Frequently Asked Questions
Why must an employer register with the bargaining council?
It is a legal requirement in terms of the Labour Relations Act that every employer active in the metal and engineering industries must register with the MEIBC.
Which levies are payable?
- Administration levy
- Dispute resolution levy
- Collective bargaining levy (applicable to employers and employees who are not affiliated with one of the party employer associations or party trade unions)
Why do I have to pay the levies?
The levies fund the council’s broad range of services that it provides to the industry, such as registering firms, carrying out compliance visits, and handling complaints and queries.
Do I have to belong to a trade union or employer association?
No. Employers and employees are entitled to exercise their right of choice regarding trade union or employer association membership, as set out in Sections 4 & 6 of the Labour Relations Act.
What is the collective bargaining levy?
The collective bargaining levy is the contribution by non-party employers and non-party employees to cover costs incurred during negotiations.
What are the rates of pay?
The minimum rates of pay are contained in the collective main agreement for employees regulated by that regime or plant-level agreements registered with the MEIBC. Click here to view the complete wage schedules.
How do I calculate overtime?
From Monday to 24h00 on Saturday – at 1.5 times the ordinary hourly rate.
What is the rate of pay for work on Sundays?
Double the ordinary hourly rate, except for rates negotiated at plant level for work performed on Sundays as ordinary working shifts.
What is the rate of pay for work on a public holiday?
The ordinary hours of that working day, plus 1.33 times the ordinary hourly rate for the time worked and 2.5 times the ordinary hourly rate for time in excess of the ordinary hours of that day.
When are industry wage increases?
Generally, from 1 July each year (unless promulgated differently by the Minister).
How do I calculate leave pay?
If leave entitlement is 3 weeks, the calculation is:
3 weeks’ wages times the number of shifts worked, divided by 234 shifts.
If leave entitlement is 4 weeks, the calculation is:
4 weeks’ wages times the number of shifts worked, divided by 234 shifts.
How do I calculate leave enhancement pay (bonus)?
One week’s wages times 52 times 8.33% x number of shifts worked, divided by 234. Click here for leave enhancement pay calculator.
Are all employees entitled to leave enhancement pay (bonus)?
No. Only scheduled employees are entitled to leave enhancement pay under the collective main agreement.