SAPPI LIMITED

average more than 45% of the employees participated in the campaigns with the participation at one Mill
being more than 90% for the third year in a row.
Partnership is extremely important in changing the scope and shape of the HIV/AIDS epidemic.
Awareness campaigns, training programs for health personnel and peer educators, men-to-men
training, home-based care and the treatment of sexually transmitted tuberculosis and other
opportunistic infections are a few examples of initiatives where Sappi has been involved with
Government and Non Governmental Organizations in 2010.
The employee wellbeing program includes initiatives and awareness programs with the objective of
ensuring the maintenance of a healthy workforce, to establish support functions that aim to improve
employee safety and productivity, and to implement systems that ensure compliance with relevant
legislation and which has been achieved during 2010.
The Employment Equity Act (No. 55 of 1998) requires employers who employ 50 or more
employees to implement affirmative action measures designed to ensure that suitably qualified persons
from previously disadvantaged groups have equal opportunities and are equitably represented in the
workforce. The provisions of the Employment Equity Act which pertain to the prohibition of unfair
discrimination, the monitoring by employees and trade union representatives of compliance with the Act,
the institution of legal proceedings concerning contraventions of the Act, the protection of employee
rights and the formulation of codes of good practice and regulations pertaining to the Act were
implemented on August 9, 1999. The implementation of the balance of the Act, dealing primarily with
affirmative action measures, commenced on December 1, 1999. As required by the Act, we drafted
employment equity plans after consultation with representative employee forums and have submitted
the prescribed reports to the Department of Labor. A latest annual employment equity report has been
submitted during October 2010 as required by law.
The Skills Development Act (No. 97 of 1998), which came into force on September 10, 1999,
provides an institutional framework to devise and implement workplace strategies in order to develop
and improve the skills of the South African workforce. The financing of skills development is provided for
under the Skills Development Levies Act by means of a levy / grant system.
The Skills Development Act, Skills Development Levies Act and the South African Qualifications
Authorities Act (No. 58 of 1995), including amendments to the latter, have continued to receive
significant attention during the past year. Equity forums established under the Employment Equity Act
are mandated to serve as Learning Forums, and their constitutions, roles and responsibilities continue to
be encouraged. The forums played a major role in preparing the Skills Plans submitted to the Forest
Industries Education and Training Authority (‘‘FIETA’’). A skills levy of 1%, specified in accordance with
the Skills Development Levies Act, was paid via Internal Revenue to the FIETA. The National Skills
strategy for 2005 to 2010 has been extended to remain in force for the skills year 2010 - 2011 while the
National Skills Strategy 3 is being finalized and the Sectoral Authorities are being reconfigured. These
new Skills legislation requirements will affect all industries from April 2011 onwards.
PAMSA (Paper Manufacturers Association of South Africa) has reviewed the training material for the
pulp and paper industry and updated these with Forests Industry Skills Education Training Authorities
and National Skills Authority participation. The training material is integrated with the 144 NQF Unit
Standards for Pulp and Paper. Assessment guides and facilitation material is provided to facilitate
assessment against the Unit Standards to assist training personnel to carry out knowledge transfer. The
material is aimed at facilitating uniform assessment of the recognition of prior learning across the
industry. This initiative will benefit the industry in South Africa as candidates who successfully complete
their training and development will receive a nationally recognized qualification in terms of the National
Qualification Framework.
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