constitution

SANFOSAWU > constitution

SANFOSAWU CONSTITUTION

PREAMBLE

SANFOSAWU firmly commits itself to the formation of a strong, democratic organisation controlled by its members. It further commits itself to a united, non-racial, non-sexist, democratic South Africa, free from oppression, economic exploitation, and all forms of unfair discrimination.

The past has taught us that unorganised and divided workers cannot meaningfully improve their working conditions. Only effectively organised and united workers are able to improve wages, raise their standard of living, and protect themselves against the insecurities of life.

We therefore commit ourselves to unity, comradeship, and solidarity of all workers. We reject any attempts to divide workers based on race, colour, nationality, sex, religion, creed, or disability.

SANFOSAWU also commits to building relationships with other worker organisations locally and internationally to fight unemployment, poverty, disease, and economic exploitation.

Our guiding principle is:
“An injury to one is an injury to all.”

PART 1: THE UNION

Establishment and Name

The union shall be known as:

South Africa Is Not For Sale Workers Union (SANFOSAWU)

It is:

  • A non-profit organisation
  • A legal entity with full juristic powers

Vision

To organise workers in all sectors in order to improve their working conditions.

Mission

To champion, promote, and protect the social and economic well-being of workers by defending their rights and advocating for their interests.

Objectives

Main Objectives

  • Unite workers into a single union
  • Promote fair labour practices
  • Ensure compliance with minimum wage
  • Encourage worker participation in decision-making
  • Provide effective service to members
  • Prevent unfair dismissals
  • Represent workers in disputes and hearings
  • Promote skills development and career growth
  • Transform workplaces into inclusive environments

Secondary Objectives

  • Protect job security of members
  • Promote unity and cooperation among workers
  • Build relationships with other unions
  • Develop international labour solidarity

Core Principles

  • Workers own the union
  • Leadership is democratic and mandate-driven
  • Transparency and loyalty
  • Access to information

Scope

The union operates across South Africa and includes workers in:

  • Health sector
  • Education
  • Social development
  • State administration
  • Public entities and parastatals

Offices

The National Executive Committee determines the head office location and ensures at least one office exists in South Africa.

Authority of the Constitution

This constitution is the highest authority in the union and governs all rights, responsibilities, and disputes.

PART 2: UNION ORGANISATION

Structure of the Union

The union is structured as follows:

  • Members
  • Shop Stewards
  • Sub-Region Committees (LEC)
  • Regional Committees (REC)
  • Provincial Committees (PEC)
  • National Executive Committee (NEC)

Spheres of Authority

Authority is distributed across:

  • Workplace level
  • Sub-region level
  • Regional level
  • Provincial level
  • National level

Each level operates under higher structures while managing its responsibilities.

PART 3: MEMBERSHIP

Qualification for Membership

A person qualifies if they:

  • Are a worker within the union’s scope
  • Are a fit and proper person
  • Have not been rejected or expelled within the last 12 months

No discrimination is allowed.

Application Process

  • Submit application form and subscription form
  • LEC decides to accept or reject
  • Rejected applicants can appeal within 30 days

Subscription Fees

  • Maximum: 1% of basic salary
  • Paid monthly
  • Can be deducted via check-off system

PART 4: MEMBERSHIP STATUS

Good Standing

A member is in good standing if:

  • Fees are up to date
  • Not suspended

Member Rights

Members can:

  • Attend meetings
  • Participate in union activities
  • Vote
  • Receive benefits

Suspension and Expulsion

A member may be removed for:

  • Acting against union interests
  • Not paying fees
  • Violating policies
  • Misconduct

Appeals are allowed within 30 days.

Resignation

  • Requires 30 days written notice
  • Member remains liable for any debts

Termination of Membership

Membership ends when:

  • Employment ends (after 30 days)
  • Member leaves the sector
  • Membership is withdrawn

PART 5: WORKPLACES

Meetings

  • Must be held every 60 days
  • Require quorum to proceed

Shop Stewards

  • Elected every 3 years
  • Represent workers in the workplace

Shop Stewards Committee

Responsible for:

  • Handling workplace issues
  • Representing members
  • Reporting unfair practices

PART 6: STRUCTURES

Sub-Region

Managed by Local Executive Committee (LEC)

Office Bearers

  • Chairperson
  • Deputy Chairperson
  • Treasurer
  • Secretary
  • Deputy Secretary

Region

Managed by Regional Executive Committee (REC)

Province

Managed by Provincial Executive Committee (PEC)

National Level

Managed by National Executive Committee (NEC)

National Office Bearers

  • President
  • Deputy Presidents
  • Treasurer
  • General Secretary
  • Deputy General Secretary

PART 7: DISCIPLINE AND REMOVAL

Members and leaders may be removed for:

  • Misconduct
  • Failure to attend meetings
  • Acting against union interests

Fair disciplinary procedures must be followed.

PART 8: MEETINGS

Rules

  • Meetings follow an agenda
  • Decisions by majority vote
  • Chairperson maintains order

Minutes

  • Must be recorded and shared within 14 days

PART 9: BALLOTS

Ballots are required for:

  • Legal requirements
  • Constitutional decisions
  • Major union matters

Voting is confidential and supervised.

PART 10: FINANCES

Sources of Funds

  • Membership fees
  • Donations
  • Fundraising

Use of Funds

Funds are used for:

  • Union operations
  • Investments
  • Member services

Financial Controls

  • Managed by NEC
  • Regular reporting required
  • Audited annually

PART 11: GENERAL PROVISIONS

Women Participation

The union promotes active participation of women in leadership.

Dissolution

The union may be dissolved by a 75% majority vote.

Remaining assets go to similar non-profit organisations.

Amendments

Changes to the constitution require:

  • Proposal submission
  • NEC approval
  • Registrar approval

Interpretation

The NEC has final authority on interpretation.

Commencement

This constitution becomes effective upon approval by the Registrar of Labour Relations.