submitted for each area of placement:

All applications should be directed to the following address: The Director General, Office of the Premier, Private Bag X9483, Polokwane,0700 or hand delivered at the Office of the Premier, No. 40 Hans van Rensburg street, Młowaneng Building, Polokwane,

Enquiries should be directed to Mr. LC Chuene or Ms. Eustance Maatjie at telephone numbers 015 2876299 and 01528.76365 respectively.

The Office of the Premier is an affirmative action employer. Suitable women and the people with disabilities remain the target group and are encouraged to apply in line with the Employment Equity Act No.55 of 1998.

The closing date for the applications is the 06th January 2017 at 16h30, Late applications, e-mails or faxed applications will not be considered. Failure to comply with the above requirements will result in the disqualification of the application. Please accept that your application has not been hear from this Office two(2) months after the closing date.

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Domestic Worker’s Rights in South Africa

Get more information on Domestic Workers Rights and Laws such as Wages, the Unemployment Insurance Fund and many more in South Africa at
Complete our Salary Survey and Win a Wage!

Who is a Domestic Worker?

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

The Domestic Workers’ Act sets out minimum wages for domestics 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.

What is the Minimum Wage for Domestic Workers?

Click here to see a detailed list of minimum wages for all areas.

Hours of Work, Leave and Dismissal

According to the legislation, domestic workers should work no more than 45 hours a week, and should not work more than nine hours a day if they work a five-day week, or more than eight hours a day if they work for more than five days a week.

Domestic worker should work no more than 15 hours a week overtime, and no more than three hours on any one day. They should also receive double pay on Sundays or public holidays.

Employers whose domestics live on the property may deduct 10% of their salary for accommodation, providing the accommodation complies with the minimum standards laid down in the legislation.

An employer wishing to dismiss a worker must give a week of notice if the domestic has been employed for six months or less and four weeks’ notice if he or she has worked for more than six months.

Domestics are also entitled to severance pay of one week for each year of service, as well as four months’ unpaid maternity leave.

All employers must register their employees for the Unemployment Insurance Fund, and are advised to sign an employment contract with their domestic worker.

Sick Leave

Workers may take up to 6 weeks of sick leave on full pay in a 3-year period. However, during the first 6 months of employment, workers are only entitled to 1 day’s paid sick leave for every 26 days worked.

Employers may insist on proof of illness before paying a worker for sick leave.
A medical certificate may be provided by a:

Medical practitioner
Clinic nurse
Traditional healer
Community health worker

An employer may require a medical certificate before paying workers who are absent for more than 2 consecutive days or who are often absent (more than twice in an 8-week period).Fees that are paid for medical treatment by an employer may be deducted from the workers’ pay.

Is there a union for Domestic Workers?

Yes, there is – the South African Domestic Service and Allied Workers’ Union (SADSAWU). You can find out more about SADSAWU here.

Can Domestic Workers receive training to upgrade their skills?

Yes. This year a massive training project, the Domestic Workers Skills Development Project, was launched. Financed by the Department of Labour’s National Skills Fund to the tune of R120-million, the project aims to train 27 000 domestic workers around the country over the next three years. Trainees will receive formal recognition for their skills.

The training is being overseen by the Services Sector Education and Training Authority (Seta), which has set up a discrete chamber for domestic services, based in Port Elizabeth in the Eastern Cape.

Visit the Services Sector Education and Training Authority website for more information, or contact their office on (041) 582-4000.

UIF for Domestic Workers

Domestic workers and their employers must contribute 1 percent of the wages to the Unemployment Insurance Fund as from 1 April 2003. The only condition of this is that the domestic worker works more than 24 hours a month. Registration cannot be backdated.

Where one household employs more than one domestic worker, only one domestic employer registration is necessary.

If a domestic worker is employed by more than one employer each employer must register separately and ensure that the domestic worker is registered. This also applies to agents or bookkeepers administering the affairs of more than one domestic employer.

Separate registrations are also required in cases where a commercial employer is also a domestic employer. Registration and payment of contributions of domestic workers may not be included in that of a commercial enterprise.

People employed by businesses that are run from private households are not regarded as domestic workers.

People employed by corporate entities as gardeners or cleaners in housing complexes are also not regarded as being employed in private households.

Companies, Close Corporations, Partnerships and any other Corporate Bodies are not domestic employers.

It is deemed fraud when beneficiaries who are receiving benefits return to work, but fail to inform the Fund about their new status and continue to draw benefits.

With thanks to

Read more

For more: Visit where you also find a link to the Provincial Offices and Labour Centres.
Call UIF Head Office Tel: (012) 337 1700 for terms and conditions.
Find out all about state Minimum Wages for all official sectors.

National Labour Law Profile: South Africa

Contract of Employment

The starting point should be that a written contract of employment is not strictly a necessary requirement for the validity of an employment relationship.

However, the Basic Conditions of Employment Act (No. 75 of 1997 – the BCEA) compels an employer to give an employee a host of prescribed employment details in writing when they start work with that employer. This is to ensure certainty between the employer and employee, and attempts to protect the ‘vulnerable’ employee against the employer who holds the purse strings in the event of any disagreement as to the details.

It therefore makes more sense to enter into a detailed contract of employment upfront with the employee, and thereby bind him/her to the Company’s disciplinary codes and the like at the same time, rather than to provide a list of prescribed details in a rather ad hoc or non-contextualised manner. A comprehensive contract also has the benefit of being signed by both parties and is therefore legally binding. It is very often the essence of an employment relationship – it details its commencement, currency, and termination – since in most cases the document will ‘speak for itself’.
Prescribed Written Particulars

These are dealt with in Section 29 of the BCEA. They are:

The name and address of the employer – These may seem like obvious details, but many an employee claim has been thwarted either by insufficient or incorrect details in this regard (e.g. regarding the identity of the employer party, especially in a group or division of companies, and in enforcing a judgment).
The employee’s name – Again apparently an obvious requirement but it provides certainty as to the parties.
The employee’s occupation or a brief description of the work for which the employee was employed – Certainty on this issue is required for reasons relating to advancement and remuneration, giving instructions which are reasonable to that post, performance, discipline and the like.
The employee’s place of work – and if the employee is required or permitted to work at various places, an indication of this. The employee should agree at the outset of the employment relationship that s/he would be required to travel, work at various stations etc, failing which s/he may not easily be compelled to do so at a later date without agreement. The employer may have to remunerate the employee additionally for undertaking work at different places, and could not simply compel the employee to do so if it has not been agreed initially in the contract.
The date of commencement of employment – this is important for the calculation of benefits such as leave, recognition of length of service and the benefits attached to it – e.g. severance pay in a retrenchment.
The employee’s ordinary workdays and work hours – The BCEA sets minimum standards (more specifically, maximum hours and days that may be worked) in this regard, which may not be changed in most cases even with an employee’s consent. The regulation of working hours will be addressed in more detail below.
The employee’s wage or the rate and method of calculating wages – This has undoubtedly been included for certainty, consistency and protection for the employee, in addition to ensuring that the employee is fairly remunerated for leave, for overtime, etc.
The overtime rate – Similar to above.
Any other payments in cash or kind to which the employee may be entitled (and for payments in kind, the value of those payments) – Again important for calculating the monetary value and benefits to which an employee would be entitled during leave, on termination (e.g. severance pay on retrenchment is calculated at one week’s remuneration per completed year of service, not one week’s base salary. Remuneration includes the value of a number of benefits.
The date when remuneration will be paid – promotes certainty and consistency.
Details of any deductions that will be made from the remuneration – In addition to reasons of certainty, the nature and amount of deductions that can be made from an employee’s remuneration is strictly regulated by the BCEA.
The amounts of leave which can or must be taken – This aspect will be dealt with in detail below. It will suffice to state that the BCEA strictly regulates when and how much leave may and shall be taken. This relates not only to annual leave, but also sick, maternity and family responsibility leave in respect of which there are legislated minimums that may not be contravened.
The period of notice – This too is strictly regulated by the BCEA – the quantity and manner of giving notice of termination of a contract of employment will be specified below.
A description of any bargaining council or sectoral determination that covers the employer’s business – This too is in protection of employee rights since it is often the case that terms and conditions of employment more favourable to the BCEA are collectively negotiated within a bargaining council. The bargaining council standards will then take precedence over those set out in the BCEA.
Any period of employment with a previous employer that counts towards the employee’s period of employment. E.g. the length of service with a seller who transfers its business to the purchaser, is obliged to recognize the employee’s previous length of service, for the purpose of calculating benefits, such as severance packages, long service awards and the like.
A list of any other documents that form part of the contract – (and an indication of where a copy of these documents may be obtained). This would relate to policies and procedures, and the like, of the employer. It again provides certainty to the parties to the employment relationship.

If and when any of the above details change, the employee is to be notified of the change and be given a copy of the change.

Employment contracts are of two types.

Fixed-term contracts: The duration of the contract is clearly specified between the parties. The contract will endure for the specified period, or upon the happening of a particular event or until a particular task has been completed. Unless otherwise agreed, such a contract cannot be terminated during its currency without good cause, unless the parties have agreed otherwise. If after the contract has lapsed and the employee remains in the employ of the employer, the contract may be tacitly renewed, provided that it is consistent with the parties’ conduct. The LRA expressly provides that non-renewal of a fixed term contract is equivalent to a dismissal in circumstances where the employee expected the employer to renew it on the same or similar terms but the employer either failed to renew the contract at all or offered to renew it on less favourable terms [Section 186 LRA].

Indefinite-period contracts: The duration of the contract is not specified by the parties. The contract will endure until:

it is terminated by agreement;
one of the parties give the contractually specified or reasonable notice to the other;
either party elects to terminate on fundamental breach;
on retirement of the employee at the agreed age;
summary termination of the employee;
death of either party; and
insolvency of the employer.


It is quite common that employers engage employees for a probationary period, which may be negotiated and stipulated in the contract of employment. After expiry of the probationary period, the employer is entitled to decide whether to retain the services of the employee on a permanent basis. The Code of Good Conduct, contained in the LRA, expressly provides for probationary periods and employees. The Code stipulates that the probationary period must be reasonable given the circumstances of the job and the time it takes to determine the employee’s suitability for the job. The probationary period can be extended, in suitable circumstances.

The Code also states that following termination of the probationary period, probationary employees should not be dismissed unless they have been given appropriate remedial treatment and they have been allowed a reasonable period for improvement but have failed to improve their performance. If the employer fails to counsel the probationary employee and thereafter fails to confirm the employee’s employment, such termination will amount to a dismissal.
Termination of the contract of employment

The contract of employment can be terminated on the following grounds:

on expiration of the agreed period of employment;
on completion of the specified task;
by notice duly given by either party;
by summary termination in the event of a material breach on the part of either party;
by repudiation;
by mutual agreement;
by death of either party;
by the insolvency of the employer; and
by the supervening impossibility of performance, where either party becomes permanently unable to perform his/her obligations in terms of the contract.

The contract may not be terminated in the absence of a justified reason.

The LRA expressly recognises the following grounds for termination of the employment contract:

misconduct on the part of the employee;
the employee’s poor work performance and/or incapacity;
the operational requirements of the employer.

The concept of unfair dismissal is a right created by statute and contained in the LRA. Chapter VIII of the LRA, along with an accompanying code of practice, has made a large contribution to systematising and clarifying this important area of South African employment law. Unfair dismissals now fall into four categories:

Automatically unfair dismissals
Dismissals which an employee cannot justify on the basis of:
the employee’s conduct;
the employee’s capacity; or
the operational requirements of the business.

Besides these substantive grounds, dismissal will also be unfair where it is not effected in accordance with a fair procedure.

The meaning of dismissal has been extended by statute to include:

a failure to renew a fixed term contract when there was a reasonable expectation of renewal;
a failure to allow an employee to resume work after maternity leave;
selective employment following a collective dismissal;
a situation where an employee terminates the contract because the employer has made continued employment intolerable (constructive dismissal);

A dismissal is automatically unfair if it:

offends against an employee’s rights to freedom of association;
is by reason of an employee’s refusal to do protected strikers’ work;
is effected to compel an employee to accept a demand relating to employment;
constitutes victimisation for exercising any rights under the statute;
is by reason of an employee’s pregnancy;
constitutes discrimination on some arbitrary ground.

An employee’s rights emanate from either statute or common law. Whilst there does exist certain residual common law rights arising out of breach of contract which may be proceeded with by an employee to the High Court of South Africa, the exercise of these rights is rare and the relevance to EPL liability issues extremely limited. By far the vast majority of cases arise out of a breach of statutory rights and obligations. The statutory rights may relate to the following issues:

Automatically unfair dismissals
Unfair dismissals
Operational terminations (redundancy/retrenchment)
Residual unfair labour practices
Transfer of businesses
Alleged discrimination, etc.

A dismissal that is not automatically unfair is deemed to be unfair unless the employer proves that the dismissal is for a fair reason either related to the employee’s conduct or capacity or based on the operational requirements of the employer. In addition the employer must prove that the dismissal was effected in accordance with a fair procedure. Accordingly, even if the dismissal is proven to be related to the employee’s conduct, capacity or based on the employer’s operational requirements (i.e. substantively fair), it will nevertheless still be unfair (procedurally unfair) if the employer has not followed a fair procedure.
Remedies available

If an unfair dismissal claim succeeds the CCMA has a choice of remedies. The commissioner may:

Order the employer to reinstate the employee from any date not earlier than the date of dismissal.
Order the employer to re-employ the employee, either in the work in which the employee was employed before the dismissal or in other reasonably suitable work on any terms and from any date not earlier than the date of dismissal.
Order the employer to pay compensation to the employee.

The primary remedy applied by the CCMA in respect of a dismissal which is substantively fair is to order reinstatement or re-employment. In the event that the employee does not wish to be reinstated or re-employed or the circumstances are such that a continued employment would be either intolerable or no longer reasonably practical or the dismissal is unfair only because the employer did not follow a fair procedure, the commissioner may award compensation rather than reinstatement/re-employment. There are certain limits on compensation. In the case of an automatically unfair dismissal, the commissioner is enjoined to make an award which is “just and equitable” in all the circumstances, but not more than the equivalent of 24 months’ remuneration. In an unfair dismissal the commissioner may award up to a maximum of 12 months’ remuneration as compensation.

The Labour Appeal Court has held that compensation arises out of statute and does not relate to patrimonial loss. The Labour Courts have a discretion on whether compensation should be awarded or not. If the Labour Courts decide that the case is such that compensation should be awarded, they have no discretion in respect of the amount. Compensation must be awarded from the date of dismissal to the date of adjudication, subject to a maximum of 12 months compensation.

This has serious ramifications for procedurally unfair dismissals. In the past a commissioner/arbitrator may have decided to award a month or two’s compensation because of the minor nature of the employer’s lack of procedural compliance. The Labour Courts are now faced with adopting an “all or nothing” approach and now have to award either 12 months or nothing to an employee who has been visited with a procedurally unfair dismissal. In most instances, other than cases of trivial procedural deficiencies, this will result in 12 months compensation being awarded to the employee for procedural unfairness because of the inherent delays in having such matters heard.

In the event that a party can establish that the delay is due to the fault of the other party in not expeditiously pursuing his or her remedies, the court is empowered to take such delay into account in calculating compensation.
Hours of Work and Leaves

The BCEA sets clearly defined limits on working hours for employees who earn below R89 455, 00 per annum, and for employees (irrespective of their gross annual earnings) who are empowered by the Company with the authority to ‘hire and fire’. The working hours provisions do also not apply to sales staff who travel to customers and regulate their own hours, or to employees who work less than 24 hours per month.

Save for the exceptions outlined above, the working hours of all other employees must be regulated in accordance with the BCEA and cannot be contracted out of or excluded.

What then are those statutory hours of work?

Ordinary hours of work (i.e. not overtime) may not be more than 45 hours in a week or 9 hours in a day. For employees who work a 6-day week, it is 8 hours per day.

Any additional hours will be considered overtime for which a specified amount of additional remuneration is prescribed.

Overtime is limited to a total of 10 hours per week and then too, may not exceed 3 hours of overtime per day.

An agreement is necessary between the employer and the employee for overtime work.

Overtime work must be paid at no less than 1.5 times the normal hourly rate, or time off (equivalent to 1.5 times), or partially paid and partially paid time off.

The BCEA does recognize a certain amount of flexibility in arranging shifts and work times. These are however also regulated – e.g. a compressed working week can be implemented by means of a written agreement, to allow for 12 ordinary hours of work (including meals) to be done in a day. It may however only be done in terms of a 5-day week, and with regard to the statutory daily rest periods. Averaging of hours is also recognized by the BCEA, to enable more hours to be worked on a particular day and less on another provided it ‘averages’ out over a period of 4 months to the statutory weekly limit on ordinary and overtime hours of work per week. Averaging can however only be done in terms of a collective agreement (i.e. a written agreement concluded with a registered trade union), and must be subject to the daily and weekly rest periods.

A meal interval of at least one hour is compulsory for employees who work more than 5 continuous hours. The meal interval can be reduced to 30 minutes by written agreement (e.g. in the contract of employment) with the employee.

An employer must allow an employee a daily rest period of at least 12 consecutive hours between ending and restarting work. There is also a compulsory weekly rest period of at least 36 hours. The rest period must include a Sunday unless otherwise agreed. There is some flexibility permitted and it would be advisable to include such issues in the contract of employment.

Employees can only be required to work on a Sunday or a public holiday where they have agreed to it. The employee must be paid at double his normal wage/rate, if he does not ordinarily work on Sundays, and at 1.5 times his ordinary rate if he does ordinarily work on Sundays. Paid time off may be agreed to instead of additional payment.

Employees are entitled to at least the 12 current public holidays provided for in the Public Holidays Act. However, by agreement, a public holiday may be exchanged for another day. An agreement is also required to get an employee to work on a public holiday. Double pay (or ordinary wage plus paid time off) must be paid if the employee works on a public holiday that falls on an ordinary workday.

Employees who perform night work enjoy special protection in terms of the BCEA. Night work means work done between 6 o’clock in the evening and 6 o’clock the next morning. An employer can only require an employee to do night work if there is an agreement with the employee (e.g. in the contract of employment), the employee is paid an allowance (which may be a shift allowance) or receives a reduction in working hours, and if there is transport available between the employee’s home and the workplace. There are a number of strict regulations around night work, including those contained in a code of good practice passed in terms of the BCEA, in ensuring the health and safety of employees who do night work.
Paid Leave

The BCEA prescribes a leave period of no less than 21 consecutive days per completed year of employment (or 1 day for 17 day’s worked, or 1 hour for 17 hours worked), on full pay. Public holidays are not part of annual leave, and may not be ‘encashed’. Leave can also not be accumulated form one year to the next. It is important to note that an employer is compelled to ensure that statutory leave is taken within a period of 6 months of the end of the annual leave cycle.

Additional holiday leave may however be agreed between employer and employee and may be dealt with in any way agreed, usually set out in the contract of employment.
Sick Leave

There is also an entitlement to a minimum number of sick leave on full pay. An employee is entitle to one day’s paid sick leave for every 26 days worked during the first four months of employment, and thereafter to 30 days paid sick leave for every 36 months worked (the leave cycle). An employer will only be obligated to grant paid sick leave of longer than two days or for longer than one day when more than two absences occurred in a space of eight weeks, if the employee produces a valid medical certificate which has been issued by a medical practitioner.
Maternity Leave

Employees are entitled to maternity leave of no less than 4 months, which is to start from 4 weeks prior to due date of birth, and end not less than 6 weeks after birth of the child. Maternity leave is classified as unpaid leave, unless otherwise agreed by the parties. There are also strict provisions around the nature of work that a pregnant or nursing employee is not permitted to perform where it could be hazardous to her or the child’s health.
Family Responsibility Leave

Employees are also entitled to take family responsibility leave. An employee who has been employed for longer than four months and who works four days or more for the employer is entitled to three days paid leave during each twelve month leave cycle to discharge family responsibilities in the following circumstances:

When the employee’s child is born or falls ill;
In the event of the death of the employee’s spouse or life partner, parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling.

Minimum Age and the Protection of Young Workers

The BCEA makes it a criminal offence to employ a child under 15 years of age or under the minimum school-leaving age, if this is older. Beyond the age of 15 years, no person may employ a child for work that is inappropriate or that place his/her well-being, education, physical or mental health or spiritual, moral or social development.

The Constitution goes further by giving children further protection from exploitative labour practices – Section 28 (1) (e) and (f).

The Constitution guarantees the right to equality and also gives protection to all from unfair discrimination. It goes further by acknowledging that affirmative action measures are necessary to advance disadvantaged groups. Furthermore, the Constitution requires laws to be enacted to prevent discrimination, including workplace discrimination. The legislature has since passed and implemented the Employment Equity Act to deal with unfair discrimination and workplace equality.
The Employment Equity Act

The purpose of the Employment Equity Act is to ensure workplace equity. It prohibits unfair discrimination in the workplace and guarantees equal opportunity and fair treatment to all employees. However, it recognises that, given the historical disparities, simply removing discrimination does not in itself result in substantive equality. The Act therefore imposes an obligation on certain employers (“designated employers”) to implement affirmative action measures to advance “designated groups” (African, Indian and Coloured people, women and people with disabilities).

A key requirement of the Employment Equity Act is the elimination of all barriers, particularly unfair discrimination, in the workplace.

What are barriers?

A barrier exists where a policy, practice or an aspect of the work environment limits the opportunities of employees because they are from designated groups. Examples of ‘barriers’ previously identified in comparative discrimination law include:

the lack of role models from designated groups in senior positions in a corporation;
the “glass-ceiling” for women, as manifested in the “old boys” network; expectations of long working hours; and lack of childcare facilities or “career breaks”;
job specifications that set requirements which are not essential for job performance (for example, a matric or university degree);
workplaces structured according to the assumptions of a homogenous, white, male workforce.

Pay Issues

South African law does not prescribe minimum wages through statute. Usually wages are fixed by the employer or by collective agreements or by the employee’s contract of employment.
Trade Union Regulation

The LRA sets out a procedure for the registration of trade unions and employer organisations. It allows a union which is independent, has a distinctive name, an address in the Republic and which has adopted a constitution which meets the requirements of the law, to make application for registration. Unions and employer’s organisations are not obliged to register, but registration is a precondition for participation in the industrial relation system developed by the Act.

The registrar of labour relations has the discretion to refuse an application to register a trade union, in terms of the Act. However, this discretion is strictly controlled by the Act. The LRA also allows a trade union to appeal the decision of the Registrar to the Labour court.

Chapter 2 of the LRA sets out basic labour rights. Chief amongst these is freedom of association – the right of employees and employers to join and participate in the lawful activities of unions and employer organisations respectively.

On the employee’s side, the right to freedom of association protects against both interference, state interference and the union discrimination on the part of an employer. Now that the unfair labour practice remedy has been limited to individual employees, considerable union attention is now given to the anti-discrimination provisions contained in the LRA and the EEA.

The Constitution recognises the right to freedom of association, the right to form and join a trade union and the right to participate in trade union activities.

The LRA gives recognition to organisational rights in Sections 12 and 13. It allows a registered union or a sufficiently representative union to-

Enter an employer’s premises to recruit or communicate with members;
Hold meetings with employees outside working hours;
Conduct union elections or ballots at the workplace;
Instruct the employer to make deductions of and pay over union membership subscriptions from member employees;
Reasonable leave, including possible paid leave, for their office bearers.

Registered unions which have as members a majority of employees in a workplace have a further right to disclosure of all relevant information, which allow its representatives to perform their functions.
Unfair Labour Practices

Item 2(1) of Schedule 7 of the LRA gives recognition to the notion of “residual unfair labour practices”. The Act defines the notion as any unfair act or omission which arises between the employer and employee and which involves –

direct or indirect unfair discrimination on any arbitrary ground;
unfair conduct of the employer relating to the promotion or demotion, training or benefits of the employee;
unfair suspension of an employee or any other disciplinary action;
failure or refusal of an employer to re-instate or re-employ an employee in terms of an agreement.


As with other disputes, those in relation to alleged unfair labour practices must first be referred to the CCMA for conciliation. If after conciliation the dispute remains unresolved, the parties may then refer the dispute to the labour court for adjudication or to arbitration, if it is so agreed by the parties. The Court has wide discretion and may determine the dispute on terms it deems or reasonable, including but not limited to the ordering of reinstatement or compensation.
Collective Bargaining and Agreements

The LRA states that one of its central objectives is to promote collective bargaining as a means of regulating relations between management and employees and as a means of settling disputes between them.

The approach of the LRA is quite different from its predecessor. The collective dimension of the unfair labour practice jurisdiction has been effectively abolished and with it the duty to bargain. However, the institution of collective bargaining is unequivocally fostered, albeit down a different path. The object has been to create a statutory framework conducive to bargaining whilst preventing the judicial appropriation of politically sensitive terrain. The key bargaining-promoting measures include:

organisational rights, which allow unions with a membership base to establish themselves in the workplace;
the self-governance benefits flowing from participation and bargaining councils, particularly now that council agreements can override many of the restrictions imposed by the BCEA;
the moral force of CCMA advisory awards under Section 64(2) in the event of the refusal to bargain;
the socio-political leverage of NEDLAC, whose peak employer bodies cannot be seen to countenance a refusal by members to impress the collective bargaining ethic;
The right to engage in a protected strike over an employer’s refusal to bargain.

The LRA fosters and rewards representative unionism. In other words, it promotes inter-union co-operation and union amalgamation. Only unions that are sufficiently representative in a workplace are entitled to organisational rights. Unions with majority membership are entitled to receive relevant information from the employer and to conclude collective agreements.

A collective agreement is a legally enforceable instrument and is negotiated by the parties usually concerns terms and conditions of employment or any other matter of mutual interest between the parties. The only formality in respective of collective agreements is that it must be reduced to writing. The agreements bind the parties to the agreement and their members. The agreement can also be extended to bind non-union members if the party union has majority membership within the workplace. Collective agreements will override the provisions of any inconsistent individual employment contracts and may also be concluded within bargaining councils and thus save as minimum wage and working conditions instruments.

Bargaining Councils have been established by the LRA and are by definition, statutory bodies that registered unions and employer organisations may voluntarily and co-operatively establish within a specific economic sector. They represent the centre-piece of the system of bargaining fostered by the LRA.

Collective agreements are inclined to be time-bound, with a life span that is by and large determined by the parties’ bargaining cycles. However, the agreement can be terminated on reasonable notice by either party.

Strikes and Lock-Outs

The right to strike is entrenched in Section 23 of the Constitution. Employers enjoy a reciprocal right to lockout, which is also constitutionally entrenched.

The LRA does regulate the right to strike and lockout. The LRA defines a strike as a partial or complete concerted refusal to work or the retardation or obstruction of work by employees of the same employer for the purpose of remedying a grievance or resolving a dispute in respect of a matter of mutual interest.

A lockout is defined as an exclusion by the employer of the employees from the employer’s workplace for the purposes of compelling the employees to accept a demand in respect of any matter of mutual interest.

Protected strikes and lock-outs are those which comply with the procedures as laid down in Chapter IV to the LRA, namely:

the party to the dispute must first refer the dispute to the bargaining council with jurisdiction or if there is none, to the CCMA, for conciliation;
if the dispute remains unresolved, a certificate of non-resolution must be obtained or alternatively, the party may wait for the statutory 30-day period to lapse;
once the certificate has been obtained and/or the 30-day period has lapsed, the concerned party must then give the other party 48 hours notice of the strike or lockout.

Effect of a protected strike or lockout

The LRA extends strong protection to strikes and lockouts that comply with its provisions:

Guarantees immunity from the reaches of the civil law i.e. they do not constitute a delict or breach of contract;
An employer is not obliged to remunerate an employee for services not rendered during a strike;
Employees are protected from dismissal.

Effects of an unprotected strike or lockout

The LRA has decriminalised non-compliance with the Act. However, other sanctions are imposed for non-compliance:

The affected party can approach the Labour Court for an interdict or order restraining a strike or lockout.
The Labour Court can also order the payment of just and equitable compensation in the circumstances.
Participation in an unprotected strike may constitute a fair reason for dismissal.

Strikes in essential services

Section 65 (1) (d) of the LRA prohibits strikes and lockouts in essential services and maintenance services. Instead employers and employees are obligated to refer their disputes to final and binding arbitration. The Act defines an essential service as a service the interruption of which endangers the life, personal safety or health of the whole or any part of the nation, the parliamentary service and South African Police Services.
Settlement of Individual Labour Disputes

South Africa has established specialist Labour Courts. These courts exist side by side with the traditional courts. Whilst the High Court of South Africa still retains concurrent jurisdiction with the Labour Courts in respect of certain issues, e.g. breach of contract, constitutional issues, the Labour Courts generally exercise exclusive jurisdiction over specialist labour matters. The Labour Court of South Africa has exclusive jurisdiction over all matters reserved for it under the LRA. It is also a court with inherent jurisdiction. It has concurrent jurisdiction with the High Court in respect of violations of certain fundamental rights protected in the Constitution. The Labour Courts’ primary tasks are to:

adjudicate disputes relating to freedom of association (union- and employer- organisation membership);
adjudicate automatically unfair dismissals including dismissals arising out of operation requirements (i.e. redundancy/retrenchment matters) as well as strike disputes;
review CCMA arbitration awards.

In determining the above matters the Labour Court may issue declaratory and interdict relief (including urgent relief), make compensatory damages and costs awards.

The Labour Appeal Court’s task is to hear appeals against final judgments of the Labour Court to decide questions of law reserved by the Labour Court. Labour Appeal Court judges must be judges of the High Court of South Africa whilst Labour Court judges are normally appointed from the ranks of experienced legal practitioners.

The CCMA is tasked with resolving multifarious employment related disputes. Such disputes include the following:

freedom of association and general protection,
disclosure of information,
collective agreements on organisational rights,
withdrawal of organisational rights,
interpretation or application of organisational rights,
interpretation or application of collective agreements,
interpretation or application of agency or closed shop agreements,
non-admission as a party to close a shop,
interpretation or application of a ministerial determination,
interpretation or application of a lapsed collective agreement,
interpretation or application of collective bargaining provisions,
any matter of mutual interest,
refusal to bargain,
unilateral change to terms and condition of employment,
disputes and essential services,
joint decision making (workplace forum),
disclosure of information (workplace forum),
interpretation or application of workplace forum provision,
unfair dismissal,
severance pay,
unfair labour practices.

The CCMA is also responsible for arbitrating disputes. The CCMA is entitled to arbitrate the following disputes:

disclosure of information,
collective agreement on organisational rights,
withdrawal of organisational rights,
interpretation or application of organisational rights,
interpretation or application of collective agreements,
interpretation or application of agency or closed shop agreements,
interpretation or application of ministerial determinations,
interpretation or application of lapsed collective agreements,
disputes in the essential services,
joint decision making (workplace forum),
disclosure of information (workplace forum),
interpretation or application of workplace forum provisions,
consent to arbitration,
arbitration of Labour Court matter by consent,
unfair dismissal,
severance pay,
unfair labour practices.

Judges and Commissioners

Labour Court judges are normally appointed from the ranks of specialist labour law practitioners (practising advocates or attorneys) and in some cases suitably qualified academics. Labour Appeal Court judges must, in addition, be judges of the High Court of South Africa. CCMA commissioners, unlike Labour Court judges do not have to have legal qualifications. There are various levels of commissioners appointed and generally the more senior commissioners are either legally qualified or have experience in arbitrating disputes. Commissioners are required to conciliate or arbitrate disputes. Disputes are first conciliated and if they remain unresolved, referred to arbitration, normally before a different commissioner.
Defence Issues

The Labour Courts generally do not award costs against the other party unless such party has acted frivolously, vexatiously or unreasonably in bringing or conducting the proceedings. In the common law courts, costs are awarded at the discretion of the court, but usually the losing party will be required to pay the taxed costs (approximately 50% of the actual costs) of the prevailing party.
Length of Proceedings

There is currently a backlog in the CCMA of at least between 1 to 3 months in having a case conciliated depending upon the region in which the case is referred. The delay in having matters arbitrated before the CCMA is greater and in practice it is now taking approximately one year depending upon the region. The delays in the Labour Court may even be greater. Matters that have been conciliated upon by the CCMA and referred to the Labour Court may take anything between 6 to 12 months to be heard. Delays, particularly in the Labour Court, are increasing. Cases may take from a half-day 5 days or more in complicated matters.
Legal Representation

In the Labour and Labour Appeal Courts legal representation is not compulsory but most employers and many employees are usually represented. In the CCMA legal representation is permitted, save for incapacity and misconduct cases where legal representation is in the discretion of the commissioner and must be on application by one or both parties. Legal representation in such matters is not normally permitted unless there are complex issues of facts and law, conflicting arbitration awards or it is in the interests of public policy that legal representation be permitted. Generally, at the CCMA if legal representation is sought it is preferable to apply for the appointment of a senior commissioner, which, if successful, will normally result in the parties being afforded legal representation.
Class Actions

There is no specific provision for class actions in our Labour Courts. Often, however, matters are brought by representative trade unions for and on behalf of their members and without their members being specifically cited. This form of representative action is permissible.
Damages and Compensation Issues

Damages and compensation granted are normally limited to 24 months (in respect of automatically unfair dismissals) and 12 months (in respect of unfair dismissals) and are not strictly linked to patrimonial loss. The primary remedy in South African labour law, unlike England and other jurisdictions, is that of reinstatement/re-employment.
Societal Disposition

There is an increasing propensity by employees to avail themselves of their rights in terms of employment related legislation. Historically, litigation relating to unfair dismissals was brought by trade unions and largely unskilled aggrieved employees. Increasingly members of management (including senior management) have come to appreciate that South African employment legislation draws no distinction between senior managerial and lowly skilled employees and affords them the same rights and benefits. This has resulted in a large number of plaintiff based labour lawyers and labour consultants seeking relief (sometimes on a contingency basis) on behalf of their clients. Such relief is often based on the failure of employers to properly comply with the strict procedural requirements associated with dismissal in South Africa (to which reference will be made below) and to seek compensation in respect thereof. Such claims for compensation often result in settlements being agreed between the parties, which may be in excess of any compensation that the employee may actually have suffered.
ILO Conventions Ratified by South Africa

South Africa joined the ILO in 1919, but it left the Organization in 1966, because of the ILO position concerning the government’s apartheid policy. It resume membership in 1994. So far it has ratified 21 conventions , of which 18 are in force for the country, including the eight ILO fundamental conventions.
Web Links

The official Website of the South African Goverment.
The website of the Department of Labour. A non official website which provides access to different sources of the labour law: laws, bills, case law, articles.


The following major sources were used:

Basson et al., Essential Labour Law, Volume One, Second Edition, Labour Law Publications, 2000.
Grogan J, Workplace Law, Juta & Co Ltd, 1998.
Du Toit et al., The Labour Relations Act of 1995- A Comprehensive Guide, Second Edition, Butterworths, 1998.
Thompson B, Benjamin P, South African Labour Law, Volume One, Juta Law, 2001.

Apply For SABC: Internship Programme 2017


Radio marketing


Matric certificate
Successfully completed a 3 year degree/diploma in journalism and media studies, Maketing Management
Be computer literate
Be a south African citizen and under the age of 35
Not have previously completed an internship
Have no prior working experience
Have excellent communication skills in English (spoken and written)
Please note permanent employment after completion of the programme is not guaranteed.

Interested candidates must forward their applications to:


Hand delivery to SABC buildings Polokwane or Thohoyandou
Enquiries: Phumudzo Bulannga on 015 290 0270


SABC Limpopo has an opportunity for work integrated learning for students who requires work exposure to obtain their degrees or diplomas for the following areas of study

Logistics and transport

Interested candidates must forward their CV accompanied by a letter from their institutions to:


Hand delivery at SABC Buildings Polokwane or Thohoyandou
Enquiries: Bulannga Phumudzo 015 290 0270

Dept Of Planning, Monitoring And Evaluation: Internship Programme 2017

Stipend: R4 989.51
Duration: 12 Months

Human Resources Management (REF: DPME / 01)
Degree / 3 years National Diploma in Human REsources Management or Development / Industrial Psychology / Labour Relations

Accounting (REF: DPME / 02)
Degree / 3 years National Diploma in Accounting

Supply Chain Management (REF: DPME / 03)
Degree / 3 years National Diploma in Logistics / Supply Chain Management or Purchasing Management

Information Technology (REF: DPME / 04)
Degree / 3 years National Diploma in Information TEchnology / IT Support / Computer Science / Systems Development / Network Support / Inforamtion Security

Public Management and Administration (REF: DPME / 05)
Degree / 3 years National Diploma in Public Administration / Management

Internal Auditing (REF: DPME / 06)
Degree / 3 years National Diploma in Auditing

Communication Studies (REF: DPME / 07)
Degree / 3 years National Diploma in Communication / Journalism / Marketing / Website and Multimedia

OfficeManagement (REF: DPME / 08)
Degree / 3 years National Diploma in Office Management

Outcome Support (REF: DPME / 09)
Degree / 3 years National Diploma in Research / Policy Development / Analysis and Social Science

Data Support (REF: DPME / 10)
Degree / 3 years National Diploma in Statistics / Mathematics / Econometrics and Informatics

Data War Room (REF: DPME / 11)
Degree / 3 years National Diploma in Statistics / Mathematics / Econometrics and Informatics

Evaluation and Research (REF: DPME / 12)
Degree / 3 years National Diploma in Development Studies / Economics / Town and Regional Planning

Economics Research (REF: DPME / 13)
Degree / 3 years National Diploma in Economics and Research

Local Government Performance Assessment (REF: DPME / 14)
Degree / 3 years National Diploma in Development Studies / Project Management / Economics and Statistics

Operation Phakisa (REF: DPME / 15)
Degree / 3 years National Diploma in Public Management and Project Management

Special Projects (REF: DPME / 16)
Degree / 3 years National Diploma in Public Administration / Social Science

Outcome 12: Public Administration (REF: DPME / 17)
Degree / 3 years National Diploma in Public Administration / Social Science

M&E Policy and Capacity Building (REF: DPME / 18)
Degree / 3 years National Diploma in Social Science and Management Science

Management Performance Assessment (REF: DPME / 19)
Degree / 3 years National Diploma in Public Administration / Management

Frontline Service Delivery Implementation (REF: DPME / 20)
Degree / 3 years National Diploma in Statistics / Project Management / System Administration / Public ADministration / Development Studies / Social Science with research background and anthropology

Citizen Based Monitoring (REF: DPME / 21)
Degree / 3 years National Diploma in Social Science and Anthropology

Frontline Service Delivery Monitoring Systems and Process (REF: DPME / 22)
Degree / 3 years National Diploma in Statistics

National Planning (NPC Policy and Research) (REF: DPME / 23)
Degree / 3 years National Diploma in Development Studies / Public Management / Social Science / Economics and Town and Regional Planning

Presidential Forntline Systems and Processes (REF: DPME / 24)
Degree / 3 years National Diploma in Statistics / Project Management /Systems Administration / Informatics & Evaluation and Research

How To Apply
Applications must be sent to: The Department of Planning, Monitoring and Evaluation, attention Ms Maserame Mokoena, mail to Private Bag x944, PRETORIA, 0001 or hand delivered at 330 C/O Francis Baard and Grosvenor Street, Hatfield, Pretoria

Enquiries: Ms Dinah Pooe, tel: (012) 312 0479 / 57

FOOD SERVICE AID REF NO: HRM 44/2016 Steve Biko Academic Hospital

SALARY : R84 096 per annum plus benefits
CENTRE : Steve Biko Academic Hospital

REQUIREMENTS : Grade 10-Grade 12 with minimum 3 years appropriate experience in a formal food service environment. Relevant certificates in cooking/hygiene and safety will be an advantage. Good communication skills and willing to work in a team. Must work shifts (late and early), as well as weekends and Public Holidays. Able to do work of a physical nature.

DUTIES : Perform routine tasks in the Food Service unit and operate machinery. Perform general cleaning tasks as assigned to you and maintain hygiene and safety 76 measures in the unit. Washing of dishes, crockery and cutlery. Dishing up of patients’ food according to portion control measures. Loading of food into patient transport trolleys. Can be utilized as a tractor driver transporting food to Oncology block. Preparing of patient’s meals, beverages, snacks, fluids and bread. Unpacking and packing provisions into fridges and freezers. Willingness to work as a reliever in the unit.

ENQUIRIES : Mrs. Dreyer E Tel: (012) 354 2315/2092

APPLICATIONS : Applications must be submitted on with a Z83 form, certified copies of ID and certificate of qualifications to Steve Biko Academic Hospital, Private Bag x 169, Pretoria, 0001

Or hand delivered to Cnr Malherbe & Steve Biko Road, Main Entrance at Level 3. Steve Biko Academic Hospital is committed to the pursuit of diversity and redress. Candidates whose appointment will promote representivity in terms of race, disability and gender will receive preference.

How do I become a traffic officer in South Africa

Frequently asked questions and answers to assist you to decide on traffic as your future career


Traffic officers enforce the road rules and signs. They ensure a safe passage in traffic and that all road users – including pedestrians – use our roads in an orderly and safe manner. The main purpose of traffic officers is to ensure the safe and free flow of traffic to prevent road crashes and deaths on our roads.


A distinction is made between provincial traffic officers and municipal traffic officers. Provincial traffic officers perform their duties within the boundaries of provinces, while municipal traffic officers perform theirs within the boundaries of municipalities. Provincial traffic officers are also known as provincial inspectors. They enforce compliance of the National Road Traffic Act, National Land Transport Act and Administrative Adjudication of Road Traffic Offences Act. They control traffic, inspect vehicles for roadworthiness, and enforce road traffic signs and the rules of the road.


Provincial inspectors and traffic officers spend most of their working hours outdoors on the road. A small portion of their time is spent in courtrooms and offices doing administrative duties. They do their patrol duties mainly in motorcars, although some of their duties are performed on motorcycles or on foot.
Traffic officers are responsible for law enforcement. They will be working with a speed-measuring apparatus, an alcohol test apparatus, measuring tapes, mass-measuring apparatus, a summons book, infringement notices, etc.

Advantages: Working with people and helping them to obey traffic rules, assisting to reduce the number of road crashes and thus saving lives.
Drawbacks: The need to be able to work with people with difficult personalities, having to work during holidays and on weekends, and performing duties in all different weather conditions.


You will first need to be employed by provincial government, a municipality or a government entity such as the Road Traffic Management Corporation (RTMC) or the Cross Border Road Transport Agency. Vacant posts are advertised by these authorities in the open media. You will therefore need to constantly check your local or national newspapers. You may also contact any local or provincial authority directly to enquire as to whether vacancies exist within the departments and when the relevant posts will be advertised.
South African citizenship;
· Grade 12 or equivalent;
· No criminal record;
· Code B driving Licence ( manual transmission);
· Medical certificate – that a person may do strenuous exercises; and
· Applicants shall not be older than 35 years of age.


Once you are employed as a traffic officer /traffic trainee, you will be sent to one of the 12 traffic colleges approved by the Minister of Transport. Only the traffic colleges and metro police academies in the table below may currently train traffic officers in South Africa.
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Traffic officers undergo the basic traffic officer training and then commence with their duties. Metro police officers are trained as traffic officers and thereafter on certain functions of police officers. Therefore, before you can become a metro police officer, you must be trained and registered as a traffic officer. In addition to all their duties as traffic officers, metro police officers also focus on crime prevention and the enforcement of municipal by
Definitely not. However, you can study traffic management-related courses at various FET colleges or universities. These courses may give you an advantage, should authorities or municipalities advertise traffic-related posts.

NAMECITY – PROVINCECONTACT1Limpopo Traffic Training collegePolokwane – Limpopo015 967 04672Boekenhoutkloof Traffic Training collegePretoria – Gauteng083 676 51333Kwazulu Natal Traffic Training collegePietermaritzburg – KZN033 394 02024Lengau Traffic Training collegeBloemfontein – Free State051 409 04445Mangaung Traffic Training collegeBloemfontein – Free State051 412 81006Gene Louw Traffic Training collegeCape – Western Cape021 983 15017Durban Metro Police Traffic Training collegeDurban – KZN031 701 04628Johannesburg Metro Police Dept AcademyJohannesburg – Gauteng011 429 50109Tshwane Metro Police Dept AcademyPretoria – Gauteng012 358 000510Ekurhuleni Metro Police Dept AcademySprings – Gauteng011 812 870011Port Elizabeth Traffic Training collegePort Elizabeth – Eastern Cape041 390 450112Matjhabeng Traffic Training collegeWelkom – Free State051 876 2224

Vacancies for Police Trainees at SAPS

The South African Police Service invites applications from all races and gender for Enlistment in the Basic Police Development Learning Programme from young, energetic, intelligent, physically and mentally fit individuals, dedicated to serving their country by pursuing a career in policing.

Basic enlistment requirements:

Young South African men and women who apply to be appointed as a member in terms of the South African Police Service Act, 1995 (Act no 68 of 1995) must:

Apply on the form determined by the National Commissioner and affirm under oath or by way of a solemn declaration that the particulars furnished in the application, are the truth and correct;
Be a South African citizen of which documentary proof must be furnished;
Be at least eighteen (18) and under thirty (30) years of age of which documentary proof must be furnished;
Be in possession of a Grade 12 school certificate or National Certificate (Vocational) Safety in Society of which documentary proof must be furnished (2014 matriculates are welcome to apply and before enlistment proof of successful completion of Grade 12 (Senior Certificate) must be submitted. As an interim arrangement kindly submit proof of last school report);
Preference will be given to applicants who are in possession of at least a light vehicle driver’s licence;
Submit himself or herself to a physical and medical examination as determined by the National Commissioner and must be found to be physically and mentally fit for appointment in the post for which he or she applies;
Undergo a psychological assessment as determined by the National Commissioner and be found to comply with the profile of a police official;
Proficient in at least two of the official languages, of which one must be English;
Be prepared to take the oath of office;
Be prepared to undergo such training as determined by the National Commissioner;
Not have any tattoo marks of which will be visible when wearing the SAPS summer uniform;
Have no previous criminal convictions and/or pending criminal, civil, disciplinary cases and such person shall allow his or her fingerprints to be taken and allow background enquiries to be made;
Not have been declared unfit to possess a firearm and
Be prepared to serve anywhere in the Republic.
Body Mass Index of less than 30 / Waist circumference ≤ 102 cm (males) and ≤ 88 cm (females)

All applicants will be subjected to a fitness, psychometric and integrity testing as well as medical evaluation and will be interviewed during the recruitment, selection and enlistment process.

The SAPS will also verify the criminal record, qualifications, driver’s license, citizenship and residential address of each applicant.

All South Africa Province, closing date: 30 /01/2017
Suitable candidates are encouraged to send their CVs to Fax :086 602 1979
for our immediate consideration.


SALARY : All inclusive package of R142 461 per annum, Level 05. Annual progression up to
a maximum salary of R167 814 is possible subject to satisfactory performance. The
all-inclusive remunerative package consists of basic salary, the State’s contribution
to the Government Employee Pension Fund and a flexible portion that may be
structured according to your needs within a framework.

CENTRE : St. Patrick`s Hospital
REQUIREMENTS : Grade 12 plus 2 – 3 years’ experience in Registry/ Record Management. 3 year
Tertiary Qualification. Basic knowledge of Administration processes. Knowledge
and understanding of relevant Policies, Legislations and Prescripts. Computer
literacy. Knowledge of procedures norms and standards relating to specific working
DUTIES : Render routine Registry Administration services. Manual and electronic referencing
of correspondence according to the approved File Plan. Advice client offices on
correct referencing of correspondence. Receipt and sorting of incoming and
outgoing mail. Perform postal (FRANKING) and courier services. Recording of
money and valuable items received/ maintenance of remittance register.

Must be submitted to the Human Resource Offices,St. Patrick’s Hospital Private Bag X 531 Bizana 4800, Zithulele Hospital: Enquiries: Mr K Sobethwa @ 047 – 5738936/ 42

FOR ATTENTION : Ms Khunjulwa Livi

CLOSING DATE : Friday, 28 October 2016


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