annual review 2010 • operating reviews  •  sasol group services •  legal compliance 83 and champions within each business unit  and enterprise function. The code is  communicated through town hall  meetings led by top management, who  seek to set the example for zero tolerance  to unethical behaviour. In terms of the  code, every line manager is required to  implement internal controls and legal  compliance processes in their areas  of responsibility.  We have an independently managed  anonymous reporting facility (EthicsLine)  that is available for whistle blowing. Over  the past year, we received an average of  40 ethics-related calls per month;  this excludes cases that are reported  directly to the group forensic services  department.  Respecting human rights Fostering accountability through  our ethics line All cases are investigated and a formal  process is in place to track, report and  address all calls received. On average, 20%  of the calls relate to fraud, corruption,  theft and abuse of company assets and  resources. The remaining 80% includes a  range of allegations such as unfair or  unethical leadership behaviour (Values- driven Leadership), legal non-compliance,  safety transgressions, conflict of interest,  victimisation and racism. During the year, we started a process  of engaging our suppliers and service  providers on Sasol’s code of ethics.  Changes have been made to our contracts  to include ethics as a key requirement  for doing business with Sasol and, where  required, to encourage suppliers to  implement their own code of conduct.  We plan to extend this to some of our  other stakeholders such as labour unions  and government. A related development  this year has been the implementation  of a stricter gifts and entertainment  policy, in terms of which employees  are required to declare all gifts regardless  of their value. The ethics offi ce records  gifts above a nominal value for  the purposes of monitoring and  assessing trends. These cases are reported on a quarterly  basis to governance committees, and on  an annual basis to the audit committee.  Actions taken as a consequence of  investigations and enquiries include  termination of employment in respect of  employees, and cancellation of contracts  in the case of suppliers and contractors.  We are currently reviewing the feasibility  of introducing an ethics management  system to improve the monitoring,  F urther details on our activities  and performance relating to legal  compliance, ethical practices and  human rights are provided in our online  sustainable development report.  Due to the nature and location of our  activities we recognise that we have a  particular responsibility to ensure effective  management of human rights risks. Our  human rights policy is currently included  as part of the guideline to the code of  ethics and has been in place since 2003.  Human rights principles are also  incorporated in Sasol’s labour relations  policies, SH&E policies and corporate  social responsibility policies. Employees  are made aware of these policies and  trained accordingly. We endeavour to  encourage and facilitate human rights in  the countries in which we operate by  following a risk-based approach and  establishing training and education  programmes. We are conscious that as we  expand our operations globally, it will be  increasingly important to retain our strong  focus on human rights issues. reporting and analysis of trends arising  from calls to the ethics line, and  to streamline investigations and  follow-up activities. 