Health and safety
The group policy makes provision for creating a safe working
environment and developing procedures to manage occupational
incidences and compensation claims. In terms of this we aim
to provide a safe, healthy and hygienic working environment in
compliance with the Occupational Health and Safety Act, 1993
(No. 85 of 1993).
Each of our shopping centres is responsible for ensuring this onsite,
with direct responsibility falling to the respective Operations
Managers. At group level the National Facilities Manager assumes
responsibility for health and safety and monitoring in this regard
through, amongst others, assessing biannual audit reports followed
by completion reports from each centre.
The current group health and safety policy is outlined in the
overall company policy document, available on our website.
Hyprop’s current objectives for this policy are to:
| • |
Provide a health and safety programme which is effective,
of a high standard, and subject to continuous review and
improvement; |
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Comply with the requirements of the relevant statutory
provisions relating to health, safety, and environmental matters
as these may affect employees, customers, contractors and the
public at large; |
| • |
Ensure that all employees are properly informed of their
responsibilities with regard to health, safety and environmental
matters and that they discharge them effectively; |
| • |
Encourage employees to participate in the prevention of
accidents and the preservation of health; and |
| • |
Provide the resources and training to achieve the stated
objectives. |
HIV /AIDS
We acknowledge that the HIV/Aids epidemic in South Africa is
potentially affecting the wellbeing of our employees and may lead
to greater absenteeism, high staff turnover and reduced productivity.
In addressing this Hyprop has conducted a formal risk assessment of
the impact of HIV/Aids on the group.
We are committed to creating a supportive and non-discriminatory
working environment. A formal HIV/Aids policy governing our
approach is in place and is reviewed annually. The policy provides
guidelines on creating a non-discriminatory workplace for all, dealing
with HIV testing, confidentiality and disclosure, providing equitable
employee benefits, dealing with dismissal and managing grievance
procedures. The policy assures each affected employee’s right to
confidentiality. Where employees willingly disclose their status, the
company encourages openness, acceptance and support.
During the year HIV/Aids awareness days were conducted at each
management office and an employee wellness day took place in
early January 2012. Hyprop employs an external healthcare service
provider to provide voluntary counselling and testing programmes
at these days and offers the opportunity to test for HIV, cholesterol
and stress levels.
Employee relations
The National HR Executive is responsible for employee relations.
A disciplinary and grievance policy governs these procedures and
is available on the company intranet and in hard copy at each
management office.
Non-discrimination
Discrimination on any level is not tolerated. Should any such
discrimination occur, it is immediately and appropriately dealt with in
terms of the Code of Ethics and Conduct and attendant disciplinary
procedures. No incidences of discrimination were reported during
the year. In the year ahead the existing policies will be updated and
the channels for reporting reviewed.
Labour/management relations
Hyprop does not have any unionised employees.
Overview of health and safety at the centres
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