1.1 H&T Labels vision is to be the approved Supplier for all chain stores and is customer focused
1.2 It is recognised that employment equity is essential to this mission. Diversity in H&T Labels staff complement adds immense value to the corporation as a whole.
1.3 This policy strives to build a diverse, high quality staff profile throughout H&T Labels as well as an academic staff profile which is predominantly designated groups.
2.1 H&T Label’s mission is to promote equal opportunity and the full development of human potential. H&T Labels therefore recognises that specific measures are required to achieve equity in the employment of designated groups, namely, Africans, Coloureds, Indians, women and persons with disabilities, and to appoint and promote persons from these sub-groups, in accordance with H&T Label’s employment equity plan.
2.2 H&T Labels will undertake where possible, to help prepare black people, women and persons with disabilities, to become equal competitors for every post on its establishment.
2.3 H&T Labels recognises that the criteria for appointment are academic and professional excellence, and that any candidate recommended must meet the requirements for the appointment in question.
2.4 Consistent with principles of employment equity, H&T Labels is committed to reviewing on an on-going basis all its policies and related procedures to ensure alignment with its employment equity policy. This will be done to identify practices, whether formal or informal, which have either a favourable or a detrimental effect on the hiring, retention, development and promotion of members of designated groups.
2.5 Using H&T Labels’ recruitment policy and procedures as a framework, every reasonable effort will be made to appoint suitable internal and external candidates from the designated groups to vacant positions. To make H&T Labels’ recruitment strategy an effective tool for employment equity, the focus of the strategy will strive to be proactive and long term, rather than reactive and short-term. Hence, succession planning will be used, and an attempt must be made to identify the potential of internal and external candidates from the designated groups, with the view to also providing appropriate education and skills development opportunities.
2.6 In a transformed society, the staff profile of H&T Labels should broadly reflect appropriate South African demographics. The immediate aim of the University is to ensure the development of a critical mass of Black staff, with an equitable representation of women and people with disabilities, at all levels.
2.7 The Management Team will approve a plan annually to achieve employment equity. H&T Labels’ Employment Equity report will prescribe and reflect the numerical targets which each employee will strive to reach during each year of the plan. These numerical targets will be derived from an in-depth analysis of both the constraints and opportunities for redress that will impact on the achievement of H&T Labels’ employment equity objectives.
2.8 The Management Team are responsible for ensuring that an employment equity plan has been developed for the employees, and that its implementation is monitored.
2.9 The responsibility for implementing this policy and achieving the goals of the employment equity plan rests with the Management Team, and will be evaluated in individual performance objectives. The responsibility for monitoring equity will primarily rest with these individuals, but progress will be reviewed twice per year.
2.10 The Management Team with executive accountability are responsible for consultation, and for communicating this policy, the employment equity plan, staffing plans and programmes designed for the accelerated development or advancement of designated groups, to all employees. The progress made in terms of the employment equity plan must be communicated to all employees.
In pursuit of broad based black economic empowerment, H&T Labels contracted the services of SDF Corp. for readiness of verification and BEEVER, a reputable rating agency that is represented on the Department of Trade and Industry’s database of rating agencies, to conduct an initial assessment of the company’s BEE status.
The purpose of this draft policy document is to clarify the position of H&T Labels on the issues of the Broad Based Black Economic Empowerment (BBBEE) and the relevant industry Charters.
H&T Labels strive to ensure that equitable opportunities are created and offered to predominantly historically disadvantage South Africans in its pursuit of achieving the goals and targets set by the Broad Based Black Economic Empowerment Act.
The following objectives have been designed to improve this company’s BBBEE score and to better score and achieve a higher level each year.
- To ensure that a minimum of the total staff compliment are designated groups by 2010. – achieved
- To develop a detailed and accurate Preferential Procurement Policy to guide and manage the implementation of successful procuring from predominantly historically disadvantaged South African owned companies by 2010. – achieved
- To ensure that a detailed and accurate Enterprise Development Programme is conceptualised and developed by 2011
- To ensure that a detailed and accurate Corporate Social Responsibility Policy is developed by 2010 – achieved
- To develop the skills of black employees according to the National Skills Development Strategy by 2011
Strategies have been implemented within our company and being a 100% BEE Contributor, we at H & T Labels have set our new target towards Preferential Procurement. With the emphasis being placed on the empowerment of historically disadvantaged individuals in the economy, H & T Labels has developed this policy to streamline company expenditure and clearly outline processes and restrictions on procurement with regards Black Economic Empowerment and Preferential Procurement. This document specifically distinguishes between Black Economic Empowerment (BEE) and Preferential Procurement, as in addition to BEE requirements; preference will also be given to enterprises owned by women, youth and persons with disabilities.
This document provides a framework and guideline for the procuring of services within the company. It should be used within the context of the broader BEE strategy developed for the company. The following definitions will assist with the common understanding of concepts and terminology.
Black is defined within the Broad Based Black Economic Empowerment Act 2004 (BBBEE) as encompassing Asians, Coloureds and Indigenous Africans in South Africa.
- Black Entities
- A “black enterprise” is one that is 50.1% owned by black persons and where there is substantial management control. Ownership refers to economic interest while management refers to the membership of any board or similar governing body of the enterprise.
- A “black empowered enterprise” is one that is at least 25.1% owned by black persons and where there is substantial management control. Ownership refers to economic interests. Management refers to executive directors. This is whether the black enterprise has control or not.
- A “black woman-owned enterprise” is one with at least 25.1% representation of black women within the black equity and management portion.
- Preferred Supplier
In addition to existing technical compliance and preference requirements, the company will also be evaluating suppliers based on their BEE status. The following categories of suppliers will exist:
- Excellent Contributor – Level 1 to Level 3
- Good Contributor – Level 4
- Satisfactory Contributor – Level 5 to 7
H & T Labels will utilize the above to categorize the suppliers. Preference will be given according to the status herein as well.
It must be noted that the evaluation of tenders and submissions will not only include BEE but all existing criteria as well. Thus, each evaluation process will have a schedule of weighting which will be used to evaluate suppliers.
- H & T Labels will give highest preference to an Excellent Contributor supplier, who also meets the technical requirements and other existing requirements of the company.
- No price compromises will be accommodated in the preferential procurement process. All quotations will be evaluated with cost reduction and business efficiency in mind.
- No purchasing opportunity, whether BEE or not, will be considered without the perusal and comment of the Managing Director. All possible ideas, opportunities and proposals must be submitted to the Manager Director for perusal, comment and approval.
- Disciplinary action can and will be taken against any personnel approaching outside stakeholders formally on behalf of the company without prior approval or verification by the Managing Director.
In addition to the above, a signed agreement will be negotiated with Value Added Suppliers that have an EME or QSE Accredited Scorecard, for early payments, i.e., within 14 days.