Dear Stepfathers of this "house":
This morning, someone pretended to be one of our "mothers", claiming we are a "family". We have no mother.
You have murdered our real mother and our real father when you came to rob our house, quite a few years ago. You claimed to have been sent by "government".
You have spent our murdered mother's last savings, and when that ran out, you went to borrow more, using our dead mother and father's credit cards.
You've enslaved us, forced us into sweatshop labour - to finance your Johnny Walker, Dom Perignon, your paid girlfriends, your 1st class seats to Beijing, Los Angeles, London and many other places we have never even known had existed.
For our slavery, you've repaid us - evil stepfathers - by murdering our loved brothers and sisters that dared question what you were doing.
Now that we've gone to the authorities, you are squeezing the last blood out of us to pay expensive lawyers to keep the child abuse case out of court.
As we speak, you keep filling our house with more friends and paid girlfriends. We have nowhere to sleep any more. We are now - together - asking for the LAST time:
Please leave. And take your friends and paid girlfriends with you.
What would it take to get the Minister to sign surety for a loan?
SIMPLY:
The Minister must satisfy himself the SABC will not squander the money again.
First, the main squanderers must be investigated/tried/jailed: Mvuso Mbebe (R2 billion in bad content and bad asset data), Charlotte Mampane, Thami Ntentheni (no understanding for Public Mandate, hires and promotes only women who do him favours), Ron Morobe/Mabela Satekge (bad procurement and victimisation), Pat Naves (1 billion in bad appointments of useless individuals), Andre Weber/Dingaan Filiti/Ruben Naiker/Andries Mashego (assists in silencing whistleblowers and wasting money in court), Gab Mampone (deployee of Christene Qunta, appointed without fair interviews), the whole 1st class/5-star Beijing/Los Angeles gang (Mbebe, Trikamjee, Melk, Mampone, Lulama Mokgobo).
Robin Nicholson must sit next to a cop to spill all the beans, give back the "shush" money, then leave - before the signature can be given.
But they also need to be replaced, and rules must be put in place to guide the new EXCO.
PRINCIPLES:
* Measuring employee satisfaction is vital information for your investors.
* People leave their immediate managers, not the companies they work for.
STEP 1: Ask Questions from Employees:
The Minister must satisfy himself the SABC will not squander the money again.
First, the main squanderers must be investigated/tried/jailed: Mvuso Mbebe (R2 billion in bad content and bad asset data), Charlotte Mampane, Thami Ntentheni (no understanding for Public Mandate, hires and promotes only women who do him favours), Ron Morobe/Mabela Satekge (bad procurement and victimisation), Pat Naves (1 billion in bad appointments of useless individuals), Andre Weber/Dingaan Filiti/Ruben Naiker/Andries Mashego (assists in silencing whistleblowers and wasting money in court), Gab Mampone (deployee of Christene Qunta, appointed without fair interviews), the whole 1st class/5-star Beijing/Los Angeles gang (Mbebe, Trikamjee, Melk, Mampone, Lulama Mokgobo).
Robin Nicholson must sit next to a cop to spill all the beans, give back the "shush" money, then leave - before the signature can be given.
But they also need to be replaced, and rules must be put in place to guide the new EXCO.
PRINCIPLES:
* Measuring employee satisfaction is vital information for your investors.
* People leave their immediate managers, not the companies they work for.
STEP 1: Ask Questions from Employees:
- Are you clear on your specific role in the SABC, and is it what you are BEST at?
- Do you have the right tools and co-workers to best fulfil this role?
- Does your line manager care about you as a person, and encourage your development?
- Do your opinions seem to count? Do you get credit for them?
- Does the mission/purpose of my company make you feel your job is important?
- Will you recommend the SABC as a place of work to your best friend and family?
Companies that obtained positive responses to these questions profited more, were more productive as business units, retained more employees per year, and satisfied more customers. (Source: 10 million workplace interviews by Gallup, the World’s largest research company).
STEP 2: Getting it Right:
- Treat every employee as an individual.
- Focus on strengths and talent. Stop wasting time to try and fix weaknesses.
- Know every role is noble, respect it enough to hire for talent to match.
- Know your people are watching every move you make. DO NOT STEAL!
STEP 3: Mining a wealth of incredible talent:
- Know what can be taught, and what requires a natural talent.
- Standardize the end but not the means. Within law, let the employee use his own style to deliver the result you want. Find ways to measure, count, and reward outcomes.
- Motivate by focusing on strengths, not weaknesses.
- Spend time with your best people. Give feedback. If you can’t spend an hour every quarter talking to an employee, then you shouldn’t be a manager.
- There are many ways of alleviating a problem or non-talent. Devise a support system, find a complementary partner for him, or an alternative role.
STEP 4: Develop from within - stop hiring from outside!
- Do not promote someone until he reaches his level of incompetence; simply offer bigger rewards within the same range of his work. It is better to have an excellent, highly paid waitress or bartender on your team than promote him or her to a bad bar manager.
- But there are people inside the SABC who are capable of administering the methods herein. With a minimum of development (the SABC has plenty of trainers already), a new EXCO will be in place, from inside.
These are the words of the Employees of the SABC. We call upon Goverment to Stop deploying loyalists and cadres into trophy jobs. Please allow us to fix our own broadcaster. Please just take the thieves away, then we can get on with it...
We are requesting you to nominate exsisting employees who you are confident will be able to fill the above positions...
CWU CCMA referral
On 15 May, the CWU referred a dispute of MUTUAL INTEREST to the CCMA, specifically because its members has demanded that the SABC puts itself in a position to be able to afford to pay its obligations.
It subsequently, on 28 May, demanded that the SABC first pay the 12.2% it owes, and only then open negotiations for a drop in pay, of 3.7%.
The drop in pay request by management will be taken to members in good faith - as we believe anyone has the right to table demands, even the employer - but only once the SABC negotiates in good faith by first meeting its 12.2% obligations.
It is the mutual interest of workers and the SABC alike that negotiations take place in good faith.
However the SABC prefers to approach negotiations in bad faith, hoping that members will become desperate, and take the 3.7% drop in pay, without any further questioning.
We have tabled a demand that goes with this - that the entire EXCO voluntarily resigns. Those who believe they have added value, rather than destroying, the SABC, may then re-apply.
At a resolution meeting on 15 June, however, the SABC refused to meet its good faith obligations, and insisted they do not have the money to give 12.2% now, and offered 3.7% less (8.5%).
We are awaiting the commissioners ruling on the two aspects of the dispute - the 12.2% obligation, and the union's demand for the SABC to stop trying to reduce our pay, before it has gotten rid of all wastage, and wasters.
It subsequently, on 28 May, demanded that the SABC first pay the 12.2% it owes, and only then open negotiations for a drop in pay, of 3.7%.
The drop in pay request by management will be taken to members in good faith - as we believe anyone has the right to table demands, even the employer - but only once the SABC negotiates in good faith by first meeting its 12.2% obligations.
It is the mutual interest of workers and the SABC alike that negotiations take place in good faith.
However the SABC prefers to approach negotiations in bad faith, hoping that members will become desperate, and take the 3.7% drop in pay, without any further questioning.
We have tabled a demand that goes with this - that the entire EXCO voluntarily resigns. Those who believe they have added value, rather than destroying, the SABC, may then re-apply.
At a resolution meeting on 15 June, however, the SABC refused to meet its good faith obligations, and insisted they do not have the money to give 12.2% now, and offered 3.7% less (8.5%).
We are awaiting the commissioners ruling on the two aspects of the dispute - the 12.2% obligation, and the union's demand for the SABC to stop trying to reduce our pay, before it has gotten rid of all wastage, and wasters.
Poll Results to be presented to CCMA
What is the best increase for you?
55% - R3000pm accross the board
45% - 13% accross the board.
Comment: The R3000 is a good choice for the Bargaining Unit, as it will mean more money in the pockets of all those who earn a basic monthly salary of less than R23 000. One wonders if those who voted for the 13%, knows that fact. It will make an IMMENSE difference to the majority of our members who earn around R10 000pm (30% increase). It is also affordable for the SABC, and it assists a little bit to close the wage gap.
The majority mandate for urgent suspensions (pending investigation) that are required with immediate effect (50% or more votes), are:
Gab Mampone (84%)
Pat Naves, Andre Weber, Dingaan Feliti (76%)
Robin Nicholson (73%)
Mvuso Mbebe (69%)
Ruben Naicker (57%)
Ron Morobe (53%)
Comrades, thank you for your votes. We know there should be a lot more people on this list, but with the above gone and replaced by honest people who will allow honest investigators to take care of the rest, we shall have at least some chance of ressurecting Our SABC.
Viva! Please try and be at the CCMA (28 Harrison Street) by 9:45am - note that as a CWU member you are an Applicant in the matter - if your line manager does not sign your special leave application (put "CCMA" under remarks, he or she better have a really good reason why.
We will accept only valid reasons like a broadcast deadline, or a matter of life and death. Managers who unreasonably refuse, will automatically become enemies of orderly collective bargaining, and will be investigated, along with the others.
55% - R3000pm accross the board
45% - 13% accross the board.
Comment: The R3000 is a good choice for the Bargaining Unit, as it will mean more money in the pockets of all those who earn a basic monthly salary of less than R23 000. One wonders if those who voted for the 13%, knows that fact. It will make an IMMENSE difference to the majority of our members who earn around R10 000pm (30% increase). It is also affordable for the SABC, and it assists a little bit to close the wage gap.
The majority mandate for urgent suspensions (pending investigation) that are required with immediate effect (50% or more votes), are:
Gab Mampone (84%)
Pat Naves, Andre Weber, Dingaan Feliti (76%)
Robin Nicholson (73%)
Mvuso Mbebe (69%)
Ruben Naicker (57%)
Ron Morobe (53%)
Comrades, thank you for your votes. We know there should be a lot more people on this list, but with the above gone and replaced by honest people who will allow honest investigators to take care of the rest, we shall have at least some chance of ressurecting Our SABC.
Viva! Please try and be at the CCMA (28 Harrison Street) by 9:45am - note that as a CWU member you are an Applicant in the matter - if your line manager does not sign your special leave application (put "CCMA" under remarks, he or she better have a really good reason why.
We will accept only valid reasons like a broadcast deadline, or a matter of life and death. Managers who unreasonably refuse, will automatically become enemies of orderly collective bargaining, and will be investigated, along with the others.
Humble request to assist courageous Shop Steward Janine Murison
Comrades, we ask that you open your hearts for our Courageous Provincial Co-ordinator, who was so callously fired by Gab Mampone, Robin Nicholson and Lene Chamberlain, when she bravely questioned the secretive commissions scheme on behalf of all members of all unions.
We ask that you do an electronic donation today, directly into her account, and that, as reference, you add your name, so Janine knows - please also send an email to our Plant Secretary to confirm that you've done so, so he can keep a record. You are welcome to comment to this post too, once you've made a donation.
Account:
JTJ Murison
ABSA Savings Account
9188123507
It is the Table View branch, but all ABSA accounts have the same branch code - 632005
We ask that you do an electronic donation today, directly into her account, and that, as reference, you add your name, so Janine knows - please also send an email to our Plant Secretary to confirm that you've done so, so he can keep a record. You are welcome to comment to this post too, once you've made a donation.
Account:
JTJ Murison
ABSA Savings Account
9188123507
It is the Table View branch, but all ABSA accounts have the same branch code - 632005
Suspect Commissions and Whistleblower Silencing
Update From Comrade Rian (response to all the comment on the trial):
This "whistleblower" case has been dismissed by the Labour Court Judge, who found that Janine was supposed to remain available (DAILY?) on the off chance that a date may be set during the exact month (more than a year after her dismissal) - when she had no phone and no money.
The date was set for August 2008, but the union lawyers could simply not find Janine (she was busy scraping together some cents to feed her children). The GCEO took full advantage of that unfortunate situation, and instructed Kobus Potgieter to file for dismissal of the matter, and to claim Janine is wasting the court's time. They refused to provide Janine's address, which they have, for tax purposes.
The papers (opposing affidavit by Janine herself) simply could NOT be filed without first FINDING Janine to do the affidavit!
It was, however, filed IMMEDIATLY when she was finally found, and it included an application for Condonation (an explanation why it was late) by Janine herself, in her opposing affidavit. The trial judge, however, clearly had little sympathy, or understanding, for Janine's explanation that she could not afford ANY phone calls, and therefore had NO way to know that the trial was (at short notice to the union) set for that date.
The case was dismissed with costs to be paid by the union (close to R100 000-00).
Two options remain:
1. The union can appeal this finding at Labour Appeal Court.
2. A case of criminal defamation can be opened against those who testified falsely at Janine's published hearing (Gab Mampone and Lene Chamberlain), as well as the person who published a falsehood in his "appeal finding" - Robin Nicholson.
3. The Constitutional collective interest of having fearless Shop Stewards can be mandated by all members, and in this way, we can force SABC to allow Janine her day in court, so the truth can be heard.
.....Comrades, that is what Rian reports to me. He has asked me to publish another voting button, so we can mandate Head Office with our way forward. Please vote!
Here is the original post:
Acting Plant Secretary reported: Flying in the face of a collective demand by union members, the Acting GCEO, Mr Gab Mampone, on Friday instructed lawyers not to allow Shop Steward Janine Murison her day in court.
The union awaited a trial date for a year and a half by the time a date was finally given. Unfortuntely, by that time, Janine had been forced by circumstances that no Fat Cat or High Court Judge will ever be able to grasp, to phone our lawyers on a less regular basis. The cost of a mobile phone call is a huge factor for someone who has nothing.Management and HR had full knowledge of her new address in Cape Town, but neglected to give that to our union lawyer - proof they wanted her to miss the date, so they can have this technicality to keep the matter out of court.When she finally found the meagre means to make contact with our lawyer again, she - to her utter dismay - heard that the case was to be dismissed. Only then could our lawyers file opposing argument to management's dismissal application - which he did, but technically it was already too 5 days too late.Many compassionate judges, however, grant condonation in such cases, so the union decided to oppose (at its own cost) the SABC's nasty and unfair application to dismiss, even if the chance was small. We still owed that to Janine.The merits of her case (prospects of success) was described as "good" by the advocate, but the judge refused to entertain that.The written judgement will be provided in this week. If it can be appealed to a more understanding judge, it will - after an investigation into the prima facie fraudulent commission scheme has been concluded, so the fact that Janine believed the fraud was real, can be proven.This now provides a small legal window of opportunity for the criminal matter of commission fraud to be publicly investigated, as it is not currently SUB JUDICE.Gab Mampone, Robin Nicholson and Toni Burkett, along with Mark Jakins, Paul Tati and Lene Chamberlain, are the architects and benefactors of the commission scheme in question. At a General Meeting with all members a 16:30, the following mandate was given.That the union demands from SABC that the six individuals mentioned supra, be suspended and investigated for:1. Fraud concerning a secretive commission scheme,2. Vague commission statements,3. Incorrect and unilateral application of the banking system,4. Refusing to clarify issues of payment,5. Paying monies into a secret SABC account number, contained in Janine Murison's founding affidavit6. The exhorbitant commissions paid to the CE: Commercial Enterprises, the CFO, and the GM: Sales and Marketing Finance, when compared to other support staff commissions.The demands will be communicated to the Board Chairperson via the Company Secretary's office on Tuesday, with a condition that the collective mutual interest demand is met by close of business that same day, failing which the matter will be referred to the CCMA for mediation. The members have indicated that they are ready to defend that demand.We will prevail, comrades, and we are - together - much more effective and stronger than court, which to protects itself against any possibility of actually having to decide on the merits of a case.It would seem the message these courts send out, is that companies have Carte Blanche to illegally dismiss wistleblowers with impunity.What they do not know, is that the power of the collective will always prevail - no matter how powerful some managers think they are.
This "whistleblower" case has been dismissed by the Labour Court Judge, who found that Janine was supposed to remain available (DAILY?) on the off chance that a date may be set during the exact month (more than a year after her dismissal) - when she had no phone and no money.
The date was set for August 2008, but the union lawyers could simply not find Janine (she was busy scraping together some cents to feed her children). The GCEO took full advantage of that unfortunate situation, and instructed Kobus Potgieter to file for dismissal of the matter, and to claim Janine is wasting the court's time. They refused to provide Janine's address, which they have, for tax purposes.
The papers (opposing affidavit by Janine herself) simply could NOT be filed without first FINDING Janine to do the affidavit!
It was, however, filed IMMEDIATLY when she was finally found, and it included an application for Condonation (an explanation why it was late) by Janine herself, in her opposing affidavit. The trial judge, however, clearly had little sympathy, or understanding, for Janine's explanation that she could not afford ANY phone calls, and therefore had NO way to know that the trial was (at short notice to the union) set for that date.
The case was dismissed with costs to be paid by the union (close to R100 000-00).
Two options remain:
1. The union can appeal this finding at Labour Appeal Court.
2. A case of criminal defamation can be opened against those who testified falsely at Janine's published hearing (Gab Mampone and Lene Chamberlain), as well as the person who published a falsehood in his "appeal finding" - Robin Nicholson.
3. The Constitutional collective interest of having fearless Shop Stewards can be mandated by all members, and in this way, we can force SABC to allow Janine her day in court, so the truth can be heard.
.....Comrades, that is what Rian reports to me. He has asked me to publish another voting button, so we can mandate Head Office with our way forward. Please vote!
Here is the original post:
Acting Plant Secretary reported: Flying in the face of a collective demand by union members, the Acting GCEO, Mr Gab Mampone, on Friday instructed lawyers not to allow Shop Steward Janine Murison her day in court.
The union awaited a trial date for a year and a half by the time a date was finally given. Unfortuntely, by that time, Janine had been forced by circumstances that no Fat Cat or High Court Judge will ever be able to grasp, to phone our lawyers on a less regular basis. The cost of a mobile phone call is a huge factor for someone who has nothing.Management and HR had full knowledge of her new address in Cape Town, but neglected to give that to our union lawyer - proof they wanted her to miss the date, so they can have this technicality to keep the matter out of court.When she finally found the meagre means to make contact with our lawyer again, she - to her utter dismay - heard that the case was to be dismissed. Only then could our lawyers file opposing argument to management's dismissal application - which he did, but technically it was already too 5 days too late.Many compassionate judges, however, grant condonation in such cases, so the union decided to oppose (at its own cost) the SABC's nasty and unfair application to dismiss, even if the chance was small. We still owed that to Janine.The merits of her case (prospects of success) was described as "good" by the advocate, but the judge refused to entertain that.The written judgement will be provided in this week. If it can be appealed to a more understanding judge, it will - after an investigation into the prima facie fraudulent commission scheme has been concluded, so the fact that Janine believed the fraud was real, can be proven.This now provides a small legal window of opportunity for the criminal matter of commission fraud to be publicly investigated, as it is not currently SUB JUDICE.Gab Mampone, Robin Nicholson and Toni Burkett, along with Mark Jakins, Paul Tati and Lene Chamberlain, are the architects and benefactors of the commission scheme in question. At a General Meeting with all members a 16:30, the following mandate was given.That the union demands from SABC that the six individuals mentioned supra, be suspended and investigated for:1. Fraud concerning a secretive commission scheme,2. Vague commission statements,3. Incorrect and unilateral application of the banking system,4. Refusing to clarify issues of payment,5. Paying monies into a secret SABC account number, contained in Janine Murison's founding affidavit6. The exhorbitant commissions paid to the CE: Commercial Enterprises, the CFO, and the GM: Sales and Marketing Finance, when compared to other support staff commissions.The demands will be communicated to the Board Chairperson via the Company Secretary's office on Tuesday, with a condition that the collective mutual interest demand is met by close of business that same day, failing which the matter will be referred to the CCMA for mediation. The members have indicated that they are ready to defend that demand.We will prevail, comrades, and we are - together - much more effective and stronger than court, which to protects itself against any possibility of actually having to decide on the merits of a case.It would seem the message these courts send out, is that companies have Carte Blanche to illegally dismiss wistleblowers with impunity.What they do not know, is that the power of the collective will always prevail - no matter how powerful some managers think they are.
Exposing the Syndicate
Kindly comment below, to reveal members of the syndicate.
Snuki is still around - Gab asked his to stay.
We believe it is so he can advise on how the syndicate can remain in power.
From this, a pattern emerges: Snuki Zikalala*, Gab Mampone, Robin Nicholson, Paul Tati*, Gideon van Tonder, Dingaan Feliti, Ruben Naiker, Pat Naves, Kobus Potgieter, Andre Weber, Pat Naves, Andries Mashigo, Liketso (HR), Lene Chamberlain, Bernard Koma, Tseliso Ralitabo, Sello Thulo, Sebelelo Dihlakanyane, are all part of a counter productive group of people whose victims suffer the most horrendous consequences.
If the honest worker does not stand up soon and take action - we will always be saddled with these victimisers. There are obviously a lot more to add to this list.
Please feel free to add names as comments - the time has come for a clean up of rubbish.
Snuki is still around - Gab asked his to stay.
We believe it is so he can advise on how the syndicate can remain in power.
From this, a pattern emerges: Snuki Zikalala*, Gab Mampone, Robin Nicholson, Paul Tati*, Gideon van Tonder, Dingaan Feliti, Ruben Naiker, Pat Naves, Kobus Potgieter, Andre Weber, Pat Naves, Andries Mashigo, Liketso (HR), Lene Chamberlain, Bernard Koma, Tseliso Ralitabo, Sello Thulo, Sebelelo Dihlakanyane, are all part of a counter productive group of people whose victims suffer the most horrendous consequences.
If the honest worker does not stand up soon and take action - we will always be saddled with these victimisers. There are obviously a lot more to add to this list.
Please feel free to add names as comments - the time has come for a clean up of rubbish.
Lies
The SABC spokesperson, today, in an interview with Morning Live, claimed that the "permormance bonusses" paid to Management in December was owed to them in terms of the "profits" that were made in the previous financial year, and that SABC management can not prejudice "people" by not paying them what is owed to them.
There are two viscious lies contained in this:
1. The Audit Report of the year in question was rejected as "qualified" (not reflecting the full truth). No profits shown in there can be claimed as true.
2. The SABC management can (and does!) prejudice people, as long as it is not themselves.
Comments are welcome.
There are two viscious lies contained in this:
1. The Audit Report of the year in question was rejected as "qualified" (not reflecting the full truth). No profits shown in there can be claimed as true.
2. The SABC management can (and does!) prejudice people, as long as it is not themselves.
Comments are welcome.
Deadlock - Labour vs SABC
On 1 April 2009, the "multi term agreement" gave SABC employees a 12.2% increase.
On 28 May 2009, SABC requested organised labour to consider a reduction in salary of 5.2%.
In light thereof that the 12.2% does not reflect in the bank accounts, nor salary slips of employees, the following final mandates were given to union leaders:
1. That the 12.2% debt (outstanding since 1 April) be immediatly paid, with interest.
2. That all Exco members (who took money belonging to employees as bonusses), along with Internal Audit managers, who neglected to report this to board, resign with immediate effect.
Management refused to accept these terms, and a deadlock was reached.
This means that the dispute declared on 16 May 2009, still stands.
Mediation is scheduled for the 15th of June, and if that fails (very likely, as we have no mandate to compromise), members will be ballotted as to the way forward - noting that any industrial action will then be protected by law.
All talks with management is now in the CCMA - no more meetings will be internally entertained.
Our position is always one of Good Labour Relations
The CWU Shop Stewards Council
On 28 May 2009, SABC requested organised labour to consider a reduction in salary of 5.2%.
In light thereof that the 12.2% does not reflect in the bank accounts, nor salary slips of employees, the following final mandates were given to union leaders:
1. That the 12.2% debt (outstanding since 1 April) be immediatly paid, with interest.
2. That all Exco members (who took money belonging to employees as bonusses), along with Internal Audit managers, who neglected to report this to board, resign with immediate effect.
Management refused to accept these terms, and a deadlock was reached.
This means that the dispute declared on 16 May 2009, still stands.
Mediation is scheduled for the 15th of June, and if that fails (very likely, as we have no mandate to compromise), members will be ballotted as to the way forward - noting that any industrial action will then be protected by law.
All talks with management is now in the CCMA - no more meetings will be internally entertained.
Our position is always one of Good Labour Relations
The CWU Shop Stewards Council
Healthy Debate So Far - please press "comment" to say your say
________________________________________
Please click on the word "COMMENTS" below to post a comment.
Please click on the word "COMMENTS" below to post a comment.
June 4 Protest
On Thursday, 4 June, all CWU members are called to show lunchtime solidarity with the all the other victims of none payment.
Please be outside by 12:30, or depending on when your lunch hour starts.
Please be outside by 12:30, or depending on when your lunch hour starts.
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