Page 82 - UGU Dstrct Mun IDP Report '21-22

Nature of Referrals
The following graphical analysis is applicable showing the statistics per nature of referrals
The following bar graph is the comparison in the number of EAP participants from the previous years to date.
3.4.9 Employer / Employee relations
Disciplinary processes take time to be finalised because of various reasons, for example absence of an accused employee or the Presiding Officer or Prosecutor or non-attendance of the Witnesses on the dates scheduled for the hearings.
Nature of Ailments
Numbers
HIV/AIDS/TB
61 (19.24%)
Diabetes
32 (10.09%)
Alcohol and Drug Abuse
27 (8.52%)
Financial Stress
78 (24.61%)
Work Related Stress
91 (28.71%)
Arthritis
23 (7.26%)
COPD
5 (1.58%)
2015/2016
2016/2017
2017/2018
2018/2019
0287
167
182
317
35.60%
19%
20%
36.61%
Disciplinary Hearings July 2018 to March 2019:
Employee Disputes from July 2018 to March 2019:
• There were no (0) Suspensions that took place;
• 17 Cases reported, 15 have been finalised; two outstanding
• Grievances: there were no grievances submitted
• Conciliations: five Conciliation hearings reported, all have
been referred to Arbitration;
• Arbitrations: There were five Arbitration Hearings, one has
been resolved and four have not yet been resolved; and
• Work Stoppages: There were none
• Unfair labour practice; • Unfair Dismissal
3.4.10 Employment Equity Plan
The employment equity strategic objectives emanate from Ugu District municipality’s five-year Integrated Development Plan. These objectives are:
• Achieve equal representation of people from designated groups through setting of numerical goals:
o Appointment of people with disability thereby increasing the percentage from 1 to 2 (first year), 3 (second year) and 4 (third year) –Black females with disabilities (preference shall be given to this category across all levels – subject to suitability of a candidate and availability of a position)
o Fair representation of Black Women at Senior Management level (preference shall be given to Black Females within this category); and
o Fair representation of Black Women (Africans, Coloured’s and Indians) at skilled, semi-skilled and unskilled levels depending on availability of positions (preference shall be given to this category until a fair representation is achieved).
• The elimination of unfair discrimination in all HR Practices and Policies.
o Auditing of HR Policies and practices to ensure integration with EE measure’s;
o Removing barriers in work environment, ensuring reasonable accommodation by PWDs; o Implement HIV/AIDS Education and prevention programmes; and
80 UGU DISCTRICT MUNICIPALITY