Code of Business Ethics

This document was last updated on November 20, 2018

Commitment from the MD and leadership to environmental sustainability

As the leading service provider, we have a responsibility to both our employees, stakeholders and shareholders to ensure that the principles of sustainable development are complied with and engrained in every business activity. This is achieved through proactivity and creating an awareness through training our people on environmental concerns and recognising environmental initiatives. Point management commits to monitor Business Partners into compliance and to be compliant as a business. Point will comply with minimum standards that are set for Business Partners and surpass the standards to achieve best practices.

 

Introduction

Point is committed to dealing with legal entities that apply ethical, legal and business employment practices, as well as sustainable environmental practices, during the course of its business interactions.

Point, as a socially responsible organisation, is required to ensure that our Business Partners adhere to certain minimum standards. This has become increasingly necessary as Point expands its operations into countries beyond South Africa. These standards ensure that employees are managed in a socially responsible manner, and that our impact on the environment is minimised.

This Code of Ethical Conduct (“Code of Ethics”) is binding as a minimum standard to all Business Partners of Point, irrespective of whether they are located in South Africa or around the world. In addition, our Business Partners are expected to ensure that all of its clients or secondary suppliers comply with this Code. Point takes compliance with the Code very seriously.

 

PART A

Our core principles

The core principles that constitute Point business activities include:

  • maintaining abiding values, despite business practices changing with time;
  • fostering respect for individuals, not as a strategic advantage, but because it is morally correct;
  • sticking to our values – even if this appears to put us at a competitive disadvantage.

 

Mission and vision

To achieve leadership through innovation, technology and quality of people for the benefit of all our clients, staff and shareholders by providing a comprehensive range of service to our client base.

 

Our core values

  • Integrity
  • Accuracy on all outputs
  • Efficient utilisation of resources
  • Accountability and responsibility
  • Transparency
  • Capability to deliver required services
  • Nurturing good skills at home base
  • Innovation
  • Passion
  • Partnership

 

Core beliefs

  • Relentless focus on competencies
  • Drive productivity in all areas through processes and technology
  • Measure everything
  • Provide price/value with maximum ROI

 

Integrity in doing good business

The personality that guides the Company and gives it its unique character is driven by our values and core beliefs. Despite changing times, new developments, improved technology and radical strategies, our Company’s philosophy of doing good business remains at the core Point policies. The Company given its global footprint undergoes a rigorous auditing process which is conducted quarterly, biannually and annually.

 

Fair competition

Employees shall not:

  • make false allegations relating to Point’s competitors or their products;
  • damage competitors, other than by accepted commercial competitive practice;
  • acquire confidential information of a competitor by espionage.

 

Environmental responsibility

It is the intention of this Code to contribute to the building of a sustainable society and environment. Steps must be taken to minimise any negative impact on the environment that may result from the processes and operations of the business. Business Partners must comply with all local laws regarding environmental standards and also promote animal welfare. Business Partners should take proactive steps to systematically reduce and remove unduly destructive environmental impacts and prevent degradation of the environment by:

  • reducing dependency on substances and activities that are harmful to people and the environment;
  • conserving water;
  • saving energy;
  • minimising waste;
  • using natural resources as efficiently as possible;
  • integrating environmental considerations into decision-making at all levels.

The provisions of any local environmental legislation must be adhered to.

 

Health and safety for employees and clients

Point is committed to sound health, safety and environmental management practices. As a retail business we carry the responsibility to:

  • provide our customers with a safe place in which to shop;
  • safeguard the Company’s employees;
  • safeguard the Company assets;
  • provide a healthy climate in which employees can work;
  • ensure that all practical steps are taken to prevent the contamination of the food product;
  • strive to create an environment to produce, store and distribute food in a safe environment;
  • pay due regard to environmental and public health considerations.

 

Restrictive trade practices

Point will not participate in any activity intended to restrict trade or promote any refusal to conduct business with customers or suppliers where such a refusal would be in breach of applicable law. All agents that represent Point must comply with this policy as well.

 

Anti-child labour

Point does not support child labour practices. Employment of children under the age of 15 years is prohibited (or a person who falls below the local legal minimum working age, if this is older than 15. All Point partners must adhere to this policy. Business Partners must ensure that they do not recruit or utilise child labour, and it is their responsibility to ensure that the employee’s age is correctly established and recorded.

 

Harsh, inhumane treatment harassment

Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and verbal abuse or other forms of intimidation shall be prohibited.

 

Discrimination

Point commits to ensuring that there is no discrimination in hiring, compensation, access to training, promotion, termination or retirement based on race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

 

Freedom of association

Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. The employer adopts an open attitude towards the activities of trade unions and their organisational activities. Workers’ representatives will not be discriminated against and have access to carry out their representative functions in the workplace. Worker representatives will meet with management on a quarterly basis and when necessary and meetings will be minuted.

 

Wages, hours of work and entitlement

Point will align employee basic working hours, overtime hours, weekly and daily rest days and employee benefits with the Basic Conditions of Employment Act. Employees’ remuneration will be aligned with industry rates.

 

Anti-corruption

Point shall neither give nor accept secret profits or bribes, nor be involved in any other corrupt or illegal benefits for the purpose of influencing an official act or decision in order to obtain or retain business or secure an improper advantage. As a South African based Company, we are bound to, and comply with, the laws of South Africa, specifically The Prevention and Combating of Corrupt Activities Act No.12 of 2004 (PCCA) in this regard.

 

Protecting company privacy

All Point employees are expected, in line with the Company intellectual property policy, to:

  • not divulge confidential information of Point to its competitors or otherwise make improper use of such information;
  • not use information which is not yet available to the public for their own gain and observe the Company’s rules, as well as the country’s laws and regulations, on insider trading.

 

 

PART B

Code of conduct for Business Partners of Point

 

Child labour

Employment of children under the age of 15 years is prohibited (or a person who falls below the local legal minimum working age, if this is older than 15). Business Partners must also ensure that employees under the age of 18 do not perform potentially hazardous work.

Business Partners must ensure that they do not recruit or utilise child labour, and that the employee’s age is correctly established and recorded.

Where an employer already employs child labour, it must enable such child to stop work whilst ensuring the continued well-being of the child. In addition, it should ensure that such child attains quality education until no longer a child.

 

Forced labour

Use of forced, bonded or involuntary prison labour is prohibited. All employees must be free to leave their employment on reasonable notice.

Employees should be able to leave employment for other opportunities; due notice being given.

 

Health and safety

Business Partners must provide a safe place of work and comply with all local laws relating to health and safety in the workplace. To ensure health and safety in the workplace, there must be written guidelines, regular training and monitoring by management to ensure compliance.

 

Freedom of association

Workers, without distinction, have the right to join or form trade unions of their own choosing and to bargain collectively. The employer adopts an open attitude towards the activities of trade unions and their organisational activities. Workers’ representatives will not be discriminated against and have access to carry out their representative functions in the workplace. Worker representatives will meet with management on a quarterly basis and when necessary and meetings will be minuted.

 

Wages, hours of work and entitlement

Business Partners are required to adhere to local laws on conditions of employment, including where applicable, laws governing minimum wages. Where no minimum wage is stipulated, a reasonable wage must be paid. Business Partners are required to comply with local laws regarding hours of work, rest periods, overtime payment and leave periods, including maternity leave.

Business Partners are required to ensure that employees received no less than the minimum wage where these are prescribed, whether by sector or by country. If there is no legislated minimum wage, employees must be reasonably remunerated, i.e. they must be able to afford basic needs and provide for some discretionary income.

Employees must be promptly paid.

 

Career development

Employee training needs will be identified and employee career development undertaken.

 

Discrimination

There must be no discrimination on any basis which is not job related or in accordance with a legal affirmative action process, including but not limited to discrimination on the basis of race, age, religion, political affiliation, caste, disability or sex, whether or not this relates to an employee or an applicant for employment.

Freedom of association and the right to collective bargaining

Business Partners must respect the right of employees to join legal associations of their choice and to bargain collectively.

Employees should be free to associate with trade unions of their choice and may not be discriminated against as a result of their involvement in lawful trade union activities.

 

Harsh or cruel treatment

Business Partners must ensure that any form of physical or mental abuse, harassment, punishment, or the threat of these forms of abuse, is prohibited in the work place.

In the event of misconduct, any disciplinary action must be lawful and fair, and a proper record should be kept for each employee. Disciplinary action cannot include physical abuse, corporal punishment, cruel treatment or punishment. Fines or deductions from salary are prohibited unless this is permitted by law and agreed to by the employee.

 

Environment

Steps must be taken to minimise any negative impact on the environment which may result from the processes and operations of the business. Business Partners must comply with all local laws regarding environmental standards. Business Partners must promote animal welfare by minimising any potential harm, stress or pain to animals.

It is the intention of this Code to contribute to the building of a sustainable society and environment. Business Partners should take proactive steps to systematically reduce and remove environmental impacts and prevent degradation of the environment.

Business Partners are expected to:

  • reduce dependency on substances and activities that are harmful to people and the environment;
  • improve environmental performance on a continuous basis;
  • minimise waste;
  • use natural resources as efficiently as possible; and
  • integrate environmental considerations into decision-making at all levels.

The provisions of any local environmental legislation must be adhered to.

 

 

PART C

Code of ethics for Point employees

 

Application and general obligation of code of ethics

The Point Code of Ethics shall apply to all Point employees as defined in this document, together with supporting human resources Company policies.

 

General obligations of employees

All employees shall be responsible for the observance of the Code of Ethics as detailed in this document and policies of the Company. Any infringement by employees of the Code of Ethics stated will constitute a breach of policy. Such instances will be handled according to our normal internal disciplinary procedures, as aligned with the labour laws of South Africa, which may be corrective or punitive, and which could result in dismissal from the Company.

 

Obligations of Point management

All managers are responsible to uphold the Point Code of Ethics and to communicate the Code of Ethics to all employees. Operational supervision in the business must always be aligned with the Code of Ethics, and the Company’s policies and procedures, which are available for viewing by employees on the Company intranet.

In the event of an allegation of ethical misconduct, management and human resources must investigate the allegation in light of the Company’s Code of Ethics, policies, values and guiding principles. Business policies are informed by our Code of Ethics.

Management will ensure that no-one is victimised for raising an allegation of ethical misconduct or participating in proceedings relating to an alleged breach of the Code of Ethics. Whistle-blowing is encouraged.

However, employees who abuse the Code of Ethics by manufacturing allegations against fellow employees or stakeholders will be in turn be subject to disciplinary procedures for material breach of the Code of Ethics.

Management will be required to never cover up or ignore any Code of Ethics misconduct.

 

Reporting ethical concerns

All code of ethical conduct issues can be raised with the manager of the division or raised with HR.  Currently, the Company currently does not have an office dedicated only to Code of Ethics issues. At the moment, all Code of Ethics issues shall be addressed by the Point HR division who exercise confidentiality in handling employee relations matters.

 

Integrity in the workplace

The use of Point resources and assets.

All Point employees are responsible for maintaining property entrusted under their control, and should take steps to protect it from theft, damage and misuse.

Employees are allowed reasonable personal use of facilities such as e-mail and internet, but such privileges should not be abused. As guidance for what may be considered unreasonable personal use, the following guidelines are provided.

Please note this is not an exhaustive list:

  • as far as possible, employees should avoid using e-mail for sending or receiving personal messages containing large attachments, or junk mail;
  • sending or receiving chain mail is prohibited;
  • no employee should access or distribute any material that could offend others (e.g. pornographic material or material that could incite racial hatred or any form of discrimination);
  • any involvement in activities such as computer hacking and wilful virus transmission is prohibited.

Please note: Point has the right to monitor communication tool use including computer software and hardware, email and voicemail (Communications Systems), internet and intranet and property.

 

The following ethical conduct is expected for all employees. Employees shall:

  • not permit any wastage of the assets of Point;
  • handle all equipment with due care and skill;
  • take due care to ensure that for all assets of the Company, the maximum economic life is attained, where applicable;
  • carry out their duties with the skill and care to be expected from a person of their knowledge and experience, exercise sound judgment and act in the best interests of the Company;
  • avoid waste of Point’s resources, including time;
  • report any harmful activity observed at the workplace.

 

Conflict of interest

All employees are expected to devote their time, attention and abilities to the performance of their duties during normal working hours. Therefore, Point employees may not without prior approval of management, engage in any practices or pursue any private activities which conflict in any way with Point’s operations. Conflicts of interests are as stated but not limited to the below issues:

 

Financial integrity

Point requires all employees to report accurate and honest information to all our stakeholders on the performance and prospects of the Company. Under no circumstance shall Point’s financial and non-financial records be fabricated. Therefore, records shall be furnished, as required, to Point auditors for verification and monitoring in relation to the performance of the Company.

 

Employee Remuneration

The Company is committed to a fair, equitable salary structure covering all applicable laws and regulations of the country. It is Point’s responsibility to ensure that conditions of employment, contracts of employment and fringe benefits are job, grade and market-related, and take into consideration the needs and circumstances of the Company and its employees.

 

Contacting us

If you have any questions about this Policy, please contact us.