INVESTOR
RELATIONS
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  Employees, health & safety
 
 
 
 
 
 
 
 
   
   
 
Employees, health & safety
 
HIGHLIGHTS
The group will continue to strive for a relationship-based approach with all seven organised labour organisations it currently recognises. 
Greater management commitment to sustainability and improved health and safety awareness has resulted in a significant overall improvement in safety performance. 
 
EMPLOYEE RELATIONS
The group approaches employee relations inclusively, engaging in constructive dialogue with both unions and employees on matters that have an impact on the workplace.

The group supports and upholds an equitable workplace where all the legislative rights of employees are confirmed and articulated in our general approach to employee relations, its various policy documents and workplace procedures.
 
The group approaches employee relations inclusively, engaging in constructive dialogue with both unions and employees on matters that have an impact on the workplace.
 
Various relationship building initiatives were undertaken with the South African Catering, Commercial, and Allied Workers Union (SACCAWU) on a group level as well as business unit level.

The group will continue to strive for a relationship-based approach with all seven organised labour organisations it currently recognises.

Labour relations remain underpinned by the group’s adoption of sound, fair and measurable employment policies, procedures and practices that are aligned to and support the organisation’s strategic objectives. 
 
EMPLOYEE WELLBEING
HIGHLIGHT
New streamlined Employee Wellness strategy review underway
 
A review of the Employee Wellness strategy in all our properties has necessitated reconsideration of our approach to wellness. This is underway to ensure a seamless proactive approach that is standardised across all units. It also focuses on holistic wellness and ensuring integration with various other interventions, for instance the HIV/AIDS management programme – Aid for Aids. The plans are to ensure that by the end of the next financial year, all units are part of the group programme that will ensure all employees benefit by having access to various services that enhance their wellbeing and that of their families. 
 
REMUNERATION PHILOSOPHY
To ensure that Sun International’s remuneration strategy creates the appropriate competitive base to attract and retain employees of the right calibre and skills set, we reward employees fairly and equitably, and motivate employees to achieve the highest levels of performance, in alignment with the group’s strategic objectives.

Participation in a number of reputable bi-annual executive surveys and in annual general staff and industry surveys ensures that our remuneration strategy remains competitive.

Remuneration at executive and senior management level includes both guaranteed and variable elements. Variable remuneration is in the form of participation in an executive bonus scheme (EBS), comprising economic value added (EVA®) and EBITDA elements. Additionally, and where appropriate, executives also participate in group share schemes. As a general guideline, remuneration levels are set on or above the market median for comparable positions in the market.

The group also provides appropriate benefits, including retirement, death and disability cover, medical funding and financial assistance towards personal development. 
 
More in the 2009 sustainability report
 
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