August issue

Circle of Concern Magazine Issue 5 | August 2014

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The History of Coca Cola

R19.50 ISSN 2310-8827

August 2014

ISSU

E 0

05

Social|Economical|Political Minded Leaders

MANDELA DAY IS BECOMING AN INSULT TO TATA

How to

STEAL

a Job

using soft skills

BUSINESS ACUMEN: EPISODE ONE


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Business Acumen:

Episode One

p10

The History of Coca Cola

p14

Circle of Entrepreneurship

Editor’s Note: I quitted

Business Acumen: Episode one

The history of Coca Cola

Focus on your push and ignore your pull

Bulletins : Stats SA Reports

Imports vs. Exports

Producer Price Index

Guidelines on Contract employment formation

United States of America to uphold entrepreneurial spirit of young Africans.

Celebrating fifth issue

Circle of Social and Education

Priorities shelved by MECs of Education.

Insult to Madiba

How to steal a job using soft skills

Mandela day, a day to remember

We look beyond FIFA world cup 2014 in Brazil

Mandela Day

“Talent is cheaper than table salt, what separates the talented

individual from the successful one is a lot of hard work” Stephen

King


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United States of America to uphold entrepreneurial spirit of young Africans. 26

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Circle of Social and Education

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p36

p44

p40 Insult to Madiba

Priorities shelved by MECs of Education.

Talent is cheaper than table salt, what separates the talented

individual from the successful one is a lot of hard work” Stephen


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I know you are wondering why I quitted

after all and what is it that I abandoned. Life

is like a coin, if you don’t flip it you are not

going to see the other side of it. Starting

Media Company, studying at University of Pretoria, co-founding

ABASA Tuks and joining the Deloitte family taught me one les-

son which is greatness. I learnt to quit my negativity and ordi-

nariness.

“How did you do it Golden?” that’s a simple question I had to

answer whenever I meet my friends and readers. I didn’t know

what to say to them because I didn’t want to lie. It took me five

months to figure out how I started the magazine, how I co-

founded ABASA Tuks and how got to join Deloitte family. Now I

know, I had to quit being average and start living my dreams

without someone’s validation. I stopped following the footsteps

of the finest and started my own footprint.

During the process I was scared to be kidnapped by someone’s

dreams, I guess that’s how I became the person I am today. I

urge you to quit mediocrity and start living your dreams with-

out being remorseful. You see the circle I'm standing on ? That’s

the Circle of Concern and Power.

Komane Golden

I QUITTED


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THE MAGAZINE TEAM EDITOR-IN-CHIEF

Komane Golden | [email protected]

JUNIOR EDITOR

Molebogeng Mashobane | [email protected]

FINANCE EDITOR

Kulani Mhlanga | [email protected]

LAW & ECONOMICS EDITOR

Donald Msiza | [email protected]

WRITERS

Athi-Enkosi Majavu

Simphiwe Nkosi

Bongani Rakgalakane

Prince Moeng

Andrew Sako

Marvin Malaka

Harold Ncongwane

SUBSCRIBTION

Sako Andrew | [email protected] | 071 328 7107

ADVERTISING

Golden Komane | [email protected] | 071 328 7107

PUBLISHER

CATHEL Group (Pty) Ltd | [email protected] | www.cathelgroup.co.za

Services

Market research

Retainer consulting

Cash Flow Analysis

Project consulting

Business Plans

Company Profiles

Strategic Plans

Due Diligences

Feasibility and Viability

Studies

Financials

Business Solutions

Business and Manage-

ment Consulting

Turn Around Plans

Business Training Includ-

ing: Workshops, seminars

and in-house training

Marketing Plans

Marketing and Market

Research Plans & Reports Proposals and Investment

Seeking

Contacts: Physical Address: 80 Cilliers Street, Suite 214 Adverto Towers, Sunnyside, Pretoria E-mail address: [email protected] Fax.: 086 275 5370 Tel.: 087 734 9140 Mobile: 076 027 0633

Opinions expressed in this publication are those of the authors and do not necessarily reflect those of this mag-

azine, its editor or its publishers. The mention of specific products in articles or advertisements does not imply

that they are endorsed or recommended by Circle of Concern Magazine or its publishers in presence to others

of a similar nature, which are not mentioned or advertised. While every effort is made to ensure accuracy of

editorial content, the publishers do not accept responsibility for omissions, errors or any consequences that

may arise therefrom. Reliance on any information contained in this publication is at your own risk. The publish-

ers make no representations or warranties, express or implied, as to the correctness or suitability of the infor-

mation contained and/ or the products advertised in this publication. The publisher shall not be held liable for

any damages or loss arising , incurred by readers of this publication or any/ other person/s. The publisher dis-

claim all responsibility and liability for any damages, including pure economic loss and any damages, resulting

from the use of any service or product advertised in this publication. Readers of this publication indemnify and

hold harmless the publishers of this magazine, its employees and servants for any demand, action, application

or other proceedings made by any third party and arising out of or in connection with the use of any services

and/or products or the reliance of any information contained in this publication.

Special thanks to MediaClubSA for pictures, we really appreciate your initiative.

Thanks once again. Photo owned by MediaClub South Africa are not tranferable.

mailto:[email protected]


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Photo: Chris Kirchhoff, MediaClubSouthAfrica.comAll of the pictures


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Call us today

to advertise

your business

or Products.

061 203 5330


Photo: Chris Kirchhoff, MediaClubSouthAfrica.com


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Business Acumen: Episode One

Business acumen is something most entrepreneurs are lazy to share with their employees.

Understanding how the business world works can be a tough toil to do, mostly when the

needs of our communities or consumers keeps changing. What is surprising is that most en-

trepreneurs themselves don’t understand the ideal perspective behind business acumen or

do not know what business acumen is. The market has enough for every entrepreneur to

swallow the benefits but some choose to fail by not familiarising themselves with business

insight. Having strong business wisdom will help raise more capital when you need it,

attract and retain customers, and run your business successfully.

To have a strong business acumen one has to have answers for

the following five questions as Russell Sarder, author and CEO of

NETCOM Learning said.

How can I increase revenue? Growth

How can I improve profit margin?

How can I generate positive cash flow?

How can I attract and retain customers?

How fast and how hard can you make your assets work for

you?

This month, we are going to undress one of the skills you must

learn as an entrepreneur or employee. We are going to look on

how the organization can grow?

Photo: Chris Kirchhoff, Medi-aClubSouthAfrica.com All of the pictures


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One

Growth The problem is not the problem. The problem is your

attitude– Jack Sparrow

E very business must or want to grow. It

takes a good team which understands business acu-

men to grow the company. According to Ram

Charan’s book what the CEO

wants you to know, growth

forms part of business acu-

men.

Growth can be measured in

many ways but let’s look at

these important aspects of

evolution sales, Earning per

Share and Net Earnings.

Understanding how to in-

crease those aspects

attributed to growth then

you have at least acquired

something of business acumen. Businesses from

different industries speak the same language, sales

and customers.

Increasing sales is possible when one have powerful

business judgment. First things first, before you can

grow your sales you need to have the basics of your

industry, that’s why learning forms part of every en-

trepreneur’s life.

You must look at things that are attached to sales,

for example production, labour force, quality, who

are your consumers, the needs of the consumers,

sales skills and behavior of your customers. You can

be sales guru but if you have no link with your labour

force or level of production I guess you have done

nothing till to the point.

One of the business guru once said that business is

all about connecting the dots. These dots need to be

connected in order for you to increase sales or grow

your company. There are no exact skills one must

learn to increase sales except know how to convince

your customers.

Andile Khumalo the founder of MyStartUp, an online

business platform for South African entrepreneurs

said that if you are not

selling then you are

not in business. Sales

or revenue remains

the mainstay of every

entity. We are going

to give you five ques-

tion to answer to see

if you have strong

business acumen.

Who is your cus-

tomer and what he

needs?

How to retain an angry customer?

What promotion can I run to attract more buy-

ers?

What are the first three sentences you to say to

a customer and win her/his attention?

5. When my products or services are in excessive

demand?


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The second aspect is earning per share. Earning per

share is the portion of a business profit allotted to

each outstanding share of common stock. It serves

as an indicator of a business' profitability. If you

have ways of making your company profitable then

you are on the great go.

Earnings per share is generally considered to be the

single most important variable in determining a

share's price. It is also a major component used to

calculate the price-to-earnings valuation ratio. For

example, assume that a company has a net income

of $25 million. If the company pays out $1 million in

preferred dividends and has 10 million shares for half

of the year and 15 million shares for the other half,

the EPS would be $1.92 (24/12.5). First, the $1 mil-

lion is deducted from the net income to get $24 mil-

lion, then a weighted average is taken to find the

number of shares outstanding (0.5 x 10M+ 0.5 x 15M

= 12.5M). (Adapted from INVESTOPEDIA)

The last thing is Net Earning which is gross sales mi-

nus taxes, interest, depreciation, and other expens-

es. Net earnings are one of the most important

measures of a company's performance, since the

pursuit of earnings is the primary reason companies

exist. Sometimes net earnings includes one-time and

extraordinary items, and sometimes it does not. Also

called net income or bottom line. If your earnings

are looking good then you have an ability to run a

business.

There are four more business acu-

men pillars which will be detailed

in the next issues, Make sure you

get next month copy to see how

Growth is linked to other pillars of

business acumen.

Get the cheapest Website with as little as R120.00

We are an IT firm that designs and maintains website for large and small organisa-

tions. We have what you need. All the designs are done with consultation of our

clients.


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Get the cheapest Website with as little as R120.00

We are an IT firm that designs and maintains website for large and small organisa-

tions. We have what you need. All the designs are done with consultation of our

clients. Call us: 061 203 5330 / 073 157 7277 Email us: [email protected]


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The History of Coca ColaBrands like Coca Cola shaped the world and the

soft drink industry over the past years and still con-

tinue to do that even today. If giving up was an op-

tion to Coca Cola founder John Pemberton and its

employees we would have not known about it or

had a sip of it.

Coca Cola products are sold in more than 200

countries throughout the world, so it's difficult to

think of a country where it's not available. Only

North Korea and Cuba do not sell it.

Coca-Cola is a carbonated soft drink sold in stores,

restaurants, and vending machines globally. It is

produced by The Coca-Cola Company of Atlanta,

Georgia, and is often referred to simply as Coke (a

registered trademark of The Coca-Cola Company in

the United States since March 27, 1944).

In the beginning it was formed as a patent medi-

cine when it was invented in the late 19th century

by John Pemberton. Coca-Cola was bought out by

businessman Asa Griggs Candler. He later came up

with marketing tactics that led Coke to its domi-

nance of the world soft-drink market throughout

the 20th century.

It was 1886, Dr John Pemberton, a pharmacist

from Atlanta, Georgia, was inspired by simple curi-

osity. One afternoon, he stirred up a fragrant, cara-

mel-coloured liquid, and when it was done, he car-

ried it a few doors down to Jacobs’ Pharmacy.

Here, the mixture was combined with carbonated

water and sampled by customers who all agreed:

this new drink was something special. Jacobs’

Pharmacy then put it on sale for five cents per

glass.

Source: Coca Cola Company


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The History of Coca Cola Source: Coca Cola Company

Pemberton’s bookkeeper, Frank Rob-

inson, named the mixture Coca-Cola,

and wrote it out in his distinct script—

called Spencerian script. To this day,

Coca-Cola is written the same way.

In the first year, Pemberton sold just

nine glasses of Coca-Cola per day. A

century later, The Coca-Cola Company

has produced more than 10 billion

gallons of syrup and sells over 1.8 bil-

lion servings per day worldwide.

Unfortunately for Pemberton, he died

in 1888 without realising the success

of the beverage he had created. For

the next three years, Atlanta busi-

nessman Asa Griggs Candler worked

to secure rights to the business. In

1891, he bought these rights for a to-

tal of about $2,300 and became the

Company’s first president, and the

first leader to bring real vision to the

business and the brand.

In South Africa, the first Coca-Cola

was sold in the 1930s. The Coca-Cola

Export Corporation appointed Messrs

Goldberg and Zeffert in Johannesburg

as the first concessionaire bottler in

South Africa, and shipped syrup to

them from the U.S. In 1938, Coca-Cola

was introduced to Cape Town in the

form of fountain syrup in the Waldorf

Café, St George’s Street. By 1940,

there were operations in Benoni, Dur-

ban, Pretoria and Cape Town.

Today, the company sells 25 sparkling

and still brands in SA, in partnership

with four bottling partners: Peninsula

Beverages, ABI, Coca-Cola Shanduka

Beverages SA and Coca-Cola Fortune.

The Coca-Cola System in South Africa

operates 17 facilities and employs ap-

proximately 9,000 employees. The

Coca-Cola Company (NYSE: KO) is the

world's largest beverage company,

refreshing consumers with more than

500 sparkling and still brands. Led by

Coca-Cola, one of the world's most

valuable and recognisable brands, our

Company's portfolio features 17 bil-

lion-dollar brands including Diet Coke,

Fanta, Sprite, Coca-Cola Zero, vitamin-

water, Powerade, Minute Maid, Simp-

ly, Georgia and Del Valle.

Through the world's largest beverage

distribution system, consumers in

more than 200 countries enjoy our

beverages at a rate of 1.9 billion serv-

ings a day. With an enduring commit-

ment to building sustainable commu-

nities, our Company is focused on ini-

tiatives that reduce our environmen-

tal footprint, support active, healthy

living, create a safe, inclusive work

environment for our associates, and

enhance the economic development

of the communities where we oper-

ate.

In 2010, The Coca‑Cola Company's

turnover (net operating revenue)

was $35.119 billion, according to the

2010 annual review. Pemberton

claimed Coca-Cola cured many dis-

eases, including morphine addiction,

dyspepsia, neurasthenia, headache,

and impotence.

By 1888, three versions of Coca-Cola

– sold by three separate businesses –

were on the market. A co-

partnership had been formed on Jan-

uary 14, 1888 between Pemberton

and four Atlanta businessmen: J.C.

Mayfield, A.O. Murphey; C.O. Mullahy

and E.H. Bloodworth. Not codified by

any signed document, a verbal state-

ment given by Asa Candler years later

asserted under testimony that he had

acquired a stake in Pemberton's com-

pany as early as 1887.[16] John Pem-

berton declared that the name "Coca-

Cola" belonged to his son, Charley,

but the other two manufacturers

could continue to use the formula.


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Focus on your PUSH

and ignore your PULL.

"Most of the things we decide are

not what we know to be the best.

We say yes, merely because we are

driven into a corner and must say

something." Frank Crane

W hen there is a pull and push in a

business, decision making tends

to be harder than before. Either

the pull or push side will be left

despondent but that’s how life is structured. As an

entrepreneur you will experience unending tur-

moil that pushes you to either surrender or thrust

you to extreme measures. The minute you en-

counter such experiences you will learn how to be

a good leader. Good decisions don't mean smiling

at all times. What we have been avoiding is that

there are good decisions that appear to be bad to

some individuals, that’s why you have to focus on

your push and ignore your pull. Those situations

must not stop us from making decisions on daily

basis but rather energize us in making the right

decisions.

The idea of being an entrepreneur comes with

the prospect of learning to focus on your custom-

ers and ignore criticism. Sir Richard Branson, the

founder of the Virgin Empire emphasised the im-

portance of ignoring critics. Most decisions which

are taken by entrepreneurs are not sexy nor good,

they got criticised maybe by their families, friends

or even by their business partners. Good decision

making sometimes means pissing people off as

Colin Powell said. People need to know the differ-

ence of being good business partner or a good

friend.

Great leaders like Howard Schultz were also the

victims of tremendous criticism but as a business

leader he had taken both bad and good decisions.

And by the time he decide to close Starbucks for

retraining of staff, competitors were busy winning

customers. He said, “To continue like this, is a mis-

take, we literally closed every store. The cost was

millions of dollars, I came under tremendous criti-

cism”. His move was bold because within the

same organisation there were group of people

who tried to object his resolution but the decision

itself made Starbucks a world class coffee compa-

ny. Schultz really pushed and forgot about the

pull. Starbucks currently has 20,519 stores world-

wide (as of March 30, 2014).

Someone once said that do not be afraid to make

a decision, you can’t always win but you will take a

lesson home. Pulling require guts more than any-

thing less but those guts must be supplemented

by knowledge. Winning must be your game, play it

daily. Focus on your push than pull.

Eastern Cape province: Early morning on a beach in Nature's Valley. Photo: Rodger Bosch, MediaClubSouthAfrica.com


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The Key findings for May 2014 published by Sta-

tistics South Africa

Exports

The Unit Value Indices for exported commodities

shows an annual rate of change of 6, 4% in May

2014 the Statistics South Africa reported. From

April 2014 to May 2014 the PPI for exported com-

modities decreased by 1, 0%.

The main contributors to

the annual rate of 6,4%

were metal products, ma-

chinery and equipment

(5,0% year-on year and con-

tributing 2,3 percentage

points), other transportable

goods1 (13,9% year-on-year

and contributing 2,6 per-

centage points), agriculture

(26,9% year-on-year and

contributing 1,2 percentage

points) and beverages (21,9% year-on-year and

contributing 1,5 percentage points) .

The main contributor to the monthly decrease of

1, 0% was ores and minerals (-5, 4% month-on-

month and contributing -1, 2 percentage points).

BULLETINS

Export and Import Unit

Value Indices

Imports

The UVI for imported commodities shows an annual

rate of change of 21,8% in May 2014. From April 2014

to May 2014 the PPI for imported commodities in-

creased by 0, 7%.

The main contributors to the annual rate of 21, 8%

were metal products, ma-

chinery and equipment


contributing 9,9 percent-

age points), other trans-

portable goods1 (27,6%

year-on-year and contrib-

uting 7,3 percentage

points), crude petroleum


contributing 3,4 percent-

age points) and clothing

and footwear (18,6% year-on-year and contributing

0,8 of a percentage point).

The main contributor to the monthly change of 0, 7%

was metal products, machinery and equipment (0, 8%

month-on-month and contributing 0, 4 of a percent-

age point) .

East London, Eastern Cape province: New Mercedes Benz cars await export on the docks of the harbour, below the factory.

Photo: Rodger Bosch, MediaClubSouthAfrica.com


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Key findings for June 2014 published by Statistics South Africa

Producer Price Index (PPI)

Final manufactured goods – headline PPI

The annual percentage change in the PPI for final man-

ufactured goods was 8, 1% in June 2014 (compared

with 8, 7% in May 2014). From May 2014 to June 2014

the PPI for final manufactured goods increased by

0,3%.

The main contributors to the annual rate of 8, 1% were

food products, beverages and tobacco products (7,6%

year-on-year and contributing 2,8 percentage points),

coke, petroleum, chemical, rubber and plastic prod-

ucts (9,3% year-on-year and contributing 1,6 percent-

age points), metals, machinery, equipment and com-

puting equipment (9,5% year-on-year and contributing

1,4 percentage points) and transport equipment (8,0%

year-on-year and contributing 0,8 of a percentage

point).

The main contributors to the monthly increase of 0,

3% were wood and paper products (0, 6% month-on-

month and contributing 0, 1 of a percentage point)

and metals, machinery, equipment and computing

equipment (0, 6% month-on-month and contributing

0, 1 of a percentage point).

Intermediate manufactured goods

The annual percentage change in the PPI for

intermediate manufactured goods was 9,

0% in June 2014 (compared with 9, 8% in

May 2014). From May 2014 to June 2014

the PPI for intermediate manufactured

goods increased by 0, 2%.

The main contributors to the annual rate of

9, 0% were chemicals, rubber and plastic

products (9, 9% year-on-year and contrib-

uting 3, 0 percentage points) and basic and

fabricated metals (7, 3% year-on-year and

contributing 2, 9 percentage points).

The main contributor to the monthly in-

crease of 0, 2% was basic and fabricated

metals (1, 0% month-on-month and contrib-

uting 0, 4 of a percentage point) .

Johannesburg, Gauteng province: Robertson Hlatshwyo works in the labelling plant at South African Breweries' Alrode brewery. Producing 1.9- million litres of beer a day and employing some 900 staff, the brewery is the

largest in the country. Photo: Chris Kirchhoff

Uitenhage, Eastern Cape province: The Volkswagen South Africa plant in Uitenhage is the largest vehicle factory in Africa.

Photo: Volkswagen South Africa

http://www.vw.co.za/


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LIKE

@C

Agriculture, forestry and fishing

The annual percentage change in the PPI for agriculture, for-

estry and fishing was 4, 5% in June 2014 (compared with 6,

7% in May 2014). From May 2014 to June 2014 the PPI for

agriculture, forestry and fishing decreased by 2, 2%.

The main contributor to the annual rate of 4,5% was agricul-

ture (4,4% year-on-year and contributing 3,4 percentage

points) .

The main contributor to the monthly decrease of 2,2% was

agriculture (-2,6% month-on-month and contributing -2,0

percentage points) .

Electricity and water

The annual percentage change in the PPI for electric-

ity and water was 8, 2% in June 2014 (compared with

9, 7% in May 2014).

From May 2014 to June 2014 the PPI for electricity

and water increased by 32, 9%.

The contributors to the annual rate of 8, 2% were

electricity (8, 2% year-on-year and contributing 7,2

percentage points) and water (7,8% year-on-year

and contributing 1,0 percentage point).

The contributor to the monthly increase of 32,9%

was electricity (39,6% month-on-month and contrib-

uting 32,9 percentage points).

Mining

The annual percentage change in the PPI for min-

ing was 5, 8% in June 2014 (compared with 4, 9%

in May 2014). From May 2014 to June 2014 the

PPI for mining increased by 1, 4%.

The main contributors to the annual rate of 5, 8%

were non-ferrous metal ores (10, 7% year-on-

year and contributing 4, 6 percentage points)

and coal and gas (5, 8% year-on-year and con-

tributing 1, 6 percentage points).

The main contributors to the monthly increase of

1, 4% were non-ferrous metal ores (2, 3% month

-on-month and contributing 1, 0 percentage

point) and coal and gas (1, 7% month-on-month

and contributing 0, 5 of a percentage point) .

Johannesburg, Gauteng province: Maize cobs – known locally as mealies – for sale in the city centre. Photo: Chris Kirchhoff, MediaClubSouthAfrica.com

Northern Cape province: Sishen open-cast iron-ore mine, one of the five largest iron-ore mines in the world and the largest in Africa. The new signage at the entrance to the mine.

Photo: Graeme Williams, MediaClubSouthAfrica.com


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Notice period and termination of employment

In terms of the Basic Conditions of Employment Act, any party

to an employment contract must give to the other written

notice of termination as follows:

One week, if employed for four weeks or less

Four weeks if employed for more than four

weeks.

Procedure for termination of employment

Whilst the contract of employment makes provision

for termination of employment, it must be under-

stood that the services of an employee may not be

terminated unless a valid and fair reason exists and

fair procedure is followed. If an employee is dismissed

without a valid reason or without a fair procedure, the

employee may approach the CCMA for assistance.

Pro-rata leave and severance pay might be payable.

In the event of a domestic worker being unable to

return to work due to disability, the employer must

investigate the nature of the disability and ascertain

whether or not it is permanent or temporary. The

employer must try to accommodate the employee as

far as possible for example, amending or adapting

their duties to suit the disability. However, in the

event of it not being possible for the employer to

adapt the domestic workers duties and/or to find al-

ternatives, then such employer may terminate the

services of the domestic worker.

The Labour Relations Act, 66 of 1995 sets out the pro-

cedures to be followed at the termination of services

in the Code of Good Practice, in Schedule 8.

Wage/Remuneration/Payment

There is no prescribed minimum rate of remunera-

tion. Additional payments (such as for overtime or

work on Sundays or Public Holidays) are calculated

from the total remuneration as indicated in clause 5.3

of the contract. The total remuneration is the total of

the money received by the employee and the pay-

ment in kind (i.e. the value of food and accommoda-

tion etc.). Payment in kind may not be less than R100.

Transport allowances, bonuses, increases

These are not regulated by Basic Conditions of Em-

ployment Act and are therefore open to negotiation

between the parties.

Employment Contract: GUIDELINES

Cape Town, Western Cape province: The Cape Town International Convention Centre in the heart of the commercial district. Photo: Rodger Bosch MediaClubSouthAfrica.com


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Hours of work

Normal hours (excluding overtime)

A domestic worker may not be made to:

work more than 45 hours a week;

work more than nine hours per day for a five day work week;

work more than eight hours a day for a six day work

week; and

Overtime

A domestic worker may not work more than three

hours of overtime per day or 10 hours per week and

must be paid at least 1.5 times the wage or may agree

to receive paid time off. .

Daily and weekly rest periods

A daily rest period of 12 consecutive hours and a week-ly rest period of 36 consecutive hours, which must in-

clude Sunday, unless otherwise agreed, must be al-

lowed.

The daily rest period may by agreement be reduced to

10 hours for an employee who live on the premises

whose meal interval lasts for at least three hours.

The weekly rest period may by agreement be extended

to 60 consecutive hours every two weeks or be reduced

to eight hours in any week if the rest period in the fol-

lowing week is extended equivalently.

Meal intervals

A domestic worker is entitled to a one-hour break for a

meal after not more than five hours work. Such interval

may be reduced to 30 minutes, by agreement between

the parties. If required or permitted to work during this

period, remuneration must be paid.

Sunday work

Work on Sundays is voluntary and a domestic worker can

therefore not be forced to work on a Sunday.

If the employee works on a Sunday he/she shall be paid double

the daily wage.

If the employee ordinarily works on a Sunday he/she shall

be paid one and onehalf time the wage for every hour

worked.

Public Holidays

The days mentioned in the Public Holidays Act must be

granted but the parties can agree to further public holi-

days. Work on a public holiday is entirely voluntary and a

domestic worker may not be forced to work on such pub-

lic holiday.

The official public holidays are:

New Years Day (1 January)

Human Rights Day (21 March)

Good Friday (varies)

Family Day (varies)

Freedom Day (27 April)

Workers Day (1 May)

Youth day (16 June)

National Woman’s Day (9 August)

Heritage Day (24 September)

Day of Reconciliation (16 December)

Christmas Day (25 December)

Day of Goodwill (26 December)

Any other day declared an official public holiday from

time to time should also be granted.

These days can be exchanged for any other day by agree-

ment.

If the employee works on a public holiday he/she shall be

paid double the normal days wage.

Annual Leave

Annual leave may not be less than 21 consecutive days for

full-time workers or by agreement, one day for every 17

days worked or one hour for every 17 hours worked.

The leave must be granted not later than six months after

completion of the period of 12 consecutive months of

employment. The leave may not be granted concurrent

with any period of sick leave, nor with a period of notice

of termination of the contract of employment.

Sick leave

During every sick leave cycle of 36 months an employee is

entitled to an amount of paid sick leave equal to the num-

ber of days the employee would normally work during a

period of six weeks.


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Maternity leave

The employee is entitled to at least four consecutive

months’ maternity leave. The employer is not obliged to

pay the domestic worker for the period for which she is

off work due to her pregnancy. However the parties may

agree that the domestic worker will receive part of or

her entire salary/wage for the time that she is off due to

pregnancy.

Family responsibility leave

Employees employed for longer than four months and

for at least four days a week are entitled to take three

days’ paid family responsibility leave during each leave

cycle when the employee’s child is born, or when the

employee’s child is sick or in the event of the death of

the employee’s spouse or life partner or parent, adop-

tive parent, grandparent, child, adopted child, grand-

child or sibling.

Deduction from the remuneration

The Basic Conditions of Employment Act prohibits an em-

ployer from deducting any monies from the workers wag-

es without his/her written permission.

Other issues

There are certain other issues which are not regulated by

the Basic Conditions of Em-

ployment Act such as probationary periods, right of entry

to the employers premises, afternoons off, weekends off

and pension schemes, medical aid schemes, training/

school fees, funeral benefits and savings account, howev-

er the aforementioned may be negotiated between the

parties and included in the contract of employment.

Prohibition of Employment

The Basic Conditions of Employment Act prohibits em-

ployment of any person under the age of 15 and it is

therefore important for an employer to verify the age of

the domestic worker by requesting a copy of the identity

document or birth certificate.

Other conditions of employment

There is no provision, which prevents any other condi-

tions of employment being included in a contract of em-

ployment but any provision which sets conditions which

are less favourable than those set by the Act, would be

invalid.

Please note: these guidelines are not meant to be a complete summary of the Basic Conditions of Employment Act and/or legal advice. Should there be any doubt as to rights and/or obli-gations in terms of the Act or terms of any clause of the suggest-ed Contract of Employment, such queries can be directed to the local office of the Department of Labour, who will gladly assist.


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United States of America to uphold en-

trepreneurial spirit of young Africans.

The president of United States of

America Barack Obama recently

announced the creation of four re-

gional leadership centres to pro-

vide entrepreneurship support ser-

vices to young Africans. The initia-

tive will kick-start next year and will

start with Ghana, Senegal, Kenya

and South Africa. “Starting next

year young Africans can come to

these centres to network and ac-

cess the latest technology and get

training in management and entre-

preneurship and we’re starting in

Senegal, Ghana, South Africa and

Kenya and we aim to help tens of

thousands of young Africans access

the skills and resources they need

to put their ideas into action," Said

Obama.

He even declared the renaming of the fel-

lowship. "As I said I launched this fellow-

ship in Soweto not far from the original

home of Nelson Mandela and the spirit of

this programme reflects Madiba’s opti-

mism, his idealism, his belief in what he

called the endless heroism of youth. And so

today with the blessing of the Mandela

family to whom we’re so grateful, we are

proud to announce that the new name of

this fellowship is the Mandela Washington

fellowship for young African leaders, you’re

the first class of Mandela Washington Fel-

lows" added Obama.

The programme is part of the President's

Young African Leaders Initiative started in

2010. The initiative will ensure that aspir-

ing African entrepreneurs network with

other business people in America and all

over the world. Access to the market and

support service to African entrepreneurs

will encourage even who have not

thought of being an entrepreneur.

Barack Obama told the gathering that his

country is intended to double the number

of annual participants to 1 000 by 2016.

http://www.whitehouse.gov/administration/president-obama


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Celebrating

5th Issue By

Showing off our

previous cover

pages


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ff

Circle of Social and Education….


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Circle of Social and Education…. Editor Simphiwe Nkosi

My mother said I must always be intolerant of ignorance but understand-

ing of illiteracy. That some people , unable to go to school, were more ed-

ucated and intelligent than college professors. #Maya Angelou


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6 Education Common priorities shelved by MECs of Education…..


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6 Education Common priorities shelved by MECs of Education…..

6 Education Common

priorities shelved by

MECs of Education.

Minister of Basic Education, Mrs Angelina Motshekga, with the Deputy Minister Mr Enver Surty held the first Council of Education Ministers of the new administration, welcoming them to their respective positions as the plot the direction for the sector going forward.

Few months ago, World Economic Forum un-dressed the Department of Education and South Africa at large by its report which shows disgrace in the science and mathematics edu-cation of South Africa. Media houses, with their publications con-demned the report by asking its creditability and pointing that it is just favouritism piece of writing. Mail & Guardian published an article titled Education rankings: There's madness in WEF methods. The Department of Education on the other hand responded, “[We] reject this finding as it is based purely on the opinions or perceptions of selected executives”. Beside the unwelcomed report, the mouth with more than three lost tooth remain unchanged. It is incontrovertible that there is a lot to do but we are not that bad as the World Economic Forum report suggests. The question left now is how do we do what needs to be done and with whom? The current Minister of Basic Education Angie Motshekga was advised to step down by sever-al parties after the scandal of Limpopo text-books. Is she the right person to lead the team of dedicated public servant to implement these seven common priorities?


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2.Provision of adequate, quality infrastructure and

Learning and Teaching Support Materials (LTSM).

Circle of Concern Magazine Standpoint

That’s what everyone has been waiting for. Quality infrastructure failure of the department need to be turned around the bad name they acquired during the mismanagement of textbook issues in Limpopo. The rural, township and urban integra-tion should be prioritised in terms of which group deserves more materials. Likewise, Tshwane Metropolitan Municipality rolled out free Wi-Fi in all schools and at the same time University of Johannesburg made online applica-tion for admission free. The ideal behind this is that if we were to distribute support materials to grade 12 learners and teachers, people from Lim-popo would be getting the head.

Few weeks ago the MECs and decision-makers of Department of Basic Education brought their ideas and strategies of solving epidemic educational prob-lems the country is facing. Provincial Education De-partments presented their plans and priorities in the meeting. Some of the common priorities highlighted by provincial MEC’s included:

1. Improved quality of teaching and learning through development, sup-ply and effective utilisation of teach-ers.


The quality of teaching and learning should be grasped from the roots. If the department can review it remu-neration policy maybe something will come up. It should be understandable that the increment in salary does not automatically improve performance but it does bring hope and energy. There bad name of teaching as a ca-reer should be turned around as well. The relationship between teachers, learners and parents must be tight-ened.

3.Tracking of learner perfor-mance through reporting and analysis of the Annual National Assessment (ANA) at Gr 3, 6 and 9 lev-el and improving ANA over time to ensure ap-propriate feedback to learners and teachers and to benchmark perfor-mance over time.

Circle of Concern Magazine

Standpoint

The ANA will NOT be used for learner progression or pro-motion. It is a tool to as-sess whether a child needs extra help or not. Teachers will see to what extent the learners in their class-rooms measure up to ex-pectations. They will use the results to inform their lesson plans. District offi-cials will use the results to

design school improve-ment plans and to render appropriate support to schools. Great initiative indeed by implementing it might be a problem, the only thing the Department of Basic Education can do is to motivate teachers to do their best. Motivation can be in form of salary increase or quarterly recognition for those work Johannesburg, Gauteng province: Schoolchildren learn science at the Scibono sci-

ence museum in Newtown.MediaClubSouthAfrica.com


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It was agreed that quality and efficiency would

underpin the work of the departments during this

new term. All MECs committed to working togeth-

4.Expanded access to Early Childhood Devel-opment and improvement of the quality of Grade R.


Great foundation result to great building or structure. Grade R is important and for the department to deal with it extensively shows greater commitment. Literacy and numeracy problems can be properly ad-dress at this stage to ensure that these become the best in those two areas. Grade R teachers must stop seeing this stage as the formality prescribed by the department but rather see it as the great-er foundation of quality education.

5.Strengthening accountability and im-proving management at the school, community and district level.


Why is accountability is a thing of today? This shows that the Department of Basic Education acknowledges the fact that schools and dristricts lack ac-countability.

6.Partnerships for education reform and im-proved quality.


Two heads are better than one but the de-partment must focus on strengthening partnerships they currently have. How does it help to have millions of friends who are of not help at all. At the same time they can start look for that strong partnership with private sector while mounting partnerships they presently have.

Johannesburg, Gauteng province: School's out. Children return to their homes in Kliptown, Soweto, after daycare. Photo: Chris Kirchhoff, MediaClubSouthAfrica.com

Johannesburg, Gauteng province: Schoolchildren learn science at the Scibono sci-ence museum in Newtown.MediaClubSouthAfrica.com


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Mandela day is becoming an INSULT to Tata

N elson Mandela International

Day (also known as Mandela

Day) is an annual global day

in honour of the late Nelson

Mandela, celebrated each 18 July (on

Mandela's birthday). The day was official-

ly affirmed by the United Nations in No-

vember 2009, with the first UN Mandela

Day held on 18 July 2010.

However, other groups began celebrating

Mandela Day on 18 July 2009 and still cel-

ebrate. A day which symbolize the spirit

of making one’s life better as Nelson Man-

dela used his 67 years to make the world

a better place for all. The day is now serv-

ing the opposite meaning of making the

world a better place.

People should be ashamed of counting

number of ants they kill during the so

called 67 minutes. If giving is living why is

it that some people plug what they gave

on the notice board?

The real meaning of Mandela day is

fading away slowly but unquestiona-

bly. If politicians attain political scores

then why business people can’t do the

same? Everyone does what suits him

or the organization he represent not

what the needy deserve.

This remarkable day is becoming a

TKO where one wins whereas the de-

prived person remains poor and

shouting for help on the 19 July. I am

not saying we should give more than

we have but if one eats half of what he

gave then he is actually taking what he

gave back.

On 18 July 2014, I choose to appear as

no one, not a Deloitte and University

of Pretoria student, not editor-in-chief

and founder of Circle of Concern Mag-

azine, not Chairman of CATHEL Group,

not even a leader of several move-

ments I am associated with.

“For to be free is not merely to cast off one's chains, but to live in a way that respects and enhances the freedom of others.”

Quotes By Madiba

“The greatest glory in living lies not in never falling, but in rising every time we fall.”

“There is no passion to be found playing small - in settling for a life that is less than the one you are capable of living.”

“If you talk to a man in a language he under-stands, that goes to his head. If you talk to him in his language, that goes to his heart.”


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to Tata

While working at the garden of certain

orphanage at my neighbourhood I got

disturbed when seeing a company de-

livers meat and drinks for themselves

not for orphans. Are they really turn-

ing the orphanage to a picnic on Man-

dela day or was their visit a part of

good looking annual report? What dis-

turbed me further was one of the guys

from the same company who denied

kids with drinks, what a cold-hearted

man, God bless him.

If these hidden schemata are carried

out on Mandela day then the day will

forfeits its meaning. Political parties

giving because they want to secure

votes in the next local elections while

business people give because they

want to present the good looking an-

nual report to stakeholders.

I fully understand that appearance is

marketing but over marketing the or-

ganization you represent might cause a

harm. The spirit of giving must be em-

brace with the sense of humbleness.

Learn to give not borrow people what

you have. Mandela Day is not meant as

a public holiday, but as a day to honour

the legacy of Nelson Mandela, South

Africa's former President, and his val-

ues, through volunteering and commu-

nity service. A networking day nor po-

litical rallies but a day to make one’s life

better. Mandela Day is a global call to

action that celebrates the idea that

each individual has the power to trans-

form the world, the ability to make an

impact not Corporate Social Investment

race by companies.

“I am not a saint, unless you think of a saint as a sinner who keeps on try-ing.”

“Overcoming poverty is not a task of charity, it is an act of justice. Like Slavery and Apartheid, poverty is not natural. It is man-made and it can be overcome and eradicated by the actions of human beings. Some-times it falls on a genera-tion to be great. YOU can be that great generation. Let your greatness blos-som.”

“Where you stand depends on where you sit.”

Long Live Tata Madiba


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Johannesburg, Gauteng province: A view of the city centre skyline at sunset from the rooftop of the Oribi Hotel in Troyeville. Photo: Chris Kirchhoff, MediaClubSouthAfri-

ca.com


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How to STEAL a Job

using soft skills

Harold Ncongwane

Johannesburg, Gauteng province: As part of a community outreach programme training young people from Alexandra to be traffic wardens, Gifted Jantjies practises pointman duties on Louis Botha Avenue.

Photo: Chris Kirchhoff, MediaClubSouthAfrica.com

http://www.kirchhoff.co.za/


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So you have completed your degree or diploma,

but you can’t find work in your field of study, you

have been studying but the labour market is just

not open enough? Then maybe you need to re-

shuffle your thinking and steal a Job.

Looking for employment can be a frustrating and

an overwhelming experience, and our country as a

developing country may not have a capacity to

absorb individuals who have fur-

thered their studies at tertiary lev-

el. Many graduates cannot find

work in such an economy facing

major problems relating to scarce

skills.

Therefore there is an imbalance

between the produced graduates

and the skills required in the labour market. Imag-

ine if we all studied accounting and want to be-

come accountants or Chartered accountants for

an example. Chances are some will become frus-

trated since there won’t be enough vacancies to

cater for all of us. That’s why you may need to re-

shuffle your thinking, your major doesn’t have to

determine the field you should end up in.

In my past experience ,when interacting with

some of the recruiters and associates in the work-

ing environment I have learned that we all have

the capacity to do other things beyond what we

have studied at school or tertiary level. This

means that beyond studying our subject majors

we always have something to offer to the labour

market. These are skills that we have built as a

result of our life experiences and interaction with

others. Some experts would refer to

these as soft skills.

Soft skills are a person’s attributes

that enhance your interaction with

others, career prospects and your Job

performance. Apart from what you

have studied from your qualification,

you need soft skills to be able to enter

into the labour market and to be more appealing

to other career opportunities that may not neces-

sarily be in line with what you were majoring with

in your tertiary studies.

Imagine if you were a part of 10 candidates who

were shortlisted for an accountant position and all

of these candidates share a number of things in

common; they have the same diploma from the

same school with no experience since they just

graduated last semester.

Soft skills are a person’s

attributes that enhance

your interaction with

others, career pro-

spects and your Job

performance.


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You might think that since you were on top of the

class and have excelled in financial calculations and

probably got more distinctions than everyone then

you will get that job, but that’s too obvi-

ous ,chances are

that there are 10

000 students who

have studied this

and would give

the same re-

sponse on any

day. The recruit-

ers will find that

idea very boring

since everyone

has been re-

peating it with

passion for the

past decade and it starting to sound like a national

anthem. Here is what you can do;

You need to build your graduateness based on your

life experiences, in other words you need to be

able to identify things that make you different from

other graduates, these are your soft skills and life

experiences that can help you to steal a Job. Devel-

oping soft skills can help you to be exposed to ca-

reer opportunities that you have never thought

you can venture in based on your major subject.

Imagine if you had to say this “when I was doing

financial calculations I developed a capacity for

problem solving, to become patient, calm and con-

siderate when encountering tricky situations and to

pay attention to small detail” so if a vacancy re-

quires this skills as a requirement, then you have

one in the box regardless of the field.

Stealing a job also means how your life experiences

can help you to meet the requirement that you

don’t have in your degree or diploma. In my experi-

ence I have seen people who have worked in senior

or top positions that are not in line with their major

but because they developed soft skills they were

then able to transfer them to different fields.

What I have also discovered to be very important in preparing your-self for career op-portunities is vol-unteering and be-longing. Volun-teering and gradu-ate programmes can help you to learn soft skills. When you get in-volved with com-panies, organiza-tions and associa-tions you will learn how to relate, ne-gotiate and work with others so

that you can possibly steal a Job. Depending on the sector that you would like to work in, there could be specific soft skills that are required from you to be able to fit in a specific po-sition. However, here are some of the soft skills that are crucial in the 21st century. These could help you to steal jobs in the so called “foreign ca-reers”. Organizational skills:

This is about showing that you can prioritize, work efficiently

and productively, and manage your time well. It's also good

to be able to show employers how you decide what is im-

portant to focus on and get done, and how you go about

meeting deadlines.

Communication skills:

This covers verbal and written communication, and listening.

It's about being clear, concise and focused; being able to tai-

lor your message for the audience and listening to the views

of others.

Teamwork:

You'll need to prove that you're a team player but also have

the ability to manage and delegate to others and take on re-

sponsibility. It's about building positive working relationships

Johannesburg, Gauteng province: Trainee diamond polisher Zubair Kassim inspects a diamond at the Harry Oppenheimer Diamond training school. Courses run from two weeks to eight months and include diamond polishing, polished diamond grading, gem identification and diamond evaluation. Photo: Chris Kirchhoff, MediaClubSouthAfrica.com


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Negotiation and persuasion:

This is about being able to put forward your way, but also being

able to understand where the other person is coming from so that

you can both get what you want or need and feel positive about

it.

Leadership skills:

You may not be a manager straight away, but graduates need to

show potential to motivate a group of people or teams and other

colleagues that may work for them. This also includes being able

to assign and delegate tasks well, setting deadlines and leading by

good example.

Commercial awareness (or business acumen):

This is about knowing how a business or industry works and what

makes a company tick.

Writing skills:

These refer to the ability to write in a formal language or tone

that is used in a work context or being able to write business doc-

umentations.


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NELSON MANDELA DAY A DAY TO REMEMBER

By Marvin Malaka

The celebrations for these years Mandela

Day did not go unnoticed, following the

headed call from our statesman President

Jacob Zuma that each and everyone one of

us should dedicate at least 67 minutes of

their time to do a good course towards fel-

low me. Soshanguve Community Library in

collaboration/connections with Circle of

concern magazine took their precious time

on the day to visit Boitumelo Orphanage

home in Block X Soshanguve as part of the

67 minutes of Nelson Mandela day.

The library staff used the opportunity as a

reach out program to highlight to the

broader community about the importance

of the centre in their immediate surround-

ings. Pamphlets and municipality branded

caps were handed out to children and el-

derly people on the day. Upon our arrival as

the Soshanguve Community Library we had

come to find that there were already a cou-

ple of organisations that were scheduled to

do their good bit for the day. It became ap-

parent to us when we arrived that the spirit

of Tata Madiba of selflessness was on dis-

play. People were sported in kind spirits,

smiling and reaching out and willing to lend

a helping hand to others.


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The largest amounts of people were at

the orphanage home’s garden tilting

and tilling the soil, preparing it for

fresh seeds to be ploughed, which

were eventually ploughed by almost

all the participants on the day. Vege-

tables and Fruit trees were ploughed

including Chinese spinach, onions,

mango, and apple trees. Amongst the

people who visited the centre was stu-

dents from UNISA, Soshanguve Clinic’s

home-based caregivers, HRSC, SARS

and Sanas to name but a few. Every-

body took their turns in allowing each

one to do their bit. The feeling of lov-

ing and compassion was in the air as

each and every one stood tall in doing

good.

It was encouraging to see communi-

ties engaged in food production pro-

cesses and subsistence farming to pro-

mote food security which is in line

with the five key priority areas that

the government outlined during the

State of the nation address (SoNA).

NELSON MANDELA DAY A DAY TO REMEMBER


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WE LOOK BEYOND

P hillip was here now it’s gone let’s move for-

ward, Germany’s National Soccer team well

known as the Die Mannschaft were crowned the

FIFA World Cup Champions for the fourth time in

the history of the tournament.

Miroslav Klose broke Ronaldo’s record. "We have

one record. Klose scored the 16th and passed

Ronaldo’s fit to become the greatest scorer in the

World Cup. Said Former Liverpool striker, Luis Garcia

". Colombia’s young sensation James Rodriguez be-

came the flavor of the tournament when he netted

six great world cup goals. He has since gone on to

sign a six-year deal with the current European

Champions Real Madrid.

Meanwhile the hosts failed to live up to their expec-

tation as big tournaments specialist, they were hum-

bled and humiliated by Die Mannschaft in the semi-

finals when they were handed a record (7-1) de-

feated in their own back yard. To add salt to the

wound they also failed to win the third place tie

against the Dutch which saw them finishing fourth

overall.

It came as no surprise following how the Germans

started the tournament with a bang. More especial-

ly taking into consideration that Bayern Munich was

crowned the European Champions for the

2013/2014 season. Odds were always pointing on

the Germans to do well but no one could have pre-

dicted the outcome of the tournament from the

word-go as the competition was stiff and all national

teams were vying for the "FIFA World Cup Trophy"

made of 18 karat gold with a malachite base.

www.fifa.com

http://thethao247.vn/miroslav-klose-pro716/

http://sports.nationalpost.com/2014/07/21/colombia-striker-james-rodriguez-top-scorer-at-world-cup-headed-to-real-madrid/

http://en.wikipedia.org/wiki/Malachite


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BEYOND FIFA WORLD

CUP

What was surprising about this defeat was the man-

ner in which or rather the re-action of the Brazilian

people. According to media reports many if not most

of the Brazilians did not blame the National Soccer

team, players or the coaches but rather they mostly

believed that some form of superstition had befallen

them, there were also countless reports of acts of vio-

lence that were reported in the global media more

especially taking into consideration that there were

riots even before the tournament.

Currently we are enjoying the Commonwealth games

in Scotland. Time really flies when you’re having fun

doesn’t it? We have now received the news as to who

is the new Bafana Bafana mentor. Shakes Mashaba

takes the reigns from Gordon Igesund. We wish Bra

Shakes all the luck in the world following his appoint-

ment as the Bafana coach. The mandate from SAFA

House is very clear get us to Russia 2018 and the only

to do so is to be victorious in Morocco 2017. There-

fore according to SAFA’s anal-

ogy AFCON 2015 is not a priority which Mashaba will

be judged on but rather a stepping stone. I wonder

what your take…is

Pundits and critics had it that it would either be

Shakes Mashaba, Steven Keshi, or Carlos Quieroz. But

Quieroz fell out of favour following his appointment

by the Iranian football association who invested a

huge some/amount of money for his signature. Ac-

cording to Kojdo Mankwa who is a Soccer analyst on

radio 2000 sports show, beyond the game hosted by

Kazz Naidoo with Victor K. He highlighted that oil-rich

country are spending Trillions of dollars to enhance

their image in the global sporting circle. He advocates

that this is a strategic move the Eastern Europe coun-

try to gain access in other continents…

Many South Africans highlighted that they would

have loved to have a South African born coach to take

charge of the National team and their wish has been

granted.

Marvin Malaka

www.fifa.com


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What is it that the world

would have lost would

you be born?Dr. Bonnke Shipalana


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What is it that the world

would have lost would

you be born? Dr. Bonnke Shipalana

August issue

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Transcript of August issue