Corruption, theft, unethical and dishonest conduct does not pay

Over the past three years, 484 employees were dismissed from the City of Cape Town following disciplinary action taken against them for a range of transgressions.

These 484 people lost their livelihoods, their jobs, and a source of income to their families.

They found themselves joining the unemployment queue with a bad employment record and, in some cases, a criminal record which makes it difficult for them to find new employment.

The transgressions included non-financial misconduct for offences such as gross insubordination, excessive tardiness and fighting, as well financial transgressions such as fraud, theft and dishonesty, including undeclared business dealings, corruption, soliciting bribes and unauthorised removal of City property.

The process of dismissals was conducted in line with the Labour Relations Act, a time-consuming and costly process.

Corruption, theft and any unethical and dishonest behaviour simply does not pay.

When this administration took office just over three years ago, we committed to five pillars which would inform and drive the processes of change and progress for all residents of Cape Town.

One of those pillars is our commitment to being a well-run city.

This pillar is fundamental to our work in that it not only directs our efforts to ensure effective and efficient service delivery, but commits us to managing the public funds entrusted to us with honesty and integrity.

It serves to remind all members of this organisation that they are public servants and therefore accountable to the public for their actions.

In South Africa, we all too often encounter reports of blatant corruption, mismanagement of public funds, and of individuals abusing their positions.

Sadly, there are many in this country who appear to think it is acceptable to abuse the public trust, and who think they can get away with acting improperly. 

I have made it clear, repeatedly, that in the City of Cape Town there is no tolerance for that kind of thinking or conduct.

We are a public organisation dedicated to public duty and managing public funds. There is simply no place here for any type of conduct that abuses the public trust.

I am happy to say that the majority of our staff perform their duties with commitment and integrity. However, in an organisation with 27 000 staff members, it is sadly not always possible to avoid all dishonest and unethical behaviour.

There will always be individuals who are prepared to betray the public trust for their own enrichment and benefit. That is their choice.

As their employer, the City also has a choice in how it responds to such behaviour. 

These dismissals occurred across the board and involved a range of staff members in various directorates.

This administration simply will not tolerate unacceptable and improper behaviour that undermines our mandate to serve the residents of Cape Town.

Improper conduct will be dealt with harshly, no matter which level of the staff structure an individual may occupy.

In this organisation we insist on honest, transparent conduct within the confines of the legislation, regulations and policies to which we adhere.

We have excellent internal management systems, internal audit and forensic services, and performance management processes to ensure that we do operate within these confines.

This allows us, as far as possible, to monitor and manage the conduct of our staff, and serves as an early warning system to pick up any potential impropriety.

Furthermore, the City has various measures in place to address transgressions, including informal and formal disciplinary action, which could result in written warnings, demotion, suspension without pay, or dismissal of individuals found to have wilfully engaged in improper behaviour. 

Dismissal or resignation to avoid disciplinary action is now accompanied by an effective blacklisting from employment in all government sectors for a period of time, depending on the nature of the findings or charges brought against the employee. In extreme cases of theft, fraud or corruption, the City is obliged to lay criminal charges against employees.

In cases where improper behaviour was found to have resulted from ignorance or poor understanding of procedures, corrective measures are generally taken in the form of informal disciplinary action or counselling.

In addition to disciplinary or non-disciplinary remedial action, employees can be held financially liable for negligent actions which result in losses to the City.

We strive at all times to run a clean government - one which can account for the expenditure of public funds.

This ensures that we are able to serve all of our residents, and address the many complexities and challenges of running this metro to the best of our abilities.

And there are many challenges to overcome: the legacy of apartheid spatial planning remains to this day, while rapid urbanisation is giving rise to a whole new set of challenges.

We therefore cannot afford to be side-tracked or undermined in our efforts to address the imbalances of the past and to be an inclusive, world-class city that provides opportunities for all our residents.

I wish to thank the majority of our staff who share this vision and who faithfully serve the public interest every day. Their dedication is highly valued, and plays an integral role in ensuring that the City of Cape Town is the best-run metro in the country.

With their assistance, we will continue to strive every day to be a well-run city and make progress possible together.

This article by Patricia de Lille first appeared in Cape Town this Week, the online newsletter of the Executive Mayor of Cape Town.

Click here to sign up to receive our free daily headline email newsletter