Remuneration and Benefits
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Purpose

The purpose of this Unit is to design, develop, implement and monitor employee remuneration and benefits strategies within the Institution in compliance with statutory and regulatory requirements.

These will include among others:

  • Remuneration
  • Remuneration structures
  • Allowances
  • Overtime
  • Leave management
  • Pension/provident fund
  • Group life
  • Medical aid
  • Disability management
  • Terminations

Remuneration and Benefits

The University of Zululand is on Total Remuneration Package Structure that is market related. The Total Remuneration Package Structure is the sum of employee’s compensation package which includes the following components:

Basic Salary

This is a cash component which forms part of the Total Remuneration Package. This is an amount paid to an employee before any benefits are added or taken off.

Housing allowance/Subsidy

  • An amount of R900 pm is payable to a permanent employee as housing allowance and this forms part of the Total Remuneration Package.
  • All permanent employees who have a housing bond may apply for a housing subsidy as approved by the University from time to time, which forms part of the remuneration package.

Pension/Provident fund

The University of Zululand is on Defined Benefit and membership is compulsory to permanent employees upon commencement of duty, this excludes Executive Management of the University (in this case it is optional). The employee will be subjected to the rules and regulations of the fund as amended from time to time. The current total contribution is 15,3% of pensionable salary. The employer contributes 7,8% and employee 7,5%. This forms part of the package.

The University has two medical aid schemes which is Bestmed and Bonitas. Membership of the approved University Medical Scheme is compulsory to permanent employees unless an employee provides proof that s/he is a beneficiary under his or her spouse’s medical scheme. The medical aid rates increase in January each year. This excludes Executive Management of the University (in this case it is optional). Should the employee cease to be a beneficiary under another medical aid scheme s/he must advise the University as soon as possible. There are no post- retirement medical aid benefits. The employee will be subject to the rules of the medical aid scheme. The employer contributes 60% of the total contribution and the employee contributes 40% of the total contribution. This forms part of the package.

For more information about our medical aid schemes, click on the brochures below:

Medical aid

Group Life

Membership of Group Life Scheme as approved from time to time is compulsory to all permanent employeesThis excludes Executive Management of the University (in this case it is optional). The current total contribution is 2,522% of pensionable salary. The employer contributes 1,261% and employee 1,261%. This forms part of the package.

UIF

Is a compulsory statutory deduction which works on a 50/50% basis (Employer and employee contributions). This forms part of the package.

13th Cheque

13th cheque is incorporated into an employee’s Total Remuneration Package. The 13th cheque is equivalent to an employee’s pensionable salary however, it is prorated in the first year of service and is payable in the employee’s birthday month. This forms part of the package.

Pension on 13th cheque

The University of Zululand’s 13th cheque is pensionable. The current total contribution is 15,3% of pensionable salary. The employer contributes 7,8% and employee 7,5%. This excludes Executive Management of the University (in this case it is optional). This forms part of the package. This does not apply to employees on AIPF.

Non-Remunerative Benefits

These benefits are not included in the Total Remuneration Package and are as follows:

Academic Staff Annual leave

Academic Staff are entitled to a total of 15 day’s accumulative/statutory leave per annum. Statutory/accumulative leave is allocated at the rate of 1.25 days per month of completed service. Academic staff are also entitled to the recess periods in a particular year as per approved University calendar. Academics are expected to take their annual leave during the approved student vacation periods unless the operational requirements of the faculty/department necessitate the presence of the employee during the recess period, in which case leave may be granted outside the recess period.

Support Staff Annual Leave

Support Staff are entitled to the following:

Grade Total

Accumulative/Statutory

Additional Vacation Leave Monthly Total Allocation

May accumulate up to maximum of 90 days (employed before 1 Aug 2012 or 30 days (Employed on or after 1 August 2012)

Automatically forfeited by June of the following year provided that it is applied for by 31 December of each leave cycle

Leave is accrued monthly

Support
Peromnes 1-9

36 days per leave cycle 15 days per leave cycle
(1.25 days per month)

21 days per cycle
(1.75 per month)

3 days per month

Support
Peromnes 10-14

30 days per leave cycle

15 days per leave cycle

(1.25 days per month)

15 days per cycle
(1.25 days per month)

2.5 days per month

Support
Peromnes 15-16

24 days per leave cycle 15 days per leave cycle

(1.25 days per month)

9 days per cycle

(0.75 days per month)

2 days per month
Column 1 Value Column 2 Value Column 3 Value Column 4 Value Column 5 Value

Step-by-Step Guide for Applying for Leave Online

FAQ

  1. Write a resignation letter/notice of resignation to your line manager for noting and signature.
  2. Submit to Dean signed letter of resignation to your Senior Generalist/HR Business Partner.
  3. The Remuneration and Benefits office will contact you and provide you with the forms to be completed and further process will be explained to you.

You will receive your salary at the end of the month subject to submission of completed exit/clearance form.

A letter of resignation should be submitted on the first day of the month.

As opposed to pension, this is a risk cover benefit payable on death of the insured staff member only while still in service, it lapses upon resignation.

As opposed to pension, this is a risk cover benefit payable on death of the insured staff member only while still in service, it lapses upon resignation.

Yes. The increase in medical aid will result to a decrease in your basic salary if you are on Total Remuneration Package. in this case the TRP is restructured to accommodate the increase in medical aid.

Submit the certified certificate to HR. You will receive remuneration in recognition of higher qualification provided the qualification is higher than the one you currently have. There will be no payment for qualification at the same level or below your current qualification.

No. On termination of medical aid, the portion of the employer contribution becomes part of your basic salary resulting in an increase in your net salary.

Contact Remuneration and Benefits office in order to link your email in the system.

Submit your marriage certificate and ID copy showing the new surname to Remuneration and Benefits Office. Please ensure that your details are also changed in the bank to reflect your new surname.

Contact Details

Manager: Remuneration and Benefits
Mrs. Constance Ngxito

E  NgxitoC@unizulu.ac.za
T  035 902 6409

Remuneration Specialist
Mr. Lindisipho Mbukwana

E  MbukwanaV@unizulu.ac.za
T  035 902 6638

HR Administrator – Payroll & Benefits
Mr Mndeni Nxele

E  NxeleM@unizulu.ac.za
T  035 902 6308

HR Administrator – Payroll & Records
Ms. Nothando Zondi

E  ZondiNS@Unizulu.ac.za
T  035 902 6389