EWC EXPRESS S.A. (PTY) LTD CORPORATE SOCIAL RESPONSIBILITY AND BLACK ECONOMIC DEVELOPMENT POLICY

Transcription

1 EWC EXPRESS S.A. (PTY) LTD CORPORATE SOCIAL RESPONSIBILITY AND BLACK ECONOMIC DEVELOPMENT POLICY 1. PURPOSE This policy broadly defines EWC EXPRESS S.A. (Pty) Ltd. Commitment to the corporate citizenship, which finds practical expression in the social development, the development of small, medium and emerging Black Enterprises and Black economic empowerment initiatives. 2. GENERAL PRINCIPLES: 2.1 EWC Express will respond to Government economic transformation initiatives and programmes with commitment. The company therefore actively supports concepts of affirmative action, corporate social investment SMME development and Black economic empowerment. 2.2 The Company acknowledges its interrelationship with communities in which it operates and considers that this relationship is expressed across three levels namely:. With the Company s internal community (employees). With the communities surrounding company operations.. As a corporate citizen at a national level. Against this background corporate social involvement and responsibility will be exercised at each level. 2.3 EWC Express further recognises that Black economic development and empowerment will of necessity involve SMME support and development, joint ventures or equity sharing initiatives, supporting local economic development and developing empowering supplier partnerships. 2.4 Corporate social responsibility and Black empowerment strategies and programmes must form part of overall corporate strategy and will not e supplementary to it. /2

2 2. 3 CORPORATE SOCIAL RESPONSIBILITY: 3.1 Internal Community. EWC Express aims to establish an organization that is unfair discrimination free, implement affirmative action to ensure the potential of all employees is realized and fairly reflects the diversity of the economically active population in the region.. The full implementation of benchmark Human Resources management practices including social and welfare issues, health and safety, remuneration and benefits practice, training and development, working conditions, etc. 3.2 Local and national corporate citizenship. Projects that contribute towards the quality of life in terms of developing community skills and entrepreneurship will be supported.. The Company will work with relevant community leaders in needs assessment, prioritise these and contribute to the provision of facilities, services, and projects necessary to meet those needs.. EWC Express subscribes o assistance projects based on selfhelp rather than project ownership.. The Company believes that current priorities, based on an assessment of national development, social and quality of life needs, include job creation, the promotion of entrepreneurship, education and health. These priorities will in the context of a partnership with communities assist in the selection of projects. 3.3 Donations. Donations will be made as distinct from and in addition to local / national corporate citizenship support.. Corporate donations will support: - Welfare - Health - Social - Tertiary education /3

3 Administration. Executive Management will approve all local and national corporate citizenship support and donations and budget provisions agreed with the Financial Director. 4. BLACK ECONOMIC DEVELOPMENT: EWC Express has and will continue to undertake initiatives that will address black economic developmental requirements, such as: 4.1 Corporate Ownership EWC Express has embarked on a project to establish itself as an affirmed or black empowered business by sourcing equity investment partners who share ownership, risk, management and reward. 4.2 Employee benefits will be made equally available to all employees in the same job classification, irrespective of race or gender; 4.3 Training and Development. Succession career development planning and performance evaluation will be an integral part of the Company s human resources development programmes.. Increasing emphasis will be placed on the education, training and development of the employees with the objective of improving their competence and enabling them to compete equally for advancement opportunities.. The training and educational needs of individual employees will be assessed in relation to the Company s current and projected job requirements and, where appropriate, employees will be provided with formal and / or informal training, mentoring and / or coaching.. Preferential treatment will be given to employees from the designated group to ensure that their development is progressed in terms of the affirmative action programme requirements.

4 4. /4 4.4 Monitoring of the Programme. Objectives of the Employment Equity Plan and Affirmative Action measures will be included in management annual performance measurement criteria to ensure the effective implementation of the Company s objectives and to ensure accountability.. Executive management is responsible for reviewing overall Company progress of the programme and each Departmental Manager shall report yearly on progress achieved in his or her areas of responsibility.. An independent consultant may be engaged to facilitate the implementation of the programme.. This policy will be reviewed an annual basis in terms of quantifiable progress made and possible changes that are required in terms of socio-economic, business and legal requirements. 5. EMPLOYMENT EQUITY FORUM 5.1 The Company will establish an Employment Equity Forum comprising representatives nominated to represent all groups of employees of the Company. The Committee is chaired by the EE Manager, who has overall responsibility for the implementation and monitoring of the company s employment equity plan and ensuring compliance with all applicable legislative requirements regarding employment equity. 5.2 The Committee is responsible for making recommendations to Executive Management regarding employment equity initiatives and to assist the company in achieving equity in employment and equality of opportunities for all employees. 5.3 The Committee will, to this end, meet quarterly and issue reports on its findings and recommendations to the company s General Manager and Employment Equity Manager. 5.4 The Company will consult the Committee with regard to the contents of the Employment Equity Report that it submits to the Director-General, Department of Labour, and will make the report available to employees. Further, the company will make the organisations Employment Equity Plan available for review to all stakeholders on request.

5 5. /5 6. DIVERSITY MANAGEMENT 6.1 The success of the Policy will be underscored by the implementation of a common value system that will be developed interactively with employees at all levels within the Company. 6.2 The Company will implement measures to reasonable accommodate the various cultural, religious and social interests of the people in its employ. 6.3 Communication and training programmes to promote understanding and appreciation of various cultural diversities where indicated will be implemented. 6.4 All managers will be equipped with the skills to mentor and coach the diverse composition of their staff so as to optimise the human resource potential in organization. 7. GENERAL 7.1 No permanent employee services will be terminated unless by agreement as a result of the affirmative action and employment equity programme or the company is compelled to do so by law. 7.2 The affirmative action programme will have no effect on the implementation of existing company disciplinary, grievance and retrenchment procedures. 7.3 Affirmative action candidates are subject to the normal company rules and regulations. 7.4 The successful implementation of the company s affirmative action objectives will require the commitment and co-operation of all involved parties, including active participation of affirmative action candidates in the process. EXECUTIVE APPROVAL: DATE EFFECTIVE: