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BLUE LABEL INTEGRATED ANNUAL REPORT 2014
AIRTIME
The Group continues to look at innovative ways of
selecting and engaging new staff. All new staff,
usually on their first day of work, participate in a
detailed induction programme, which covers areas
such as the Group’s vision, mission, ethics,
management team, health and safety requirements,
policies, procedures and processes.
All employees are automatically included in the
Group’s various benefits such as medical aid, Group
life benefit scheme, wellness programme and free
access to Group products such as miTraffic, miPayslip,
Look4Help, Look4Me, among others.
The Group life benefit scheme is employer-funded and
includes death, disability, dreaded disease and funeral
benefits. Membership of Discovery Health is
compulsory for all new permanent employees earning
over R6 500 per month. In order to ensure equality of
access to employee benefits, the Group also offers
medical aid cover to those earning below this
threshold, through Boncap Medical Aid, a product of
Bonitas and underwritten by Hollard.
All changes to terms and conditions of employment,
including any changes in significant operational
matters, are approached in a consultative manner,
with the objective that a mutual understanding
of the matter more likely results in acceptance of
the outcome.
This year, BLD, Cigicell and Cellfind undertook a
project aimed at strengthening the human resource
structures and processes, while better aligning these
with the business objectives. A leading HR solution
provider, Labournet, was appointed to facilitate the
process. This involved a one-on-one consultation with
every employee, regardless of their location, to
establish their duties, KPAs and KPIs. These metrics
were encapsulated in a job description and linked to a
job grading system. All performance assessments and
skills development plans are referenced to the job
descriptions, KPAs and KPIs. The results of the process
are available on-line to line managers and
subordinates, via the employee self-help module on
Psiber. The project has enjoyed the support of both
staff and management and is to be rolled out to TPC
in due course.
The Group co-ordinates employee and social wellness
days at head office on a quarterly basis. These include
blood drives in partnership with SANBIS, food parcels
and winter blankets for the needy, Bandana Day
for cancer awareness, Women’s Day and World Aids
Day. Staff Wellness days are arranged where staff
are able to undergo various health checks. These are
well supported by all. HIV/Aids testing and prostate
testing were offered and overwhelming participation
was recorded.
A monthly internal newsletter is distributed
electronically to all staff, aiming to share important
events, achievements, highlights, and profile
companies and employees, while recognising
employees who are recommended as “Super Heros”.
Management views incidents of child or forced labour
as morally abhorrent. By extension, Blue Label does
not allow child labour, forced or compulsory labour,
and considers such incidents, although most unlikely,
could be a risk to the Group and its reputation.
Furthermore, the Group supports the rights afforded
to children by the Constitution of the Republic of
South Africa, the Bill of Rights, the labour laws of the
country and other relevant legislation.
HUMAN
CAPITAL