SAPU Newsletter

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SAPU NEW

SLET

TER

S O U T H A F R I C A N P O L I C I N G U N I O N

3 Leadership crisis in the

police

4 Leadership goings

8 Justice denied is justice

delayed

9 Freedom of religion

Constitutional Right

10 Child abuse

and murder

investigation

13 Employment equity

14 Cop killing in

Kagiso & Limpopo

condemned

15 Minister asked to

intervene

16 New minister’s

proposal opposed

16 Suspend brigadier

Ndebele

21 Glad to be home

again

22 Gauteng

welcomes Mothiba

appointment

22 Promotions dispute

ISSN 2310-1032 SAPU - Second quarter edition 2014

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SAPU Newsletter - Second quarter edition 2014

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3 Editorial

Main featuresLeadership crisis in the police: Appoint professionals not politicians 4 - 5Leadership goings-on in Police Department 6 - 7Justice denied is justice delayed 8Freedom of religion Constitutional Right 9Child murder investigation 10 - 11Programme explores links between HIV & AIDS, GBV and the law 12

News briefs45 million expenditure: Heads must roll 13Employment equity & Lt/Major posts 13Cop killing in Kagiso & Limpopo condemned 14Minister asked to intervene in Durban Harbour crisis 15New minister’s proposal opposed 16Suspend brigadier Ndebele 16

Notice boardCapped leave extended 17Rumours 18Union membership in SAPS 19

Provincial HighlightsGrade progression 20Glad to be home again 21Gauteng welcomes Mothiba appointment 22Promotions dispute (Eastern Cape) 22Alexander Bay 23April Fools Day Not so foolish (Uitenhage) 23Northern Cape update 24SAPU regional office bearers 26Letters 27Application forms and membership forms 29

The South African Policing Union (SAPU) Newsletter is published quarterly.

The views and opinions expressed in the articles are those of the authors and do not necessarily represent those of SAPU.

Acceptance and publication of advertorial and advertising matter in the SAPU Newsletter does not constitute SAPU endorsement or warranty in respect of goods or services therein described.

SAPU does not assume any liability in respect of any claims made in advertisements.

Publisher: Lebo Zulu Creatives on behalf of SAPU.Cell: 083 248 1216Email: [email protected]: Thabo Matsose

Board Members:Oscar Skommere, Richard Mboweni & Barries Barnard

Street & Postal Address:85 Rauch Avenue Private Bag X900, Georgeville Pretoria,Pretoria 0001

Contact:Tel: 0861-92-SAPU (7278)Fax: 012-804-3017Email: [email protected] your newsletter online:www.sapu.org.za

Contributions:Although all possible care is taken with articles, the editorial staff cannot take any responsibility for lost articles and photographs.

Copyright:No article or picture in this publication may be reproduced without the written consent of the editor.

Editorial Assistance:Elijah Chiwota

Layout, design and printing:Mabhalakophe! LonjengeNgwenyama – Mawandla! & Lebone Litho Printers

Editorial

Contents The South African Policing Union (SAPU) views on leadership in the South African Police Service (SAPS) are aptly captured by the union’s president Mpho Kwinika. Among other things, the president calls for professionalism, and fairness in the way that police officers are treated. For instance they should be provided with legal representation especially on cases that took place while they were on duty. He also says that discipline should be done fairly and be corrective not punitive. Appointments should also be made according to previous police experience rather than just to deploy a politician with no known police experience to serve in SAPS.

Kwinika also advised SAPU members not to make panic

withdrawals from the Government Employees Pension Fund as their contributions were protected by the Government Employees Pension Act (1996) as amended. Even if changes were made to retirement funds in 2015 as proposed by government the funds will still be protected and members will access them.

The president wishes SAPU provinces well in the provincial elections and calls for thoughtfulness in choos-ing leadership at the National Congress later this year.

We continue to be disheartened by the killing of police officers by criminals as

recently happened in Kagiso and Limpopo and take this opportunity to salute those who were brutally killed for their dedication to a crime-free South Africa.

As police officers continue to be denied justice Lesego Ntlatleng writes on recent cases where arbitration recommended the reinstatement of officers.

It takes skills and a bit of heart to investigate gory cases like those involving child murder. Unfortunately such heart-rending experiences are part of the job for those in the police service as seen in the investigation and conviction of a father who killed and buried his daughter in the backyard in the Free State. Constable Lemao narrates his investigation into a family’s dark secret of abuse and murder.

As police are the first to attend to rape survivors it is important that they be skilled in HIV and AIDS, gender based violence and they are connected to the law. They must also have knowledge on post-exposure prophylaxis so that they are able to help survivors who are in many cases in a

state of shock when the police attend to them and this is what the training between SAPU and Redpeg aims to achieve.

News briefs continue to provide information on where SAPU has been active in the last few months. For example, we want Brigadier Vuyokazi Ndebele to be suspended as

she is facing criminal charges in court.

This allows for investigations against her to be carried out.

We also want the new

minister of p o l i c e

Nkosinathi Nhleko to investigate corruption in an accommodation and meals scandal that led to the swindling of more than 45 million rand. Additional we want the minister to resolve the Durban Maydan Wharf Harbour issue and also to express our displeasure with his proposals to involve the community in police recruitments.

Although one might think we are always in the habit of blowing our own horns that is far from the truth as our members bear testimony to the work we are doing by adding their voices to the pages of this newsletter. Lieutenant Colonel E.M. Thebethe writes that “SAPU is a reliable union that cares for its members” by fighting for better working conditions for them.

SAPU

It takes skills and a bit of heart to investigate

gory cases like those involving child murder.

Unfortunately such heart-rending experiences

are part of the job for those in the police service

as seen in the investigation and conviction of

a father who killed and buried his daughter in

the backyard in the Free State. Constable Lemao

narrates his investigation into a family’s dark

secret of abuse and murder

Together we will make a difference

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Main feature

In a recent wide ranging interview the South African Policing Union president Mpho Kwinika moaned the weak leadership in the South African Police Services and proposed how this can be reversed. He argues that only a professional approach to recruitment will adequately deal with the problems bedevilling leadership in the police and that the employment of politicians destroyed the police’s command and control systems and caused the institution to become “dilapidated”.

Kwinika says the leadership crisis in the police is well-documented and agrees with the proposals

in the National Development Plan (NDP) which calls for the establishment of “a committee of professionals”. This committee will be tasked with identifying and recommending possible and qualified, skilled and experienced candidates using a clear criteria. It will then give its recommendation to the commander-in-chief [President Jacob Zuma] who must then make the decision to appoint. With such a competitive process it was possible to get the best candidates.

The current situation of appointing a leadership that was “strong operation-ally and weak administratively” led to corruption.

“Corruption creeps in because you are not aware of administrative proce-dures; you are not aware of tender pro-cedures.”

An example that points to this is the buying of the Sanlam building which led to the departure of former police commissioner General Bheki Cele, says Kwinika.

“You don’t need to be a drunkard to run a bottle store”After saying: “You don’t need to be a drunkard to run a bottle store” national police commissioner general Riah Phi-yega is struggling”. She is faced with the Gupta Scandal, Marikana Commission and the recent drug bust in Durban among other issues.

Gupta scandalIn the Gupta scandal Phiyega failed to explain how police escorts were dis-patched to accompany the wedding convoy. “You can tell there were clear directives given to police by seniors - so systematically. South Africans are being taken for a ride”.

To add salt to injury cases were opened and then closed. “Those cases were not against police officers but were charges against a security firm for oper-ating without a licence and for carrying unlicensed firearms under the Firearms Act”.

“But she was too scared to charge the police on acting outside instruction or unlawful use of state resources - po-lice vehicles - she didn’t touch on that. She feared unions would intervene and then full statements would be out in public. I know most of the police who drove those marked vehicles. They have different versions of events”.

“Her keeping of the provincial com-missioner of the Western Cape com-pletely compromised the service. If that was done by a junior officer they would not be wearing the uniform that they normally wear but would have been out of the service”.

Marikana Commission“On the Farlam commission the truth of the matter is that there are lots of dis-crepancies in terms of the evidence. We don’t know what the recommendations will be. But one witness confessed that he was asked by the commissioner to lie”.

“On the recent drug bust in Durban: She said it was the biggest in Africa and SA; and that heroin worth three billion rand was found. But this is disputed by the forensic [department]. Drugs found were not heroine but local drugs that can be manufactured at families’ back-yards, and which were worth two million rand”.

Wrong prioritiesOn Richard Mdluli Kwinika que-ries why he is getting state protec-tion: “Why is the state providing protection to Richard Mdluli in a situation which has nothing to do with operational issues. The laws do not give you protection

when you have committed an offence. Mdluli murder charges (for the death of Oupa Ramogibe) are private. Why is she [Phiyega] getting involved instead of standing up for the suffering of po-licemen and women who haven’t even done anything wrong? For example, the Motluthung eight were left to fend for themselves. They committed the alleged crimes when on duty and are entitled to legal representation. Why is the National Prosecuting Authority (NPA) and nation-al police commissioner fighting Mdluli’s private matter”?

Mdluli, former Crime Intelligence Unit head, faces charges of kidnapping, assault with intent to give grievous bod-ily harm, intimidation, and defeating the ends of justice.

Discipline“Discipline is not applied consistently; they talk of cleaning the police but fail to remove Mdluli, and Lazarus from Crime Intelligence who was found guilty of six dismissible offences on 15 January. If it was a junior police they would have been on the streets by now”.

The issue of discipline should be han-dled in a professional manner. The dis-liked “‘soft approach’ is derived from the good principles of the Labour Relations Act. Discipline is meant to improve the conduct of the police officer and must not be punitive but corrective. Therefore, the minister missed the boat. Members have the right to say my matter has not be dealt with fairly. That is why 99% of appeals are upheld by authorities. That

tells you that there is no objectivity. Each case must be decided upon its merits. Arbitration --- review to Labour Court --- employees’ have a right to review”.

“Preliminary disciplinary cases were dealt with in a subjective not objective manner. Our members should be exem-plary to the community. We believe in natural justice and not punishment of members,” he says arguing that discipli-nary procedures must be followed.

Inappropriate appointmentsThere have been many cases of inappro-priate appointments in the police to the detriment of the service. One such ap-pointment is of Mzwandile Petros.

“Mzwandile Petros was the worst commander and badly managed but media liked him. He was known for un-controlled transfers, to be subjective, and was confronted by unions. He oper-ated outside the scope of policies but the media championed him as a hero. He preferred people from the Western and Eastern Cape instead of Gauteng. He ap-pointed less skilled and less experienced officers and this demoralised Gauteng”.

Others such as Gela and Ndebele had no interpersonal skills.

Working with stakeholdersKwinika urges the police to work with all stakeholders as is the case all over the world. “We want to help and assist the police; we want to work with them and not against them. The police must work with NGOs and all interested par-ties who want to play a part in policing. We hope the ministry will demilitarise and professionalise the police and blend in communities to play their significant role”.

Promotions of constables, sergeants and warrant officers must be speeded up. Some have waited for 12 to 15 years. “When a constable has nine years of service they must be progressed but this has not happened for some time until we demanded that they be progressed to the next level. It’s like they are being neglected; not being considered for any position. Police said they didn’t have money. We threatened to go to court and they said they would promote 8000 of 32000 due for promotion”.

“We also said we were going to in-troduce a new promotion policy. After promoting 1500 lieutenants and majors the matter was taken to review on the basis of employment equity by the un-ion Solidarity who wanted to know what demographics were used. Unfortunately those promoted were asked to remove appellates pending conclusion of case”.

GEPF“Government Employees Pension Fund is not governed by the Pension Funds Act but it does take good practices that emanate from that Act. It is governed by the Government Employees Pen-sion Law which spells out how benefits should be managed: the guarantor be-ing the employer who puts in 80%. GEPF has established the Public Investment Corporation which does business for it”.

“For instance, when a member dies they are entitled to claim R7000 burial and a lump sum is paid monthly if you have been employed for more than 10 years. The problem is of late receipt: some claims take three years. Police sometimes say they can’t trace people. In the meantime people lose houses and cars. When they finally receive the mon-

ey it’s like they are starting afresh. My ad-vice to members is: inform the employer three months’ before retirement or 90 days prior. Should any changes happen we will be informed through the Public Service Commission Bargaining Coun-cil”.

“There is a rumour that from March 2015 you will receive only one third of the lump sum. This matter is not before the board and hasn’t been decided upon. Provident fund will not receive full lump sum but a third of it. Pensioners are not affected until the changes are made into law. It’s not effective because the law came after. Anything contrary to our understanding will be conveyed to members. There is no need to jump ship”.

Polmed“Polmed is a defined benefit: they give you a budget to run with and when it is depleted you wait for a new budget. But there is no compromise on chronic medication. However, the biggest challenge is that they need a board of trustees because they don’t have enough representivity. Why not allow the labour movement and the employer full representivity in the board. Then you have full representation”.

“Polmed was established for a healthy police force and should be managed by people who know its history. We want changes that will improve the lives of members and their loved ones”. Provincial and national congresses “As we go towards provincial congresses we must know that a stable organisation means keeping people who have been at the forefront to bringing stability. We urge all our members who are eligible to sit in meetings to be sober at all times when they make decisions. SAPU should become victorious because of the plan that we have put in place. The organisation remains integral. What we do must be in the interest of the union. Those who will not accept the elected leadership won’t be part of this institution”. “What we want to see is the sustenance of the organisation…. Work together as a team and realise objectives …. Defeat enemies who want to influence decisions from the touchline; who want to influence decisions from outside”.

SAPU

Leadership crisis in the police: Appoint professionals not politicians“Mzwandile Petros was the worst commander and badly managed

but media liked him. He was known for uncontrolled transfers, to

be subjective, and was confronted by unions. He operated outside

the scope of policies but the media championed him as a hero. He

preferred people from the Western and Eastern Cape instead of

Gauteng. He appointed less skilled and less experienced officers

and this demoralised Gauteng”.

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Main feature

The Department of Police is one of the most crucial in government and its mandates include to ensure a secure and safe environment for all the people in South Africa.

However, the police has attracted much negative attention in our history as it is perceived to

support the ideology of the state to such an extent that it is allowed to commit crimes in the name of law and order.

The Department should not only be pure, but must be seen to be pure. A slight suspicion with threaten its credibility in the eyes of the community.

Although we are presumed innocent until proven otherwise, the South African Policing Union (SAPU) is of the view that the following allegations provide sufficient grounds to cast doubt.

The appointment of the Divisional Commissioner of Crime Intelligence that led to the departure of the Acting National Commissioner T.C. Williams.The appointment of Divisional Commissioner of Technology and Management Services by instructing the Acting National Commissioner to do so contrary to the existing policy of advertising the post.The construction of a security wall at the Minister’s house using public funds that are kept secretly by Crime Intelligence which reports to and gets political direction from the same Minister.The appointment of Warrant Officer Ngubane who is alleged to be related to the Minister, and the referral of the matter to the Inspector General of Intelligence which, unfortunately keeps the cloud hanging over the Minister’s head.

The slow process of filling the posts in the IPID and DPCI which is the responsibility

of the Minister casts doubt on the departmental leadership.

The fight against the Commission of Inquiry in the Western Cape has played a negative effect in the credibility and the judgement of the Minister.

Our own officials are involved in drug related cases but not geared to combat this scourge. Our structures are not talking to the real threats.

Those who try to act on corruption are highly criticised and side-lined. Management doesn’t support them. As a result members are afraid to either report or investigate corruption.

Erosion of disciplineDiscipline in the police is being eroded

because of the disregard of policy. When it starts from the top it becomes worse and unenforceable. We have appointments that were done contrary to policy. We have seen appointments of senior managers using Section 45 of the SAPS Act – a process that is supposed to be done in exceptional cases. In this regard the following has happened:

Minister presiding over a panel that appointed the Divisional Commissioner of Crime Intelligence.Minister instructing the Acting National Commissioner to appoint Lieutenant General Ngubane without advertising the post.

The list is endless.There are known suspects who were not charged whilst others were arrested and charged before investigations were completed. One can cite the case of interception of the cell phone of General Cele and the attendance to cases of criminals who fraudently joined the police’s Crime Intelligence Unit in 2010.

RestructuringThe process of restructuring is under normal circumstances informed by a proper work study and this is not being done.

Since September 2013, we do not have an approved structure. That of CIPS has also been reversed to a position it had been a year earlier.

The structure that was designed is creating more positions of Lieutenant Generals than the previous one whereas the objective was to reduce the number of positions.

The establishing of the Task Team to probe allegations of conspiracy against the Divisional Commander of Crime Intelligence and the decline in the establishment of similar teams when a list of former MK members was displayed, feeds into the perception that

the Department has created camps and undermines those in an unfavourable camp.

SAPS leadershipLeadership of the SAPS is equally crucial in this Department as this speaks to the core of the stability of the organisation.Although history should now determine how positions must be filled, seniority seems to instil discipline. In filling the post of the National Commissioner, the Lieutenant Generals who are in the organisation shouldn’t be overlooked as this sends a wrong message that the State President does not trust and has no confidence in them or their potential.

The National Development Plan has indeed thrown the vision and pointed a direction on how objectivity can be brought into the selection so that confidence can be instilled inside and outside the organisation.

Policing environment experience accumulated over the years is important. Managers are usually all-rounders and not only knowledgeable with one aspect of policing.

The lack of a succession plan makes it difficult to create a ladder. There is no requirement for one to be appointed National Commissioner. This is the same as the appointment at the level of Deputy National Commissioner. Such absence of criteria makes selection a personal and subjective exercise which opens room for criticism.

Participative managementThe current set up of management consisting of the National Management Forum (NMF) and the Board of Commissioners (BOC) is divisive. The BOC was perceived to be the highest decision making body before the position was changed to accept that the NMF is the highest decision making body in the organisation. This perception is based on the misplaced understanding that the only constituted body is the BOC.

The NMF is suffering from self-inflicted fear and have banned all electronic devices at their meetings and reverted to the old manual styles in this technological era! This affects even the quality of their inputs as they accuse each other of suffering from selective

amnesia. The Ipads, 3G cards and Intranet were some of the helpful tools to ensure that NMF discussed issues in their correct perspectives. They are now unnecessarily printing volumes of paper instead of using cheaper electronic modes.

Some senior managers are excluded from decision making processes and this affects the quality of leadership and organisational memory.

There are blatant refusals to consider good proposals that are tabled for discussion because of suspicion on who is driving them.

Corruption The perception of corruption in the organisation is very high. It is exacerbated by the fact that a former National Commissioner was convicted of corruption and his successor relieved of his duties. The current National Commissioner is a legal suspect in a case of defeating the ends of justice which is as bad as corruption itself. We have allegations of a criminal nature levelled against very senior managers including those in the DPCI and Crime Intelligence.

The response from the SAPS is less than satisfactory. Firstly, there is no dedicated internal capacity to deal with corruption. Secondly, the IPID is not only understaffed but so selective that the majority of cases remain unattended. Thirdly, the DPCI is also very selective in taking cases that it may investigate. Lastly the Detective Service does not have capacity to deal with these cases. We are aware that it may soon have a capacity but the element of urgency is not evident after the National Commissioner’s pronouncement in July 2013.

Three senior managers at the level of Lieutenant General are currently without work because of the haphazard way in which positions were phased out. This is also going to affect the provinces.

Assessment of top managementSome top managers have not been properly assessed because the National Commissioner is ill-advised on how to score them.

SAPU

Leadership goings - on in the police departmentDiscipline in the police is being eroded because of the disregard

of policy. When it starts from the top it becomes worse and

unenforceable. We have appointments that were done contrary

to policy. We have seen appointments of senior managers using

Section 45 of the SAPS Act – a process that is supposed to be done

in exceptional cases

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Main features

By Lesego Ntlatleng

Justice is something meant to be handled on time. This is so because, like Martin Luther King said, injustice anywhere is a threat to justice everywhere. Therefore if someone delays something as important as justice knowing that justice is a threat to it, then the person is denying justice. If it was important to the person then they would have handled the situation right then, but since they delayed it that means it is not an important issue to them.

This is practice that is very common in Gauteng whereby the

South African Police Service (SAPS) cases drag even up to four years.

This is evident in the matter between W/O Christian Bafana Dube and employer, Constable Zakheni Quintin Kheswa and the employer and many others whereby it seems not an important issue to them.

In the matter between W/O Dube, who was charged with misconduct Regulation 20(z) in February 2010 - an offence allegedly committed in November 2009 – which resulted in his subsequent dismissal and also losing an appeal.

In 2012 an arbitration was

heard and an award ruled in his favour. The Commissioner ordered that Dube be reinstated with effect from March 24, 2010 and for the employer to pay him back pay from 1 February 2010 which never happened.

The arbitration award is-sued on 13 February 2014 was made an order of court at the time of going to press. SAPU had already requested

the Provincial Commissioner to implement both the court order and arbitration award.

In the Zakheni Kheswa matter, his 10 years conviction was set aside on appeal by the High Court on 4 December 2012 and he made an application two days later in terms of Section 36 (1) of the SAPS Act 68 of 1995 and up to today SAPS has not reinstated him.

SAPU will not be deterred by this behaviour and will continue to represent its members to the full like it did recently in a case of Busisiwe Aphaphia Mathe who was represented by Comrade Diphoko a full time shop steward from Soweto after she was maliciously put on trial and dismissed for a case she never committed.

On 11 June 2014, the Commissioner issued an award that Mathe’s dismissal was subsequently unfair and that she be reinstated with effect from 29 September 2011.

SAPS must do what is right and they must remember that if justice is delayed and justice is not really done to people, then the life and property cannot be safe.

Viva SAPU Viva!!!

SAPU

Justice denied is justice delayed

By Stephen Nkuna

The right to freedom of religion is enshrined in Chapter 2 of the Constitution of South Africa and contained in the Bill of Rights. It states that everyone has the right to freedom of religion, belief and opinion.

This right was violated by the SAPS Academy, Hammanskraal, in

2012 when they continued to force members and learners to attend prayer meetings despite the fact that attendance is free and voluntary.

During 2013 Warrant Officer Simon Nel lodged a grievance after he made

an appeal to be excused from these prayers which was refused. The solution he required was to see tolerance towards him because according to his belief system he does not pray in public places or street corners but should go to his room and lock himself and pray.

The grievance dragged for too long and when the management refused to attend to his grievance, he referred the matter to the Equality court. The date was set for 19 June 2014.

SAPS upon realising the seriousness of the matter, requested a meeting with W/O Nel and was on 4 June successfully represented by Comrade Stephen Nkuna.

An agreement was reached between SAPS and the member that he be explicitly exempted from attending any religious gatherings at the SAPS Detective Academy, Hammanskraal. A letter of

unconditional apology was written to him and the case was since withdrawn from the Equality court.

This was not only a success to SAPU and W/O Nel but also a positive contribution in assisting SAPS to bring all practices to be in line with the Constitution, and this was said by Major General Gossmann in his letter.

Viva SAPU Viva!!!

Stephen Nkuna is a Full Time Shop Steward based in Gauteng

SAPU

Freedom of religion is a Constitutional right

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Main features

11

I am Cst MM Lemao (32), working at Bloemspruit SAPS in the social crime prevention unit and a coordinator of victim empowerment. I was appointed seven years ago.

On 3 July at around 10: 00 am, Ncumisa Mbeki (19) came crying into the victim empowerment

unit office. The volunteers, Funeka Nvula and Sheila Jansen called me to attend to the bitterly weeping victim. She related to me her sad story of how her father, Xolile Makhupela, murdered her little sister in 2007.

She said her father went to the Eastern Cape, where they stayed with their grandmother. Ncumisa and her two other siblings: young brother, Siphosethu and younger sister, Olwethu. He told the grandmother that he was only taking the children to visit him in Bloemfontein for the Christmas holidays and that they will be back in time for their school term the following year (2006). This was in December 2005 and their mother had already fled from their father’s abuse.

He took Ncumisa and the younger brother to Bloemfontein where he changed their names and surname to disguise their identities. Since then she became known as Babalwa Mpedi and they stayed in Bloemfontein with their father and his new girlfriend. They were

not allowed to play outside with other children. He went back to Eastern Cape to take Olwethu, two years later but the grandmother questioned about the other two children. He assaulted the grandmother and forcefully took Olwethu to Bloemfontein. She too had to change her name to Zikhona Mpedi.

A few months after re-uniting with her siblings, they all endured

abuse; both physical and emotional by their father. In early March 2007, he found Zikhona telling her sister what transpired when her father went to Eastern Cape to fetch her. Apparently the grandmother was tied in ropes and left helpless to die alone in the house. When he found her revealing the news to her sister, he slapped her so hard on the face that she fell to the ground and

never moved again. He sprinkled some water on her face but she did not move nor breathe. When he realised she might be dead, Ncumisa and Sipho 12 and 10 respectively by then, were sent to the shop to buy some cabbage.

When they came back she (Ncumisa) looked for her sister everywhere but could not find her but could not ask her abusive father. Curiously she looked under the bed and found her lying motionless. She quickly and quietly went out because she was afraid her father would find her and beat her as usual. She later that day saw her father cutting two 25 litre buckets. He told them that he sent Zikhona back to the Eastern Cape. He also warned them not to use the toilet for two days. That very evening, she saw her father digging a hole behind the toilet. He put in the 25 litre bucket in that hole in the new toilet. Two days later when she went into the toilet where she saw the buckets with a green cloth, the colour of the dress her younger sister was wearing when she last saw her. There was a very strong unusual smell. She never saw her sister again.

Her father continued to abuse them (Ncumisa and Sipho). She was always haunted by the events of that day and the picture of her sister lying under the bed was her persistent nightmare. She came to the station because her father had chased her and her six months baby out of the house. She wanted to reveal the secret that had been haunting her for seven years and wanted the police officers to accompany her to the house to collect her clothes.

I opened a case and took a detective with me to the house number I was given but we could not find anyone at the house on the day. After some deliberations with my superiors on Monday we went to court to apply for a search warrant. We went back to the house and found Siphosethu, the younger brother to the victim. With a backup of other detectives we exhumed the bones. The father had already fled the scene but was later apprehended trying to board a train to skip the province on a Sunday morning on 30 March 2014.

The remains of Zikhona were to be given a decent send off and closure to the family but there were no means as

Ncumisa, the eldest, is not working. I went to The MEC of Social Development, Sisi Ntombela to help bury the remains of the young Zikhona. She helped organise the burial and detective Mokhobo and I went to the Eastern Cape to meet the family left behind and to bring the grandmother to Bloemfontein for her grandchild’s burial. In the process I even managed to re-unite the children with their mother who is re-married in Cape Town. She came to be part of her daughter’s burial.

I would like to thank every stakeholder who lent me a helping hand in this taxing time of the grieved Mbeki family. My heartfelt gratitude to, Sisi Ntombela and her strong team. If it was not for the support she gave, financial or otherwise, all these could not have materialised. The members of the community also went out of their ways to help give the young Zikhona a decent send off. I would also like to sign off by appealing to the community to report any unusual behaviour that might endanger the lives

of children, women and the community at large.

SAPU

Her father continued to abuse them (Ncumisa and Sipho). She

was always haunted by the events of that day and the picture of

her sister lying under the bed was her persistent nightmare. She

came to the station because her father had chased her and her

six months baby out of the house. She wanted to reveal the secret

that had been haunting her for seven years and wanted the police

officers to accompany her to the house to collect her clothes.

A few months after re-uniting with her siblings, they all endured

abuse; both physical and emotional by their father. In early

March 2007, he found Zikhona telling her sister what transpired

when her father went to Eastern Cape to fetch her. Apparently

the grandmother was tied in ropes and left helpless to die alone

in the house. When he found her revealing the news to her sister,

he slapped her so hard on the face that she fell to the ground and

never moved again. He sprinkled some water on her face but she

did not move nor breathe. When he realised she might be dead,

Ncumisa and Sipho 12 and 10 respectively by then, were sent to the

shop to buy some cabbage.

Child abuse and murder investigation

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News briefs

The South African Policing Union would like to call upon newly appointed police minister Nkosinathi Nhleko to take drastic steps against those who were involved in the R45 million police accommodation and meals scandal. This huge amount can never be justifiable at all in the face of many challenges that the police are faced with.

The first step that the minister must take is a transparent probe

into the circumstances surrounding this fiasco. We fail to understand how a huge amount like this can be spent just on accommodation and meals in a single financial year. The probe must be wider and look further even at the companies that benefited. We feel it is possible that there might have been collusion between some corrupt senior officers and some service providers.

The SAPS cannot fight corruption if there is

corruption within its own ranks. We have to take drastic measures to root out corrupt elements even within our own ranks. For it to waste millions of rand like this when it is in dire need of resources including vehicles and police stations does not make sense. The ministerial probe

must lead to tough measures against those found to be wanting. Heads must roll.

SAPU

R45 Million Police

expenditure:

Heads must roll

The national office is receiving numerous telephone calls regarding employment equity and Lt. Major positions.

As we all know that Solidarity took the matter of the

Employment Equity Act of the SAPS to court arguing that SAPS should utilise the provincial EE as opposed to the national EE in determining the number of posts in the Lt. Major posts.

Further to that, Solidarity interdicted the SAPS not to proceed implementing the second phase of the Lt. Major posts the reason being that those posts were determined in line with the national geographic figures.

Furthermore, the court date of Solidarity was during the week of 11 June 2014 and

judgement was reserved and we are still waiting for the outcome as such from the honourable court.

Provinces are encouraged

to communicate this feedback to the members at grassroots level.

SAPU Greetings!

Oscar SkommereGeneral Secretary

Employment equity & Lt/Major posts

The South African Police Union (SAPU), in partnership with Redpeg (a research and Sector Education and Training Authority (SETA)-accredited training provider), is implementing a ground-breaking HIV and AIDS, gender based violence and the law programme for SAPU members in the South African Police Service (SAPS).

Reason for programmeThe programme aims to contribute to the goals of South Africa’s HIV and AIDS National Strategic Plan (NSP) by developing skills of union members that are in SAPS as first line services that deal with people who

are survivors of gender based violence, including physical assault and rape. The rationale for the programme is that people who experience gender based violence are at a greater risk of contracting HIV for systemic reasons, and an increase in the uptake of post-exposure prophylaxis (PEP) reduces the chances of a person becoming infected with HIV.

ImplementationThe programme is basically divided into two parts: research and training. In order to develop the training programme, research was undertaken to establish the levels of knowledge that the members had of relevant legislation, human rights, gender issues, HIV and

AIDS and PEP. This research informed the content and method of intervention for the training. To date, the research aspect of the programme has been completed, and the focus presently is on implementing the training aspect of the programme.

TrainingThe training aspect of the programme seeks to build the capacity of over 1000 members by developing the knowledge of members in relevant legislation and guidelines on sexual violence, influencing attitudes and perceptions of members on gender and human rights issues and empowering them to advise and direct response to PEP from an underlying knowledge of HIV and AIDS.

Accessing trainingThe training programme is a registered skills programme titled HIV and AIDS, Gender Based Violence and the Law in South Africa, which is at NQF level 4 & 5. The five-day training is being rolled out as a pilot programme in the provinces of Gauteng, KwaZulu Natal and the Western Cape. As there are limited places, potential learners will be identified through SAPU structures, and each learner will be asked to complete an enrolment form before accessing the programme.

InformationIf you are interested in enrolling for the training, please contact your regional chairperson to obtain a registration form. For more information on the programme, please contact your SAPU provincial office or Tim Boshoff (Redpeg project manager) on [email protected] or 011 794 5173.

SAPU

Programme explores links between HIV and AIDS, Gender Based Violence and the law

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News briefs

The South African Policing Union (SAPU) would like to call

police minister Nkosinathi Nhleko to urgently intervene in the Durban KwaZulu-Natal harbour crisis that police officers are faced with there. The Maydan Wharf Durban harbour that falls under the SAPS’s Operational Response Services has been in a crisis mode for the past five years.

SAPU leadership has witnessed once again the poor state that police officers

are working under. We have been raising our concerns with the office of the national commissioner for the past five years to no avail. We have tried to engage the then commander the now Major-General Bethuel Mondli Zuma who arrogantly said he won’t engage with labour. This area as a point of entry should have an entry and exit points, however this one is open from different angles.

Police officers do not have basic resources like

toilets; there are no lights. The vehicles they are using are not roadworthy, and this is an embarrassment to the state. The police radios that officers use to communicate are not working. Officers have to ask security companies to avail their own toilets to relieve themselves. SAPU calls upon minister Nhleko to swiftly come with a solution to this matter so as to avert an industrial action that members are considering embarking on.

This is a national key point area that needs maximum security. We would not like a situation where member’s democratic rights compromise the security of the area.

Nurse MdletsheProvincial Secretary

SAPU

Minister asked to intervene in Durban Habour Crisis

The South African Policing Union (SAPU) would like to condemn with the strongest terms possible the recent barbaric killings of police officers in South Africa. We were reaching a stage where we thought the senseless killings of the men and women in blue in the country had stopped and were about to congratulate the South African public as maturing only to find that we were wrong.

The barbaric killing of L ieutenant-Colonel Knocks Chauke (52) in

Kagiso on the West Rand and of another cop in Limpopo are

cases in point. The senseless killings of our members will never be acceptable. It has to come to an end immediately. These merciless killers have to be brought to book. Lieutenant Meshach Shikati (54) was trapped into death when he and his colleagues went to attend a so-called assault case in a tavern only to be met by a hail of bullets.

SAPU as professional labour movement that subscribes to the rule of law, has on several occasions persuaded members who have been calling for the review of Section 49 of the

Criminal Amendment Act that deals with when officers can shoot at suspects. Most members believe in an eye for an eye but as an organisation we are totally against it.

SAPU would like to send heartfelt condolences to the family of Lt.Col. Chauke and his colleagues and to the family and colleagues of Lt.

Shikati. We share their pain and also call upon members of the community to assist in the apprehension of the suspects in both cases.


SAPU

Killing of cops in Kagiso and Limpopo condemned

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NASCOM extended the leave period to take capped leave which could not be taken because of operational requirements of the employer to 30 September 2014 instead of paying out writes Kgaogelo Magagula.

This is regulated by Public Service Commission Bargaining Council

(PSCBC) Resolution 7/2000

which determines that after 30 June of each year the employer must pay for all capped leave which could not be taken because of operational requirements.

SAPU tabled the matter at the Safety and Security Sector Bargaining Council (SSSBC) but SAPS refused to engage the union in the matter.

The union then declared a dispute and even after the conciliation process the employer did not agree. SAPU further brought an urgent application in the

Labour Court to interdict the employer from extending the period and not paying the members pending the outcome of the arbitration in the PSCBC.

SAPU had no other choice but to approach the Court because the National Commissioner not only extended the period to September but also instructed commanders to capture the leave as if a member had taken leave in June. This was not true as members would

only be on leave in July, August or September.

This is clearly a violation of the Resolution and lying about the absence of a member.

SAPU will always stand for clean and transparent management.

Kgaogelo Magagula is Deputy General Secretary of SAPU

SAPU

News briefs

The South African Policing Union (SAPU) has learnt with shock and dismay about the crazy proposal new Police Minister Nkosinathi Nhleko has come up with regarding new police recruits. It is alleged that minister Nhleko says community members must voice their opinion about proposed new police recruits.

The suitability of candidates in the police service can

never be decided by community members. It is the responsibility of the police to screen candidates. As much as we fully support transparency, we cannot allow a situation where the police department relegates its own responsibilities to others. We would also like to know what skills or capacity the general public has in order to know who is suitable and who is not to be a police officer.

We call upon minister Nhleko not to try to bring politics to the police. SAPU would not allow him to come with populist strategies that

will win him political points at the expense of the credibility of the police. The publication of proposed names’ of candidates can also be open to abuse.

SAPUNew Minister’s proposal opposed

The South African Policing Union would like to call upon the SAPS management to suspend Brigadier Vuyokazi Ndebele, the Johannesburg cluster commander, with

immediate effect. Her arrest and appearance in a Soweto court yesterday is an embarrassment that the SAPS can ill afford. The fact that she appeared in court means there is prima facie evidence against her. It is a well-documented fact that the SAPS acts swiftly against junior officers in some instances for petty offences. We call for her swift suspension in the SAPS to avoid jeopardising the internal SAPS investigation that will be launched.

Her suspension will allow for a free and credible investigation. The SAPS must be seen to be acting against misconduct even amongst senior commanders. However, SAPU is not pronouncing her guilty - that is for the court to decide. What we are calling for is consistency in the police service. If it was a junior officer on the ropes s/he would have already been on suspension without benefits. Thousands of our members have lost cars, homes, even their lives because of unfair suspensions in the police service. The fraud charges that Brigadier Ndebele is facing are serious. They must be dealt with swiftly. Her continued presence will intimidate even the

investigating officer and thereby compromise justice. She must go now.


SAPU

Suspend Brig. Ndebele

Capped leave

Notice Board

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Union membership in SAPS is regulated by Agreement 3/2005 Annexure D.

In essence the Annexure determines that if you join a union, you must

sign an authorisation for deduction (stop order). This authorisation may not be older than 90 days when the union submits it to the employer for deduction. The employer has a responsibility to activate your authorisation on the PERSAL system.

When the union submits the authorisation to PERSAL, which manages all public

servants employment and remunerations, employer will then check it against the PERSAL system which is a SAPS only system. If it captured and active, PERSAL will make the deduction and pay the union. If it is not, it will reject the payment and inform the union.

If a member cancels their subscription with a union, in terms of clause 6 of the agreement, the member must inform the union in writing of

such a cancellation which is also not

older than 90 days.If you don’t do that

the union will keep on submitting your stop order for deduction.

The problem with the current system as it stands is that it is open to abuse. If SAPS is not activating or cancelling your information on PERSAL the deduction will either not go through or will not stop.

SAPS or its representative in the PERSAL may activate your information without you knowing of it and the deduction will be effected if the union submits it to PERSAL.

SAPU has won several arbitration cases where other unions suddenly start deducting subscriptions from our members or just don’t deduct any subscription.

This has far reaching consequences as when a member must be represented he or she

must be a paid up member of that union otherwise you

cannot be represented.SAPU declared a dispute in

2005 on this

membership issue after the SSSBC instructed Price Waterhouse Coopers to investigate the allegations.

Their report clearly outlined exactly what SAPU alleged and they made a number of recommendations.

Up to this day SAPS has refused to implement those recommendations.

SAPU also demanded a Forensic Audit of all union memberships in SAPS.

The other parties to Council have refused and because of that SAPU proceeded with its dispute. It is currently sub judice.

SAPU

Union membership in SAPS

Tumi Mogodiseng is SAPU Deputy President

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Provincial Highlights

I am happy to be back home at last after being falsely convinced by some members that SAPU was bad and wouldn’t assist me in times of sorrow. But I can proudly say SAPU is a reliable union that cares for its members.

It is true what SAPU says in this newsletter, in the first quarter edition 2014

about the grievance and disciplinary procedures. The processes are there because the Labour Relations Act (LRA) insist that they must be available in the workplace. I am glad that SAPU challenges management on the non-adherence of these policies.

I lodged a grievance more than seven months back, which is not finalised yet. The grievance procedure allows 30 days for the finalisation of a grievance which is not happening. Other unions are quiet when coming to that; is it not their responsibility to ensure that management complies with its policies? It is strange to find that a

grievance of an agreement reached in the council is not adhered to.

I lodged a grievance for a 30 years loyal service bonus of R15 000 after completing three decades of service in March 2013. I don’t know why it is difficult in my case when all my colleagues who were with me at college received the bonus, except me. I don’t have any criminal cases against me. All were expunged (cases that occurred more than 24 years back), and I received the 10 and 20 years loyal service medal while the cases were there, which I don’t think that can be the reason now.

All previous departmental cases - the last one in 1985 - were all deleted. This is a clear case of discrimination which the union was supposed to challenge, but failed.

I am glad I am home again where I am rest assured that my concerns will be heard and taken up. We were working under conditions where police procedures and policies were changed now and again. Implementing our own procedures at the station frustrated and demotivate us. Every time when you went to work, you asked yourself

what changes you were going to meet. It’s too stressful. The grievance procedure is just another procedure but not a tool to rectify the situation.

The application of disciplinary procedure is all about who you are - not the facts. I realised that when a prisoner escaped while I was asleep at home, and the facts shows clearly that during the escape my relief was off duty and at home. But because I was a victim of circumstances, and the prisoner says I let him go, I had to be charged. By not looking at the facts and the evidence available at their disposal, the people who were on duty during the incident got away with it because they were favoured and opted to blame an unflavoured person who was not even there.

I am very much confident that with SAPU this will change and an environment for

better working conditions will be created.

Viva SAPU Viva!!! Amandla!!!!

Comrade E. M. ThabetheLT. COL. MiddleburgMpumalanga

SAPU

Glad to be back home again

Together we will make a difference

Some members could not be promoted because of long

standing criminal and disciplinary cases. On behalf of these members SAPU made representations to the Provincial Commissioner, and they were grade progressed on the rank of sergeant on 30 June 2014.

Our sincere thanks to the Provincial Commissioner in grade progressing the follow-ing members as sergeants.

S. Barbery stationed at HRD SpringbokKlaaste stationed at SAPS Steinkopf Cipudo stationed at SAPS SteinkopfVan Wyk stationed at HRD SpringbokHollenbach stationed at SAPS Springbok

Pillips stationed at SAPS LCRC CalviniaJulie stationed at Cluster Office SpringbokGwilli stationed at SAPS SpringbokMagerman stationed at SAPS Garies

SAPU wishes you good luck on your grade progression to the rank of Sergeant and it is our firm believe that you will be the tomorrow’s leaders in the South African Police Service.

An official ceremony will be held to award you.

Email: [email protected]

Tel: (053) 8314392

SAPU

Grade progression in Northern Cape

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Provincial Highlights Provincial Highlights

Constable Jantjies was elected shop steward for Alexander Bay – about 1200 kilometres from the SAPU Office in Kimberley. The station has 29 members.

The meeting at Alexander Bay was attended by the Regional Chairperson, Comrade Josop and the Deputy Regional Chairperson, Comrade Ndou.

The message from shop stewards is: “Together we will make the difference at Alexander Bay. We will grow the membership of SAPU in the Port Nolloth Cluster”.

Majieks, ChairpersonSAPU Northern Cape

Fax2Mail: 0866466313 Email: [email protected]

Alexander Bay - Eastern Cape

By M.J. Smith

Two members from Kwanobuhle SAPS were charged for al-

legedly lying to a member of the public and then stealing money to the value of R7000. There were several witnesses who testified and the case

was postponed numerous times but with determination and confidence these mem-bers were found not guilty on the 1 April 2014.

AVL Tracking not 100% In a disciplinary hearing in April 2014, Warrant officer Sibisi of New Brighton SAPS

was charged for allegedly being involved in an accident with a state vehicle and not reporting it. The employer relied on the AVL reports. This report came under severe scrutiny during cross examination by Mr. M J Smith. The report stated that several incidents occurred during the course of travelling with the vehicle. The employer could not point out a specific incident to state that a specific incident was an accident. The member was found not guilty.

New blood in office During the 1st REC 2014 for Uitenhage a new regional chairperson was elected.

Cst A. Scheepers from Kwanobuhle SAPS became the constitutionally elected chairperson. He has new ideas and is driven by interest in striving to succeed. We as the regional council wish him the best in his term and support him in his strive to achieve ultimate service delivery for our members. In Addo SAPS a new station shop steward was elected namely comrade Thando Zahele. The chairperson and the council of Uitenhage welcomes their new comrade and wishes him the best knowing he will serve the organisation to the best of his abilities.

“Viva SAPU Viva”

April Fools’ Day not so foolish

When the National C o m m i s s i o n e r General Riah Phiye-

ga announced the appoint-ment of Lt. General Lesetja Joel Mothiba at a press con-ference on 4 June 2014, the news was received with ela-tion and SAPU welcomed the appointment.

Lt General Mothiba is a very competent police

officer who bring along a lot of experience as a crime fighter. SAPU believe that his appointment will boost the morale of members and bring labour peace in the province.

VIVA SAPU VIVA!!!

SAPU

Often members visit SAPU offices and complain that they were not promoted, or that they applied for a certain post, were interviewed and recommended by the panel, yet they were not appointed. However, employer does not have to promote the best candidate.

In general any promotional dis-pute has two ele-

ments which have to be proven. First, is the so called procedural

fairness. This refers to the rule that an employer can appoint whom they wish so long as they follow their own promo-tional policy, and only when they don’t follow their own procedure would an employ-ee have a claim to be promot-ed. For example a detective commander post is filled by an employee who has no de-tective experience, yet he or she received a high score in the category “relevant experi-ence to the core functions of the advertised post”.

The second element is the so called substantive fairness, which in reality means that if it was not for the procedural mistake (first element) you would have been promoted. The following shortlist is an example of this:

Candidate 1: Person XCandidate 2: Person YCandidate 3: YourselfIf you prove that Person

X should not have been appointed, for example, due to the fact that he or she applied after the cut-off date for application, you would prove the first element, namely that SAPS did not follow the correct procedure. But what did you prove? In terms of the second element you prove that Person Y should have been promoted. In other words, you prove that that there was a procedural mistake, but that mistake was not the reason why you were not promoted. It is the reason why Person Y was not promoted. As such you do not have a case against the employer that you must be promoted.

In a recent award (PSSS332-12/13) the arbitrator found that the first applicant was recommended by the panel, yet the Provincial Commissioner appointed someone else. The reason

provided by the Provincial Commissioner was that the appointed person had more relevant experience to the core functions of the post. The arbitrator, however, found that the first applicant had more or the same experience. In other words the Provincial Commissioner’s reason for not appointing the first applicant was incorrect (first element) and there for the first applicant would have been promoted if the Provincial Commissioner did not make the mistake (second element).

In general our members make many mistakes when they apply for promotions. Do not complete your application form in a hurry. Use a ruler for making an X where you must indicate a yes or no answer on the form. Under your current work experience list all your key performance areas (KPAs). Don’t write as little as possible about yourself, write as much as you can. Lastly and most importantly, do not apply for an advertised post of which the core function doesn’t match your KPA’s, you will never be shortlisted if you do this.

Leon NaudeSAPU Eastern CapeSAPU

Promotions dispute

“Together we will make the

difference at Alexander Bay.

We will grow the membership

of SAPU in the Port Nolloth

Cluster”.

Gauteng welcomes Mothiba appointment

Gauteng Provincial Commissioner Lt. General Mothiba with SAPU President Mpho Kwinika and SAPU Provincial Chairperson Mkhacami Richard Mboweni and delegates at the Gauteng Provincial Congress.

Eastern Cape: ET Peter and Eric Jinikwe

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Nokuzola C Radebe

As we approach our Provincial Congress after four years, we took time to review the progress and challenges of the union in the Northern Cape.

As per national executive committee policies each provincial office is to operate with

four staff members namely: provincial secretary, secretary, administration receptionist and organiser. But despite the fact that the Northern Cape Office runs on only two of the prescribed staff members, the provincial secretary and secretary, we are proud to announce that our level of production remains of good quality, and the drive of our full-time shop steward compensates greatly for the vacant organiser position as they also do not hesitate to address organisational matters at the request of the provincial secretary, secretary or members.

The Northern Cape has a strong and highly driven team that is adamant on achieving personal work competency, and satisfying the needs of the mem-bers.

THE LEADERSHIP OF SAPU NORTHERN CAPE PROVINCIAL OFFICE

LEADING UP TO PROVINCIAL CONGRESS 2014

Bottom image: From left to right; JG Valentine (Provincial Secretary);T Mbuqe (Deputy Provincial Chairperson) IC Magerman (Provincial Chairperson)

Official opening of NC provincial officeOn 8 August 2013, we celebrated the official opening of our provincial office by SAPU President Mpho Kwinika - a spectacular event attended by most of SAPS provincial management.

After years of struggling for a permanent residence we finally moved into our new residence at 21 Roper Street, Kimberley North.

The purchase of the building as stated by the Kwinika in his address at the event was motivated by “this province’s impressive growth and stability”. The building has become more than a home for SAPU and other SAPS members seeking assistance. It has also proven to be a very comfortable place as members can now be rest assured that they will always find the office.

MembershipIn the past four years our membership has grown vastly from 2700 to +- 4500 members - a more than 50% growth - which makes a great contribution to the national growth target which has been exceeded by about 20 000 .

The membership growth is assisted by the cases won, for example, transfer cases, and the hard work behind recruit-ment drives.

We are proud to say that despite the recent membership disputes many are still satisfied with the services of SAPU Northern Cape as their union of choice, and others are keen to join and reap the great benefits.

We commend our union leaders on a job well done, with our team of respect-able Regional Office Bearers and proud, dedicated Regional Full-time Shop

Stewards. We believe that the needs of all members will be met accordingly.

NC Women’s Network The NC Women’s Network did us proud in 2013 with the Babies Behind Bars Project where the chairperson of the Women’s Network Myrtle Du Plessis built a heart-capturing model for her presentation which won her an award.

A number of projects were carried out by this network including the Adopt a Child Project where members of the community were invited to adopt a disadvantaged child for a day, feed them, help them with homework and just spend time with them and spread love.

(The Women’s Network on the right: Babies behind bars model and serving soup to the disadvantaged children in Keimoes, also where they had a fashion show to lift the spirits of these young ones)

Recruitment drive (DFA)A team set out on a recruitment drive, taking along social responsibility partners, Sililanabo as well as Dibanani, SAPU investment wings to educate current and future members about the benefits of being a member. Great progress was made as many took it as an opportunity to engage with their Union leaders with regards to the issues they face at the workplace.

Their issues were addressed and they were invited to contact the union with any future queries. This is one of the reasons why many joined and others are still voluntarily joining to date.

As much as it was a fun-filled trip, work was done and that dedication produced loyal members for our province.

(Top right hand page image: Excited new members completing application forms) (Image on the right hand page: The recruitment team and some happy members)

All four regions in the Northern Cape have produced satisfactory results on their recruitment drives and we con-gratulate them on a job well done.

SAPU

Northern Cape Update

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North West Province: Les Sechele and Pitso Modise.

Gauteng Province: Richard Mboweni, Lesego Ntlatleng and Peter Ntsime.

Western Cape: Helen Fritz, Joseph Manuel and Graeme Daniels.

Limpopo: Solly Bulala, Surprise Ngwenya, and Evans Makgopa.

Free State: Elias Mohono, Lynette Van De Schyff and Justus Brummage.

Mpumalanga: Jerry Sibiya, Lena-Marie Fourie and IB Magagula.

KwaZulu Natal: Bheki Ndlazi, Nurse Mdletshe and Mncwango (Provincial Chairperson).

ICPRASAPU recently success-

fully hosted the In-ternational Council of

Police Representative Asso-ciations (ICPRA) Conference at the Table Bay Hotel in Cape Town from 19-20 June 2014. All NEC members were present during the opening of the conference and were very impressed. Media as well as the Minister of Police, Nkosinathi Nhleko, attended as well to deliver a message of support to all international unions present.

VIVA SAPU VIVA!! SAPU Greetings!Thabo Matsose, 2nd Vice President

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Letters MEMBERSHIP APPLICATION

FORM A

SOUTH AFRICAN POLICING UNION

Private Bag X900, Pretoria, 0001, Tel: 0861 927278 – Fax: (086) 7563431

Personal Details:

ID Number: ___________________________________________ Date of Birth: ___________________________

First Names: __________________________________________ Surname: ______________________________

Initials: _______ Title: _______ Gender: _______ Marital Status: _____Language: _________

Personal Contact Details:

Tel Number (___) _____________________ Cell (___) ______________________________________

Full home address : _____________________________________________________________________________

Postal Address:_________________________________________________________________________________

Employment Details:

Full name and address of employer: Employee Number:_______________________________

___________________________________________ Rank Held: ____________________________________

___________________________________________ Station/Unit:___________________________________

___________________________________________ Region/Province:________________________________

_________________________Code:_____________ Tel Number: (___) _____________________________

E-Mail Address: ______________________________ Fax Number: (___) _____________________________

I, the undersigned, hereby apply for membership of the South African Policing Union and undertake to uphold the provisions of the Union as set out in the Constitution. ___________________________________ ____________________________________ SIGNATURE: DATE:

Employee number: ________________________________ STOP ORDER Surname and Initials: ________________________________________________________________ Telephone number:___________________________ ID number: ___________________________

I request and authorise the Employer’s Accounting Officer to deduct a single amount of R45,00 as admission fee and a monthly membership fee of R45,00 from my salary as from date of this application. The monthly deductions must continue until such time that I cancel in writing. _______________________________ ____________________________________ SIGNATURE DATE :

For Office Use: Full Name of Rep: ____________________________ Persal Number: _________________________

Provincial Office: _______________________________ Date: ________________________________

Dear SAPU,I would like to greet all SAPU comrades.

My name is Const. BM Modjadji stationed at Middelburg SAPS. I would like to thank SAPU for assisting us on disciplinary hearing together with my two colleagues Sgt RG Phasha and Const. HP Mpama, who were also suspended from work.

I am most thankful to comrade Merciful Nchupetsang the shop steward who represented us during the hearing and also we would like to extend our gratitude to SAPU Mpumalanga employees Lena-Marie Fourie, the Provincial Secretary, Prisca Motau and Lucy Ngonzo by welcoming us with open hands.

Today as I write we are back at work. Thank you again SAPU.

Viva SAPU viva!!!!

Thanks DibananiI’d like to say thank you to Sapu and Dibanani for timeous response to claims.

In April I lost my son then called the offices about claims and the response was warm and comforting. I sent through all necessary documents and within a very short space I received an SMS about the documents being processed and that I will receive the money. I think I got the money within 48 hrs or less. Thank you for the great service

Jabu M.

Mmutle represented me wellMr Mmutle was assigned to represent me at a departmental trial as per Booysens DR 80/2010.The charge being assault and defeating the ends of justice. The hearing took place on 25 March 2014 at Randburg SAPS. The chairperson was LT. Col. Smith.

I was impressed with the enthusiasm and professionalism with which Mr Mmutle dealt with my case. We opted to argue the case on the basis of the unreasonably long delay in charging me as opposed to the double jeopardy. As a result of this I was acquitted of the charge and justice was served.

Captain A. Buckus

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Tact

Sympathy Perseverance

Dexterity

Observation Gallantry

Explicitness

Know your brand, know your organisation and know what you reperesent

It is not just a star, it represents the following:

Skill and sensitivity in dealing with others on difficult issues [when negotiating at the Chambers we always strive for what is best for our members]

Continue in a course of action in spite of difficulty [we will fight for our members no matter what they say to belittle us]

Courageous behaviour, especially in battle [we will exist for life, we are here to stay]

A strong feeling of support on allegiance [loyalty cannot be bought, it is where you belong

Stated clearly and precisely [we say things without fear or favour]

The action on process of closely monitoring [we will closely monitor SAPS on implementataion of its programmes]

Feelings of pity and sorrow for our members’ misfotunes [we have investments for our members to take care of their different needs under their own company Dibanani]

Skill in performing tasks [we are very professional when it comes to represent our members in grievances and departmental trials]

This is what you represent, understand your brand, wear your star with pride, walk tall and do not be shy to tell them your values and ethics. Do not allow them to tell you who you are. Tell them about yourself, your brand and organisation.

Viva SAPU Viva!

= Love and overcoming challenges

= Sincerity

= Wisdom

= Perfection

Mustard Yellow

Royal Blue

Black

White

The colours on your brand

Tact:

perseverance:

Gallantry:

Loyalty:

Explicitness:

Observation:

Sympathy:

Dexterity:

Loyalty

MEMBERSHIP APPLICATION

FORM B

SOUTH AFRICAN POLICING UNION 85 Rauch Avenue, Georgeville, Pretoria 0184

Private Bag X900, Pretoria, 0001, Tel: 012 804 2088 SAPU Fax: 086 7563431

Personal Details:

First Names: ____________________________________________________________

Surname: ______________________________________________________________

Initials: _______________ Title: ___________________ Gender: _________________

Marital Status: _________________________ Language: ____________________

Tel Number (___) _______________________ Cell (___) _____________________

Dependants Details:

Spouse Name: __________________________________________________________

ID Number: ____________________________________________________________

Initials: _______________ Title: ___________________ Gender: _________________

Tel Number (___) _______________________ Cell (___) _____________________

1) Name: ______________________ Gender: _____ I.D. No: ____________________

2) Name: ______________________ Gender: _____ I.D. No: ____________________

3) Name: ______________________ Gender: _____ I.D. No: ____________________

4) Name: ______________________ Gender: _____ I.D. No: ____________________

5) Name: ______________________ Gender: _____ I.D. No: ____________________

Signature of Member: __________________________

Signed at: __________________________

Date: __________________________

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