NN 15/2024
VERANTWOORDELIKHEID VAN SARO VS DIÉ VAN DIE WERKGEWER
1. Wie is SARO?
Die Suid-Afrikaanse Raad vir Opvoeders (SARO) is ‘n professionele Raad vir opvoeders wat daarop gemik is om die status van die onderwysprofessie te verbeter deur registrasie, die professionele ontwikkeling van opvoeders te bestuur en te verseker dat opvoeders op 'n professionele en etiese wyse optree.
2. Wie moet by SARO registreer?
Volgens die SARO-webwerf, opvoeders wat werksaam is by:
- Openbare skole;
- Onafhanklike skole;
- VOO-instellings;
- ABET/AET – Volwasse Onderwys-sentrums;
- Waldorf- en Montessori-sentrums;
- VKO-opvoeders in diens van openbare en onafhanklike skole om graad R te onderrig;
- Buitelandse opvoeders soos per Raadsbesluit van 2008;
- Leerling-onderwysers soos per Raadsbesluit van 2006 (SBO-opvoeders);
- Tegniese/professionele/beroepsgerigte spesialiste;
- Sektariese (godsdienstige) opvoeders;
- Terapeute, sielkundiges, maatskaplike werkers; en
- Onderwysstudente.
3. Is SARO my werkgewer indien ek by hul geregistreer het?
Nee, in die onderwyssektor sal die werkgewer een van die volgende wees: Provinsiale Departement van Onderwys; 'n skoolbeheerliggaam (SBL) of die maatskappy of besigheid wat 'n onafhanklike skool besit.
4. Waarom moet opvoeders by SARO registreer?
Soos uiteengesit op die SARO-webwerf, is registrasie by SARO verpligtend vir alle opvoeders om professionele ontwikkeling te bevorder, etiese en professionele standaarde vir opvoeders daar te stel, in stand te hou en te beskerm.
5. Watter wetgewing is van toepassing op my as 'n SARO-geregistreerde opvoeder en 'n werknemer van my werkgewer?
- Die Kode van Professionele Etiek is van toepassing op alle SARO-geregistreerde opvoeders;
- Die Wet op Indiensneming van Opvoeders is van toepassing op alle werknemers van die Departement van Onderwys; en
- Die Wet op Basiese Diensvoorwaardes is van toepassing op alle SBL- en onafhanklike skool werknemers.
6. Kan ek deur SARO van wangedrag aangekla word?
Nee. SARO het die reg om opvoeders slegs aan te kla vir beweerde onprofessionele gedrag wat die Professionele Etiese Kode oortree. Die werkgewer het die reg om sy werknemers aan te kla vir beweerde wangedrag wat die gedragskode in die werkplek oortree.
7. Wanneer ek aangekla word vir beweerde onprofessionele gedrag, kan ek deur SARO ontslaan word?
Nee. SARO kan nie opvoeders uit diens ontslaan nie, maar SARO het die reg om waarskuwings en boetes op te lê. In die geval van ernstige oortredings van die kode van professionele etiek kan die naam van 'n opvoeder uit die register van opvoeders verwyder word. Slegs die werkgewer het die reg om 'n werknemer te ontslaan weens beweerde ernstige wangedrag.
Indien 'n opvoeder van die register van opvoeders verwyder word deur SARO, word so opvoeder geag ontslaan te wees deur die werkgewer omdat hy/sy nie as 'n opvoeder aangestel kan wees sonder om op die register te wees nie.
8. Indien ek deur my werkgewer vir ernstige wangedrag in die werkplek afgedank word, kan ek steeds as 'n opvoeder werk?
Ja, maar slegs as 'n SBL-werknemer of 'n werknemer by 'n onafhanklike skool. Indien ‘n opvoeder se naam egter uit die register van opvoeders verwyder word, kan so ‘n opvoeder nie vir die Departement van Onderwys, 'n SBL of by 'n onafhanklike skool as 'n opvoeder werk nie.
9. Kan ek deur beide my werkgewer en SARO vir dieselfde oortreding aangekla word?
Ja, as gevolg van die feit dat 'n oortreding in die werkplek op beide wangedrag, wat die oortreding van jou werkgewer se gedragskode behels, sowel as onprofessionele gedrag wat 'n oortreding van SARO se Kode van Professionele Etiek behels, kan neerkom.
10. Kan ek in 'n siviele en/of strafhof skuldig bevind word vir dieselfde oortreding waaraan ek skuldig of onskuldig bevind is tydens my dissiplinêre verhoor?
Ja, want die strafregtelike en/of sivielregtelike proses het 'n ander bewyslas as in die geval van 'n arbeids verwante aangeleentheid.
11. Wat is die betekenis van die term: “bewyslas”?
Dit is ’n regsstandaard waarvolgens die party wat die bewyslas dra, getuienis moet lewer om hul saak te bewys. Die bewyslas sal altyd op die party rus wat die bewering maak. In die Arbeidsreg sal die bewyslas rus op die werkgewer om te bewys dat die oortreding op 'n oorwig van waarskynlikheid plaasgevind het. In strafregtelike aangeleenthede sal die bewyslas rus op die staat om te bewys dat die misdaad bo redelike twyfel plaasgevind het. Dit is dus duidelik dat die bewyslas in strafregtelike aangeleenthede baie hoër is as in arbeidsaangeleenthede.
RESPONSIBILITIES OF SACE VS THAT OF THE EMPLOYER
1. Who is SACE?
The South African Council for Educators (SACE) is a professional Council for educators which aims to enhance the status of the teaching profession through registration, manage the professional development of educators and ensure that educators act in a professional and ethical manner.
2. Who must register with SACE?
According to the SACE website, educators who are employed at:
- Public Schools;
- Independent schools;
- FET Institutions;
- ABET/AET – Adult Education Centres;
- Waldorf and Montessori centres;
- ECD educators employed in public and independent schools to teach Grade R;
- Foreign educators as per Council Resolution of 2008;
- Trainee teachers as per Council Resolution of 2006 (SBET Educators);
- Technical/vocational/occupation specialists;
- Sectarian (religious) educators;
- Therapists, psychologists, social workers; and
- Student teachers.
3. Can SACE be seen as my employer if I am registered with them?
No, in the education sector the employer will be one of the following: Provincial Departments of Education; a School Governing Body (SGB) or the company or business who owns an independent school.
4. Why must educators register with SACE?
As clearly explained on the SACE website, registration with SACE is compulsory for all educators, to promote professional development. It is also essential to set, maintain and protect ethical and professional standards for educators.
5. What legislation is applicable to me as a SACE registered educator and an employee of my employer?
- The Code of Professional Ethics is applicable to all SACE registered educators;
- The Employment of Educators Act is applicable to all Department of Education employees; and
- The Basic Conditions of Employment Act is applicable to all SGB- and independent school employees.
6. Can I be charged with misconduct by SACE?
No. SACE has the right to charge educators only for alleged unprofessional behaviour which contravenes the Professional Code of Ethics. The employer has the right to charge its employees for alleged misconduct that contravenes the code of conduct in the workplace.
7. When charged for alleged unprofessional behaviour, can I be dismissed by SACE?
No. SACE cannot dismiss educators from their employment. However, SACE has the right to give warnings and fines. In certain contraventions of the code of professional ethics SACE can remove the name of an educator from the register of educators. Only the employer has the right to dismiss an employee for alleged serious misconduct.
If an educator is removed from the register of educators by SACE, the educator will be deemed to be dismissed as you cannot be employed as an Educator if you are not registered as an educator by SACE.
8. If I am dismissed by my employer for serious misconduct in the workplace, can I still work as an educator?
Yes, but only as a SGB employee or an employee at an independent school. However, if an educator is removed from the register of educators that educator cannot work for a Department of Education, an SGB or at an Independent School as an educator.
9. Can I be charged by both my employer and SACE for the same transgression?
Yes, due to the fact that a transgression in the workplace can be both misconduct which would be the contravention of your employer’s code of conduct as well as unprofessional behaviour which will be a contravention of SACE’s Code of Professional Ethics.
10. Can I be found guilty in a civil and/or criminal court for the same transgression that I was found guilty or not guilty off during my disciplinary hearing?
Yes, because the criminal and/or civil procedure has a different burden of proof than in the case of a Labour related matter.
11. What is the meaning of the term: “burden of proof”?
It is a legal standard according to which the party who bears the burden of proof must provide evidence to prove their case. The burden of proof will always rest on the party who makes the allegation. In Labour Law the burden of proof will rest on the employer to prove that the transgression took place on a balance of probability. In criminal matters, the burden of proof will rest on the State to prove that the crime took place beyond reasonable doubt. It is thus clear that the burden of proof in criminal matters is much higher than in labour matters.
Salarisonderhandelinge Terugvoer – Lede Mandatering | Salary Negotiations Response – Member Mandates
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