- In total, 5,810 people left the Group in 2013; only 39 of these separations were not voluntary
- Employment of 23,431 (65%) people from local communities in 2013
- 30% of employees drawn from neighbouring countries
Targets and objectives for 2014
To promote diversity and equal opportunity, Sibanye focuses on attracting, retaining and developing HDSAs and women. The Group has implemented a strategy to attract and retain key employees, specifically in scarce and critical skills – recruitment initiatives focus on attracting locally recruited employees, particularly from the communities surrounding the areas in which Sibanye operates and to increase the number of employees from local communities.
Employee turnover for the Group was 10% in 2013. Refocusing of the business and restructuring of operations to align with longer-term sustainable production levels resulted in a reduction of the total number of employees by 5,810 people. This reduction was largely achieved through voluntary separations, voluntary early retirement, redeployment and natural attrition, with only 39 employees retrenched from the Group. Removing two layers of management was an important focus of the restructuring, bringing expertise and experience as close to the rock face as possible.
Minimum notice periods in respect of organisational changes are prescribed by law and recognition agreements. Sibanye embarked on two Section 189 processes in 2013 at the Beatrix Operation and at Shared Services. In line with the following process (a Section 189 process is provided for in South African labour legislation where restructuring affects labour; a 60-day consultation period is provided for):
- A business case was compiled and approved by the Exco.
- Section 189 notice letters were dispatched to all stakeholders, inviting them to participate in the processes.
- An application to the Commission for Conciliation, Mediation and Arbitration (CCMA) to facilitate the process was also dispatched and the commissioner facilitated the process.
- Avoidance measures and retrenchment agreements were finally signed.
As far as it is possible, Sibanye seeks to employ locals at its operations, and – as at the end of 2013 – 25% of employees could be defined as local (that is, drawn from within the province of operation) (2012:33.1%). That said, a large percentage of employees with core skills, experience and many years of loyal service are drawn from other provinces in South Africa and neighbouring countries (often called labour sending areas).
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