First the news that the latest iteration of the “Spy Bill” (which looks like being rushed through committees and Parliament in the dying days of 2023 in the same way that the FIC General Laws Amendment Act was in 2022) has dropped specific references to security vetting of all NGOs, but is still terribly vague on accountability and lacking in enforceable oversight of the security sector. See Heidi Swart’s article at https://intelwatch.org.za/2023/11/28/op-ed-new-spy-bill-will-businesses-be-next-to-face-state-security-vetting/ to follow and add support to the civil society stand against invasive overreaches of State power.
Regarding the FIC provisions and Grey Listing the Financial Action Task Force, has recently issued amendments “to address the misapplication and misinterpretation of Recommendation 8, that had led countries to apply disproportionate measures on Non-Profit Organisations (NPOs)” for the full story: https://www.fatf-gafi.org/en/publications/Fatfrecommendations/protecting-non-profits-abuse-implementation-R8.html
In the rest of this Brief we deal with some questions and issues often encountered in our work:
- How can we help boards do better?
- Why do the CIPC standard-form MOIs not contain the PBO clauses?
- What is the fuss about Objects clauses?
- Is it a conflict of interests or a breach of duty?
We end with a note on changes coming for parental leave rights for employees, based upon our fabulous Bill of Rights. Long may she provide the impetus for South Africans to equally and fairly enjoy their rights.
We hope that you find all of this information useful and, as usual, please feel free to send this on to anyone who you think might benefit from it. If you have been sent this by someone else and would like to receive future newsletters, click this link to subscribe If you would rather not be sent these, then unsubscribe at the end of the newsletter.
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The end (of 2023) is nigh!
Nicole, Bandile, Janice, Chelsea, Lisa, Dorothy and Alison
TOP THREE THINGS TO HELP BOARDS DO BETTER
In a recent training/refresh session with the profoundly passionate and highly qualified board of WESSA, https://wessa.org.za/ I was put on the spot with the question: “What three things should we do to make sure that new board members, who may come from a corporate context, are able to properly engage with the work of governing a non-profit?”
With WESSA’s permission, I share here my generally-applicable top three, in no particular order:
- Enable proper understanding of NGO financial reports. These reports should clearly show the difference between ‘deferred’ funds (held for donors and to be spent in particular way) and the funds available for running the organisation. The language used to describe different sorts of income should be accurate and make sense to outsiders/new board members.
- Give the board an accurate picture of the extent of work and time which fundraising takes. They cannot oversee the work of the CEO if they do not understand the demanding nature of raising funds and then reporting to donors;
- Let the board directly encounter the work being done: field trips to projects and bringing project-managers into the room to report will do so much more to inspire, inform and allow useful input than all of the lovely words and numbers that are sent to them. (I am still mulling on my recent visit to the new home ground of the Siyazisiza Trust and now have a real and ‘live’ connection to the amazing work being done there https://siyazisiza.co.za/ .)
THE SARS CLAUSES AND STANDARD NPC MOIs
When SARS grants PBO (and some other sorts of exempt) status, it usually includes in the exempting letter a requirement that the founding document of the organisation is amended within a period of time, in order to include the clauses which are legally required under the relevant section of the Income Tax Act.
Those who have registered as a non-profit company (NPC) using one of the standard-form memoranda of incorporation (MOIs) available from CIPC are often surprised to find that these standard MOIs do not include the required SARS clauses.
Because there are many varieties of tax exemption and also not all NPCs will be applying for the status, it is not possible for the CIPC standard documents (or any standard or precedent MOI) to also do the SARS-end work. For those NPCs who are granted exempt status, the MOI will have to be amended by special resolution of the members (or directors, if it is a no-members NPC) and the amended MOI registered with CIPC, and then sent to SARS.
At ngoLAW, we see the drafting of these amended MOIs as a wonderful opportunity to create for the organisation a ruling, founding document which is appropriate, relevant and useful for their governance and protocols. There are others who might (instead of drafting a unique MOI) lodge with CIPC an addendum to that standard form MOI with all of the SARS clauses slapped into it, but we do not take this approach as:
- We think that this adds confusion, as you then have two (unintelligible) documents to refer between and confusion and misunderstandings arise;
- Annexures which deal with things also dealt with in the main body will almost invariably introduce internal contradictions, which make thinking lawyers break out in hives;
- We think the standard form MOIs are not easy to follow and take every chance we get to replace them with documents more useful to governance.
The good news is amending the MOI need not be a rushed affair. Even if the deadline in the SARS letter has expired, they cannot remove exempt status from you without notice and an opportunity to correct matters. If you did receive a notice to comply, a response that the board is engaging with the process of crafting a special MOI which will be sent to SARS in due course is, all else being well, likely to be satisfactory. So the members or board may approach the matter in a considered way. But a start should be made.
OBJECTS: WHAT ARE THEY GOOD FOR?
We routinely come across organisations whose ‘objects clause’ is either completely out of date and bears no resemblance to the work being done, or is really vague and wide, so that it seems not to have been drafted for that organisation at all.
And there are many objects clauses which (unnecessarily) parrot the Ninth Schedule Public Benefit Activities, so that the actual work of the organisation is not reflected at all.
The objects clause is the hardest working part of a founding document, and an appropriate, relevant, accurate and meaningful set of objects is about:
Consistency | across all documents and platforms, the same message and no contradictions |
Clarity |
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Credibility |
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Commitment | focus – those involved can buy into the vision |
Control | because objects enable but also constrain, no executives (or board) can run off and apply funds and energy in a completely different and unintended direction – a 75% resolution is required for major pivots. |
If the objects clause of the organisation you serve is not giving you all of these things, it might be time for a redraft
BOARD MATTERS – CONFLICTS OF INTEREST AND BREACHES OF DUTY
It is generally known and accepted that board members who may have a ‘conflict of interests’ between their personal interests and those of the organisation on whose board they serve:
- should act in the best interests of the organisation and not for their personal benefit (the heart of the fiduciary duty); and
- need to declare the conflict, step out of the room, not influence the vote on and not vote on any decision where the conflict may be material.
This is the ‘declare and manage’ approach and is supported by legislation (the Companies Act) and the King IV and other governance protocols.
So, for instance, a lawyer serving on a board who also (for a fee) provides legal services and advice to that organisation should make an annual declaration of the fact (and best practice involves a declaration of the quantum of fee received each year) and then, when their standards of service or fees are discussed, they should leave the room and follow the protocol.
However, the duty to declare a conflict of interests does not only arise in the annual (or more regular) declaration rhythm of the organisation and does not require that the organisation or the Chair or Secretary of the Board asks the question. If a committee member of a voluntary association, a trustee of a trust or a director of a company is aware of (or suddenly becomes aware of) a conflict between their own personal financial interests and those of the organisation they serve, they are under a personal duty to declare any new conflict as soon as possible, and any ongoing conflict on a regular basis.
The declaring of a conflict and then excluding (and minuting the exclusion) of the relevant person is how organisations manage minor or incidental conflicts of interest.
It is worth noting, however, that not all conflicts of interest can be managed away and, when there is a personal financial interest which, in the view of the rest of the board, is such that the conflicted board member would find it difficult or impossible to act with independence of mind in the best interests of the organisation (instead of in their own interests), then the time has come for a conversation with the deeply-conflicted board member about their resigning or, failing that, being removed.
And there may be other issues which, although they involve a conflict of interests, are more serious than just a conflict, and amount to a misuse of the position on the board to gain an advantage for themselves or for any person other than the organisation they serve. If a board member uses inside knowledge gained from board service for their own gain or the gain of another this cannot be solved by its being declared to the board: they are in breach of their fiduciary duty, should be removed from the board and could be held liable by the organisation for any losses, costs or damages incurred by the organisation because of the breach of duty.
A NOTE FROM WORKPLACE MATTERS: CHANGES TO MATERNITY AND PARENTAL LEAVE
A decision in the Gauteng High Court handed down on Wednesday, 25 October 2023 is set to bring about changes to the parental leave provisions in the Basic Conditions of Employment Act (“BCEA”). The decision found certain parts of the BCEA to be unconstitutional and recommended that it be amended. The sections which will now need amending are those dealing with maternity leave, parental leave, adoption leave and commissioning parental leave.
The BCEA currently allows for four months of maternity leave for a birthing mother, and grants a non-birthing parent 10 consecutive days of leave. The recent court judgment seeks to empower equal rights for both parents to a minimum of four months’ leave following the birth or legal adoption of a child.
The judgement in the case was delivered by the Deputy Judge President, Justice Roland Sutherland, who suggested revised wording for the relevant sections of the BCEA. These would have the following effect:
- Both parents (birthing and non-birthing) are entitled to a shared minimum of four months leave. This means they can take turns taking leave and can choose which of them takes how much of the total of four months off from work.
- Parental leave (the 10 consecutive days non-birthing parents can currently take) is likely to be removed.
- Adopting parents and parents who commission a surrogate will also be entitled to the four months’ leave, as opposed to the current 10-week entitlement.
- Non-birthing parents (spouses or partners), who take their chosen portion of 4 months, will also be entitled to claim benefits from the Unemployment Insurance Fund (UIF) for the time they are not working during the four-month period.
When will this come into effect? The judgment still needs to be confirmed by the Constitutional Court. Justice Sutherland suspended his declaration of invalidity of the BCEA sections for two years, giving Parliament time to fix the BCEA. So, the changes are not yet enforceable but will be once the Constitutional Court has confirmed the judgment.
What does WorkPlace Strategies suggest you do now? Employment agreements and policies will only have to be reviewed and updated once the Constitutional Court has confirmed that the judgment is correct. Once the apex Court agrees that this decision is the right one, it becomes a common law right for employees. Until that time, it is not yet a right that employees are entitled to, and it is important that there is clarity on this.
Thanks to Paul Cooley at https://www.workplacestrategies.co.za/about/ for his note on this, and he may be contacted through the website for queries.
(At ngoLAW we are excited to see the practical effect that our Bill of Rights is having on these very real issues of discrimination)