Taking COSATU Today Forward, 29 July 2026 #Internationalism
Norman Mampane
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COSATU TODAY COSATU Call Center Contacts: 010 002 2590 #Cosatu International Policy Review Workshop is underway at Boksburg… #Internationalism #GreenJobs #NationaActionAgainstCostOfLiving Campaign continues… #ClassWar #Cosatu40 #SACTU70 #ClassStruggle “Build Working Class Unity for Economic Liberation towards Socialism” #Back2Basics #JoinCOSATUNow #ClassConsciousness |
Taking COSATU Today Forward
‘Whoever sides with the revolutionary people in deed as well as in word is a revolutionary in the full sense’-Maoo
Our side of the story
29 July 2026
“Build Working Class Unity for Economic Liberation towards Socialism”
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Contents
- Workers Parliament: Back to Basics!
- SAMWU has a vacancy of a National Financial Accounting Officer
- Presidency Advisory Commissions convenes Joint Dialogue on implications of the global geopolitical situation on South Africa’s Just Transition
- Employment and Labour invites comments on Draft Reviewed Code of Good Practice on the preparation, monitoring and implementation of the Employment Equity Plan
- South Africa
- Department of Employment and Labour cautions of bogus and self-designated inspectors
- International-Workers’ Solidarity!
- HLPF 2026: Implementation through partnerships
- EUROF: Warning: EU Inc. – 28 Regime, A Real Danger To Workers
Workers’
Parliament-Back2Basics #ClassWar
South African Municipal Workers’ Union
External Re-Advertisement
Position: National Financial Accounting Officer
Head Office – Johannesburg
The South African Municipal Workers’ Union (SAMWU) invites suitably qualified and experienced candidates to apply for the position of National Financial Accounting Officer based at its Head Office in Johannesburg.
This is a senior administrative position within the Union and reports directly to the Head of Department: Finance and Administration. The successful candidate will be responsible for maintaining the Union’s financial records, monitoring financial performance, ensuring compliance with accounting standards and procedures, and providing analytical support to strengthen the Union’s financial sustainability and strategic objectives. The incumbent will also be responsible for ensuring that financial systems and practices comply with generally accepted accounting principles and for recommending improvements where necessary.
Key Responsibilities
The successful candidate will be responsible for, amongst others:
Gathering, monitoring, and analysing financial data, including revenue and liabilities. Preparing monthly, quarterly, and annual financial statements, including statements of financial performance and financial position.
Forecasting costs and revenue trends.
Preparing and monitoring departmental and organisational budgets.
Managing tax-related processes and statutory compliance requirements.
Organising and supporting internal audit processes.
Monitoring and reporting on accounting discrepancies and financial risks.
Conducting financial and risk analysis to support organisational planning and sustainability.
Analysing financial trends and economic indicators affecting the local government sector and broader market.
Performing month-end and year-end financial closing processes.
Maintaining financial confidentiality and conducting database backups where necessary.
Assisting in the improvement and maintenance of financial systems, controls, and procedures.
Providing financial reports and analytical support to management and relevant Union structures.
Minimum Requirements and Competencies
Applicants must possess the following:
A Degree or Diploma in Financial Accounting, Cost and Management Accounting, Internal Auditing, or an equivalent finance qualification with Accounting III as a major subject from a recognised tertiary institution.
A minimum of four (4) years’ relevant experience as a Financial Accountant, Financial Officer, or in a similar role, preferably within a trade union or related environment.
§
At least two (2) years’ experience at supervisory level.
§
Sound knowledge and understanding of accounting principles, financial controls, bookkeeping procedures, and accounting regulations.
§
Working knowledge of asset management and supply chain management processes.
§
Advanced proficiency in Microsoft Office Suite, particularly MS Excel, and experience working with specialised accounting software.
§
Excellent numerical, analytical, organisational, and problem-solving skills with strong attention to detail.
§
Good written and verbal communication skills in English and at least one additional South African language.
§
Ability to work under pressure and meet strict deadlines.
§
A valid driver’s licence, own reliable vehicle, and willingness to travel extensively.
Added
Advantages
The following will serve as added advantages:
§
Chartered Accountant (CA) qualification.
§
Registration with a recognised professional accounting body.
§
Experience within the trade union, public sector, or local government environment.
SAMWU
subscribes to the principles of Employment Equity and Affirmative Action. The successful candidate will be appointed in accordance with SAMWU’s approved terms and conditions of employment.
NB:
Applicants who previously applied are encouraged to re-apply.
Applications should include a detailed CV and motivation as to the reasons for applying to work for a trade union, recently certified copies of ID, Drivers Licence and relevant qualifications.
The
closing date is 10 August 2026, and the application must be addressed to:
The
National Human Resource Officer: Cathrine M. Maubane
SOUTH AFRICAN MUNICIPAL WORKERS’ UNION
Tel: (011) 100 2606
EMAIL: vaca...@samwu.org.za
Should you not hear from us within 30 days after the closing date, please consider your application unsuccessful.
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Presidency Advisory Commissions convenes Joint Dialogue on implications of the global geopolitical situation on South Africa’s Just Transition
27 July 2026
The Presidential Climate Commission (PCC), the Presidential Economic Advisory Council (PEAC) and the National Planning Commission (NPC) will host a public online seminar on Wednesday, 29 July 2026. The online seminar will unpack a new joint Advisory Note titled Navigating Global Geopolitical Change: Implications for South Africa’s Long-Term Planning, Energy Security, Electricity Sector, Industrial Development and Just Energy Transition.
The PCC, PEAC and NPC established a Joint Task Team to prepare an Advisory Note examining the implications of a global geopolitical landscape shaped by rapid technological, economic, and political shifts for South Africa. The rising geopolitical tensions, armed conflicts, supply chain disruptions, trade fragmentation, changes in industrial policy, and growing competition for critical minerals and strategic technologies are reshaping the global economic and political order, creating both risks and opportunities for South Africa's long-term development trajectory towards a just energy transition.
The discussion will explore what these developments mean for South Africa’s development pathway, with a focus on strengthening energy security, advancing electricity sector reform, accelerating industrial development, expanding domestic manufacturing capacity, and positioning the country competitively in emerging low-carbon value chains.
The online seminar will bring together representatives from government, business, labour, academia, and civil society to share insights and consider practical policy responses to the challenges and opportunities presented by global geopolitical change, particularly in relation to energy security and industrial development.
Members of the media are invited to attend and cover the online seminar. Details are as follows:
Date: Wednesday, 29 July 2026
Time: 11:00–13:00
Platform: Zoom
Register today to join the online seminar:
https://climatecommission-org-za.zoom.us/webinar/register/WN_-Krat0jdS6e_jWJrXboTCg
Media enquiries: Blessing Manale, PCC Head of Communications and Outreach at bles...@climatecommission.org.za or +27 73 036 5381
ISSUED BY THE PRESIDENTIAL CLIMATE COMMISSION
For all post-media interviews, please contact Ignicious Masilela, PCC Media Liaison Specialist, on igni...@climatecommission.org.za or +27 71 960 5317.
___________________________
Employment
and Labour invites comments on Draft Reviewed Code of Good Practice on the preparation, monitoring and implementation of the Employment Equity Plan
27
Jul 2026
The
Department of Employment and Labour is inviting stakeholders and interested parties to comment on the Draft Reviewed Code of Good Practice on the Preparation and Implementation of the Employment Equity (EE) Plan.
The invitation for public comment will be for 60 days from the date of publication on 24 July 2026. The code deals with aspects such as its objectives, the application, its purpose and rational of the EE Plan, legal framework, structure of the EE Plan, process
for preparation, implementation and monitoring, development of the EE Plan and reporting.
The Code provides guidelines to designated employers, those who employ 50 or more employees, and their employees on good practice for the preparation, implementation and monitoring of an employment equity plan as required by the Employment Equity Act, No. 55
of 1998 (EEA), as amended, and its Regulations.
It also provides guidelines to employers and employees to consider and apply appropriately to their workplace circumstances.
This Code applies to all designated employers that are required to, in consultation with representative trade union(s) or its employees, or employee representatives, prepare, implement and monitor the EE Plan in terms of the EEA, as amended, and its Regulations.
The Code is issued in terms of section 54 of the EEA and must be read in conjunction with other Codes issued in terms of the Act, all relevant labour legislation, the Constitution and Broad-Based Black Economic Empowerment Act.
All public comments must be in writing and forwarded to:
Christina...@labour.gov.za
Tsholofe...@labour.gov.za
Enquiries:
Teboho Thejane
Departmental Spokesperson
Cell: 082 697 0694
E-mail: teboho....@labour.gov.za
Issued by Department of Employment and Labour
South Africa #ClassSolidarity
Department
of Employment and Labour cautions of bogus and self-designated inspectors
28
July 2026
The Department of Employment and Labour is concerned about the impersonation of inspectors by imposters. These imposters pose as inspectors.
The department has noted with concern that for some time, civic movements and pressure groups such as LACO (Labour and Civic Organisation), Labour Laws Enforcement Organisation, and others have become self-appointed labour inspectors. The department condemns
this vigilante conduct.
These pressure movements have been targeting businesses across many parts of South Africa. The modus operandi of these groups is characterised by claims that they are conducting inspections to enforce labour laws, investigate employment practices, check on
workforce representations. They also make demands that there should be employment of locals over foreign nationals.
In summary, these bogus inspectors present themselves to workplaces claiming that they are enforcing labour laws such as Labour Relations Act (LRA), Basic Conditions of Employment Act (BCEA), National Minimum Wage, Employment Services Act, Unemployment Insurance
Acts, the Compensation for Occupation and Injuries and Diseases Act, and the Occupational Health and Safety Act.
To this end, the department will not hesitate to act and pursue legal action.
The appointment of labour inspectors is a statutory mandate of government. In terms of the BCEA S63, Labour Inspectors are legally mandated to be appointed by Employment and Labour Minister. They should be in possession of a signed certificate and an inspector's
card. The appointment provides for the labour inspector to monitor and enforce labour laws.
The functions of labour inspectors include:
advising employees and employers of their rights and obligations in terms of an employment law;
conducting inspections;
investigating complaints made to a labour inspector;
endeavouring to secure compliance with an employment law by securing undertakings or issuing compliance orders
In addition, labour inspectors are by law, empowered with powers of entry - which means that in order to monitor and enforce compliance with an employment law, a labour inspector may, without a notice, at any reasonable time, enter any workplace or any other
place where an employer conducts a business or keeps employment records.
The laws further expect employers and employees to cooperate with the labour inspectors by making workplaces accessible as required by a labour inspector to perform their functions effectively.
The Department of Employment and Labour through Inspection and Enforcement Services (IES) branch is the only mandated institution to enforce labour market legislation.
Employers have a right to demand proof of appointment as a Labour Inspector before allowing any person/person's access to their workplaces and employees.
For media inquiries, please contact:
Teboho Thejane
Departmental Spokesperson
082 697 0694/ teboho....@labour.gov.za
-ENDS-
Issued by: Department of Employment and Labour
Internationalism-Solidarity
HLPF 2026: Implementation through partnerships
27 July 2026
The United Nations High-Level Political Forum on Sustainable Development (HLPF) - the official global monitoring forum for the implementation of the 2030
Agenda – took place in New York from 7 to 15 July.
It reviewed Sustainable Development Goals most relevant to workers’ trade unions, namely SDG 6 (clean water and sanitation), SDG 7 (affordable and clean energy), SDG 9 (industry, innovation and infrastructure), SDG 11 (sustainable cities and communities) and
SDG 17 (partnerships for the goals).
The HLPF took place this year in a context of ever-increasing geopolitical complexity. International crises have increased, coupled with the UN’s funding crisis and its overall systemic reform – UN80 - including that of the Economic and Social Council (ECOSOC)
and the HLPF itself. Nonetheless, the HLPF opened with a positive focus, recalling that Agenda 2030 is not only a story of setbacks but also one of achievements, emphasizing among others the improvements in social protection coverage worldwide. The opening
also made it clear, however, that there are challenges ahead, new and old. It underscored that artificial intelligence may provide opportunities but also create new divisions, and that without adequate financing and full implementation of the Sevilla Commitment,
the SDGs will not be achieved by 2030.
The adoption of the Ministerial Declaration reflected this complexity. While it was adopted by consensus, there were two votes on amendments and a number of reservations regarding two separate paragraphs, one concerning peace and security and the other concerning
the human right to self-determination.
Despite the current context of ever-shrinking civic space, with reduced room for civil society and trade unions to provide input on the text of the Declaration during negotiations, the text nonetheless contains welcome commitments, making it a useful tool for
the international labour movement.
Notable commitments include:
A reaffirmation that international cooperation, multilateralism and international solidarity at all levels are the best way to address global challenges and the need to strengthen the UN development system, promote and protect human rights, and continue to
reform the international financial architecture – para. 20.
The systematic mainstreaming of a gender perspective in the implementation of the 2030 Agenda – para. 28.
A call to scale up international public finance and improved access to concessional finance and a commitment to deliver more affordable, predictable, sustainable and sufficient finance to developing countries – para. 30.
A call for the full implementation of the Doha Political Declaration – para. 36.
A commitment to address the needs of women workers in the energy sector by further advancing, among other measures, equal pay, by promoting women’s full, equal and meaningful participation and leadership in the design and implementation of energy policies and
programmes, and mainstreaming a gender perspective into relevant policies and programmes – para. 54(ii).
Promoting decent work and access to opportunities for youth, women and workers in informal sectors – para. 56(k).
Advancing women’s representation in management, leadership and decision-making roles, while strengthening the participation and retention of women and girls in STEM education – para. 56(k).
Ensuring women’s full, equal and meaningful participation in the labour market, including equal access to decent work and quality jobs, promoting entrepreneurship and economic empowerment, and closing the gender pay gap – para. 56(k).
Implementation of the Sevilla Commitment, which provides a renewed global framework for financing for development to support sustainable development and the 2030 Agenda – para. 61(a).
There are, however, some shortcomings, most notably the lack of a strong reference to democracy, to decent work and to trade unions, but also the overall weak references to gender equality. It is therefore no surprise that the document does not highlight the
importance of care work.
The ambition of the text - regardless of its shortcomings - provides trade unions with a strong basis to keep pushing for governments to properly finance the SDGs, focus on formalization, and to mainstream gender equality across the SDGs.
During the closing of the HLPF, UN Assistant Secretary-General Navid Hanif, said: “The SDGs are not beyond reach, but they are beyond business as usual. We need implementation through coherent partnerships, including political leadership, that put in place
sound and adequately funded policies for sustainable development.”
You can see more about the work of trade unions on the SDGs here: Trade unions at HLPF 2026.
https://new.express.adobe.com/webpage/1znIQwh7D5iZf
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EUROF: Warning: EU Inc. – 28 Regime, A Real Danger To Workers
by WFTU, 27 Jul 2026
New EU legislation on the incorporation of companies is making rapid progress; it will supersede national laws and become a European framework. Indeed, the new company law regime will be known as ‘Regime 28’ (EU inc.), as it will be added to – and
will supersede – the 27 ordinary legal systems of the individual Member States.
The aim is to respond to the recommendations of the Draghi Agenda to strengthen the EU’s competitiveness, which also provides for a major boost to European defence.
At the heart of the new company form lies the simplification (read: superseding) of existing regulations, particularly regarding the option to establish the registered office in countries that are most favourable to businesses in terms of tax and legislation
and, conversely, which offer the least protection for workers’ rights. The ability to set up a company within 48 hours; no protection of workers’ collective rights, e.g. collective bargaining, representation on corporate bodies; the application of the contractual
regime and labour regulations of the country chosen as the registered office even to workers based in branches in countries other than that one, with the inevitable consequent weakening of collective and individual safeguards; the removal of the obligation
to report the number of workers employed in branches; loss for workers of their status as preferential creditors in the event of the company’s bankruptcy or closure, etc.
It is clear that such a reform, which has already been approved by the European Commission and is now under consideration by the European Parliament, if it becomes definitive and comes into force, will lead to a genuine deregulation that will inevitably have
a severe impact on workers’ protections in the new countries. In an attempt to sugar-coat the pill, it is argued that this new corporate form will not replace those already existing in the various EU countries but will ‘coexist’ with them, in the sense that
it will be possible to choose to use it, for example, in Italy, instead of the SrL.
The governments of the 27 Member States are called upon to give their own assessment of this proposal – which is now more than just a proposal – and, albeit with some reservations, government approval is expected.
One cannot assess the implementation of this regulation in isolation from the wider process that the European Union has set in motion to try to regain ‘political clout’ on the international stage. The Draghi Agenda, called for a few months ago by von der Leyen,
is the very same agenda that calls for the immediate establishment of a European defence system and a European army, and which supports NATO and RearmEurope. It is an agenda that has found support from the major European chancelleries and has met with no opposition
from the ETUC or the ITUC.
Now that this proposal on corporate structures – which is extremely serious given the repercussions it may have on workers – appears to override the need for consultation with trade union organisations within the framework of ‘social dialogue’, thereby calling
into question their purported right to be involved at an early stage on issues of significance to the world of work, the ETUC is sounding a feeble alarm, whilst its own national organisations are giving the green light to the move – as is already happening
in Italy, for example.
EUROF is sounding the alarm and calling for action at local European Union offices in September to block the European Parliament’s approval of this legislation, which poses an absolute threat to workers.
EUROF-WFTU
______________________________
Norman Mampane (Shopsteward Editor)
Congress of South African Trade Unions
110 Jorissen Cnr Simmonds Street, Braamfontein, 2017
P.O.Box 1019, Johannesburg, 2000, South Africa
Tel: +27 11 339-4911 Direct line: 010 219-1348