Employee rights


South Africa is a signatory to the Universal Declaration of Human Rights, which is in turn reflected in South Africa’s Constitution. The Company has incorporated human rights principles into its code of ethics and business principles. These apply to all our operations, including our operations in Zimbabwe.


We recognise the right of our employees to freedom of association and to collective bargaining. All Company employees have the right to freedom of association under the South African Constitution and the Labour Relations Act, 1995. This right is also entrenched in the Company’s code of ethics, business principles and employee-relations policy.

The Company recognises trade unions with significant representation among its employees, and these in turn participate in collective bargaining forums with management. 
Some 80% of the Group’s employees are represented by trade unions and associations.

Our remuneration practices are determined according to local market conditions and we strive to ensure that we pay wages that are, as a minimum, adequate to satisfy the basic needs of our employees and their families.

We promote diversity and do not tolerate unfair discrimination or the inhumane treatment of employees including through any form of forced labour, physical punishment or other abuse. Our workforce has the right to work in an environment free from harassment or intimidation. Our extensive training initiatives support the entrenchment of these 
employee rights.


The Company’s code of ethics and business principles declares that “we promote workplace equality and seek to eliminate all forms of unfair discrimination”. This principle is consistent with the Employment Equity Act, No 55 of 1998.

All forms of unfair discrimination and harassment are dealt with in terms of the Company’s behavioural and/or grievance procedures. Furthermore, the Company has subscribed to all Government and industry agreements and also subscribes to Government agreements to ensure non-discrimination against foreign labour. The Company has amended its policies and procedures to ensure non-discrimination against foreign migrant labour.

Sexual harassment

The Company has established an anonymous tip-off line for sexual-harassment-related allegations and reporting by affected employees. The line is managed off-site. Assessment reports are submitted to the senior human resources manager at our corporate office, who is responsible for dealing with such issues. Several cases have already been dealt with, which resulted in some employees being dismissed in 2012.

Child labour, forced and compulsory labour

The Company does not make use of child labour. South African legislation (the Basic Conditions of Employment Act of 1997) prohibits child or forced labour.

Company security practices

The Company has implemented a set of voluntary principles on security and human rights. The principles are relevant to many aspects of the Group’s security management, including risk assessment and interactions with public and private security providers. The principles represent international best practice in the management of security and community risks. Security personnel have to attend training in the 83 requirements related to the voluntary principles on security and human rights management.

As regards this training, the Company has met its commitments regarding permanent employees. However, owing to contract labour that changes all the time, there will always be a 10% gap in training coverage; therefore, training is ongoing.

There were no clashes between mine security and community members in 2012.