Motswako Employee Handbook

3. PRINCIPLES
3.1 Sexual harassment can be classified as a form of unfair discrimination, it is regarded as extremely serious
whether it constitutes unfair discrimination or not, it is prohibited and will never be condoned.
3.2 It is the Company’s Policy to protect employees from sexual harassment in the workplace and employees
are encouraged to raise any incident of sexual harassment that may occur.
3.3 An employee may indicate in various ways that sexual conduct is unwelcome, including non-verbal
indications such as walking away or not responding.
3.4 Due to the trauma that may be experienced by the complainant, it is possible that sexual harassment is
only reported after some time has passed. The Company acknowledges this, however persons who
experience sexual harassment are strongly encouraged to report it as soon as possible, in order to ensure
it is addressed and stopped.
3.5 Sexual harassment is a serious offence and may lead to dismissal.
3.6 All grievances about sexual harassment are to be investigated and handled in a confidential and sensitive
manner. All complaints should be dealt with on an urgent basis and taken seriously.
3.7 Romantic relationships in the workplace between employees are strongly discouraged. Romantic
relationships between managers/supervisors and junior employees are strictly prohibited. If a manager /
supervisor and a more junior employee are considering entering into a relationship, this must be disclosed
to HR so that appropriate steps can be taken, which will depend on the circumstances.
3.8 Persons who witness sexual harassment may also use this process to report it.

4. DEFINITIONS
4.1 Sexual harassment is defined as unwelcome conduct of a sexual nature. Unwelcome conduct may take
many forms including physical conduct such as touching, verbal conduct including suggestions, invitations,
comments, and non-verbal conduct such as gestures, the sending of sexually explicit pictures, etc. The
unwanted nature of sexual harassment distinguishes it from behaviour that is welcome and mutual.
4.2 Sexual attention becomes sexual harassment if:-
 The behaviour is persisted in, although a single incident of harassment can constitute sexual
harassment; and/or
 The recipient has made it clear that the behaviour is considered offensive; and/or
 The perpetrator should have known that the behaviour is regarded as unacceptable.

5. FORMS OF SEXUAL HARASSMENT

5.1 Sexual harassment may include unwelcome physical, verbal or non-verbal conduct, but is not limited to
the below examples listed as follows:-
(a) Physical conduct of a sexual nature includes all unwanted physical contact, ranging from touching to
sexual assault and rape, and includes a strip search by or in the presence of the opposite sex.
(b) Verbal forms of sexual harassment include unwelcome innuendoes, suggestions and hints, sexual
advances, comments with sexual overtones, sex-related jokes or insults or unwelcome graphic
comments about a person’s body made in their presence or directed towards them, unwelcome and
inappropriate enquiries about a person’s sex life, and unwelcome whistling directed at a person or
group of persons.
(c) Non-verbal form of sexual harassment include unwelcome gestures, indecent exposures, and the
unwelcome display of sexually explicit pictures and objects.
(d) Quid pro quo harassment occurs where members of management, supervisors or co-employees,
undertakes or attempts to influence the process of employment, promotion, training, discipline,
dismissal, salary increment or other benefits of an employee or job applicant, in exchange for sexual
favours.

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5.2 Sexual favouritism exists where a person who is in a position of authority rewards only those who respond
to his/her sexual advances, whilst other deserving employees who do not submit themselves to any sexual
advances are denied promotions, merit rating or salary increases.

5.3 Previous consent to a sexual relationship does not mean that current sexual behaviour which constitutes
sexual harassment is acceptable.

6. GUIDING PRINCIPLES
6.1 Employers should create and maintain a working environment in which the dignity of employees is
respected.
6.2 A climate in the workplace should also be created and maintained in which victims of sexual harassment
will not feel that their grievances are ignored or trivialised, or fear reprisals. Implementing the following
guidelines can assist in achieving these ends:-
 Management and employees are required to refrain from committing acts of sexual harassment.
 Management and employees have a role to play in contributing towards creating and maintaining
a working environment in which sexual harassment is unacceptable. They should ensure that their
standards of conduct do not cause offence and they should discourage unacceptable behaviour on
the part of others.
 Management should attempt to ensure that persons such as customers, suppliers, job applicants
and others who have dealings with the business, are not subjected to sexual harassment by the
employer or its employees.
 Management is required to take appropriate action in accordance with this Policy, when instances
of sexual harassment which occur within the workplace are brought to their attention.

7. PROCEDURES
The complainant may choose to follow the following formal procedure, either with or without first following
an informal procedure:

7.1 Informal procedure
 It may be sufficient for the employee concerned to have an opportunity where she/he can explain to
the person engaging in the unwanted conduct that the behaviour in question is not welcome, that it
offends them or makes them uncomfortable, and that it interferes with their work.
 If the informal approach has not provided a satisfactory outcome, if the case is severe or if the
conduct continues, it may be more appropriate to embark upon a formal procedure.

7.2 Formal procedure
 An informal procedure is not a prerequisite for a formal procedure.
 The complainant may lodge a grievance in terms of the Company’s grievance procedures.
 The Company will assess the risk to the work environment even if the complainant should opt not to
follow the dispute resolution procedure.
 Management and human resources will consider factors such as the severity of the sexual
harassment, the circumstances surrounding it, any abuse / misuse of authority / power by the
perpetrator, risk to other employees if the conduct is not addressed, and other relevant factors.
 Following the assessment of factors set out above, the Company may proceed with the disciplinary
hearing against the perpetrator irrespective of the wishes of the complainant, however the
complainant will not be identified without their express consent. If the complainant agrees to be
identified, the compliant and process will be treated in strict confidence, and in addition processes
will be put in place to protect the complainant from secondary victimisation / trauma, and all steps
will be put in place to protect the complainant as a witness.

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 However, employees / complainants are urged to come forward, as sexual harassment cannot be
addressed if the Company is unaware of it and also able to take action against a perpetrator.

 The Company will follow the procedure contained in the grievance Policy and procedure.
7.3 Investigation and disciplinary action

Care should be taken during any investigation of a grievance of sexual harassment that the aggrieved
person is not disadvantaged, and that the position of other parties are not prejudiced if the grievance is
found to be unwarranted.
7.4 Criminal and civil charges
A victim of sexual assault has the right to press separate criminal and/or civil charges against an alleged
perpetrator, and the legal rights of the victim are in no way limited by this code.
7.5 Confidentiality
Management and employees must ensure that grievances about sexual harassment are investigated and
handled in a manner that ensures that the identities of the persons involved are kept confidential.
In cases of sexual harassment, management, employees and the parties concerned must endeavour to
ensure confidentiality in the disciplinary enquiry. Only appropriate members of management as well as
the aggrieved person, representative, alleged perpetrator, witnesses and interpreter if required, must be
present in the disciplinary enquiry.
NOTE: THE COMPANY RESERVES THE RIGHT TO AMEND, ADD TO OR ADAPT ANY PROVISION OF THIS CODE.

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MEDICAL AID SUBSIDY POLICY

1. OVERVIEW
1. It is a condition of employment for all staff to be a member of a Medical Scheme to which the Company
subscribes, unless medical cover provided for via another medical scheme (spouse, partner, parents).
2. The Company’s medical aid subsidy is available for permanent staff members only or otherwise agreed by
the Managing Director.
3. Should the employee leave the employ of the Company, either through resignation, dismissal, retirement
or death, the medical aid will be terminated by the Company. It will be the responsibility of the member
to make arrangements through the Medical Scheme for the continuation of such membership.
4. The Employee will be liable to pay for the Vitality option in full and/or any other amount which is not
included in the Company subsidy such as Late Joiner Penalties/Fees.
5. The Employee will not be allowed to upgrade during the year except once a year as stipulated by the
Medical Aid Scheme.
6. The Employee will be allowed to downgrade at any time during the year and any penalties applicable to
the upgrade will be for the Employee’s account.
7. The Company will consider in its sole discretion an increase on the subsidy on an annual basis, considering
affordability to the Company, general inflation and salary increases. This increase, if awarded will coincide
with the annual increase of the Medical Scheme.
8. The Medical Aid Scheme recognized by the Company is Discovery Health.
9. The Medical Aid Subsidy only makes provision for the MEMBER and no dependents.
10. The subsidy amount comprises of the Risk portion as well as the MSA for the member.

2. MEDICAL AID SUBSIDY BY THE COMPANY
The Company subsidy will be calculated as follows:
1. All Core Plans
The company pays the full contribution of the member. The Employee will be responsible for the
contribution(s) of any dependents.
2. Keycare Plus (Income band – Number 1 & 2)
The company pays the full contribution of the member. The Employee will be responsible for the
contribution(s) of any dependents.
3. Keycare Plus (Income band – Number 3 )
The Company pays 50% of the contribution for the member. The Employee will be responsible for the
contribution(s) of any dependents.
4. All other plans
The Company will subsidize 50% of any other chosen plan up to the limit of the Classic Saver plan for all
NEW Employees.

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5. Membership of another Medical Aid Scheme
2.5.1 The Company will allow an employee to join another medical aid.
2.5.2 The Employee will be obliged to submit proof to the Company that he/she is registered as a:-
2.5.2.1 Principal Member on another medical aid scheme.
2.5.2.2 Is a Dependent on his/her spouse’s/parent medical aid scheme.
2.5.2.3 The Company will pay 50% of the employee’s contribution to the medical aid scheme by
ways of a “Medical Aid Provision”.
2.5.2.4 The Company subsidy will also not exceed 50% of the contribution of the Discovery
Classic Saver plan (as per 2.4)
2.5.2.5 The Employee will be required to submit proof to the HR Department of his/her medical
aid cover on an annual basis (January of each year).

3. MEDICAL AID SUBSIDY AS PART OF COST TO COMPANY (CTC)
The medical aid subsidy forms part of the Employee’s Cost to Company (CTC).
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IT AND SOCIAL MEDIA POLICY

1. INTRODUCTION
IT assets and equipment are a crucial element to every business environment, they provide for efficiency in
day-to-day tasks and the communication needs of an organization. Despite their usefulness, IT assets can
expose Motswako (hereinafter referred to as “the Company”) to several risks. This policy on the use of IT
Assets aims to provide for effective control, management and maintenance of the IT equipment.

2. PURPOSE
The purpose of this policy is to regulate usage of IT Assets so that the Company:
2.1 Effectively controls the economic interest of computer software and hardware resources.
2.2 Increases the return on IT infrastructure investment.
2.3 Maintains an accurate and current inventory of IT assets.
2.4 Encourages proper and efficient use of IT assets.
2.5 Minimizes loss of, and damage to, computer equipment, software and data.
2.6 Is protected from possible legal difficulties due to computer usage.
2.7 Is productive, by limiting personal use to reasonable levels.

3. USING PERSONAL SOCIAL MEDIA
3.1 We allow Employees to access their personal accounts at work, but
the Company expect you to act responsibly and ensure productivity is
not affected.
3.2 Whether you are using your accounts for business or personal purposes,
you may easily get side-tracked by the vast amount of available content
and therefore usage must be restricted.
3.3 Be careful when posting on social media as the Company cannot restrict what you post, but it is expected
that you adhere to the Confidentiality policy.
3.4 Employees must be advised to:
 Ensure others know that your personal account or statements don’t represent the Company.
 Avoid sharing intellectual property like trademarks on a personal account without approval.
 Avoid any defamatory, offensive or derogatory content.

4. COMPANY SOCIAL MEDIA
4.1 Some employees represent the Company by handling corporate social media accounts or speak on the
Company’s behalf.
4.2 We expect you to act carefully and responsibly to protect the Company’s image and reputation.
 Be respectful, polite and patient when engaging in conversations on the Company’s behalf
 Avoid speaking on matters outside your field of expertise when possible.

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5. EMPLOYEE RESPONSIBILITIES
5.1 Employees are responsible for the integrity of content for messages sent from their computer system,
whether sent as mail or as electronic postings, and must therefore meet standards as if they were
tangible documents.
5.2 Employees shall not use their account to create or distribute any images, sounds, messages or other
material, which are obscene, harassing, racist, malicious, fraudulent or libelous, nor use the account for
activity that may be considered unethical, immoral, illegal or unreasonable.
5.3 Employees shall not intentionally seek information about, browse, obtain copies of or modify,
passwords, or data belonging to other people, no matter where they are located, unless specifically
authorized in writing to do so by those individuals. Users shall not attempt to decrypt any encrypted
material unless authorized to do so
5.4 Employees shall respect intellectual and property rights and laws, including those for local and remote
network data information. This includes private, confidential or restricted data, as well as copyrights and
licenses to the use of, or access to information programs. The user is responsible for assessing whether
or not a program(s)/ data has copyright on it.

6. COMPANY RIGHTS
6.1 The Company reserve the right to remove any user’s account if the employee contravenes the
“acceptable use” rules stated as follows or any other as yet unidentified unreasonable usage of the
system.
6.2 The Company also reserves the right to block certain websites and website content as well as e-mail
content.
6.3 Company e-mail addresses are monitored and archived using third party tools and these mailboxes are
to be solely used for business purposes and not intended for any personal use.
6.4 The Company prohibits the access of the following internet services on the networks:
 Social Media - Unless pre-authorised by Management for business purposes
 Video Streaming Services – Unless for the sole purpose of technical troubleshooting and training.
 Downloading of files – unless required for business related activities
 Browsing, downloading and distribution of any video, audio, movie or series by means of large file
transfer, torrent or direct download.
6.5 Motswako reserves the rights to at all times monitor and archive usage stats of all users on the system
as well as e-mail archiving and monitoring.

7. COMPANY INTERNET USAGE
Employees are advised to use the Company’s internet
connection for the following reasons:
 To complete their job duties.
 To seek out information that they can use to improve
their work.
 To access their social media accounts, while
confirming to the social media policy.
 Employees are expected to exercise good judgement
and remain productive at work while using the
internet.

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8. PASSWORDS
4.1 Each user is required to change his/her password when prompted to do so, the Server will reset user
password each 60 days. Passwords must contain a combination of letters or numbers and may not be
the user’s first name.
4.2 The IT Department may from time to time be required to reset user passwords, should this happen, the
user will be informed of the new password and prompted to change the password upon first login.
4.3 Passwords may not be re-used / repeated as the system will reject these outright.
4.4 Users with Remote Access are required to ensure they have strong passwords – containing a
combination of Numbers, letters and special characters. The more complex the password – the more
secure the access to the network.

5. REMOTE USER ACCESS
5.1 Only users authorized by senior management will be granted access to the Remote access / VPN System.
5.2 The Company will setup user’s computers before they will be able to access the system remotely.
5.3 Under no circumstances may remote access be utilized to transfer files from the company server to a
remote location / computer not belonging to the Company’s network without prior written consent from
Management.

6. INSTALLATION OF HARDWARE AND SOFTWARE
6.1 Only authorized IT staff may install or copy software programs.
6.2 Unlicensed software is illegal and not allowed on any computer in the Company.

7. USE OF RESOURCES
7.1 Employees shall take care to use all computer equipment and resources in a responsible, ethical and
lawful manner. No employee should waste computer resources or unfairly prevent others from the use
of such resources.
7.2 Employees may not use the Company’s computer facilities to:
 Play games or run other entertainment software, unless the IT Department has provided this
software as standard software.
• Save files containing images, music, sound or video onto the Company’s network, unless they are for
official purposes. In such official cases an employee computer's local hard disk shall be used to save
such material. This is usually the C: drive.
• Make or store illegal copies of material protected by copyright. This includes software programs and
publications, in whole or in part.

8. MAINTENANCE OF COMPUTER EQUIPMENT
8.1 Employees are expected to take good care of the property issued to them. This is particularly relevant
to staff who use portable equipment such as notebook computers.
8.2 Employees must take reasonable precautions against loss and damage.
8.3 Employees are not allowed to borrow or lend equipment to any person not employed by the Company.

9. LOST OR STOLEN EQUIPMENT
9.1 If an employee loses or damages equipment, software or data that belongs to the Company, the
employee must promptly report it in writing to the Department Manager and/or the IT Department.

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9.2 In the case of theft or suspected theft, the employee must also report the loss to the South African Police
Service within 24 hours of the loss being discovered.

9.3 In terms of the Company’s practices and policies, the user must provide the following information:
 Serial number of the IT Asset that was lost or stolen.
 Case reference number of the South African Police Service (SAPS).
 Date it was stolen and a short description of what happened.

10. DAMAGE OF EQUIPMENT
Computer equipment that has been damaged willfully or as a consequence of negligence by the Employee will
be held liable for the associated costs and/or disciplinary action can be taken.

11. TRANSGRESSION OF THIS POLICY
Transgression of this policy constitutes a disciplinary offence and disciplinary action will be taken in accordance
with the Disciplinary Code.

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LEAD COMMISSION POLICY

1. OBJECTIVE
The policy objective is to provide an incentive to any internal staff member who submits a lead for the sale
of hardware or software that has been installed and invoiced.

2. POLICY DETAILS
2.1 Any internal staff member can log a lead for the sale of hardware or software.
2.2 A lead is considered valid Should there be no quote or a quote if the quote is older than three
months
2.3 Lead commission will only be paid out a month after the new equipment or software is sold, installed
and invoiced.
2.4 The logged lead will only be valid for 6 months in order to qualify for lead commission.

3. LEAD LOGGING PROCESS
3.1 The staff member identified lead
3.2 The staff member passes on the information to the Sales Secretary (Customer name / Contact person
/ Contact number / Device serial number / Device Model).
3.3 The Sales Secretary to identify Account manager.
3.4 The Sales Secretary to check last quote on cloud quote around customer & device in question.
3.5 With the lead being qualified, the representative becomes liable for the lead commission should the
lead translate into revenue.
3.6 The Sales Secretary will manage the process from start to finish and ensure commission due is paid on
time.

4. LEAD COMMISSION PAYMENT STRUCTURE
Commission payable will be 10% of the 30% paid on standard comm manual – eg: 30% payable, 10% to the
staff member and 20% to Account manager.

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LEAVE POLICY

1. OBJECTIVES
1.1 To regulate all forms of leave that are accrued and due to employees
as a benefit, and to outline procedures to be followed for the granting and
applying of such leave.
1.2 All leave is granted and controlled at the discretion of management with due
Recognition to statutory regulations, operational requirements and provisions
of the policy guidelines.

2. DEFINITIONS
“adoptive parent” means a person who has adopted a child in terms of the Children’s Act No.38 of 2005
“annual leave” is paid time off work granted by employers to enable employees to take regular breaks from
work
“Basic Conditions of Employment Act” means the provision of this Act that stipulates a minimum term or
condition of employment
“child” means a person who is under 18 years of age
“Employee” is any person who works for another person or for the State and who receives any remuneration
“medical practitioner” means a person entitled to practise as a medical practitioner in terms of section 17
of the Medical, Dental and Supplementary Health Service Professions Act, 1974
“month” means a calendar month
“prospective adoptive parent” means a person/s who have filed or intend to file a petition to adopt a child
under the adoption Act
“public holiday” means any day that is a public holiday in terms of the Public Holidays Act, 1994 (Act No. 36
of 1994);
“sick leave cycle” means the period of 3 (three) consecutive years employment with the same employer

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ANNUAL LEAVE

1. ANNUAL LEAVE

1.1 Leave cycle
“Annual leave cycle” means the period of twelve (12) consecutive
months effective from the date of appointment or the completion of
the employee's previous leave cycle with the same employer.

1.2 Leave entitlement
The objective of annual leave is to enable employees to take regular breaks from work. The
accumulation of leave, although sometimes unavoidable, defeats this objective. Managers are thus
encouraged to limit the accumulation of leave within the stated policy.

1.2.1 Permanent employees will be entitled to paid annual leave as follows:
 Monthly accrual: 1.25 days per month
1.2.2  Annual accrual: 15 (fifteen) working days per annum
1.2.3 Fixed term contract employees will be entitled to 1 (one) day’s leave for every 17 days worked.
1.2.4 Annual leave may not be taken in the first (3) three months from the date of commencement
1.2.5 of employment.
Annual leave may not be taken during or consecutively with any other type of leave, with
exception of study leave.
The Company has established a custom and practice to scale down operations during the
December festive period. This is normally the working days between Christmas and New Year.
It is compulsory that employees take annual leave during this period. This, however, may not
apply to critical and customer facing employees.

1.3 Annual Leave Carry Over and forfeiture
1.3.1 All accrued leave carried over from the end of each Financial Year (February) must be taken by
the end of August of the same year.
1.3.2 Employees should have a maximum of “15” days leave balance at the end of the Financial Year

and any days exceeding this amount will be forfeited.

1.4 Procedure to apply for Annual leave
1.4.1 Employees are entitled to take annual leave provided that the application for leave is made on
the Online leave form (Staff Leave Application Form (jotform.com) and is approved in advance.
1.4.2 All leave application requests should be submitted at least 2 (two) weeks before the requested
leave commencement date.
1.4.3 Whilst all annual leave applications will be considered, leave should be taken during periods
convenient to the Company. However, the Company shall endeavor not to retract or cancel an
employee’s leave. Employees are required to discuss annual leave plans with their respective
managers before applying for leave.
1.4.4 No employee may proceed on leave until approval has been granted.

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1.5 Negative leave balance/Unpaid leave
1.5.1 Employees who have not accumulated or do not have leave to their credit will not be granted
annual leave but may be allowed to apply for unpaid leave.
1.5.2 Any request for unpaid leave more than one (1) week or longer, must be approved by Manco
and must comply with the provisions of the BCEA.
1.5.3 The only instance whereby negative leave will be granted is during the December Festive
period shutdown. This will be applicable only to newly appointed employees who do not have
adequate leave available for the shutdown period. The advanced days will be deducted as
they accumulate leave each month.
1.5.4 Any employee with a negative annual leave balance as at the end of the Financial Year will
result in a salary deduction.

1.6 Termination of employment
1.6.1 Annual leave may not be taken during a notice period. Any deviations (pre-planned annual
leave) will be subject to approval by the relevant line manager.
1.6.2 When an employee’s service is terminated as a result of death, retirement, resignation,
dismissal or retrenchment, accrued annual leave due (to a maximum of 15 days) shall be paid
out. Leave in excess of 15 days will be forfeited.
1.6.3 If the employee has taken more annual leave and is in a negative balance, a deduction from
the final pay will be made with respect to this.

1.7 Payment in lieu of annual leave
Under no circumstances whatsoever will accrued annual leave be paid out to an employee in lieu
thereof, other than in cases of employment termination.
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SICK LEAVE

1. The purpose of paid sick leave is exclusively for employees
to recover and recuperate from illness. Subject to the
provision of the conditions below, employees are entitled
to take paid sick leave of 30 (thirty) days per 3 (three) year
employment cycle.

2. During the first 6 (six) months of employment, an employee
is entitled to 1 (one) day paid sick leave for every 26
(twenty-six) days worked.

3. Any application by an employee for sick leave for a period
of more than 2 (two) consecutive days, i.e. 3 days or longer,
must be substantiated with a medical certificate issued and
signed by a registered Medical Practitioner or any other
person who is certified to diagnose and treat patients. Such
person must be registered with a Medical Council and/or
Traditional Health Practitioners Council of South Africa.

4. A medical certificate must be submitted in the following instances:
 Sick leave that extends over a weekend including a Friday and a Monday;
 Sick leave on a Thursday and Friday prior to a weekend;
 Sick leave on a Monday and Tuesday following a weekend;
 Sick leave that extends over a public holiday i.e. the day before and/or after the public holiday.

5. If an employee has been absent from work (sick leave) for 1 (one) day, a medical certificate is not required.
However, if an employee has been off sick on more than 2 (two) occasions during an 8 (eight) week period, a
medical certificate is required, irrespective if such employee has been off sick for a day or not.

6. The medical certificate must state the duration of the illness; the date on which the employee consulted a
medical practitioner and/or traditional healer; and must be stamped & signed by a medical
practitioner/traditional healer registered with the South African Medical and Dental Council and/or Traditional
Health Practitioners Council of South Africa.

7. Upon return to work, the employee must capture the sick days and upload all supporting medical certificates
and other related documents onto the Online Leave form (Staff Leave Application Form (jotform.com). Failure
to produce a valid medical certificate will result in all days absent from work being processed as annual/unpaid
leave. If a trend/abuse is identified, it could lead to disciplinary action.

8. A Medical Certificate is only prima facie proof that an employee has been on bona fide sick leave. The Company
retains the right to query any Medical Certificate, and where it believes that such Medical Certificate does not
justify being paid sick leave, the Company may legitimately refuse to pay the employee sick leave. This shall in
no way limit management’s right to take disciplinary action where the attendance record of any employee
indicates a possible abuse of sick leave.

9. Where an employee has been on sick leave for excessive periods or has exhausted their sick leave entitlement,
the Company reserves the right to conduct an enquiry into the employee’s capacity (or incapacity) to perform
their job, and to take whatever lawful steps it deems appropriate.

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10. Planned doctor appointments/check-ups (dental, maternity or any pre-planned health appointments) do not
qualify as sick leave. However, should the doctor certify the employee sick during the appointment, then such
a day shall be converted to sick leave.

11. Should an employee fall ill whilst at work, and the actual hours worked are less than 4 hours, the employee
must apply for and take a half (½) a day sick leave.

12. Sick leave not used in a specific cycle, lapses at the end of the 3 (three) year employment cycle.
13. An employee, who falls ill whilst on annual leave, may qualify for sick leave. Such annual leave may be

converted to sick leave provided a certified medical certificate by a qualified medical practitioner is produced
and the sick leave entitlement has not been exhausted.
14. The employee must contact their Line Manager as soon as they know that they have fallen ill whilst on annual
leave.
15. An employee bears the responsibility to inform their line manager of sick leave before 9:00 on the day of the
intended absence. Should the employee be booked off sick by the doctor, the employee is obliged to inform
their manager of the day they will resume duties.
16. Any form of electronic messaging such as “SMS, WhatsApp or email” is not an acceptable form of
communication in this instance, except where the employee receives written confirmation from the line
manager.
17. Should there be mention of any pandemic/virus which is highly contagious, it will be the responsibility of the
employee to report the contraction of a virus to their line manager immediately (Covid, Monkey Pox,
Meningitis, Chicken Pox, Measles etc.)

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FAMILY RESPONSIBILITY LEAVE

1. Family Responsibility leave will be granted to an employee who has been employed for longer than 4 (four)
months.

2. Family Responsibility leave will be granted in the following instances: -
2.1 when the employee’s child or adopted child is sick. A child is defined as a
person under the age of 18 years. No other incident of illness is covered
under the section - the illness of the employees’ spouse or life partner, the
illness of his/her parent, grandparent, brother or sister, cousin, brother-in-
law, mother in law, or anybody else is not covered under family responsibility
leave. The employee must use annual leave for that purpose.
2.2 the death of an immediate family member. Immediate family member is
defined as the employee's spouse or life partner; or the employee's parent,
adoptive parent, grandparent, child, adopted child, grandchild or sibling. The
death of any other relative is not covered by family responsibility leave. Such
events must be treated as annual leave.

3. A maximum of 3 (three) working days paid leave during each annual leave cycle will
be granted as Family Responsibility leave. This leave may be taken in respect of the
whole or part of a day.

4. Before paying an employee for family responsibility leave in terms of this policy,
the Company will require reasonable proof of the event for which the leave was
required.

5. The Company will require the following proof in respect of applications for family
responsibility leave:

Event Proof Required When Required
Death
Death Certificate of Deceased / Within 7 (seven) days of returning
Illness of child Funeral Letter from funeral

Medical Certificate specifying
name of child and accompanying On returning from FR Leave
parent

6. Requests for Family Responsibility leave must be done via the Online Leave form (Staff
Leave Application Form (jotform.com) and supporting documentation must be attached.

7. An employee's unused entitlement to family responsibility leave lapses at the end of
the annual leave cycle in which it accrues.

8. Family responsibility leave makes no provision for the birth or adoption of a child.

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MATERNITY & PARENTAL LEAVE

1. POLICY

1.1 Maternity leave is leave taken by an employee who is pregnant and gives birth, including a miscarriage
in the third trimester or a still birth.

1.2 An employee is entitled to at least 4 (four) consecutive months maternity leave.

1.3 Maternity leave may commence 4 (four) weeks prior to the expected date of birth, or earlier based on
certified medical advice that this is necessary either for the employee’s health or that of the unborn
child.

1.4 An employee may not work within 6 (six) weeks after the birth of her child unless certified medically fit
to do so.

1.5 Any request for maternity leave by an employee that has been in the employ of the Company for less
than 12 (twelve) consecutive months will be unpaid. Such employees may claim unemployment
insurance benefits if they are eligible to claim against the fund.

1.6 An employee who has a miscarriage during the third
trimester of pregnancy or bears a still-born child is entitled
to maternity leave for six weeks after the miscarriage or
still-birth, whether or not the employee had commenced
maternity leave at the time of the miscarriage or still-birth.

1.7 The employee must produce a medical certificate from a
certified medical practitioner stating the expected date of
birth. The medical certificate must be uploaded onto the
Online Leave form (Staff Leave Application Form
(jotform.com) when submitting the application. The
employee must inform the Line Manager and submit the
maternity leave application at least 4 (four) weeks before
commencing maternity leave.

1.8 Payment of maternity benefits shall be determined by the Minister of Labour in terms of the
Unemployment Insurance Act, 1996.

1.9 During maternity leave, the employee is guaranteed a position on the same terms and conditions she
held before departing for maternity leave, however this will not exempt the employee from any
operational changes that may affect her job role upon her return.

2. PAYMENT DURING MATERNITY LEAVE
2.1 Employees with less than two (2) year continuous service
2.1.1 The Employee will receive NO remuneration from the Company.
2.1.2 As all employees contribute to UIF, employees may be eligible for benefits from the UIF. The
Company will provide the employee with the relevant UIF documents in order to apply
2.1.3 During the Employee’s period of maternity leave, the Company will still continue to contribute
50% of the Medical Aid Contribution to Discovery Health.

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2.1.4 The Employee will be required to sign an AOD (Acknowledgement of Debt) for her and the new
2.1.5 born child’s contribution owed to the Fund during the maternity leave period. This debt will
be deducted from the Employee’s salary from the first month of her return to work over a
period not exceeding six months.
The Employee and Company contributions towards the RA will be waived during the
Employee’s maternity period.

2.2 Employees with more than two (2) years’ continuous service
2.2.1 The Company will pay 50% of the Employee’s basic salary.
2.2.2 During this period, both the Company and the Employee will continue to contribute to the
Company benefit funds (if membership exists). The contributions will be based on the
Employee’s salary before going on maternity leave.
2.2.3 Once the contributions to any benefit funds have been deducted, the remainder of the
package will be recalculated and paid to the Employee after the appropriate statutory
deductions have been made.
2.2.4 Should the Employee add the child to the medical aid the Employee will be responsible for the
full contribution.

2.3 An Employee who qualifies to receive a maternity benefit will be required to sign a service obligation
agreement with the Company which will work as follows:
2.3.1 Maternity leave duration = 4 months (Commit to be employed for not less than one (1) year)
2.3.2 Maternity leave duration = 3 months (Commit to be employed for not less than one (9)
months)

2.4 Should the Employee decide not to return to work or resign within the applicable service period
obligation, the Employee will be required to refund the Company for payments made during the
maternity leave period.

2.5 Annual leave continues to accrue during a period of maternity leave, whether such period of maternity
leave is paid leave or unpaid leave.

2.6 The Company will afford similar maternity benefits for adoption to an adoptive parent as well.

3. PARENTAL LEAVE

3.1 Parental Leave
An employee who is a parent of a child will be entitled to 10 consecutive days’ parental leave,
irrespective of the gender of the parent. The 10 consecutive days parental leave are calendar days, not
working days.

3.2 Adoption Leave
A single adoptive parent is entitled to 10 consecutive weeks’ leave.
If there are two adoptive parents, only one is entitled to
10 consecutive weeks’ leave. The other adoptive parent is entitled
to 10 consecutive days’ normal parental leave mentioned above.

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3.3 Commissioning Parental Leave
3.3.1 The third category of leave relates to surrogate parenthood and is known as commissioning
parental leave. The commissioning parent who will primarily be responsible for looking after
the child is entitled to 10 consecutive weeks’ leave.
3.3.2 If there are two commissioning parents, one parent can take commissioning parental
leave, and the other can take normal parental leave.

4. POLICY COMPLIANCE
4.1 All employees are to comply with this policy
4.2 Managers are to ensure the leave policy is enforced
4.3 Human Resources to monitor compliance
4.4 Human Resources undertakes to collect, process and store employees’ information and documents in
compliance with the POPI Act.

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STUDY LEAVE

1. This benefit is available to permanent employees who have been employed by the Company for at least one
year and who undertake part-time studies in line with their career plan and approved for by the company. All
study leave is granted on management’s discretion.

2. The company will grant 2 (two) days study leave per exam, with a maximum of no more than 10 (ten) days
study leave in total per annum as per below:
2.1 (one) day paid leave the day before the exam if it is a working day, for preparation in respect of every
examination paper that has to be written. The day prior excludes a Friday if the examination falls on a
Monday. If additional time is required to prepare for the examination paper, annual leave or unpaid
leave should be utilised for study purposes.
2.2 (one) day paid leave on the day that the examination is written, if the examination is on a working day.
If the examination day does not fall on a normal working day, this leave may not be taken on any other
day.

3. Requests for study leave must be logged via the Leave system. Supporting documentation must accompany
the application (e.g. exam timetable).

4. Leave for repeated subjects and supplementary examinations will be regarded as annual leave and the full
period will be deducted from an employee’s available annual leave credit.

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MOBILE DEVICE POLICY

1. INTRODUCTION
1.1 The purpose of this policy is to outline the
company’s policy on the use and storage of
your mobile device. This is intended to
minimise the company’s exposure to
information security risk as well as increase
the user’s personal safety and safeguard
the company’s hardware investment.
1.2 Mobile devices are not just stolen to be
resold, it is also stolen for the information
it contains. Information about customers
and commercially sensitive data can all be
of value to a thief. In the wrong hands, the
information on your device could be a risk
to the company.

2. APPROPRIATE USE
2.1 The Company does not tolerate inappropriate use of any company property. Use your device only for
business purposes. Offensive, pornographic, racist or abusive content found on any device will be
referred as necessary under the company’s disciplinary proceedings.
2.2 Your email should be filtered for spam. If you receive any inappropriate material by email delete it
immediately. If persistent, report to the helpdesk for investigation.
2.3 Only visit websites you know and trust.
2.4 The company network is monitored for inappropriate use. Offenders will be reported to their line
managers for further disciplinary action.

3. GENERAL RESPONSIBILITIES
At the office:
3.1 Don’t allow anyone else to use your device – it is company equipment and provides access to our
networks.
3.2 When leaving your desk, ensure your device is locked.
3.3 If left at work overnight, lock out of sight.
At home:
3.4 Always store inside your home, never leave in the car and keep where it cannot be easily seen from
outside.
3.5 Always use in an office-like environment with table and chair. Do not be tempted to use near water i.e.
swimming pool.
In the car:
3.6 Your device will be safer if it is not left in the car at all.
3.7 If absolutely necessary, lock your laptop/table out of sight in the boot.
3.8 Consider the overall security of the vehicle in terms of the location, time of day and duration of your
stay when parking.
3.9 When the vehicle is in motion, your laptop/tablet should be stored in its carry bag – switched off. Ideally
secure in the boot; a heavy item such as a laptop can become a hazard to vehicle occupants in an
accident.
3.10 Never leave your mobile device on the passenger’s seat.

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Public Transport/Places:
3.11 Mobile devices are particularly vulnerable to theft and loss while using public transport. Be vigilant.
3.12 Do not use your mobile device while travelling unless necessary.
3.13 Never leave unattended.
3.14 Be aware of your surroundings. Ensure you are not exposing yourself or the device to opportunistic

theft.
4. GENERAL

4.1 Mobile devices must be protected with a password required at the time the device is powered on.
4.2 All data stored on mobile devices shall be encrypted
4.3 Wireless encrypted security and access protocols shall be used with wireless network connections
4.4 Refrain from using public or unsecured network connections
5. USER DEVICE RESPONSIBILITIES
5.1 Report any lost or stolen device immediately
5.2 Unauthorized access to a mobile device or company data must be immediately reported
5.3 Mobile devices shall not be “rooted” or have unauthorized software/firmware installed.
5.4 Do not load illegal content or pirated software onto any mobile device
5.5 Only approved applications are allowed on mobile devices that connect to the network
5.6 Do not modify configurations without express written authorization from the IT Department.
6. COMPANY INSURANCE
6.1 In insurance terms Laptops/tablets are known as specified items, which means that they are moveable

items (like cellphones, jewelry etc) – Moveable items have to be looked after very closely and cannot be
left unattended (except when it is in your home or at the office).
6.2 Therefore, insurance companies do not cover specified items that are stolen from your car. Unless you
can prove that it was stolen from your boot and that there was forced entry obtained.
6.3 The Insurance will not be applicable in the cases of negligence where a mobile device is stolen from your
vehicle.
7. ENFORCEMENT
Staff members found in policy violation may be subject to disciplinary action, up to and including termination.

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OVERTIME POLICY

1. OBJECTIVE
The objective of the overtime policy is to ensure that overtime worked is remunerated in accordance with
applicable legislation. Motswako has the obligation to regulate working hours within the parameters of the
Basic Conditions of Employment Act (BCEA) and the responsibility to manage overtime costs.

2. SCOPE OF OVERTIME DUTY
2.1 Overtime may be worked only by agreement.
2.2 Motswako will not require or permit an employee to
work more than 12 hours on any day. The 12 hours
include ordinary working hours and overtime.
2.3 Motswako will not require or permit an employee to
work more than 40 hours overtime in any month.
2.4 All approved duties performed in excess of the prescribed
working hours as per the letter of appointment, irrespective
of whether it is performed before or after the official hours of
attendance, may be regarded as overtime duty.
2.5 Overtime can only be claimed for actual hours worked and excludes travelling time.
2.6 Standby does not qualify as overtime.

3. THE EARNINGS THRESHOLD
3.1 Employees who earn less than the BCEA threshold (R224,080.48 per annum, which amounts to
R18,673.37 per month) will be paid for overtime worked in accordance with the provision of the Act,
alternatively, be granted paid time off within six months of the employee becoming entitled to it or at
Management discretion.
3.2 Employees who earn in excess of the present threshold amount are excluded from the provisions of
section 10 (overtime) of the BCEA. The Company is under no obligation to remunerate employees
earning above the threshold for work outside of ordinary working hours and work on weekends and
public holidays.
3.3 Irrespective of the aforementioned, Management reserves the right to, at its own discretion,
compensate employees earning above the threshold for overtime worked, provided that the overtime
worked is in accordance with this policy.

4. MEANING OF EARNINGS
The employee’s gross remuneration and not Cost to Company.

5. EMPLOYEES EARNING OVER THE THRESHOLD AMOUNT
Employees will not be paid overtime but rather be given time off in-lieu of overtime worked.

6. OVERTIME PROCEDURE
6.1 Authorization for overtime to be worked must be obtained in advance
6.2 The Employee must complete the overtime claim form which must be signed off by the Department
Manager
6.3 No overtime may be worked without such written approval being obtained, except in cases of work
related to emergency situations i.e. where work has to be done without delay, owing to circumstances
for which the company could not reasonably have expected to make provision for and which cannot be
performed during the ordinary hours of work. In the event of the latter, verbal approval will suffice,
provided the authorisation is confirmed in writing at a later stage.

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7. PAYMENT FOR OVERTIME
Overtime is paid as follows:
7.1 1.5 times an employee’s hourly salary for every hour of overtime worked during the week, and any hours
worked on a Saturday.
7.2 2 times an employee’s hourly salary for every hour worked on a Sunday or a public holiday.
7.3 With reference to 3.3, such employees (employees earning above the threshold) will be compensated
at their normal hourly rate of pay for overtime worked.

8. REFUSAL TO WORK OVERTIME
8.1 All employees are obliged to work overtime as and when required provided that such request(s) is
reasonable given the circumstances of each instance.
8.2 An employee who unreasonably refuses to work overtime, may be subjected to disciplinary action.

9. REFURB MACHINES (TECHNICAL)
Technical staff will receive the following amounts when working overtime on refurb machines:

Segment 1 : R 500.00
Segment 2 : R 700.00
Segment 3 : R1 000.00

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PAYROLL MANAGEMENT POLICY

1. POLICY STATEMENT
Payment of salaries should be subject to strict internal control. The following general controls should be
adhered to:-
1.1 All salary increases & bonuses should be approved by Manco.
1.2 All salaries shall be paid by EFT to the employee’s account with a registered financial institution.
1.3 Change of banking details will not be done via email and the employee will be obliged to hand in the
original documents to HR.
1.4 Every manager shall control the attendance of staff.

2. PAYDAY
2.1 All Permanent employees shall be paid on the 25th of each month. If the 25th falls on a Saturday, salaries
will be paid on the Friday and if the 25th falls on a Sunday, salaries will be paid on the Monday.
2.2 Payslips will be released on the day when salaries are released.

3. DEDUCTIONS
3.1 Authorised deductions include but not necessarily limited to, deductions in respect of employee’s PAYE
and UIF obligations, Medical Aid, Retirement Fund, Garnishee Orders.
3.2 Deductions authorised by any legislation do not require an agreement with the employee for such
deductions to be made.
3.3 The deductions shall run concurrently with the processing of employees’ salaries.

4. OVER AND UNDERPAYMENT
4.1 Any over or underpayment once identified must be reported to Human Resources immediately to
ensure that there is no delay in addressing it.
4.2 For any underpayment, the Finance Department will do the necessary payment due to the employee.
4.3 For any overpayments, the employee will make the necessary arrangements with HR

5. VARIABLE PAYMENTS
5.1 Variable pay typically represents a payment made by an employer to an employee based on
performance results which include commission, incentives and overtime.
5.2 Managers must ensure that the necessary documentation is received by HR no later than the 15th of
each month

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6. PAYMENT INSTEAD OF NOTICE
Instead of giving an employee notice of termination, the company may pay the employee the remuneration
the employee would have received, calculated in accordance with section 35, if the employee had worked
during the notice period
If an employee gives notice of termination of employment, and the employer waives any part of the notice,
the company will pay the remuneration referred to above, unless the company and employee agree otherwise

7. LEAVE PAYMENT ON TERMINATION
On termination of employment, the company will pay an employee:
7.1 For any paid time off (annual leave) that the employee is entitled and has not taken in accordance with
the company leave benefits policy
7.2 If the employee has been in employment longer than four months, in respect of the employee’s annual
leave entitlement during an incomplete annual leave cycle as defined in section 20 (1) of the BCEA:
7.3 One day’s remuneration in respect of every 17 days on which the employee worked or was entitled to
be paid; or
7.4 Remuneration calculated on any basis that is at least as favourable to the employee as that calculated
in terms of the above
7.5 Employees with a fuel card will not receive leave pay until the final fuel report is received and the final
fuel calculation is done.

8. COMMISSION PAYMENT ON TERMINATION
Management to sign off and agree to any commissions due before departure – providing we receive payment
in full.

9. SEVERANCE PAY
9.1 The following payments are included in an employee’s remuneration for the purposes of
calculating severance pay in terms of section 41 of the BCEA:
 Car allowance or provision of a car, except to the extent that the car is provided to enable the
employee to work
 Any cash payments made to an employee, except those listed as exclusions in terms of the schedule
 Any other payment in kind received by an employee, except those listed as exclusions in terms of
the schedule
 Employer’s contributions to medical aid, pension, provident fund, funeral and death benefit
schemes or other similar schemes. (The Company applies a CTC principle in this respect)
9.2 The following payments are excluded in an employee’s remuneration for the purposes of
calculating severance pay in terms of section 41 of the BCEA:
 Any cash payment or payment in kind provided to enable the employee to work (for example, an
equipment, tool or similar allowance or provision of transport or the payment of a transport
allowance to enable the employee to travel to and from work)
 A relocation allowance
 Gratuities (for example, tips received from customers) and gifts from the employer
 Share incentive schemes
 Discretionary payments not related to an employee’s hours of work or performance (for example,
a discretionary profit-sharing scheme)
 An entertainment allowance
 An education or schooling allowance

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PROBATION EVALUATION POLICY

1. OBJECTIVE
1.1 The probation period applies to all new employees joining the
Company and existing employees transferring to another division.
It ensures that there is ample opportunity for:
 The company to assess the performance of the new employee
 For the employee to fully understand their role,
responsibilities, and the expectations of the job
1.2 The manager to provide the necessary support, development,
coaching & mentoring where required

2. POLICY PURPOSE
The purpose of a probationary period is to evaluate an employee’s work performance over a reasonable period
during which the employer can ascertain the employee's suitability for the position in which he/she had been
appointed. Probation should not be used to deprive employees from permanent employment.

3. DURATION
3.1 The duration of the probation period will be three (3) months as per the probation clause in the
employment contract duly signed by the new employee and the company
3.2 During the probation period, the employer should provide the employee with the necessary guidance,
training and evaluation and it is important that the employer explain to the employee exactly what
standard is required of him/her during this probation period
3.3 If the employer is satisfied with the employee’s abilities after the 3 (three) month probation period, the
employer can appoint the employee on a permanent basis
3.4 If the employee is underperforming, the employer should immediately set up consultation meetings with
the employee to discuss and explain the employee’s shortcomings and set further goals that the employee
can work towards to improve his/her performance
3.5 If the employer feels that the employee is still underperforming after the meetings and the 3 (three)
month probation period has expired, the employer can consider terminating the employees’ services
(following a process) or extending the probationary period

4. REMUNERATION AND BENEFITS
During the probationary period the employee will be paid their salary without any benefits.

5. PROCEDURE DURING PROBATION
5.1 The Probationary period offers an opportunity to assess the performance and compatibility of a new or
transferring employee
5.2 During the probation period it is important to assess the employee’s performance against the
requirements of the job and to provide constructive feedback to enable the employee to be effective in
the new position. During the feedback sessions the following needs to be covered:
 Go through the job description and ensure that the employee understands the tasks and
responsibilities of the job
 Ensure that the job description is signed by the employee
 Assess the quality and standard of performance against the company requirements and
performance of co-workers

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 Give clear instructions and set deadlines
 Provide formal or on-the-job training for development areas identified
 Provide guidance or counselling on how to improve
 Give the employee sufficient time to improve
 Set dates to evaluate the performance on a regular basis and not only during the probation

meetings
5.3 The line manager must ensure that employees are aware of the requirements and that they keep

detailed written minutes and records of:
 meetings with the employee (where the employee may have the assistance of a co-worker), or even

informal mentoring sessions or on-the-job training and coaching
 solutions decided upon between the parties to address mistakes/performance
 reasonable deadlines given for improvement; and
 the result of the action plans put in place for the employee to attain performance at the required

standard
5.4 The Line Manager is required to complete the Probationary Evaluation form (“Annexure A”) by the

required dates and return to the HR Department

6. EXTENDING PROBATION
Extend the probation period for a reason that relates to the purpose of probation. The extension should be
based on the outcome required. Preferably, do not extend the probation period more than once unless there
are exceptional reasons.

In the case where probation needs to be extended, the employee will acknowledge and sign the Probationary
Evaluation form during the third month. This Probationary Evaluation form must be submitted to the HR
Department before the last day of the third month, whereafter a letter will be issued to the employee
confirming such extension.

7. PROCEDURE AFTER SUCCESSFUL PROBATION PERIOD
The HR Department will correspond with the relevant Line Manager during the new employee’s third month
of employment. Once the Probation Evaluation form has been received from the manager, HR will forward a
letter to the employee confirming permanent employment following the successful probation period

8. COMPANY POLICIES AND PROCEDURES
New employees will abide by all rules and regulations and will be subject to all company policies and
procedures, including the disciplinary procedures.

9. PROCESS FOLLOWING UNSUCCESSFUL PROBATION
9.1 A decision taken at the end of the probationary period not to appoint an employee, amounts to
dismissal.
9.2 An employee employed on probation is no different from a longer-serving employee and the Labour
Relations Act (LRA) requires an employer to justify the dismissal of probationary employees just as with
any other dismissal.
9.3 The employer must therefore be able to prove that all the requirements (as per the Labour Relations
Act) have been met. Following an unsuccessful probationary period, the Company will convene a formal
enquiry to consider whether dismissal is an appropriate sanction

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10. TRANSFERS AND PROMOTIONS
Probation is also applicable to any employee transferred or promoted to a different division and the same
procedure needs to be followed

11. POLICY COMPLIANCE
11.1 All new or applicable transferring/promoted employees at Motswako are to comply with this document
11.2 Managers are to comply and ensure that the probation evaluation process is followed as per the
guidelines to mitigate any risks to the company.
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WORK-RELATED FUNCTIONS AND EVENTS POLICY

1. POLICY PURPOSE
The purpose of this policy is to ensure that while attendance at such events is enjoyable and fun for all
employees, nonetheless, minimum standards of good behaviour must be adhered to and the company must
comply with all its legal obligations and responsibilities.

2. PROCEDURE
2.1 Work-related functions and events arranged by the company are an extension of the workplace. The
company recognises that alcohol will be consumed at such events but nevertheless expects employees
to behave responsibly.
2.2 Moderate drinking of alcohol may be acceptable but excessive consumption will not be encouraged, nor
tolerated.
2.3 Employees who fight, argue aggressively, indulge in lewd or indecent behaviour, harass other employees
and/or clients or in any way bring the company’s name into disrepute, will be subject to the company’s
disciplinary procedure.
2.4 Employees must not put the health, welfare and safety of other employees at risk by their behaviour
while under the influence of alcohol at a work-related event. Employees whose behaviour causes, or
could cause, injury to others will be subject to the company’s disciplinary procedure.
2.5 Managers must conduct themselves in such a manner not to make promises to staff while under the
influence of alcohol.
2.6 Employees who are above the legal limit for drinking and driving must not drive company vehicles or
not attempt to drive their own vehicles or give lifts to colleagues while under the influence.
2.7 Employees are expected to turn up at the workplace in a fit state to perform their contractual duties on
the day after the event if this is a normal workday.
2.8 Employees need to also adhere to the company’s other policies, such as those covering workplace
harassment and bullying.
2.9 Employees must refrain from disclosing confidential corporate information especially where
competitors may be present.

3. POLICY BREACH
3.1 The Company will not tolerate improper conduct or any other behaviour that it deems could potentially
bring its brand or name into disrepute.
3.2 Any breach of this policy will lead to disciplinary action being taken
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