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| EMPLOYEE REPORT CONTINUED |
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| Occupational health and safety |
Employee health and safety in the workplace remains
a group priority, and is reviewed and monitored by the health
and safety committee on a regular basis. The health and safety
representative, appointed in terms of South Africa's Occupational
Health and Safety Act (OHASA), conducts regular workplace safety
investigations via daily, weekly and monthly site inspections
of the various different components of the Johannesburg offices.
Potential health hazards, and any related safety or risk issues
highlighted are reported and resolved immediately. High risk
matters are reported to line management for follow-up remedial
action and, if necessary, are escalated further. The facilities
manager is responsible to ensure that all business units comply
with their occupational health and safety.
In addition, three members of staff have been trained as first aid
officers and are available to deal with any day-to-day emergencies.
There were no work-related accidents or incidents reported over the
past year and, consequently no related man-hours lost. |
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| Remuneration and benefits |
The purpose of the group's remuneration and reward strategy is to
attract, retain and motivate employees. Brait's ability to inspire and
retain staff through the joint establishment of outcomes-based reward
structures and participative remuneration assessment, continues to
differentiate the group. Guaranteed remuneration is reviewed once a
year to ensure that employees who contribute to the success of the
group are remunerated competitively. Guaranteed remuneration
consists of a basic salary, company contributions to a retirement fund,
group life and disability insurance, and a flexible portion that can be
allocated to various benefits, such as a car allowance, and medical aid
contributions. Employees may, once a year during the annual review,
elect to have higher levels of group life cover, or increase their
retirement funding contributions.
A focused, hands-on management style allows for the formulation of
personalised remuneration design. Individualised variable reward
structures allow for centred performance targets against which
achievement can be monitored monthly.
Performance management ensures the alignment of individual and
corporate strategy. Informal performance assessment takes place
weekly with formal structures taking place annually.
A remuneration committee comprising executive and non-executive
representation provides the Brait board with assurance that the
directors, senior executives and staff of Brait are fairly rewarded for
their individual contributions to the group's performance and
demonstrates to stakeholders that such remuneration and reward is set
by an independent committee of the board. Remuneration is surveyed
annually to ensure the company is ahead of industry practices
and trends.
Share incentive schemes align the interests of staff and stakeholders
and instill a sense of ownership amongst participants. |
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