Wescoal believes that our employees should be treated with respect and dignity and work in an environment that is free from harassment and unlawful discrimination.
Wescoal Holdings (Including its operating subsidiaries, Wescoal Mining and Wescoal Trading) believes that being a responsible employer means being socially and morally responsible to our stakeholders which also include the Constitution of the Republic of South Africa and international conventions to which the Republic is bound and in so far as they apply to us and we can advance their objectives.
We acknowledge the value of understanding and responding to our stakeholders’ interests, to ensure that our operations are sustainable and that we maintain our license to operate.
The underlying principles of our people policies include respect and dignity, freedom of association; equality, fairness and transparency and the prohibition of victimisation. We are guided by principles such as those in the ILO Declaration.
Our support for these fundamental principles is reflected in our policies and corporate social responsibility strategic actions towards our employees, suppliers, clients, communities where we do business.
Wescoal’s commitment to respect human rights in the workplace is manifested in our Code of Conduct and human resources policies and practices. These policies state, among other things, that we value and promote workforce diversity and do not tolerate unlawful discrimination or harassment. We maintain an ethical work environment that reflects the core values of our company, and we provide a safe and secure workplace. We also communicate Wescoal’s position on human rights to our employees, and our employees are expected to uphold these standards.
Wescoal employees have access to an Ethics Hotline (Whistle-blowers), through which concerns, questions and grievances can be raised and resolved effectively. Employees are strongly encouraged to raise ethics, discrimination or harassment matters, and to report suspected violations of applicable laws, regulations and policies. Retaliation for raising these concerns in good faith is prohibited.
OUR EMPLOYEES AND HUMAN RIGHTS
Freedom to Contract
There is no forced, bonded or involuntary prison labour on any Wescoal sites.
COLLECTIVE BARGAINING AND UNIONISATION
Freedom of association and the right to collective bargaining are respected. Where the right to freedom of association and collective bargaining is restricted under law, Wescoal facilitates, and does not hinder, the development of parallel means for independent and free association and bargaining in line with formal recognition agreements and the law.
Employees, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively under the representation of duly recognised trade unions.
Wescoal adopts an open attitude towards the activities of trade unions and their organisational activities in line with recognition agreements and legislation.
Employee representatives are not discriminated against and have access to carry out their representative functions in the workplace.
WORKING CONDITIONS ARE SAFE AND HYGIENIC
A safe and hygienic working environment shall be provided, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.
CHILD LABOUR SHALL NOT BE USED
There shall be no new recruitment of child labour. Children and young persons under the age of 18 shall not be employed at night or in hazardous conditions on any Wescoal sites.
FAIR REMUNERATION IS PAID
Remuneration and benefits paid for a standard working week meet, at a minimum, national legal standards or industry benchmark standards, whichever is higher.
WORKING HOURS ARE NOT EXCESSIVE
Working hours will comply with national laws, collective agreements, and the Basic Conditions of Employment Act, as amended from time to time.
All overtime shall be voluntary. Overtime shall be used responsibly, taking into account all the following:
NO DISCRIMINATION IS PRACTISED
There is no discrimination in employing, remuneration, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.
Wescoal shall abide by the provisions of the Employment Equity Act, as amended from time to time.
REGULAR EMPLOYMENT IS PROVIDED
To every extent possible work performed must be on the basis of recognised employment relationship established through national law and practice.
Obligations to employees under labour or social security laws and regulations arising from the regular employment relationship shall not be avoided through the use of sub- contracting, or home-working arrangements, or through apprenticeship schemes where there is no real intent to impart skills or provide regular employment, nor shall any such obligations be avoided through the excessive use of fixed-term contracts of employment.
NO HARSH OR INHUMANE TREATMENT IS ALLOWED
Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited. All sexual harassment shall be dealt with in terms of the Wescoal Policy on Sexual Harassment.
The above constitutes our responsible employer statement on human rights and the pursuit of dignified employment practices.