Salary Disputes and Staff Grievances (1992–1993)

ByHannes du Buisson

SABC Labour History

Salary Disputes and Staff Grievances (1992–1993)

🗞️ Salary Negotiations and Announcements

  • 1992 Salary Increases:• Management announced a minimum increase of 7% across the board, effective 1 March 1992.
  • An additional merit-based component averaging 4% brought the total average increase to 11%.
  • This was communicated to both MWASA and SABSA during negotiations.
  • A staff address by the Group Chief Executive was scheduled for 2 April 1992 to clarify details and take questions.
  • 1993 Dispute and Resolution:• SABSA demanded a 10% increase for the 1993–1994 period.
  • SABC initially offered 7.5%, leading to industrial action.
  • A final agreement was reached on 4 June 1993:• 8.25% salary increase backdated to 1 April 1993.
  • A non-pensionable bonus (3 days’ pay) and a performance-based increment (4 days’ pay) for 30% of members.
  • No discrimination between strikers and non-strikers in bonus allocation.
  • Job security guaranteed for all but Computer Services staff.
  • Commitment to negotiate a performance incentive scheme and launch a Relationship by Objectives (RBO) programme with IMSSA.
  • All industrial action ceased immediately.

📄 Internal Memos and Pressure Tactics

  • A memo from Group Personnel instructed regional managers to withhold salary cheques from PVSAU members unless explicitly authorized.
  • Cheques for “guests” in regional offices were also withheld.
  • The memo implied that continued resignations from the union would trigger normal cheque release—suggesting a coercive strategy to weaken union solidarity.

🧍‍♀️ Staff Grievances and Affidavits

  • Multiple sworn statements from SABC staff describe:• Being pressured to resign from SABSA or sign declarations renouncing industrial action.
  • Threats of withheld salaries and denial of studio access.
  • Lockouts and ultimatums issued by managers, notably Mr. F. Olivier.
  • Emotional distress and forced compliance under duress.

These testimonies offer a raw, personal lens into the lived experience of union members navigating institutional pressure.

🧭 Historical Significance

This document captures a critical moment in the evolution of labour relations at the SABC:

  • The tension between union advocacy and managerial control.
  • The use of administrative tools (e.g., salary cheques) as leverage.
  • The importance of negotiated settlements in preserving staff dignity.
  • The emergence of structured grievance procedures and performance frameworks.

It also highlights the need for transparent communication, fair evaluation, and inclusive policy development—principles that remain central to BEMAWU’s mission today.

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