The Company itself is dependent on every individual within it to proactively contribute to ensuring that:
Reference to ethics in the context of this document is intended to serve as a guide to every employee as to how they are required to conduct themselves. The elements underlying the concept of ethical conduct are honesty, integrity, uncompromising adherence to the laws, mutual respect for colleagues, compliance with established policies and transparency in respect of all our actions which collectively determine whether the conduct of an individual is acceptable.
The principles which follow are intended to serve as a guide and are not intended to replace or negate any existing policy such as, conditions of employment and the Health, Safety and Environment (HSE) policy. These principles are by no means exhaustive.
For easy reference, this document is divided into two broad areas titled:
BONAFIDE BUSINESS PRACTICES
The purpose of the Company’s policy on bona fide business practices is to provide a framework that would eliminate any unethical business practices, thereby maintaining unbiased judgement and independence of action in the execution of our duties, unaffected by the possibility of self-interest or personal gain.
2.2.1 “Company” or “the Company” shall mean the Zimplats or any company directly or indirectly controlled or administered by Zimplats;
(Note: A child is related to his/her father in the first degree; a grandchild is related to the grandfather in the second degree; and a brother and a sister are related in the second degree).
3.1.1 abide by bona fide work and business practices in his relationship with the company and/or its clients and/or associates and/or outsiders;
Any appointment as a director of public companies, private companies and public bodies shall be submitted in advance through the normal management channels to the Chief Executive Officer, prior to the acceptance of such appointment. This stipulation does not apply to the acceptance of office on club committees, welfare organisations or bodies of a similar non-profit making nature, provided that any employee seeking time-off from work to attend any meeting if any such body shall obtain the prior approval of the Manager to whom such an employee reports.
An employee shall not be entitled, without the knowledge and prior written consent of the Employer:
The prior written approval of the Employer is required:
Company services and/or equipment, which do not normally form part of an employee’s service benefits, may under no circumstances be used for private purposes unless prior written approval has been obtained from the appropriate senior Company official. Any approval granted will be at the sole discretion of the senior Company official and will be deemed to be the exception and not the rule.
A donation may only be made by or on behalf of the Company after prior written approval has been obtained from the Chief Executive Officer or any person who has been authorized by the Chief Executive Officer to make the donation.
The Company acknowledges that it has become customary for days to be set aside as “golf days” by external parties to which employees are invited. Employees who are central to the business relationship and whose attendance will enhance the business relationship may accept and attend such invitations. All other employees shall be required to submit an application for leave to attend such invitation prior to attending.
Hospitality and Entertaining
The acceptance of any invitation whatsoever of hospitality or entertainment must be loaded onto the Zimplats Declaration system for your manager’s decision to either approve or decline. Examples would include, without limitation, meals, attendance at sporting, social or cultural events and shows, hunting, fishing or any other recreational trips or pursuits. In addition, the acceptance of any invitation, hospitality or entertainment valued at over USD35 or the official equivalent in any other currency requires prior written clearance from the Divisional Head. If clearance is not forthcoming, you are required to decline the invitation politely and explain the Zimplats policy in this regard.
Complete honesty and candour is expected in all matters. There should be no fear of inspection and public awareness. No employee should feel that a matter ought not to be reported because of fear of victimization or for any other reason. The Company subscribes to an independent confidential organisation referred to as “Tip Offs Anonymous Reports, which are sensitive or confidential and anonymous, may be made directly to the Chief Executive Officer and Chairman, without identifying the person making the report.
The Company is committed to adhering to the best contemporary practice to ensure a safe work environment for all employees as more fully described in the Policy statements on Safety and Health. Employees are encouraged to familiarise themselves with this policy.
Employees are the key to long-term success, and the Company will treat them in a manner that fosters individual self-respect, loyalty and dedication. No discrimination of any individual or group will be allowed on any arbitrary basis, including but not limited to race, gender, sex, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, political opinion, culture, language, marital status or family responsibility. Employees have the right to freedom of association and fair treatment. For all employment based decisions (such as recruitment, promotion and training), the only legitimate criteria are an individual’s performance, capability and potential, subject to the requirements as prescribed by the Company’s Employment Equity Policy.
Attention is drawn to the fact that in terms of Zimbabwean law and the Zimplats Employment Equity policy it is not unfair to have special measures for the advancement of employees from groups disadvantaged through no fault of their own.
The Human Resources Director is assigned the responsibility to ensure that whenever there is any investigation of any employee that there shall be a fair hearing and that any action contemplated against any employee is fair and consistent.
Coersive Behaviour and Abuse of Power
Coercive conduct is any behaviour that makes an individual feel threatened, humiliated or patronized. It may be a series of incidents, insignificant, or in isolation, which are calculated to undermine or humiliate an individual and, depending on the circumstances may extend over a period of time. It can include, but is not limited to:
Whenever anyone find himself in situations that represent possible violations of these principles, such person shall disclose the facts immediately to the relevant supervisor or to management.
The Company prospers to the degree that it serve its customers well. It is committed to making products of quality and integrity, delivering them at economically justifiable prices, and supporting them with good service. All employees shall strive to promote this principle.
The Company strives to be a caring and responsible neighbour. It will consult extensively with all communities where it operates and will assist them to realize their goals of socio-economic development, with a strong focus on permanently sustainable projects.
The Company is committed to minimising adverse impacts on the environment and subscribes voluntarily to the most stringent legal prescriptions. The highest possible standards of rehabilitation are its goal. All environmental laws will be complied with, without exception.
No contributions, direct or indirect and of whatever amount or type will be made to any political candidate or party, or to any other organisation that might use the contributions for a political candidate or party.
The Company may from time to time take a stand on issues of public policy, particularly those that affect its interests or those of its several constituencies. In such cases the Company may elect to express its views publicly and spend Company funds to ensure that its position is broadly disseminated. The Board only, may in special circumstances, provide financial support to groups that advocate essentially consistent positions.
The Company recognizes the right of individual employees to participate in the political process, and to support the candidates and parties of their choice. However, no influence shall be exerted by any employee on another employee to make any personal political contribution or to engage in any political activity inconsistent with that employee’s own personal inclination.
Employees participating in political processes are accountable to make it clear that their public statements are made in their individual capacity so that there is no misunderstanding that they represent the Company.
The law requires that the Company keep accurate books, records and accounts to reflect all transactions and that the Company maintain an adequate system of internal accounting controls. Therefore, it is imperative that its books and records shall have the highest degree of integrity.
Employees must fulfil their responsibilities to assure that the Company’s books, records and accounts are complete, accurate and supported by appropriate documents in auditable form. All vouchers, expense accounts and other business records shall be prepared with care and complete candour.
The Company has an approval framework that defines the various levels of authority delegated to individuals and committees by the Board. The terms of the approval framework will be strictly complied with.
No false or misleading entries and no undisclosed or unrecorded funds or assets shall be permitted for any reason. No payment shall be made for purposes other than those described in the documents supporting the payment.
All expenses incurred by employees either using the Company’s credit card or through the medium of any voucher shall be accurately documented.
Disbursements made by an employee using the Company’s credit card shall relate only to the expense incurred by an employee to whom the credit card has been issued and such expenditure shall only be incurred in the furtherance of the interest or business of the Company.
Public communications on matters that involve Company business may only occur when certainty exists that the views expressed represent those of the Company. All public communication can only be made by the Chief Executive Officer or an official specifically authorized and designated for that purpose.
In order to apply this policy consistently and without regard to personalities throughout the Company, and also to ensure that at all times the Company’s good reputation for honest and bona fide business practices is maintained, the following measures will apply:
The Company advocates the principles of shared values and depends on every employee to comply, without exception, with the provisions contained in this policy and to direct enquiries to the Chief Executive Officer in the event of any doubt. This policy or any part hereof may be amended at any time to reflect changed circumstances. In such event employees will be informed of any change.