Eskom reveals 8 key steps it has taken in Koko disciplinary matter

Cape Town – Eskom revealed eight key milestones it has accomplished in its disciplinary process regarding suspended head of generation, Matshela Koko.

Eskom’s human resources executive Elsie Pule said the power utility is not dragging its feet regarding the disciplinary process into Koko, she said in a statement on Saturday.

The disciplinary action related to about R1bn in contracts awarded to Impulse International in 11 months while Koko’s stepdaughter Koketso Choma was a director at the firm.

“We don’t believe that the ‘dragging of feet’ allegation is based on a fair assessment of the prescribed process against the actual steps taken thus far on the Koko matter,” she stated.

She explained that the report by both Cliffe Dekker Hofmeyr and Nkonki went through an entire process of edification, as critical documents, presentations and submissions by various parties internally and externally were required in strict accordance with a fair process.

Pule pointed to these eight milestones regarding Koko’s disciplinary process:

1. A board decision to proceed with a disciplinary process
2. Termination of special leave
3. The intention to suspend
4. Representations by the employee
5. The suspension itself
6. Notification for the hearing and charges
7. The procurement of the presiding officials
8. The setting up of mutually acceptable dates

“All these milestones are vital in ensuring a fair outcome, and unfortunately they could not have been achieved without spending some time addressing them,” Pule said.

She explained that Eskom appreciates the national interest regarding Koko, which is why the utility wanted to be extremely meticulous.

“I can confirm that we are gone through all the critical hoops and are at a stage when the commencement of the hearing will occur in the short while subject to the tying up of the last loops,” she said.

The process is a employer-employee matter, meaning Eskom can’t communicate the intimate details in case it harms the parties’ interest by compromising the entire process, she explained.

“According to the delegation of authority, the appointments and terminations of employment of executives and senior management are required to be approved by the people and governance committee, a sub-committee of the board in terms of the authority delegated to it by the board. And therefore, it is incorrect to suggest any wrongdoing on the part of the board,” Pule said.