MHSC Overview

MHSC Initiatives- 2014 OHS Summit milestones Elimination of fatalities and injuries Zero fatalities by Dec 2020 20% reduction in serious injuries per year by Dec 2016 20% reduction in lost time injuries per year from Jan 2017 Elimination of occupational diseases- By December 2024 95% of all exposure measurement results must be below the following limits for the respective respirable dust: 0.05 mg/m3 for silica dust 1.5 mg/m3 for platinum dust 1.5 mg/m3 for coal dust No new cases should occur amongst previously unexposed individuals Elimination NIHL By December 2024, noise emitted by equipment should not exceed 107 dB(A). By December 2016, no employee standard threshold limit will exceed 25 dB from the baseline . Reduction and prevention of TB, HIV & AIDS By December 2024, the TB incidence rate should be at or below the National TB incident rate. 100% of employees offered HIV Counseling and Testing (HCT) annually & all eligible employees linked to an Anti Retroviral Treatment (ART) programme. Culture Transformation Framework 100% implementation of the Leadership, Risk Management, Data Management, Diversity Management, Leading Practice and Bonus and Performance Incentive pillars by December 2020. Implementation of the Integrated Mining Activity, Technology, Inspectorate, Tripartism, Regulatory Framework pillars after December 2020. Establish Centre of Excellence for research, research implementation and capacity-building 2 2

Elimination of Fatalities and Injuries VISION OF ZERO HARM: Working together for every mine worker to return from work unharmed every day. Occupational Safety MILESTONE OBJECTIVE ACTIVITY / SUB ACTIVITIES RESPONSIBILITIES DUE DATES LEAD SUPPORTING Elimination of Fatalities and Injuries   - Every fatality is one to many, we will eliminate fatalities by December 2020. - Every mining company must have a target of ZERO FATALITIES. - UP to December 2016, 20% reduction in Serious Injuries per year. (From January 2015) - From January 2017, 20% reduction in LTI per year. *Serious injury is an Injury which either incapacitates employee to perform his normal/similar duty for a period totalling 14 days or more or which cause the injured employee to suffer the loss of a joint, part of a joint, or sustain permanent disability. **LTI is any injury which incapacitates the injured employee normal or similar occupation the next calendar day.  Elimination of: Rock related incidents Transport and Mining incidents Rail bound equipment incidents Fire and Explosions under the classification of general types of accidents Time adopt identified leading practices in line with guideline as per leading practices Pillar of CTF. Timely adopt identified research outcomes in line with a guideline as per Leading Practice Pillar of the CTF. Programme of work per objective to be identified, developed and implemented. (Adoption refer to the full process as per the identified MHSC Guideline from Adoption and must be fully inclusive of all stakeholders). Employers MHCS l. Org. Labour, state. Org. Labour , state. lll. Employers, Org, Labour, State. Annual ly 31 March 2015

GAP ANALYSIS ELEMENT OCCUPATIONAL SAFETY GAP ANALYSIS OF THE CURRENT SITUATION WHAT IMPLEMENTED OR PLANNED WHAT STILL OUTSTANDING PRIOTIRY AREAS 2016 - 2017

Rehabilitation of Mine workers injured in the Line of Duty. Occupational Safety MILESTONE OBJECTIVE ACTIVITY / SUB ACTIVITIES RESPONSIBILITIES DUE DATES LEAD SUPPORTING Rehabilitation of Mine workers injured in the Line of Duty. Rehabilitation of mine workers injured in line of duty. Investigate previous employees who were incapacitated consider the assistance provided to such employees. DOL Org, Labour, State. Employer MHSC Annually

GAP ANALYSIS ELEMENT OCCUPATIONAL SAFETY GAP ANALYSIS OF THE CURRENT SITUATION WHAT IMPLEMENTED OR PLANNED WHAT STILL OUTSTANDING PRIOTIRY AREAS 2016 - 2017

Eliminate Occupational Lung disease OCCUPATIONAL HEALTH MILESTONE OBJECTIVE ACTIVITY / SUB ACTIVITIES RESPONSIBILITIES DUE DATES LEAD SUPPORTING Eliminate Occupational Lung disease   By December 2024, 95% of all exposure measurements results will be below the milestones level for respirable crystalline silica of 0.05mg/m³ (these results are individual reading and not average results) Using Present diagnostic techniques, no new cases of silicosis will occur amongst previously unexposed individuals. Previously unexposed individual are those unexposed to mining dust prior to December 2008 i.e. equivalent to a new person who entered the industry in 2009. Platinum and Coal workers Pneumoconiosis was left out. Elimination of: Silicosis Pneumoconiosis Coal Workers Pneumoconiosis to be left out. Timely adopt identified leading practices in line with a guideline as per Leading Practises Pillar of the CTP Timeously adopt identified research outcomes in line with guidelines as per Leading Practise Pillar of CTP. Programme of work per objective to be identified, developed and implemented. (Adoption refer to the full process as per defined MHSC Guideline for adoption and must be fully inclusive of all stakeholders). Employers MHCS Org, Labour, state. Org. Labour , state. Employers, Org, Labour, State. Annually 31 March 2015

GAP ANALYSIS ELEMENT OCCUPATIONAL HEALTH GAP ANALYSIS OF THE CURRENT SITUATION WHAT IMPLEMENTED OR PLANNED WHAT STILL OUTSTANDING PRIOTIRY AREAS 2016 - 2017

Elimination of NOISE-INDUCED OCCUPATIONAL HEALTH MILESTONE OBJECTIVE ACTIVITY / SUB ACTIVITIES RESPONSIBILITIES DUE DATES LEAD SUPPORTING Elimination of NOISE-INDUCED Hearing Loss   Through the quietening of equipment By December 2024, the total operational or process noise emitted by any equipment must not exceed a millstone sound pressure level of 107 dB (A). This milestone of sound pressure level will be verified by initiatives under CoE and MOSH and reviewed in 2016. Elimination of: Noise induced Hearing Loss Timely adopt identified leading practices in line with a guideline as per Leading Practises Pillar of the CTP Timeously adopt identified research outcomes in line with guidelines as per Leading Practise Pillar of CTP. Programme of work per objective to be identified, developed and implemented. (Adoption refer to the full process as per defined MHSC Guideline for adoption and must be fully inclusive of all stakeholders). Employers MHCS Org, Labour, state. Org. Labour , state. Employers, Org, Labour, State. Annually 31 March 2015 For the individual: By December 2016, no employee’s Standard Threshold Shift (STS) will exceed 25dB from baseline when averaged at 2000, 3000 and 4000Hz in one or both ears. Timeously adopt identified research outcomes in line with guidelines as per Leading Practise Pillar of CTP

GAP ANALYSIS ELEMENT OCCUPATIONAL HEALTH GAP ANALYSIS OF THE CURRENT SITUATION WHAT IMPLEMENTED OR PLANNED WHAT STILL OUTSTANDING PRIOTIRY AREAS 2016 - 2017

Elimination of NOISE-INDUCED Simplify compensation system OCCUPATIONAL HEALTH MILESTONE OBJECTIVE ACTIVITY / SUB ACTIVITIES RESPONSIBILITIES DUE DATES LEAD SUPPORTING Elimination of NOISE-INDUCED Hearing Loss   lll. Programme of work per objective to be identified, developed and implemented. lV. Develop and implement new software to measure Standard Threshold Shift (STS). V. Do baseline on STS (Adoption refers to the full process as per the defined MHSC guideline for Adoption and must be fully inclusive of all stakeholders). lll. MHCS lV. Employers V. Employers lll. Employers, Org, Labour, State. IV. Employers, Org. Labour, State V. Employer, Org. Labour, State lll. 31 March 2015 IV. 31 Dec 2016 V. 31Dec 2017 Simplify compensation system 3.2 Integrated and Establish a multi – Stakeholder team to consider different compensation systems DoH MHSC, Org. Labour, State, Employers, RMA, DoL March 2015

GAP ANALYSIS ELEMENT OCCUPATIONAL HEALTH GAP ANALYSIS OF THE CURRENT SITUATION WHAT IMPLEMENTED OR PLANNED WHAT STILL OUTSTANDING PRIOTIRY AREAS 2016 - 2017

Prevention of TB and HIV/AIDS MILESTONE OBJECTIVE ACTIVITY / SUB ACTIVITIES RESPONSIBILITIES DUE DATES LEAD SUPPORTING Prevention of TB and HIV/AIDS Reduction and prevention of TB, HIV & AIDS infections. December 2024 to have the TB incidence rate below the National TB incidence rate. 100% Employees should be offered HCT annually with all eligible employees linked to ART programme as per NSP. Reduction and prevention of TB, HIV & AIDS infection. Implement DoH IPT policy. Implement TB audit tool. Timeously adopt identified research outcomes in line with guidelines as per Leading Practise Pillar of CTP. Integrate DOH guideline on ART. Symptomatically screen (via Cough questionnaire) all employees for TB. Develop and implement the Integrated Policy and guideline for management and reporting for HIV/AIDS, TB & Silicosis. Promote access to prevention services on TB and HIV & AIDS treatment to families and immediate communities of affected employees. Employers MHSC (develop) Employers (implement) Org. Labour, State, DoH, DoL Annually 31 December 2015

GAP ANALYSIS ELEMENT TB AND HIV GAP ANALYSIS OF THE CURRENT SITUATION WHAT IMPLEMENTED OR PLANNED WHAT STILL OUTSTANDING PRIOTIRY AREAS 2016 - 2017

Culture transformation CULTURE TRANSFORMATION FRAMEWORK MILESTONE OBJECTIVE ACTIVITY / SUB ACTIVITIES RESPONSIBILITIES DUE DATES LEAD SUPPORTING Culture transformation Implementation of the approved framework: By December 2020 there will be 100% implementation of The Leadership pillar of CTF. The Risk Management pillar of CTF. The Bonus and Performance Incentive Pillar of the CTF. The Data Management Pillar of the CTF. The Diversity Management Pillar of the CTF. Leading Practice Pillar of the CTF.   Implementation of the Culture Transformation Framework Revise and implement the CTF plan in line with recommendations of the CTF assessment. Annual Programme of campaigns to be developed and implemented to popularise the MHSC CTF pillar. Develop and implement a programme to deal with Woman in Minning and the Rights of Workers. Timely adopt identified leading practices in line with a guideline as per the leading Practice Pillar on the CTF. Develop a fully inclusive modern information system to monitor non-statutory and statutory information. Develop a guideline for the adoption process as per leading Practise Pillar of CTF (including critical controls on OHS risks) Conduct a two yearly independent assessment of entire action plan per stakeholder responsibility. MHSC Org. Labour, states, employer March 2015 June 2015 Annually June every second year.

GAP ANALYSIS ELEMENT CULTURE TRANSFORMATION FRAMEWORK GAP ANALYSIS OF THE CURRENT SITUATION WHAT IMPLEMENTED OR PLANNED WHAT STILL OUTSTANDING PRIOTIRY AREAS 2016 - 2017

For each pillar there is: Objective Minimum Standards MHSC’s Culture Transformation For each pillar there is: Objective Minimum Standards Roles and Responsibilities Action Plan: Gap analysis between minimum standards and your current standards. Closing the identified gaps. Implement. Check and continually improve.

LEADERSHIP PILLAR All Leaders must lead by example in walking the ZERO HARM talk Leaders must play a critical role in changing culture. Minimum standards A leadership programme for all operational levels of leadership which includes, as a minimum: An annual performance assessment of zero harm leadership. A leadership development programme. A visible leadership programme with measureable targets. A programme to effectively engage and empower workers.

RISK MANAGEMENT PILLAR We must eliminate risks at their source and investigate the root causes of incidents – Shy away from the culture of blame Minimum standards The accident investigation system must, as a minimum, include: A distinction between different types of human error (slips or lapses). An explicit consideration of organisational system issues. A regular evaluation, carried out by a multi-functional internal stakeholder team.

BONUSES AND PERFORMANCE INCENTIVES PILLAR ZERO HARM must be prioritised ahead of production Minimum standards We should strive to have a ZERO HARM based bonus system that: Enhances safe and healthy production. Includes a combination of leading / lagging / OHS indicators in the determination of the zero harm. Includes a regular evaluation of whether those affected by the bonus system understand it and consider it fair.

DIVERSITY MANAGEMENT PILLAR We must remove obstacles to the kind of workplace relationships that are conducive to achieve ZERO HARM (racism, genderism and any forms of unfair discrimination). Minimum standards Diversity management competence must be a requirement for all levels of management (to be part of the leadership programme). A focal point to champion diversity management in the organization. Regular diversity audits (to be part of the monitoring of the culture transformation in the organisation.) We must adopt a culturally-sensitive way to deal with serious injuries and fatalities; e.g. allowing an opportunity for mourning say through holding a memorial service at the affected operation. A culturally-sensitive OHS awareness process to raise awareness about OHS issues.

LEADING PRACTICE PILLAR We must take a common approach to identifying and facilitating the adoption of leading OHS practices and research outcomes. Minimum standards Support sector level initiatives on the implementation of research outcomes and adoption of leading practices (MOSH / MHSC). Investigate leading practices/new research objectively with appropriate consideration of benefits and risks to be as low as reasonably practicable. Leadership support at all levels have a clear understanding of what they have to do to enable and lead sustainable adoption and this is appropriately included in their performance contracts. There is early and effective involvement of those affected by the adoption including their knowledge, beliefs and values. Adequate training, technical support and explicit financial resources for adoption. Monitoring of progress with the adoption and sustained monitoring of its impact through self-assessment and independent verification.

DATA MANAGEMENT PILLAR We must establish a data system that allows effective and timely collection, capture, analysis, communication, dissemination – Assist the SAMI to make informed decisions on OHS issues

The road to ZERO HARM Zero Harm Attaining ZERO HARM is a journey which is long, windy and bumpy Through TRIPARTISM, huge progress has been made in reducing the frequency of mining fatalities in the SAMI: 482 in 1994 vs 84 fatalities in 2014. Reaching the CTF’s 2020 milestones is indeed a difficult task that calls for dedication and co-operation from all Zero Harm Skills, capacity and training Relevant knowledge and information Health and Safety Culture

Conclusion - Attaining ZERO HARM The 2014 OHS milestones includes the implementation of CTF pillars as agreed upon by our Principals. Implementation of CTF Pillars, research outcomes and leading practices are Mining Charter requirements aimed at improving OHS conditions. Stakeholders are encouraged to think out of the box and come up with practices which surpasses the CTF minimum standards thus potentially become LP for the sector.

Remaining 5 Pillars Implementation of the approved framework: CULTURE TRANSFORMATION FRAMEWORK MILESTONE OBJECTIVE ACTIVITY / SUB ACTIVITIES RESPONSIBILITIES DUE DATES LEAD SUPPORTING Remaining 5 Pillars Implementation of the approved framework: After December 2020 remaining pillars to be implemented: Integrated mining activity Pillar of the CTF The Technology Pillar of the CTF The Inspectorate Pillar of the CTF Tri partism Pillar of the CTF Regulatory framework Pillar of CTF.   Implementation of the Remaining Pillars Revise and implement the CTF plan in line with recommendations of the CTF assessment. Annual Programme of campaigns to be developed and implemented to popularise the MHSC CTF pillar. Develop and implement a programme to deal with Woman in Mining and the Rights of Workers. Timely adopt identified leading practices in line with a guideline as per the leading Practice Pillar on the CTF. Develop a fully inclusive modern information system to monitor non-statutory and statutory information. Develop a guideline for the adoption process as per leading Practise Pillar of CTF (including critical controls on OHS risks) Conduct a two yearly independent assessment of entire action plan per stakeholder responsibility. MHSC Org. Labour, states, employer March 2015 June 2015 Annually June every second year.