GLOBAL WOMEN RECOGNITION MOVEMENT
1.1 The organisation hereby constituted will be called Global Women Recognition Movement
1.2 Its shortened name will be GWRM (hereinafter referred to as the organisation or movement).
2. OPERATING LOCATIONS AND HEADQUARTERS
The Global Women Recognition Movement shall be based in Johannesburg, South Africa and Toulouse, France. It shall operate globally with its head office based in Johannesburg, Gauteng Province of South Africa.
3. LEGAL STATUS
The GWRM is governed by a board of directors and reflects the diversity of the globe and brings together a wealth of experience in philanthropy, international issues and human rights. The organisation comprise of a diverse team of women and men who take pride to be part of organisation that brings positive change to the world. The board is representative of countries such as South Africa, Namibia, France, The Netherlands, Switzerland, United States of America and the United Kingdom, and they have been members of either sustainable development foundations or corporate enterprises. In future we intend increasing capacity and inviting, attracting like-minded members representative of countries in or from South America, Canada, Australia, Polynesian Islands & other Islands, Middle East, members states of the African Union & the European Union, India, China, Russia, and across Asia.
The GWRM has its own legal identity which is separate from its individual Members:
• It exists in its own right, separately from its members.
• Continue to exist even when its membership changes and different office bearers.
• Be able to own property and other possessions.
• Be able to sue and be sued in its own name.
“To realise freedom for all, understanding recognition as a human right and an integral component of justice.”
“Our vision is a world that does not withhold nor delay recognition to whom it is due. —to surface female role models from all fields of occupation.”
4. GOALS AND OBJECTIVES
a. The Global Women Recognition Movement is a Non-profit, charity and philanthropic organisation founded by three sisters Xolisile HLONGWANE, Cebile “Re” MBOKAZI and Hlobisile MBOKAZI in August 2013 as a platform to serve humanity. It is established for advancing human rights and justice, specifically the rights of women and girls. This movement views recognition for all, as a basic human right; and views non-recognition of women as an act of gross injustice in terms of due or withheld and delayed recognition. Recognition of women within the society today is most times oppressed in spheres of development and leadership; at the work-place, their homes and communities, nationally and globally.
b. The emphasis is in the distinctness and value of women contributions in various fields that is currently overlooked. GWRM fundamentally believes that all government policies should protect all human right laws, with strong redistribution policies, proper taxation laws, systems that open employment opportunities for all, equality, respect to the environment, and most of all the inclusion of women in the workforce, their proper recognition will enhance economic growth, reduce global poverty and advance the world for betterment of all people who leave in it.
c. GWRM intends to lessen the burden on governments by uplifting societies and encouraging communities to embrace both male and female role models that the society can aspire to. With this GWRM will host annual recognition awards that will recognise women from all over the world, which will include women of colour (WOC) who have in the past been sidelined and denied such opportunities.
- Our goal is to advance the rights of women and girls worldwide by increasing awareness in women recognition in societies and recognizing women’s achievements.
- Our goal is to increase understanding of Recognition as a basic human right that both women and men should be able to experience and enjoy.
- Our goal is reduce global gender disparities.
- Our goal is to lessening the burdens on government
- Our goal is to relieve the poor, distressed and or the underprivileged by advocating for the inclusion women in the workforce as one of the remedies to global poverty eradication.
- Contribution to sustainable development and inclusive economic growth, with an understanding of associating growth and development with the respect for human rights.
- Improve social progress and foster social change through philanthropy and charity programs.
- Participate in gender equality organisations and demonstrate women’s empowerment ability to unleash the full potential of the communities and population.
- Contribute to poverty eradication, global maternal mortality ratio reduction, world peace, security, defending civil and human rights that are secured by law. Where needed submit an amendments request for changes to laws that are deemed discriminatory and prejudice.
- Create platforms, events and campaigns that will recognise Women and girls from various fields of occupation.
- Get involved in education and Science by investing and encouraging women and girls to get involved in such fields
- Encouraging and promoting “Sports and Arts”, e.g using music & sports as a weapon to spread the message.
5. INCOME AND PROPERTY
5.1 The organisation will keep a record of everything it owns.
5.2 The Income and Property of the organisation shall be used solely for the promotion of its stated objectives. The organisation may not give any of its money or property to its members or office bearers. The only time it can do this is when it pays for work that a member or office bearer has done for the organisation. The payment must be a reasonable amount for the work that has been done.
5.3 A member of the organisation can only get money back from the organisation for expenses that she or he has paid for or on behalf of the organisation.
5.4 Members or office bearers of the organisation do not have rights in the property or other assets of the organisation solely by virtue of their status as members or office-bearers of the organisation.
5.5 Members or office bearers of the organisation do not have rights in the property or other assets of the organisation solely by virtue of their status as members or office-bearers of the organisation.
6. MEMBERSHIP AND GENERAL MEETINGS
6.1 If a person wants to become a member of the movement, she or he will have to fill in an application form online and ask the Organisation’s Board of Management Committee through filling in an application form. The Board of Management committee has the right to refuse membership application.
6.2 Members of the organisation must attend its annual general meetings. At the annual general meeting members exercise their right to participate in the formulation of programs and projects which help in the development of the movement
6.3 During the Annual General Meetings, members can stand and be elected to join the office bearers.
7. BOARD OF MANAGEMENT
7.1. The board of management committee will be made up of 13 members maximum. And a minimum of 6 Board members shall serve as office bearers of the organisation.
7.2. The Board of management committee members will manage the organisation.
7.3. The initial team of office bears will serve a for 12months. Progressively both the office bearers and the board of management committee may serve for minimum of 5 years for the positions stated under Schedule A, but they can be appointed or re-elected for another term in office after 5 years. Depending on what kind of services they give to the organisation, they can stand for reappointment or re-election into office again and again. This is so long as their services are needed and they are committed to give their services. No member of the board may serve for a consecutive number of 3 years without a minimum ineligibility period of twelve months.
7.4. The founding members shall form part of the board of management committee members. The children of the founders may seat on meetings from the age of 15 but will be voting members of the board at the age of 18. This is as long as they are fit and committed to give their services. The Board of management committee shall be elected by the members of the organisation at an annual general meeting.
7.5. If a member of the management committee does not attend three management committee meetings in a row, without having applied for and obtaining leave of absence from the management committee, then the management committee will find a new member to take that person’s place and the member will no longer be entitled to the benefits of membership or and a seat as a board member or management committee.
7.6. The GWRM founding members may serve in the Board of Management Committee members for a minimum of 10 years, if serving, they will stand for re-election or appointment for another 10 years, again and again as long as they are fit and committed to run the movement and render their services to the movement.
7.7. The Board of Management committee may co-opt additional non-voting voting members as it may consider appropriate.
7.8. A Board member may resign from office in writing. He/She shall be disqualified from office upon termination of membership from the organisation. A member may be removed from office through a two-thirds resolution of the remaining members of the board management committee, consisting of not less than four.
7.9. Any actual, potential or perceived conflict of interest, on the part of any member of the board of management committee, on a matter pertaining to the organisation, must be disclosed to the board of directors, which shall record such conflict in the minutes of the board meeting. Such member may be requested to state his/her position on the matter or to state pertinent questions, but shall not vote or use his/her influence on the matter and shall be not be counted for purposes of determining a quorum of the meeting where the votes takes place.
7.10. The management committee will meet at least once in three month. More than half of members need to be at the meeting to make decisions that are allowed to be carried forward. This constitutes a quorum. Due to the nature and the locations of the movement, the Board meetings will be held via video conferencing, telephone or at organisation’s Head-Quoters. Where possible, the Board of Management meetings will be held face to face in a meeting room where members are all present.
7.11. Meeting packs will be distributed 5 days prior to the meeting to allow the Board members to read through the material and formulate their opinion to ensure healthy and fruitful engagements during the meetings.
7.12. If a member of the Managing Board does not attend three board meetings in a row, without having applied for and obtaining leave of absence from the management committee, then the board will find a new member to take that person’s place.
7.13. The Board of management will meet at least once a month. More than half of members need to attend the meeting to make decisions that are allowed to be carried forward. This constitutes a quorum.
7.14. Minutes of the meetings will be recorded at every meeting to ensure a record of the management committee’s decisions is kept. The minutes of each meeting will be given to management committee members at least one week before the next meeting. The minutes shall be confirmed as a true record of proceedings, by the next meeting of the management committee, and shall thereafter be signed by the chairperson.
7.15. The organisation has the right to form sub-committees. The decisions that sub-committees take must be given to the Board of management committee. The Board of management committee must decide whether to agree to them or not at its next meeting. By agreeing to decisions the Board of management committee endorses them.
7.16. All members of the organisation must abide by the decisions which are taken by the Board of Management committee.
7.17. All matters pertaining to litigation, security measures, contractual negotiations, employment matters, and any other matters deemed confidential by the Board of management, must be treated as confidential, and only the actual decisions may be disclosed to the general public.
7.18. The Board may admit natural person over 18years of age and legal person as a member of the organisation. The organisation’s board of management committee has the right to allow or refuse any person to join the movement by following prescribed procedures outlined in the organisation’s administered policies. Membership is not transferable
7.19. The first members of the board of management committee shall sign Schedule A of this constitution.
8. POWERS OF THE ORGANISATION
The Organisation shall have the same powers as that of the company under the Company Act, as amended. The Board of Directors has the authority to achieve the objectives that are stated in point number 4 of this constitution. Such powers include:
8.1 To institute or defend any legal or other proceedings and to settle any claims,
8.2 To prudently invest funds of the Organisation,
8.3 To buy, attain, maintain, manage, lease, sell or in any way deal with the property and assets of the organisation.
8.4 To donate and transfer the property and assets of the organisation to public benefit organisations with similar objectives.
8.5 To borrow and use property and assets of the organisation as security for borrowing
8.6 To exercise all management and executive powers ordinarily vested in the Board of Directors,
8.7 To carry out all the powers and authority of the organisation in South Africa and any other part of the world.
8.8 The Board of Management committee has the power and authority to raise funds or to invite,
receive funds and contributions.
8.9 The Board of Management committee has the right to make by-laws for proper management, including procedure for application, approval and termination of membership.
8.10 The Founding members within the Board of Management Committee will decide on the powers and functions of the committee members. The Board of Management Committee will decide on the powers of the operational and administration office bearers.
The Board of Management Committee shall manage the affairs of the organisation in accordance to the resolution of the members in the General Meeting.
9. MEETINGS AND PROCEDURES OF THE COMMITTEE
9.1 One annual general meeting every year will be held by the Board of Management Committee and the members of the movement.
9.2 The chairperson, or two members of the committee, can call a special meeting if they want to. But they must let the other Board of Management committee members know the date of the proposed meeting not less than 15 days before it is due to take place. They must also tell the other members of the committee which issues will be discussed at the meeting. If, however, one of the matters to be discussed is to appoint a new Board of Management committee member, then those calling the meeting must give the other committee members not less than 30 days’ notice.
9.3 The chairperson shall act as the chairperson of the Board of Management committee. If the chairperson does not attend a meeting, the co-founding member within the Board of Management committee will chair the meeting if all founders of the movement are not present at the meeting, the committee who are present will choose which one of them will chair that meeting. This must be done before the meeting starts.
9.4 There shall be a quorum whenever such a meeting is held.
9.5 When necessary, the Board of Management committee will vote on issues. If the votes are equal on an issue, then the chairperson has either a second or a deciding vote.
9.6 Minutes of all meetings must be kept safely and always be on hand for members to refer and or consult.
9.7 If the Board of Management committee thinks it is necessary, then it can decide to set up one or more sub-committees. It may decide to do this to get some work done quickly. Or it may want a sub-committee to do an inquiry, for example. There must be at least three people on a subcommittee. The sub-committee must report back to the Board of Management committee on its activities regularly in a form of written reports and presentation.
10. ANNUAL GENERAL MEETINGS
The annual general meeting must be held once every year, towards the end of the
Organisation’s financial year. The organisation should deal with the following business, amongst others, at its annual general meeting:
• Agree to the items to be discussed on the agenda.
• Write down who is there and who has sent apologies because they cannot attend.
• Read and confirm the previous meeting’s minutes with matters arising.
• Chairperson’s report.
• Treasurer’s report.
• Changes to the constitution that members may want to make.
• Elect new office bearers.
• Discuss development and funding opportunities
• Discuss other or general items.
• Close the meeting.
11. FINANCE AND TAXATION OF THE ORGANISATION
11.1 An accounting officer shall be appointed at the annual general meeting. His or her duty is to audit and check on the finances of the organisation.
11.2 The treasurer’s job is to control the day to day finances of the organisation. The treasurer shall arrange for all funds to be put into a bank account in the name of the organisation. The treasurer must also keep proper records of all the finances.
11.3 Whenever funds are taken out of the bank account, the chairperson and at least two other members of the organisation must sign the withdrawal or cheque.
11.4 The financial year of the organisation ends on 31 March every year.
11.5 The organisation’s accounting records and reports must be ready and handed to the Board of Management committee within six weeks after the financial year end.
11.6 If the organisation has funds that can be invested, the funds may only be invested with registered financial institutions. These institutions are listed in Section 1 of the Financial Institutions (Investment of Funds) Act, 1984. Or the organisation can get securities that are listed on a licensed stock exchange as set out in the Stock Exchange Control Act, 1985. The Board of Management committee can go to different banks to seek advice on the best way to look after its funds.
11.7 The Organisation may apply to the Commissioner for the South African Revenue Service for approval as a Public Benefit Organisation in terms of section 30 of the Income Tax Act. Upon approval the provisions set out in Schedule B shall bind the organisation.
12. CHANGES TO THE CONSTITUTION
12.1 The constitution can be changed by a resolution. The resolution has to be agreed upon and passed by not less than two thirds of the members who are at the annual general meeting or special general meeting. Members must vote at this meeting to change the constitution.
12.2 Two thirds of the members shall be present at a meeting (“the quorum”) before a decision to change the constitution is taken. Any annual general meeting may vote upon such a notion, if the details of the changes are set out in the notice referred to in 9.2
12.3 A written notice must go out not less than fourteen (14) days before the meeting at which the changes to the constitution are going to be proposed. The notice must indicate the proposed changes to the constitution that will be discussed at the meeting.
12.4 No amendments may be made which would have the effect of making the organisation cease to exist or bring the operations of the organisation to a halt.
13.1. The organisation may not close down
13.2. A proposal to close down must be supported by the founding members of the organisation in writing.
13.3. Should the organisation close down, it has to pay off all its debts. After doing so, if there is property or money left over it should not be paid or given to members of the organisation. It should be given in some way to another non-profit organisation that has similar objectives. The organisation’s general meeting can decide what organisation this should be.
14.1 Subjects to the provisions of any relevant law, members, office bearers or non appointed delegates or appointed delegates of the organisation shall be indemnified by the organisation for all acts done by them in good faith or in its behalf.
14.2 Subjects to the provisions of any relevant law, no member of the organisation or appointed delegates shall be liable for the acts, receipts, neglects, or defaults of any other member or office bearer, or for any loss, damage or expense suffered by the organisation, which occurs in execution of the duties of his/her office, unless it arises as a result of his/her dishonesty, or failure to exercise the degree of care, diligence of care and skill required by law.
This constitution was approved and accepted by members of
Global Women Recognition Movement (GWRM)