1. Notwithstanding the provisions of the Sectoral Determination for Farmworkers or national legislation on minimum wages, employers as members of WIETA shall strive towards paying employees a living wage – enough to allow employees and their households to secure an adequate livelihood. This should be sufficient to meet basic needs such as food, clothing, shelter and education, and to have money left over for discretionary spending.
- wages and benefits paid must meet, at a minimum, national legal standards set by the Sectoral Determination for Farmworkers, national legislation on minimum wages or industry benchmark standards, whichever is highest.
2. Employers ensure that compensation for employees for overtime, benefits and leave is at a minimum, national legal standards set by the Basic Conditions of Employment Act, Sectoral Determination for Farmworkers, or industry benchmark standards, whichever is highest.
3. Employers shall remunerate employees in accordance with the principle of equal pay for equal work and work of equal value.
4. Piece rates, where paid, shall not be less than the minimum legislated daily rate.
5. Employees shall be provided with written and understandable pay slips, which include clear documentation of gross wages, all deductions made and net wages.
6. Provision shall be made for the payment of UIF and other statutory deductions.
7. Deductions shall not be made in respect of protective clothing, farm equipment, or other items essential to the performance of workers’ tasks.
8. Deductions for payment in kind shall not exceed 25% of the employee’s gross wage and shall be made with the written consent of the employee concerned.
9. Where farm shops exist, employers shall ensure that they are run in an open and transparent fashion and shall ensure that employees are not excessively indebted to and therefore reliant upon this shop or any other system whereby deductions are made for groceries or household provisions acquired on behalf of the worker.
10. Employers shall not provide alcohol as payment or part payment, or as a voluntary consideration that can be taken in lieu of an equivalent portion of the wages.
11. All other deductions from Employees’ wages must be implemented in line with legislation and that there are no other deductions prohibited by legislation.
South African Legislation
- Clauses 2 of Part B: Minimum wage levels
- Clause 3 Minimum wages for farm workers under 18 years of age
- Clause 8 Permissible deductions
- Clause 13 Overtime
BCEA : Overtime : Clause 10
- Unemployment Insurance Contributions Act (4 of 2002): Section 6
- Sectoral Determination 13 Part B (1) March 2015 to February 2016 Adjustment Minimum Wage Levels
- ILO 95, Protection of Wages, 1949
- ILO 131, Minimum Wage Fixing Conventions,1970
- ILO 100, Equal Remuneration Convention,1951