Jumbo views the ‘invader bush’ as a resource, which, if effectively managed, can increase the overall productivity of a farm (the unit). The fact that bush encroachment is responsible for loss of productivity is also recognized. Thinning out encroacher species therefore has many benefits, including:
Bush thinning and charcoaling activities can potentially result in adverse environmental impacts. Key impacts are:
A range of beneficial impacts can also arise, including:
Report all events (DISPUTES, GRIEVANCE, ACCIDENT, INCIDENT, COMPLAINT) online using the link below:
Environmental Compliance Consultancy (ECC) role is to manage the Jumbo Group Scheme.
To find out who are members of the Jumbo Group Scheme, read more about previous reports and / or products kindly follow this link Jumbo Group Scheme Certificate
For any information or queries or to request a summary of any of the Group Scheme Members or the Group Scheme at large, please do not hesitate to register as an I&AP or contact us directly.
This Grievance Procedure provides a mechanism for the resolution of complaints (from employees or stakeholders), grievances or problems raised by employees in relation to human resource management and employment related matters.
The aim of the procedure is to implement an integrated approach to resolutions through informal facilitation and mediation, and to lead to a prompt resolution of difficult problems.
Consideration of all grievances shall be dealt with fairly, consistently, promptly and with sensitivity to all parties.
Retaliation against an individual who files a grievance or participates in an investigation of such a grievance is strictly prohibited.
Employees should in the first instance have an informal discussion with their Line Manager/Foreman. Having an informal discussion can quite often solve the problem. Should the grievance concern the Line Manager/Foreman then the matter should be raised with a worker’s representative or Manager
If the matter cannot be resolved by informal discussion or if the employee is not satisfied with the outcome of the informal discussion, then the employee must inform their Line Manager/Foreman of their intention to take the matter further and submit a formal written/verbal grievance
An employee who wishes to file a grievance should address grievances in writing, either individually, through the workers representative or line manager/foreman/manager or communicate it verbally
HR/Management will inform the individual, workers representative or line manager/foreman of the outcome of the grievance, in writing, or verbally, as agreed.
The outcome will be noted on the grievance letter, and if the employee is satisfied, he/she must sign off the grievance.
A copy of the completed grievance letter and outcome will be filed for record keeping.
Should the above not suffice, a formal hearing will take place.
At the hearing, the employee has the right to be accompanied by either a work colleague or a workers committee member.
All grievance proceedings and records will be kept confidential.
The outcome of the hearing will be communicated in writing wherever possible within 14 days of the hearing.
Employees are encouraged to use the grievance procedure. No employee shall be prejudiced in any way for filing a grievance or invoking the grievance procedure.
The Unit Manager shall take care of all problems, the GM shall check the complaint book quarterly; if no appropriate action has been taken by the unit, they will be issued a CAR, giving them three months to take care of the issue. Failure to comply with this period will result in suspension of all deliveries to the group scheme until non-compliance is rectified.
Jumbo Charcoal Namibia (Pty) Ltd
Approval Obtained, Open for Public Participation