Impahla’s values and principles are founded on respect for all people, regardless of background, colour, creed or any other characteristic. We work hard at redressing the ‘them and us’ situation that industry has inherited from the past. We strongly believe that we are a single unit and a single team. Our management team works alongside production staff, especially when the company is under pressure to deliver. All supervisors and managers are approachable and available to resolve queries at any time, most often without an appointment.
Above all, Impahla stands for quality and fairness: quality and fairness in relationships, as well as quality and fairness in the work it delivers. These values are embodied in our Code of Conduct.
Impahla’s Code of Conduct: Impahla’s 12 Key Principles
Impahla is committed to the goals of reducing waste, using resources responsibly, supporting workers’ rights, and advancing the welfare of workers and communities. We believe that partnerships based on transparency, collaboration and mutual respect are integral to making this happen.
1 Regular employment is provided on the basis of a recognised employment relationship. The Code does not allow the use of a home working arrangement for the production of Impahla products.
2 Workers’ employment is voluntary and excludes prison labour, indentured labour, bonded labour or other forms of forced labour.
3 Employees are older than 16 years of age or over the age for completion of compulsory education or country legal working age, whichever is higher. Furthermore, employees under 18 are not employed in hazardous conditions.
4 Contractors do not discriminate in terms of hiring, compensation, promotion or discipline, on the basis of gender, race, religion, age, disability, sexual orientation, pregnancy, marital status, nationality, political opinion, trade union affiliation, social or ethnic origin, or any other status protected by country law.
5 Harassment and abuse are not tolerated and employees are not subject to physical, sexual, psychological or verbal harassment or abuse.
6 Freedom of association and collective bargaining are respected to the extent permitted by the laws of the manufacturing country.
7 Wages, benefits and overtime are such that employees are timeously paid and at least at the minimum wage required by country law and are provided legally mandated benefits.
8 Working hours and rest days are coordinated such that employees do not work in excess of 60 hours per week, or the regular and overtime hours allowed by the laws of the manufacturing country, whichever is less. Overtime hours are consensual and compensated at a premium rate and employees are allowed at least 24 consecutive hours rest in every seven-day period.
9 Terminations and other disciplinary actions must adhere to the Code of Good Practice as contained in Schedule 8 of the Labour Relations Act 66 of 1995. In order to create a pleasant climate in which to work and to reduce any unnecessary conflict in the workplace, it shall be expected that everybody shall treat their colleagues, superiors and subordinates with due respect and shall conduct themselves with dignity at all times.
10 Terms and conditions of employment are pertinent when supplied to the employee when the employee commences employment, with the following particulars in writing:
a Full name and address of the employer; name and occupation of the employee, or a brief description of the work;
b Various places of work; date of employment; ordinary hours of work and days of work;
c Wage or the rate and method of calculating; rate for overtime work; any other cash payments; any payment in kind and the value thereof;
d Frequency of remuneration; any deductions; leave entitlement; period of notice or period of contract;
e Description of any council or sectoral determination which covers the employer’s business;
f Period of employment with a previous employer that counts towards the period of employment;
g List of any other documents that form part of the contract, indicating a place where a copy of each may be obtained.
11 The workplace is healthy and safe and the necessary steps to prevent accidents and injury have been taken. Impahla has systems to detect, avoid and respond to potential risks to the safety and health of all employees.
12 Environmental impact is minimised in terms of human health and the environment by applying a cautionary approach when assessing new opportunities and ensuring that we meet regulatory requirements including air emissions, solid/hazardous waste and water discharge.