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Occupational hygiene and legionella risk management
The group continued to monitor these risks through an independent third
party and SANAS accredited laboratories. Scheduled assessments take
place on a regular basis and the results are internally reportable as indicators
of health and hygiene.
Sexual harassment
The communication of the group’s amended sexual harassment policy to
all employees is on-going. We review this policy consistently and the
handling of sexual harassment in the workplace will become part of the
Employee Relations courses. Our Employee Equity Forums are also key
stakeholders in ensuring our properties adhere to the policy.
Objectives and targets
Our standardisation and consolidation phase for the different types of
OH&S systems of elements (NOSA and OHSAS 18001) started in 2008
and will be phased in over three years. In the year under review, we
focused mainly on OH&S performance management and reporting. The
following objectives have been set for the next year:
Ensure we have zero fatalities in all our workplaces on a year to
year basis
Reduce the total recordable incident frequency rate by 25% from 3.4
to a rate of 2.6 per 100 employees
Reduce the lost time injury frequency rate to 1.5 per 100 employees
Reduce the incidence of workplace injuries (total incident frequency
rate) by at least 50% to 5.35 per 100 employees
Improve report writing of the units (by training the security managers
how to correctly write the reports)
Ensure that all legal appointments are in place and reported upon
JOINT REPORT OF THE CHIEF EXECUTIVE AND CHIEF FINANCIAL OFFICER continued
HIV/AIDS
Employees (and their dependants) who are members of any of the
company-appointed medical schemes are entitled to access benefits in
terms of the respective scheme rules.
The vast majority of medical aid members belong to the Quantum
Medical Aid Society, which in total covers some 7 642 employees and
their registered dependants. Both the scheme and the company directly
raise awareness of the HIV/Aids programme by means of regular
communication to members in the form of newsletters, posters, HIV/Aids
awareness days and the like. While all members have access to the
programme, in order to access the benefits they need to register with the
programme. Of the total membership, 192 (2.5%) are currently enrolled
on the programme. Once enrolled, the programme provides comprehensive
disease management for members living with HIV and Aids and have
access to unlimited hospitalisation and antiretroviral treatment according
to the schemes medicine list. Members are assured of complete
confidentiality.
Employees who are not members of a medical scheme have access to the
broader Aid for Aids (AFA) programme. Over the last year we aligned and
standardised our wellness programmes across all units in southern Africa.
As part of this, together with our healthcare providers, we rolled out a
comprehensive programme comprising:
Information and awareness campaigns
Voluntary free testing
7. HUMAN CAPITAL
Free counselling and comprehensive medical treatment programmes
Currently, 35 employees are registered members of the programme at an
annual cost to the company of R520 000.
The company’s programme enables employees to proactively deal with
the pandemic. The wellness website is also a source of information for
employees. This continuation of education and awareness campaigns has
enabled an increased uptake on the AFA programme offered by the
company.
The last Aids prevalence survey was conducted in 2005 and indicated an
HIV/Aids prevalence of 12% across the group. The next survey will be
completed by June 2011.
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