EWC EXPRESS S.A. (PTY) LTD AFFIRMATIVE ACTION AND EMPLOYMENT EQUITY POLICY

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1 EWC EXPRESS S.A. (PTY) LTD AFFIRMATIVE ACTION AND EMPLOYMENT EQUITY POLICY 1. PURPOSE The implementation of equity in the workplace is viewed as an essential element of the broader social transformation required in South Africa. This policy substantiates the Company s commitment to create and maintain the values, procedures and practices necessary to ensure that no one is denied employment or advancement opportunities or benefits for reasons unrelated to ability, and where no one is discriminated against unfairly. 2. GENERAL PRINCIPLES 2.1 The Company recognises that: Total commitment from all employees to the goals of Employment Equity Policy and Procedures is necessary if it is to succeed. To this end, the Company has assigned an employment equity manager with the responsibility for and authority to implement employment equity initiatives and has established and Employment Equity Forum to assist in devising equity goals and strategies. Employment Equity issues will enjoy the same priority as key business objectives and will constitute an integral part of the performance assessment of all line manages and supervisors The goals of Employment Equity will require specific Affirmative Action interventions in order that people from designated groups (blacks, women and people with disabilities) are represented at all levels in the workforce, and reflect the diversity of the economically active population in the region and sector in which the company s operates. /2

2 Further the Company: Remains committed to the promotion development and recognition of people on merit. To this end, it will neither make token appointments, nor implement any practices or procedures that establish absolute barriers to the appointment, promotion or advancement of non-designated employees Will keep employees regularly updated about its Employment equity goals and progress and will consult with them, through the Employment Equity Forum, about the strategies and programmes it intends adopting. Further in terms of Section 18 of the Employment Equity Act, the Company as part of the consultation process make relevant information available Will handle employment equity disputes in terms of the Company s Employment Equity Dispute Resolution procedure and legislative requirements. 3. PROCEDURE The EWC EXPRESS Affirmative Action programme will facilitate the achievement of Employment Equity, and procedural requirements are detailed as follows: 3.1 The Company, in consultation with the Employment Equity Forum, will draw up an Employment Equity Plan which details the Affirmative Action programme, goals, objectives and action plans. The programme and the actions will be drawn up after a detailed analysis of all employment practices, policies and procedures in the Company, as well as, the representivity of the current workforce profile. Further specific numerical and nonnumerical goals where applicable may be set in terms of representivity improvement plans and measures to remove barriers to employment equity. These goals should be time bound, agreed and managers held accountable for the achievement thereof. /3

3 Employment Equity reports as required by the Department of Labour will be completed by the Employment Equity Manager and submitted timeously. 3.3 The Employment Equity Plan and Employment Equity Report (EEA2a) will be made available for staff review on request. 3.4 A summary of the Employment Equity Act will be displayed on all staff notice boards. 3.5 No unfair discriminatory Employment policy, procedure or practice will be tolerated. 3.6 In accordance with corporate policy the following practices will be observed: Recruitment and Selection. All jobs will be open to all suitably qualified applicants irrespective of race, sex or disability, subject to the inherent requirements of the job. However, applicants form designated groups will be preferred where they are suitably qualified for the available position and the demographics of the company are such that employment measures to select from these groups are required;. The Company may establish agreed Affirmative Action recruitment targets as part of its initiative to address the problem of equitable representation of people from designated groups;. The Company will, wherever necessary and practically possible, make reasonable accommodation for the needs of employees from designated groups; /4

4 4.. Job vacancies or promotional opportunities will clearly state the relevant selection criteria to be applied and these vacancies will be advertised internally on staff notice boards prior o external recruitment;. All employment agencies used must be briefed on the Company s Employment Equity policy, the job / person specifications and maintain the required recruitment records;. All placements and promotions will be done in accordance with the job requirements and the potential fo possible candidates. Preference must be given to people from the designated groups.. In determining whether a person has the potential to do the job, the persons formal qualifications, prior learning, relevant experience or capacity to acquire this experience within a reasonable time, and the ability to do the job must be considered.. Recruitment and selection records including interview notes and candidate assessments must be retained for a period of 12 months. 3.7 Affirmative Procurement. EWC Express will develop policy and practices that will increase procuremnt opportunities for small, women owned, disabled and affirmative business enterprises.. Empowered suppliers are those companies that can demonstrate a measurable commitment to empowering programmes, such as, skills development, employment equity and black economic development. EWC Express is to conduct supplier audits and those rated as compliant will receive tender preference.

5 5. /5 3.8 Joint ventures Joint ventures on projects may be undertaken with small, women owned, disabled and affirmative business enterprises given that the EWC standards of quality, delivery, cost and safety can be complied with. EXECUTIVE APPROVAL: EFFECTIVE DATE: