Entire Document - Chris Hani District Municipality

2.1.2.2 Compliance with Occupational Health and Safety Legislation
The human resources unit has responsibility for implementing the requirements of the OHSA as well as the Compensation
for Injuries and Diseases Act. Safety-related policies and plans were adopted for implementation by Council.
During the financial year 08/09 six employees were injured on duty and all the necessary administrative measures
were completed. Challenges were experienced in achieving co-operation with local municipalities with regard to
health and safety matters and compliance with the SHE Plan.
2.1.2.3 Policies and By Laws
Within the financial year the following policies were adopted by Council for implementation. The main purpose of the
policies is to ensure compliance with legislation, alignment with strategic objectives, to address operational issues
and to drive corporate governance. The policies have been communicated to employees on an ongoing basis:
• Internet and E-mail Policy
• Computer Acquisition Policy
• Cash Management & Investment Policy
• Scarce Skills Policy
• Fraud Prevention Plan
• Overtime Policy
• PMS Policy
• Debt Collection and management policy
In addition to the above policies the following by-laws were adopted by Council:
• Air Quality Management by-law
• Accommodation Establishment by-law
• Barbers, Hairdressers, & Beauticians by-law
• Management of Human Remains by-law
• Municipal Health by-law
• Waste Management by-law
• Pre- school Institutions by-law.
2.1.2.4 Other Programmes or Projects
As part of providing support to the service delivery arm of the institution the following programmes or projects were
identified for implementation:
Employee Perception Survey
The objective of the survey is to ascertain the current climate within the organisation, focusing on a number of workrelated
themes (e.g. job satisfaction, employee commitment, morale and motivation, leadership and management
style, relationships and trust, communication, etc.). In order to maintain superior performance, employee commitment
and an overall genial work environment, the municipality has demonstrated a commitment to its employees and
wishes to understand their perceptions and concerns as well as the internal working environment.
Integrated Wellness Strategy
The CHDM has recognises the impact of societal factors on the performance of the organisation. To this end the
general wellness of the employees has been seen to have a direct impact on absenteeism rates, performance, and
productivity and staff retention issues. The effective management of wellness of the individual, and ultimately the
21