2007 / 2008 Annual Report - Eastern Cape Development Corporation

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EASTERN CAPE DEVELOPMENT CORPORATION 2007/08HUMANRESOURCESMANAGEMENT9 FOREIGN WORKERSTable 9.1Foreign Workers, 1 April 2007 to 31 March 2008, by salary bandSalary band 1 April 2007 31 March 2008 ChangeNumber % of total Number % of total Number % changeUnskilled (Grade 2-6) - - - - - -Semi-skilled (Grade 7-11) - - - - - -Skilled (Grade 12-16) 1 100 1 100 1 100Senior management (Grade 17-23) - - - - - -Total 1 100 1 100 1 100Table 9.2Foreign Workers, 1 April 2007 to 31 March 2008, by major occupationMajor occupation 1 April 2007 31 March 2008 ChangeNumber % of total Number % of total Number % changeTrade & Industry Advisor and related 1 100 1 100 1 100Total 1 100 1 100 1 10010 LEAVE UTILISATION FOR THE PERIOD 1 APRIL 2007 TO 31 MARCH 2008Table 10.1 Sick leave, 1 April 2007 to 31 March 2008Salary band Total days Number ofdays withmedicalcertificationNumber ofemployeesusing sickleave% of totalemployeesusing sickleaveAveragedays peremployeeEstimatedcost(‘000’)Unskilled (Grade 2-6) 85 74 7 70 12 34Semi-skilled (Grade 7-11) 223 165 49 84 5 123Skilled (Grade 12-16) 572 265 40 63 14 144Senior management (Grade 17-23) 43 18 10 59 4 94Total 923 522 106 72 9 395Table 10.2 Disability leave (temporary and permanent), 1 April 2007 to 31 March 2008There was no disability leave during the period under review.Table 10.3 Annual leave, 1 April 2007 to 31 March 2008Salary bands Total days taken Average days per employeeUnskilled (Grade 2-6) 156 16Semi skilled (Grade 7-11) 1353 23Skilled (Grade 12-16) 1251 20Senior management (Grade 17-23) 410 24Total 3170 21Table 10.4 Capped leave, 1 April 2007 to 31 March 2008Leave has been capped at 40 days per employee.18
EASTERN CAPE DEVELOPMENT CORPORATION 2007/08Table 10.5 Leave payouts for the period 1 April 2007 to 31 March 2008The following table summarises payments made to employees as a result of leave that was not taken.ReasonTotalamountNumber ofemployeesAverage paymentper employee (R’s)Leave payout for 2007/08 due to non-utilisation of leave for the previous cycle - - -Capped leave payouts on termination of service for 2007/08 - - -Current leave payout on termination of service for 2007/08 259 666 15 17 311Total 259 666 15 17 31111 HIV/AIDS & HEALTH PROMOTION PROGRAMMESTable 11.1Steps taken to reduce the risk of occupational exposureUnits/categories of employees identified to be at high risk ofcontracting HIV & related diseases (if any)NoneKey steps taken to reduce the riskThe HIV/AIDS Committee did play a role to make staff aware of thepandemic, and was working towards motivating staff to do VoluntaryCounselling and Testing (VCT). During the period reported thiscommittee has been inoperative.Table 11.2Details of Health Promotion and HIV/AIDS ProgrammesQuestion Yes No Details, if yes1. Has the corporation designated a member of the SMS to implementthe provisions contained in Part VI E of Chapter 1 of the Public ServiceRegulations, 2001? If so, provide her/his name and position.2. Does the corporation have a dedicated unit or has it designatedspecific staff members to promote the health and well being of youremployees? If so, indicate the number of employees who are involved inthis task and the annual budget that is available for this purpose.3. Has the corporation introduced an Employee Assistance or HealthPromotion Programme for your employees? If so, indicate the keyelements/services of this programme.4. Has the corporation established (a) committee(s) as contemplatedin Part VI E.5 (e) of Chapter 1 of the Public Service Regulations, 2001? Ifso, please provide the names of the members of the committee and thestakeholder(s) that they represent.5. Has the corporation reviewed its employment policies and practices toensure that these do not unfairly discriminate against employees on thebasis of their HIV status? If so, list the employment policies/practices soreviewed.6. Has the corporation introduced measures to protect HIV-positiveemployees or those perceived to be HIV-positive from discrimination?If so, list the key elements of these measures.7. Does the corporation encourage its employees to undergo VoluntaryCounselling and Testing? If so, list the results that you have you achieved.8. Has the corporation developed measures/indicators to monitor &evaluate the impact of its health promotion programme? If so, list thesemeasures/indicators.√√√√√√√√June Moshoeshoe Coordinator: Training andDevelopment2 EmployeesJune Moshoeshoe had been appointedfor this responsibility. No progress in thereported period.June MoshoeshoeLindelo BottomanYoliswa NtlokoIkhona MvaphantsiAll HR policies were reviewed. Therecruitment policy complies with legislation.Pre-employment testing prohibited. Benefitsoffered only in terms of conditions ofemployment and not on basis of HIV status.The policy on HIV was adopted. The policyprohibits any employment practicesthat discriminate against HIV positiveemployees.Progress has not been measured inthis regard as VCT is encouraged as aconfidential exercise to avoid stigma anddiscrimination.19
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2007 / 2008 Annual Report - Eastern Cape Development Corporation

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