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9th National Congress Resolutions





Noting that:


  1. Membership subscriptions are the major source of income for the union.
  2. The 7th National Congress; held in 2002; adopted Operation Khokha as the means of ensuring that the Union receives accurate subscriptions; that are paid by members; timeously and on a regular basis,
  3. Some if not most of local and regional companies at times default in terms of paying union subs into union account.
  4. Some national companies often delay subscriptions deduction from newly recruited members.
  5. Some national companies at times unilaterally stop deducting subscriptions from our members.




  1. Re-affirm the 7th National Congress resolution on Operation Khokha,
  2. Direct regions and locals to monitor the implementation of operation Khokha on monthly basis and submit regular reports to the General Secretary.
  3. Direct Shopstewards and Organisers coordinating, Local and Regional Companies, to monitor regular and accurate payment of subscriptions and submit regular reports to Local and Regional Structures,
  4. Direct National Teams and/or Company Councils to monitor membership levels and accurate and regular payment of subscriptions in their companies and submit quarterly reports to the National OCCBU Head and the Head of the Finance Department.
  5. 5.    Direct Union structures to initiate legal action against any Company that is found to have defrauded the Union. 




Noting that:


a)    Travel claims; for Organisers; are paid from regional allocation;

b)    The Union has shifted from Regional Allocations based on membership to needs based Regional allocations;

c)    Regional allocations are determined through the budgetary process where regions submit their proposed budgets in advance of the process;

d)    Some regions do not take the budgetary process serious and thus end up under-budgeting for traveling claims in particular;

e)    The amount paid, for traveling claims, is inconsistent and inequitable in terms of regions.


Believing that:


  1. Travel claims is intended to assist officials to travel from one point to the other when rendering service and specifically covers traveling to address the following matters amongst other things:
    1. Negotiating for wages and substantive issues,
    2. Representing members at CCMA,
    3. Attending to grievances,
    4. Conducting establishment visits.
  2. This is a major expense in the regional allocation, especially in small regions.




  1. RECs and the NEC/CEC should ensure that all regions take the budgetary process serious and stop taking short cuts and under-budgeting for travel claims;  
  2. Travel claims should still be paid from regional allocations that are based on realistic proposed budgets from regions;




Noting That:


  1. The inconsistent payment of regional allocations has been a thorny issue for some regions and regions that account consistently in particular;
  2. Some regions have been accounting for each allocation received by the seventh of each month in terms of the financial policy of the Union;
  3.  Irregular payment of Regional Allocations has hindered the smooth running of regions and has also created tensions between some regions and the National Finance Department headed by the National Treasurer.


Believing That:


  1. Some regions have tabled proposals, based on mandates from their REC meetings, that include payment of regional allocations through a debit order systems in CEC meetings;
  2. Decisions of Executive structures on consistent payment of regional allocations have not been implemented consistently;
  3. Regions should not suffer as a result of poor financial planning and failure to implement financial policies of the union;
  4. Allocations to regions are core in ensuring that regions implement organisational programmes as well as their financial responsibilities;
  5. There is a need to establish how the other regions have been operating without receiving allocations from the Head Office.




  1. Executive Structures at National and Regional level should oversee and enforce compliance with the Union’s Financial policy and should not hesitate in instituting disciplinary action against Regional Office Bearers of regions that fail to account for allocations in terms of the Union’s Financial Policy;
  2. National Office Bearers should do everything in their power to ensure that Regional Allocations are paid on a regular basis and in terms of the Union’s Financial Policy.





Noting That:


  1. The Financial Policy dictates that staff loan applications will only be considered/approved for the extraordinary expenses.
  2. The extra ordinary expenses are defined as education and funerals.
  3. While the policy defines education and funeral as extra ordinary expense it fails to give guidelines on what falls between the said categories and this has led to abuse.
  4. There is a contradiction in Clauses: 10.5 and 10.6 respectively as the policy cannot mention that the maximum payable must not exceed three months salary while at the same time we are saying one loan will have to be fully paid before any further loan will entertained with a maximum of two loans per annum.


Believing That:


  1. Our External Auditors have raised the issue of staff loans as a major concern
  2. The National Credit Act stipulates that if an employer exceeds an amount R 500,000. 00 on staff loans that employer must register as a Loan provider.
  3. The Union might have exceeded this amount and it would not be practical for it register as a loan provider.
  4. There is a need to set guidelines on the type of educational and funeral loans that are granted to staff members to eliminate the element of abuse.
  5. The staff loans are currently having a serious impact on the cash flow of the Union.




  1. Executive Structures should, on an urgent basis, review the policy on Staff loans and such review should cover the following areas amongst other things:


1.1.    The extraordinary expense related to the funeral must be defined to mean a funeral of a spouse and children.

1.2.    The extraordinary expense related to education must be defined to mean that of children at a tertiary level only.

1.3.    Those staff members applying for staff loans must sign contracts in terms of the Union’s Financial Policy;

1.4.    The staff members can only be allowed to request for an advance after the 15th day of the month as granting advances before then amounts to a loan.

  1. The Union must debate what must happen to the current loan book to avoid penalties related to the National Credit Act.





Noting That:


  1. The SACCAWU Central Executive Committee has recently adopted amendments to the Financial Policy of the Union.
  2. The said amendments concentrated mainly on traveling and accommodation.
  3. Even though the CEC has adopted the said amendments there has been a serious flaw in the practical implementation of the said financial policy.


Believing That:


  1. Clause: 1.1. Of the Financial Policy has not taken into account that the SACCAWU NOBs are currently part of the NFC.
  2. The manner in which the National Finance Committee (and RFCs)  has been operating militates against effective Financial management and oversight by Executive Structures of the Union over Finances,
  3. Executive Structures have not effectively played their oversight role which includes guidance to Finance Committees at Regional and National level;
  4. The fact that the National Treasurer is expected to chair the NFC meeting complicates matters as he is expected to give reports and account to the said structure.
  5. The NFC members have not been able to implement their Tasks and Duties and Powers as per Clause: 2 of the Financial Policy.
  6. The traveling allowance amounts as captured in Clause: 8 covering Africa has to be increased particularly as expenses in some of the African countries are extremely high.




  1. Ensure that the composition of the NFC must include the NOBs if that is not reflecting in the policy document;
  2. The manner in which the NFC operates must be changed with the National Finance Coordinator assuming responsibility for tabling reports as well as income and expenditure statements, to NFC meetings, whilst the NFC meetings should still be chaired by the National Treasurer as a political Head of the Finance Department;
  3. The National Treasurer, as a political Head of the Finance Department, should only present reports, audits and income and expenditure statements to the National Congress and Executive structures of the Union;
  4. The NFC members must be empowered to be able to perform their task, duties and powers.
  5. 5.    All Executive Structures must be trained on financial management, accounting, the Union’s Financial Policy as well as on how to read and analyse income and expenditure statements as well as audit reports so that they can effectively oversee management of the finances of the Union; 
  6. The allowance for trips to Africa must be treated the same like those of Asia, Europe and America.






The Regional Congress Noting That:


  1. SACCAWU as a Union has last adjusted its monthly subscriptions at the 1999 National Congress.
  2. The said adjustment increased the minimum from R10-00 to R 15-00(Fifteen Rand) per month;
  3. There are still companies that have not converted to 1% (One Percent) and are still paying the previous 1999 Constitutional requirement of a maximum of amount of R 30,00 (Thirty Rand) whilst some are only paying R 15-00 without authorisation by Executive Structures;
  4. Our members at some of the Companies; Hotels and Casinos in particular; are in the process of converting to a percentage in line with the amended Constitution, even though there is some resistance in some of Companies.


Believing That:


  1. The membership of SACCAWU has increased drastically since it was last verified;
  2. The said increase in membership was in the main as a result of an aggressive recruitment of part-timers/flexi-timers and/or variable time employees;
  3. We are unable to affiliate to COSATU with the entire membership due to the fact that while the membership has increased this has not improved our finance drastically; whilst the Affiliation fee structure of the Federation is not equitable and works against Affiliates that have a low income base;
  4. Unfortunately some of the said part-timers/flexi-timers and/or variable time employees in some companies are paid in terms of Wholesale and Retail Sectoral Wage Determination which is in most instances averaging at R 1,500. 00 (One thousand five hundred rand) per month;
  5. The part-timers/flexi-timers and/or variable-time employees, due to scheduling of hours result in them being paid far less than R 1,500. 00 per month;
  6. The increase of the inflation, interest rates, and petrol and food prices has had an impact on the finances of the Union and that of its Staff members;
  7. The members who pay subscriptions by hand continuously pay R 15.00 (Fifteen Rand) per month irrespective of what they earn.




  1. Clause 32.1 of the Constitution should be amended to increase the minimum payment of subscription to R 20.00 (Twenty Rand) per month;
  2. All companies that are still not paying subscriptions in terms of the SACCAWU Constitution must be instructed to do so after the SACCAWU National Congress. This process should involve direct consultation with members to avoid a backlash that may have unintended consequences for the Union and its programmes;
  3. All Local and Regional officials must be instructed to fight for organisational rights in all establishments where we do enjoy such rights.






The Congress Noting That:


  • The main income of SACCAWU as Trade Union is derived from the membership subscriptions.
  • The said subscription has not been able to sustain the organizational and operational expenses of the union.
  • The Union was had no choice but to engage with service providers who had to pay a service fee for the role the union is playing in engaging companies where we have membership for stop order facilities.
  • The CEC of the Union decided that Old Mutual Group as a service provider of choice for individual members investments, life cover, funeral cover and long and short term insurance policies.
  • The CEC of the Union decided that Ingwe Medical Aid must be service provider of choice for the medical aid of staff and members.


Noting Further That:


  • SACCAWU is one of the major Affiliates of COSATU which does not have an investment company currently.
  • Most of the unions with investment companies are currently self sufficient.


Believing That:


  • The financial contributions made by Old Mutual Group Scheme from the year 2002 to 2007 has gone a long way in ensuring that the Union moves closer to being self sufficient.
  • The financial contribution made by Ingwe Group Scheme from the year 2004 to 2007 has also gone a long way in ensuring that the Union moves closer to being self sufficient.
  • There are still some weaknesses that have been identified by the Union in relation to the service offered to our members by the said service providers of choice.


Believing Further That:


  • For us to achieve our principle goal of self sufficiency there is absolute necessity to establish an Investment Company.
  • The said Investment Company will be of benefit to our staff, members and the union in general.




  1. Old Mutual Group Schemes and Ingwe Medical Aid must be maintained as the service provider of choice for the products that they are currently offering to union members; subject to them offering products that benefit members whilst maintain acceptable service levels to members;
  2. Notwithstanding this resolution Executive Structures are empowered to act in the best interests of members and the Union; including termination of contracts with the two service providers should the need arise;
  3. The SACCAWU NEC must be tasked with the responsibility of engaging both companies in regard to the increasing the Scheme Development Funds offered to the Union within six months after the SACCAWU National Congress;
  4. The SACCAWU NOBs as per the directive of the National Congress are instructed to invest a reasonable percentage of income from the said Scheme Development Funds per month for the next three years;
  5. The said investment of the portion of income from the Scheme Development should be effected as soon as possible and should be incorporated into annual budgets of the Union;
  6. OCCBU must be tasked with the responsibility of developing an aggressive campaign of ensuring that our members are aware of products offered by the said service providers to enable them to purchase such en masse;
  7. OCCBU must engage with both service providers to discuss reasons why there is a high rate of cancellation by members and whatever weaknesses identified with the said products;
  8. The Union must develop a programme to ensure that it develops its own Medical Aid Scheme;
  9. The Union must finally re-establish its Investment Company before the end of June 2009.






Noting That:


  • The Union had its investment company called SACCAWU Investment Holdings (SIH);
  • The operations of the said Investments Company were guided by the Union’s Investment Policy which was adopted in 1998; based on recommendations of the Investment Conference;
  • The said investment company was successful in its operations until this was disrupted by the SACCAWU National Provident Fund being put under Curatorship;
  • The SACCAWU Investment Company through the SACCAWU Investment Trust was able to make financial contributions to the Union;
  • SACCAWU is currently the only major trade union without an Investment Company;


Believing That:


  • The establishment of an investment company by SACCAWU is more of a priority than ever before;
  • Some aspects of the Union’s Investment Policy might be outdated;
  • The Union cannot survive through the members’ subscriptions only.




  1. Attempts by the National Office Bearers to establish the said investment company must be supported;
  2. The proceeds of the said Investment Company must benefit SACCAWU members and their families and the Union in general;
  3. The Central Executive Committee should review the Investment Policy of the Union and resolve in the best interests of the Union and its members.






  1. The Union has been spending millions of rands recruiting and servicing members of the SNPF since 1994;
  2. One of the major worker-controlled Provident Funds, the SNPF, is currently under Curatorship and that this is a thorny and sensitive issue;
  3. It has taken very long for the Fund to be returned to its rightful owners, the workers;
  4. The removal of the SNPF from Curatorship, under Mostert, is long overdue;
  5. There are serious problems encountered by members of the Fund, such as:


(a)  Gross negligence due to mistakes committed during the processing  and distribution of benefit statements;

(b)  Delays in signing off on death benefits, as beneficiaries are always told of outstanding Trustee Resolutions;

(c)  Undue delays in processing of Withdrawal and Disability claims;

(d)  Long delays in processing of Secured Loans and unreasonable interest rates that were arbitrarily decided upon without any consultation with members of the Fund and the Union;

(e)  Systematic erosion of member value as a result of exorbitant administration costs; including that of Curatorship on unmonitored hours of work claimed running into millions of rands since inception of such Curatorship.


6.   The SACCAWU National Provident Fund (Under Curatorship) was established by the Union in 1994 through the SACCAWU Staff Provident Fund that was initially administered by Southern Life;

7.   Since then the Union has invested millions of rands from its own coffers in ensuring that the said Fund becomes a success;

8.   The Union through its own human and financial resources grew the said SNPF from an asset based of R 449 000 in 1994 to close to R 3 Billion by the time the said Fund was placed under Curatorship.




  1. Time has come for Mostert and/or the Financial Services Board to return the Fund to its rightful owners by moving the SACCAWU National Provident Fund out of Curatorship;
  2. The Curator’s investigations have failed to yield any tangible results and have cost the Fund huge amounts of monies resulting into an erosion of member benefits in the process;
  3. The Union is still continuing to utilize its human and financial resources for the benefit of the SNPF and its members even though under Curatorship whilst not all SACCAWU members are SNPF members;
  4. The Union is entitled to compensation for its financial and human resources for the establishment, marketing and servicing of the said fund from the inception of Curatorship/(from the inception of the Fund) as the funds that were utilized belong to the Union whilst some Union members are not members of the SNPF;
  5. The union is still involved in aggressive recruitment of members to the SNPF including negotiating with companies to be Participating Employers using its member’s funds without receiving any compensation;
  6. With the current standard and cost of living the current funeral cover of R 5,000. 00/R 10 000-00 offered by the SNPF does not come nearer to the escalating expenses for a funeral;
  7. The said R 5,000. 00/R 10 000-00  Funeral Cover is not competitive to the Retirement Industry;




  1. To re-affirm the Declaration of the 8th National Congress, on the SNPF, in its totality;
  2. That; in the meantime; the Board that was set up to work with the Financial Services Board should be given enough powers to make improvements on the Funeral Cover to match the employers Funds to R15 000.00; as this will be in line with the current increase in the standard and cost of living while at the same time being competitive within the Retirement Fund Industry; and finalize this matter and hand over the Fund to its rightful owners;    ;
  3. The Union must demand; from Old Mutual and the SACCAWU National Provident Fund; compensation for the human and financial resources that it has contributed, and continues to contribute, towards the establishment, marketing, including negotiation of participating agreements by various employers, and servicing of the SNPF even now whilst it is under Curatorship as the these funds belong to the Union, as a body corporate, whilst some Union members are not members of the Fund;
  4. The compensation to be claimed and income derived from such compensation for building the Fund must be invested for the benefit of the Union and its members;
  5. That the Political Committee should commission a thorough investigation into the affairs of the Fund since the inception of Curatorship. Such an investigation should include but should not be limited to:


(a)           Procurement policies and practices that have been followed in appointment and/or retention of various service providers;

(b)           The impact of the apparent conflict of interests in various service providers that have been appointed by the Curator including appointment of his own Law Firm to undertake litigation on behalf of the Fund;

(c)           Investment decisions and their impact on member benefits;

(d)           Administration expenses; including costs arising from Curatorship; since the inception of such Curatorship;

(e)           Causes of delays and the poor quality of service rendered by various Fund representatives and service providers that have been appointed by the Fund.













































 Noting That:


• Gender structures at local and regional level are not effective.


• Improvement is noticed at local, regional and national level on gender representation, but capacity building remains a key challenge.


• All regional gender coordinators are administrators.


• Regions do not have well informed programmes on gender struggles.


• Our local gender structures are not properly capacitated.

• Currently, at regional level, gender activities are normally carried out by the   Regional Administrators whose normal duties do not include the gender activities.


•  Gender activities do not get appropriate attention the deserve taking into consideration that the Regional Gender Coordinators are expected to;


•  Co-ordinate and provide overall guidance, direction and supervision of SACCAWU Policy implementation programme and activities.


• Take overall responsibility to deliver quality output at a regional level.


• For the past years, officials were appointed by Regional Executive Committee or Regional Office Bearers to co-ordinate gender structures.


• The structure is not fully recognized, as it is always referred as a substructure which cannot make any decisions.


• Gender structures always referred to women issues as if these issues do not affect men.





• Their tasks and responsibilities will include among other things the following;


• Developing and mentoring women leadership

• Mainstreaming gender issues

• Changing the culture within the union and outside

• Representing union members in gender discrimination cases

• Recruiting women into the union

• Convening and Coordinating the Regional Gender Committees

• Co-ordinate the establishment and functioning of regional and local gender committees as well as overseeing their work.

• 2010 is around the corner, South Africa is busy renovating stadiums and

accommodation for the event.

• Schools will be closed for 5 weeks.

• There will lot of drugs and child trafficking



Believing That:


– The struggle for gender equality is ongoing.


– The empowerment of women preparing them to occupy leading positions in     the structures of the organization is key in addressing the gender imbalances.



– Gender related campaigns should be given serious attention.


–  Administrators who are gender coordinators often do not pay much attention to the structure due to workload.


– It is the duty of the Regional Gender Coordinator to practically lead, facilitate   and co-ordinate key campaigns/issues such as childcare, sexual harassment and safe transport.


–  The Regional Gender Coordinators must develop and carry out education/empowerment programme for women in SACCAWU.


– It is the duty of the Regional Gender Coordinators to facilitate the process and       ensure that gender issues are part of the Collective Bargaining Agenda and assist with negotiations on those issues that are pertinent to women and equality such as, Parental Rights, Sexual Harassment policies and procedures, Employment Equity and HIV/AIDS.


– Work that needs to be done by Gender co-ordinator is limited, due to the fact that they are summoned to other organizational duties.


– That Administrators must be released from doing administrative work.


– Gender to have full status in the Constitution.


Therefore resolve:


  1. To build strong gender structures at all levels;
  2. To monitor our participation in Gender Campaigns;
  3. To intensify our demand for safe transport on late trading, particularly for women;
  4. To reinstate the resolution on organizing sex workers;
  5. That the Central Executive Committee should consider having full time Gender Coordinators in all regions with clear work/job description. That their functions should be clearly defined and enshrined in their conditions of employment when Executive structures have decided to go this route;
  6. That Capacity Building, for Gender Activists; should be prioritized when dealing with the Education programme;
  7. That the position of the Regional gender co-ordinator (worker) falls away and the Regional Gender Chairperson will represent this structure in constitutional meetings and activities;
  8. To mandate SACCAWU Representative sitting on the Tourism Structures to raise the issue of child trafficking ahead of 2010;
  9. That Company based Gender Co-ordinators to arrange meetings with management to put measures in place to deal with issues, for example poster in malls, shops, hotel etc;
  10. That Company based Gender Coordinators should no longer be automatic members of the National Gender Committee by virtue of being such Company based Gender Coordinators.
























Noting That:


  • The Organisation has been faced with serious challenges of non-functioning of structures both at Local and Regional level.
  • The locals fail to induct new members to the organisation.
  • The structures have failed to ensure that quantity is converted to quality.
  • The recruitment in the organisation does occur on daily basis.
  • We have not managed to ensure that in all companies where we are organized we have 50+1% on the level of membership.
  • Our membership statistics shows that we have not managed to achieve our benchmark of having 200 000 membership by this Congress.
  • Campaign work was also hampered by the non-existence of effective and vibrant structures at all levels of our Organisation.
  • Our lack of capacity in managing, controlling and monitoring our finances has contributed in one way or another in enhancing our ability to coordinate our organisational affairs.
  • Some regions and locals have failed to monitor growth on membership.
  • Some regions and locals have failed to achieve the objectives of growing the membership with 10% as contained in our 2017 plan while others have exceeded the target.
  • The Union has failed to reach its membership targets as set in the 2017 Medium Term Vision and the majority of those who remain unorganised are workers in the hospitality sector;
  • The role played by the Company Councils to the growth of membership in the organisation.
  • We have not managed to implement the decisions of the bargaining conference on recruitment.


Believing That:


  • Strong organisational structures are a pillar of any organisation.
  • Our sector has a great potential of growth.
  • Recruitment and sustainability of membership is the key for our survival.
  • Building strong and effective finance committees at Regional and National level is of paramount importance.
  • The executive structures should identify all the regions and locals that have not managed to achieve 10% growth as articulated within the 2017 plan.
  •  The beginner’s classes are key and critical in inducting new members and sustenance of such membership.
  •  The strategies as articulated by the bargaining conference resolutions are still correct and relevant.




  1. That membership growth should be our backbone;
  2. To affirm the target to grow the union to 265 000 members by 2011;
  3. To develop targets for the each region and local in attaining this membership growth;
  4. That the Union should strive to achieve 80% of membership levels in all companies already organized by the end of 2009 and the CEC and NEC should monitor progress in that regard;
  5. To develop monthly monitoring mechanisms for all locals and regions;
  6. To direct Executive structures to ensure that they assess progress on this front in each and every structural meeting;
  7. To re-affirm 2005 Congress resolution to verify membership each and every year
  8. To develop a mechanisms to sustain our current membership;
  9. That the Union should introduce Mobile Offices that would service rural and/or remote  areas and towns;
  10. That in all meetings of Locals membership should be a standard item on the agenda;
  11. That communication levels between Shop stewards, members and Officials should be improved. In order for the majority of youth to be recruited the Union should develop and implement a conscious programme aimed at effectively organising and integrating the youth into the structures and activities of the Union;
  12. To build strong and effective organisational structures at Local, Regional and National level through active participation of Shopstewards and members in decision making;
  13. To improve and provide consistent quality service to members through specifically designed programmes, complete with clear delegation of responsibilities and time frames to Officials, Office Bearers and Shopstewards at shop floor;
  14. That, in order to step up its recruitment campaign, the Union should effectively commemorate the life of comrade Setena Khaile by holding memorial lectures across regions and engage in recruitment campaigns targeting the hospitality sector every year in September;
  15. To engage in deliberate educational programmes to address our capacity challenges of leadership and union staff;
  16. That development and training programmes for Staff members and shopstewards, as contained in the 2015 and 2017 plans, should be vigorously implemented to ensure that they are able to translate and contextualise the decisions taken by the Union, COSATU and the Alliance;
  17. To improve our management of the union and effective implementation of all our decisions;
  18. To strengthen union campaign structures in order to be able to take forward all our campaigns both at SACCAWU and COSATU level;
  19. To intensify our recruitment whilst at the same time sustaining current membership through creative means and strategic programmes developed by structures;
  20. To improve the level of service provided to members by the organisation;
  21. To mandate Executive structures to pay special attention to those regions and locals that have failed to achieve 2017 targets on recruitment;
  22. To adopt the bargaining conference resolutions; on recruitment; as part of our recruitment and organizing strategy.





The Congress Noting That:


  • The SACCAWU 8th National Congress spent much time discussing the issue of the service providers.
  • The issue of the service providers has been a thorny one within SACCAWU and a certain stage created unnecessary conflicts amongst members and leadership.
  • The service providers of preference for SACCAWU around financial services and medical aid are Old Mutual Group Scheme and Ingwe Momentum Medical Aid.
  • The 8th SACCAWU National Congress resolved that all National Shop Steward Councils must declare the service providers that they are utilising but only few national companies have made the said declarations.
  • The NOBs have noted that most of the national companies utilise the following service providers who are in the main not service providers of choice:


  • Blue Dot Housing Financial Services
  • Blue Dot Rural Financial Services
  • Mafuri Financial Services
  • ABACUS Financial Services
  • SAFRICAN (Modjadji)
  • SAFRICAN (Setsoe)
  • Different types of Medical Aids unknown to the union
  • Different types of unsecured loans.






Believing That:


  • Most of the said service providers have already entered into stop order agreement with respective national and regional companies where we are organised.
  • It is going to be difficult for the Union to cancel the said agreements as our members have already been granted either loans or part of the said medical aids and deductions and premiums are already made from their salaries.
  • There has been incidents that forced the SACCAWU NOBs had to make interventions due to the problems that the members are encountering with the said service providers.
  • Some of the NOBs of National Companies are arguing that the Union cannot dictate to them which service provider they can choose.
  • Under these circumstances the union will be forced to develop national guidelines on dealing with the said sensitive issue.




  1. We reaffirm the decision that Old Mutual Group Scheme and Ingwe Medical Aid remain the service providers of choice; provided that they provide products that benefit members whilst offering acceptable and quality service to members;
  2. SACCAWU National Office Bearers must meet with all the service providers that are having agreements with the National Companies organised by SACCAWU;
  3. SACCAWU NOBs must go through the said agreements and satisfy themselves that the said agreements are not taking our members for a ride;
  4. SACCAWU NOBs must also check the status of the said service providers for the protection of our members;
  5. All companies must be informed that they can only grant stop order facilities to the service providers as per the directive of the NOBs after approval by the NEC.



3.         STRIKE FUND


The Congress Noting That:


  • The SACCAWU 8th National Congress resolved on the establishment of the strike fund.
  • The actual date of implementation had to change to April due to failure by regions to report back to members in time.
  • Shop stewards from other companies felt that the changing of the date of implementation was a transgression of the 8th National Congress resolution.
  • There is currently confusion whether the resolution was for the contributions to the strike funds were once off or had to continue on an annual basis.
  • We have not managed to implement the said resolution to its fullest particularly as most local, regional and national companies have not yet contributed to the said strike fund.
  • The contribution has been going to the National Project Account and the CEC resolved that the NOBs must open Strike Fund Account.


Believing That:


  • The Strike Fund is more relevant currently than at the time we took a resolution on the matter.
  • The changing of date from December to May cannot justify the reason why other companies could not contribute to the said fund.
  • The confusion around whether this was a once off payment or annual contribution must be clarified.




  1. The implementation of the deductions must continue to be December of each year;
  2. The utilisation of the said funds must be restricted to matters that relates to strikes with OCCBU having to finalise the guidelines as a matter of urgency;
  3. Executive Structures should do everything in their power to ensure that all organised Companies contribute to the Strike Fund.







  • Regional Congresses are held over two days, in most regions;
  • Again that Regional Congresses from 2008 are no longer implementation Congresses but mandating Congresses;
  • These Congresses are expected to deal with the review of the activities of the Union both Regionally and Nationally, both the Political and Socio – Economic conjuncture in the respective Regions and in the Country, develop resolutions and lastly elect new leadership;
  • That the two days set aside for these Congresses have proved, during the recent Congresses, not to be sufficient to conclude the business of Congresses;
  • Congresses were forced to refer other matters to other structures due to the limited number of days;
  • The Union Constitution is silent on the number of days in which such Regional Congresses are to be held;
  • Clause 16.1 outlines the composition of Regional Congresses and the number of Local delegates in particular.




  • That Congresses are scheduled to take place in locals or towns where the bulk of the membership is located in order to avoid accommodation costs for delegates of such locals since they are normally big;
  • That this arrangement has proved to restricting Congresses to conclude business due to time constraints since those commuting have to leave early;
  • All delegates are not booked in the hotel for accommodation;
  • The current composition of Local delegates leads to a situation where some Local Office Bearers are not even delegates to such important gatherings due to the current composition of Local delegates to Regional Congresses;
  • In some big Locals you have a significant number of Local delegates who are not even familiar with the state of affairs in their own Locals being delegates to such gatherings.




  • Regional Congresses are an important platform for Local delegates to shape the direction of their respective regions whilst contributing to the overall direction of the Union based on their lived experiences;
  • Participation of Local Office Bearers in Regional Congresses will empower such Office Bearers in effectively running the affairs of the Local in terms of clause 13.4;
  • Regional Congresses that are held over two days do not provide enough time for deliberations on issues of building the Union;
  • Normally the second day of the Congresses tends to put too much emphasis on the election of Regional Leadership and get bogged down on this aspect to an extent that Congress hours become shortened;
  • While the issue of two days Regional Congresses could be easily associated with financial/budgetary constraints based on Union’s affordability, this remains debatable because Congresses are held over a period of three years;
  • Those delegates that are not booked in the hotel for accommodation are disadvantaged because they are unable to stay behind longer after the meeting and interact with other delegates from various locals on issues of building the Union as they are expected to rush for transport back home.






  1. That the current clause 16.1.1 of the Constitution should be mandated to read: “Locals shall be represented by 5 (five) delegates for the first 250 (two hundred and fifty) members and 1 (one) delegates for every additional 250 (two hundred and fifty members) or part thereof.”
  2. That the current clause should also be amended to read: “have at least five delegates for the first two hundred and fifty members and one additional delegate for every two hundred and fifty members or part thereof; as Local delegates, Regional Office Bearers, Regional Departmental Coordinators, the Chairperson of the Regional Gender Structure and Officials within the Region;”
  3. That Regional Congresses should be held over a period of three days so that there is enough time to deliberate on issues of building the Union and conclude business without having to defer matters;
  4. The Union should start planning for the next Congresses now and begin to budget for these activities early;
  5. That Executive structures of the Union should explore the possibility of having all delegates attending Regional Congresses being booked in hotels for accommodation so that they are able to get the opportunity to interact with other delegates from various locals and thereby benefiting from the process of interaction on issues of building the Union.



5.         EXIT PLAN




  • There is a need for a functional turnover of our comrades in leadership positions.
  • This is borne by the fact that there are two competing considerations which are of cardinal importance. These are:


1) utilisation and retention of our current pool of expertise and experience.

2) Grooming and nurturing of new and young leaders and draw them into senior leadership positions within the union.


  • This therefore demands that we strike a creative and constructive balance between the two.




  • A mechanism should be devised that the sets out a clear career path for our comrades. In order to maintain skills comrades must be allowed to work in other institutions so that you do not frustrate them within the organization.
  • At the level of the union or federation we should begin to institute measures for deployment of our comrades.
  • This power should not be given to the ANC as is currently the case.




  1. The Executive structures of SACCAWU should initiate a structured and a principled discussion around this matter;
  2. This must lead to an outcome which produces a proper exit plan for our leaders.










































1.         The Alliance


Noting that


–       The Alliance before Polokwane has not been functioning properly;

–       The Alliance Programme has not been implemented as agreed in Ekurhuleni 1 and 2;

–       The Alliance has failed to lead community struggles;

–       The recent Alliance Summit has confirmed the relevance of the Alliance as a Strategic Political Centre that drives transformation.


Believing that


–       Alliance Partners need each other to advance the National Democratic Revolution;

–       A positive political environment achieved by the Polokwane Conference;

–       The recent Alliance summit has laid a solid foundation towards building the Alliance;

–       Saccawu should play a positive role to build a strong Alliance;


Therefore Resolve:


  1. To reaffirm our 8th National Congress Resolution to swell the ranks of the SACP and the ANC;
  2. To reaffirm our role as the working class organisation and also as a revolutionary trade union movement;
  3. That the Revolutionary Alliance, should be strengthened; as the only mechanism and instrument available and capable in the current conjuncture to lead and advance a Radical National Democratic Revolution that is biased to workers and the poor;
  4. To reaffirm the Alliance as a Strategic Political Centre;
  5. To contribute to building  strong and effective alliance structures; at all levels; that will serve as a Political Centre that drives transformation;
  6. To reaffirm the Alliance resolution on supporting the President of the ANC Comrade Jacob Zuma;
  7. That SACCAWU should play an active role in contributing to building the  capacity of Alliance Partners to develop policy and monitoring mechanism;
  8. To mandate the executive structures to develop a concrete programme with time frames to implement and monitor this resolution;
  9. To further mandate the executive structures to develop a concrete programme aimed at building the SACP; as a Vanguard Party of the South African Working Class; including building its capacity to contest all sites of power including sate power.




2.   The National Democratic Revolution


Nothing that:


–       The National Democratic Revolution has managed to achieve the following:

  • A strong constitutional State,
  • A constitution that has separated powers,

–       The Strategy and Tactics Document adopted at the 52nd National Conference of the African National Congress held in December 2007 has confirmed the working class and organized workers as the leading motive force of the National Democratic Revolution;

–       The ANC has been dominated by capitalist interests;

–       The 1996 class project has brought GEAR as a macro-economic policy;

–       The legacy of imperialism and colonialism are still entrenched our society;

–       A national democratic revolution that is not lead by the working class and workers is bond to fail or to be aborted.


Believing that:


–       Our struggle for eradication of colonialism and imperialism and all their manifestations is far from being over;

–       The GEAR policies have derailed our national democratic revolution;

–       The ANC is a contested terrain since it is a multi-class organisation where various classes struggle for their hegemony over its policy direction;

–       The Polokwane Conference has opened space to reclaim the ANC to its pro-poor and pro-the working class bias;

–       The balance of forces has shifted to towards the poor and the working class within the country.


Therefore Resolve:


  1. To challenge and expose a conclusion that seeks to suggest that Capital and Monopoly Capital are part of the motive forces of the National Democratic Revolution;
  2. To ensure that the Conference of the Left, which has been envisaged in various COSATU National Congresses is convened and that it develops a concrete proposal on how to build socialism in South Africa given the dominance of capital in accumulation path in the current phase of the national democratic revolution;
  3. To campaign for the Nationalisation and Re-nationalization of the Mining Industry; Sasol and Mittal Steel;
  4. That the Alliance should serve as a Strategic Political Centre that drives  a Radical National Democratic Revolution;
  5. To mandate our executive structures to develop concrete proposals and mechanism to build co-operatives and the co-operative movement within our society in general and in sectors organised by the Union in particular.