NC-EMPLOYEE_INDUCTION_V2.pdf

People | Partnerships | Service | Solutions

EMPLOYEE HANDBOOK DEPARTMENT - ALL

2015

INDUCTION MANUAL


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

1

NC-EMPLOYEE_INDUCTION_V2.docx

HANDBOOK DETAILS HANDBOOK NAME INDUCTION MANUAL MODIFIED DATE 17/03/2015

DOCUMENT AUTHOR KESHNIE BHUGWANDIN VERSION 2.0

DOCUMENT TYPE HANDBOOK DEPARTMENT ALL

Document Overview

Induction

Induction is a core element of an employee`s welcome to the organisation. It is an opportunity

for us as an organisation to induct someone with our mission, aims and values, for them to

understand the way that NETWORK CONFIGURATIONS operates and our ethos and culture. In

addition, it is also provides an opportunity to impart key information to enable the new employee

to perform their duties competently and safely.

Purpose

The purpose of the manual is to ensure all newly appointed employees receive the necessary

Induction training and information.

Scope

This manual applies to all permanent and temporary staff directly employed by NETWORK

CONFIGURATIONS.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

2


Table of Contents

Document Overview ................................................................................................................ 1

Introduction ................................................................................................................................ 5

Our Vision ................................................................................................................................... 6

Our Mission ................................................................................................................................. 6

Values ......................................................................................................................................... 6

Our Zen ....................................................................................................................................... 7

Our WOW ................................................................................................................................... 7

General Guidelines ................................................................................................................... 8

1. Restraint of Trade ............................................................................................................ 8

2. Scope of Employment .................................................................................................... 9

3. General Dress Code ..................................................................................................... 10

4. Engagement Procedures ............................................................................................. 12

5. Additional Payments to Salaries .................................................................................. 16

6. Staff Purchases .............................................................................................................. 18

7. Hours of Work ................................................................................................................. 19

8. Leave .............................................................................................................................. 22

9. Training & Development .............................................................................................. 29

10. Meals & Refreshments .................................................................................................. 30

11. Medical Aid & Benefits ................................................................................................. 30

12. Medical Gap Cover .................................................................................................. 31

13. Employees Obligation ................................................................................................. 31

14. Staff Parking ................................................................................................................... 32

15. Staff Access ................................................................................................................... 32

16. Security ........................................................................................................................... 32

17. Company Vehicles ....................................................................................................... 33

18. Company Language .................................................................................................... 33

19. Housekeeping ................................................................................................................ 33

20. Work Area ...................................................................................................................... 34

21. Telephone / Cell Phones .............................................................................................. 34

22. E-Mail & Computer Facilities ........................................................................................ 34

23. Company Post Box ........................................................................................................ 35

24. Gifts ................................................................................................................................. 35

25. Time Keeping ................................................................................................................. 35


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

3


26. Smoking Policy ............................................................................................................... 36

27. Injury on Duty ................................................................................................................. 36

28. Compensation for Occupational Injuries and Diseases Act ................................... 36

29. Lost & Found Property ................................................................................................... 37

30. Fines ................................................................................................................................ 37

31. Stock Releases ............................................................................................................... 37

Company Facilities ................................................................................................................. 38

1. Power Failures ................................................................................................................ 38

2. Disruption of Water Supply ........................................................................................... 38

Employment Equity Act .......................................................................................................... 39

1. Aim .................................................................................................................................. 39

2. Duties of the Company in Terms of the Act .............................................................. 39

Company General ................................................................................................................. 41

1. Notices ............................................................................................................................ 41

2. Internal Vacancies/Recruitment and Selection ....................................................... 41

3. Personnel Records ......................................................................................................... 41

4. Sexual Harassment ........................................................................................................ 42

5. Statements to the Media ............................................................................................. 42

6. Disciplinary Procedures ................................................................................................ 42

7. Disciplinary Code .......................................................................................................... 43

8. Misconduct Procedure ................................................................................................. 46

9. Incapacity Procedure .................................................................................................. 47

10. Grievance Procedure................................................................................................... 47

11. General Communications ........................................................................................... 48

12. Company Fonts ............................................................................................................. 49

13. Stationary ....................................................................................................................... 49

14. Telephone Answering ................................................................................................ 49

15. Telephone Messages ................................................................................................. 49

Code of Conduct ................................................................................................................... 51

1. Conflict of Interest ......................................................................................................... 51

2. Confidential Information .............................................................................................. 51

3. Honesty & Service ......................................................................................................... 51

4. Outside Business Activity .............................................................................................. 51

5. Employees Influence ................................................................................................... 52

6. Professionalism ............................................................................................................... 52


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

4


Health, Safety and Security ................................................................................................... 53

1. First Aid ............................................................................................................................ 53

2. Evacuation ..................................................................................................................... 53

3. Fire Emergency .............................................................................................................. 54

4. What to do in a Fire....................................................................................................... 55

5. Daily Fire Prevention...................................................................................................... 55

6. Armed Robbery ............................................................................................................. 55

7. Bomb Scares/Threats .................................................................................................... 56

8. Explosions ....................................................................................................................... 57

Acknowledgement of Receipt Company Handbook ................................................... 58


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

5


Introduction

Welcome to the Team!

I would like to personally take this opportunity to welcome you as a valued employee of Network

Configuration. Having accepted employment with us, you have become part of a dynamic and

motivated team who are passionate about service.

As part of this new team, we believe you will energetically support and show commitment to our

core values and will contribute to the overall success of NETWORK CONFIGURATIONS.

A total commitment to customer satisfaction is of paramount importance to all the team members

of NETWORK CONFIGURATIONS and every single person is committed to achieving and maintaining

our vision and mission.

Your membership of the team is, therefore, conditional upon your full participation in our drive

towards excellence in customer satisfaction in the broadest sense.

We believe you have both the ability and potential to meet high standards set and challenges that

may arise.

On behalf of Network Configuration and its team, we wish you a successful and rewarding career

with us.

Kind Regards,

Iain Emerson

NETWORK CONFIGURATIONS


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

6


Our Vision

To enable business to realise the true benefits of technology for generations to come.

Our Mission

Be Remarkable - Live our values and aspire to our vision

Values

Integrity (Partnerships)

Doing the right thing even when no one is looking

Passion (Services)

It's more than just enthusiasm

Innovation (Solutions)

Complaining is finding faults, innovation is finding solutions. Think out of the box.

Heart (People)

People are the lifeblood of our business. It' to care and serve.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

7


Our Zen

The buck stops with me

We are accountable, take ownership and see things through no excuses!

Bow for the WOW

Respect the WOW Principal Give Amazement, Wonder, and Surprise in everything we do for

our team members, partners and clients.

Lean on me

We are dependable & reliable, because that is the foundation of a TEAM!

Be CREATIVE and have some FUN

Be innovative, share ideas and have fun doing it!

Our WOW

Be Great

Grow, learn, excel and achieve be the Best in the World

Do Great

Set goals and expectations - exceed them and be remarkable!

Serve Great

Go beyond the extra mile


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

8


General Guidelines

1. Restraint of Trade

Employee agrees and acknowledges that during the course of his employment or association with

NETWORK CONFIGURATIONS or any of its subsidiaries, he will develop and maintain close personal

contact with many of the clients of NETWORK CONFIGURATIONS, be permitted to establish, on

behalf of NETWORK CONFIGURATIONS and for its benefit, the necessary reports with its clients and

have free access to the confidential information of NETWORK CONFIGURATIONS concerning its

financial and marketing operations, customer lists, special arrangements with customers,

technology and know-how, and generally, methods of carrying on business.

1.1 You are forbidden to divulge any confidential information obtained during your employment

with NETWORK CONFIGURATIONS cc or after your employment. It is an express Condition of

Employment that any and all information that you may acquire during the course of your

employment and relating to any aspect whatsoever of the conduct of the companys

business or its clients is confidential. It is a further Condition of Employment that you shall

neither disclose such information or attempt to use it either during the course of said

employment or subsequent to its termination, for the benefit of yourself of any other person,

institution or organization.

1.2 In the circumstances and in order to protect the proprietary interests of the company, its

successors-in-title and assigns in its business, and while employed by NETWORK

CONFIGURATIONS and for a period of one year after termination of his/her employment with

NETWORK CONFIGURATIONS, for whatever reason, he/she irrevocably undertakes in favour of

NETWORK CONFIGURATIONS , its successors-in-title and assigns not :

1.2.1 in any capacity whatsoever, including, without limitation, in the capacity as proprietor,

partner, director, shareholder, employee, independent contractor, consultant,

contractor, financier, agent, representative, assistant, principal, manager, adviser,

administrator, trustee or beneficiary of a trust, or member of a close corporation,

and/or any like capacity;

1.2.2 persuade, induce, incite, solicit, encourage or procure any employee, consultant,

agent, representative, supplier, principal, client, dealer, financier, trade connection or

contractor to vary or terminate its agreements or arrangements with NETWORK

CONFIGURATIONS, leave the employ of NETWORK CONFIGURATIONS, sever, curtail,

restrict or alter its employment, arrangements


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

9


or business dealings with NETWORK CONFIGURATIONS in any way or refrain from or

discontinue doing business or continuing its on-going arrangements on the same basis

as previously with NETWORK CONFIGURATIONS;

1.2.3 solicit or conduct negotiations or conclude transactions or arrangements with any

party in relation to whose products and services NETWORK CONFIGURATIONS

possesses distribution rights or which has entered into any agency, franchise, registered

user or licence agreement with NETWORK CONFIGURATIONS relating to such products

and services;(with a view to influence such parties in varying, altering or ceasing such

distribution rights, agency, franchise, registered user or license agreement with

NETWORK CONFIGURATIONS.);

1.2.4 furnish or disclose any information, whether confidential or otherwise, of or relating to

NETWORK CONFIGURATIONS, its management, operations, business activities,

directors, management, staff, agents, representatives, suppliers, principals, customers

and trade connections and any of its trade secrets or know-how or give any advice in

regard thereto;

1.2.5 comment upon, discuss, debate, issue comments or statements, whether in writing or

orally, of or in regard to the operations or business of NETWORK CONFIGURATIONS, its

philosophy, intentions, plans, projections, budgets or its directors, management,

employees, consultants, agents, representatives, suppliers, trade connections or

customers.

1.3 The Employee acknowledges that he specifically knows, understands and accepts the

aforementioned restraint, regards the restraint as being fair and reasonable and in no way

conflicting the provisions of the Constitution of our Country and therefore willingly undertakes

to abide by its provisions.

2. Scope of Employment

The Employee shall be subject to such directions as he/she may receive from the Employer use

his/her best endeavours to devote his/her whole time, energy, attention and skills to the business of

the Employer and shall faithfully and diligently perform such duties, carry out such instructions and

exercise such powers as shall from time to time be assigned to, vested in or given to the Employee.

The Employee further notes that while in the course of employment in their agreed position (Per the

Employment Contract), the Employee shall be required to assist or relieve in other departments as


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

10


and when required, at the request of the Employer. This deployment may also translate into a

transfer of the Employee to another position within the business of the Employer.

3. General Dress Code

NETWORK CONFIGURATIONS requires employees to wear a uniform whilst on duty. NETWORK

CONFIGURATIONS shall provide a starter uniform pack to the employee, additional items will be

charged at a minimal cost to be deducted off the employee salary over 3 months.

Should employees leave within the 1st six months of employment they will be charged for starter

packs issued.

Employees who work in Sales departments where wearing a uniform is not compulsory, should at all

times dress in such a manner that reflects a professional image and company colours. Supplied

uniforms do not include items of personal clothing e.g. shoes and socks, except where such items

are specifically defined by the Company as part of the uniform.

The NETWORK CONFIGURATIONS Uniform Pricelist is available on the Company Intranet in the HR

Section.

3.1 Mens Dress Code

Items to be issued by Network Configuration Starter pack include; 1 long sleeve shirt, 1 short sleeve

shirt, 1 Friday Shirt

Items to be provided by employee:

Clean Closed Black Lace up Shoes (In good Repair)

Black Socks

Smart/Formal Black Pants

Black Belt with plain buckle (NO EMBLEMS)

3.2 Ladies Dress Code

Female items to be obtained through NETWORK CONFIGURATIONS, the Starter pack include; 1 long

sleeve shirt, 1 short sleeve shirt, 1 Pair Pants


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

11


The company dress code for ladies is Smart/Corporate, please see the Uniform Pricelist as a guide

for the clothing styles.

3.3 General Dress Code

Friday is casual day for all staff staying within the office Staff may wear jeans with company Friday

Shirts and sneakers. Business Development Managers seeing new prospects must wear the

standard company dress code.

Please note - That any staff member found wearing uniform off duty and not behaving in a manner

worthy of our Code of Conduct will be liable for corrective action.

3.4 Name Badges

A name badge with your name on it will be issued to you and must be worn at all times whilst on

duty, as part of your uniform.

Your name badge should be worn with pride in an upright, readable position. Since the name

badge is an integral part of the uniform, it should always be visible and worn on the left shoulder

area.

It is an offence to wear somebody elses name badge. If lost, you will be required to pay a

replacement fee, currently R50.00. Stickers or other decorations are not permitted on the name

badges.

3.5 Grooming

Due to the fact we are a customer service based business; all employees must adhere to the

grooming standards specified by the company.

3.5.1 Hair Colouring - Any extreme in dyeing, bleaching or colouring of hair is not permitted.

If the hair colour is changed it must be natural looking.

3.5.2 Hairstyling - The following are guidelines for hairstyles;

3.5.2.1 Hair should be clean and neatly styled at all times

3.5.2.2 Men will not be permitted to have long hair or tied up hair

3.5.3 Moustaches and beards - Moustaches and beards must be neatly trimmed. Otherwise

members of staff are expected to be clean-shaven, every day.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

12


3.5.4 Make Up - It is our policy to encourage the use of make up on ladies to enhance

natural features and create a fresh, natural appearance.

3.5.5 Personal Hygiene - Due to the climate and close contact with customers, the use of

anti-perspirant or deodorants is required. If you choose to wear a scent or fragrance,

please be considerate of others and select a mild scent/fragrance.

Deodorant to be kept in vehicles for external persons to ensure body odours is kept to

a minimum.

3.5.6 Tattoos and Body Piercing - Visible tattoos and body piercing are not considered to

be in the best interest of our image and are not permitted unless cleared by

Management

3.5.7 Undergarments - Staff members are required to wear appropriate undergarments at

all times. Patterned or coloured undergarments that are visible through the outer layer

of clothing when worn are not permitted.

3.5.8 Fingernails - Fingernails should be kept neat and clean.

4. Engagement Procedures

4.1 Appointment

You have gone through an extensive recruitment exercise to be appointed to your position. All this

information, together with a copy of your letter of appointment reflecting your position,

department, hours of work and salary, will be placed in a confidential file that is kept at the HR

Department.

A copy of your job description signed by yourself will also be placed on file and a copy issued to

you. In addition to this you will be required to sign a standard confidentiality undertaking, Company

Policies as and when needed. The letter of appointment serves as a contract between you and

NETWORK CONFIGURATIONs and is to be kept in a secure place.

4.2 Documents & Information

Education Qualifications

SA Identity Document

Birth Certificates of children for Medical Aid

Drivers License

Work Permit (If Not SA Citizen)


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

13


Marriage Certificate ( For Medical Aid )

Membership Certificate of Current Medical Aid

Banking Details

Full Contract Details including Address

4.3 Probation Period

The employment notwithstanding the provisions contained in this agreement shall be subject to an

initial probationary period of 3 months. During this period the Employees work performance in

general suitability for employment within the Employers business shall be assessed, opportunity for

feedback and rectification in problem areas will be offered.

Should the Employee not meet the required standards this contract may be terminated. In the

event of such termination the Employee shall have no claim whatsoever against the Employer in

respect of sick pay, leave pay, bonus, or any retrenchment package. It is further agreed that such

termination shall not constitute unfair dismissal.

During this 3 Month probation the Employee will not be entitled to:

Paid Sick Leave

Annual Leave

During this time your conduct and/or ability, demeanour and/or performance will be monitored

and evaluated by the company, after which, and only if deemed appropriate, at the sole discretion

of the company, your appointment will be confirmed.

4.4 Induction

A comprehensive induction programme will be carried out for all new members of staff. This will be

scheduled by the Management Department. Induction provides you with all the necessary

knowledge to make your introduction to the customers and our Company as easy and smooth as

possible.

This handbook forms part of your induction and you are expected to know the contents hereof. Re-

induction programmes will be held from time to time as a refresher course.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

14


4.5 Remuneration

Salaries of all employees are paid monthly in arrears, through an electronic bank transfer. You are

therefore required to have a bank account and provide the HR Department with your valid bank

account details. Please note that the cut-off date for any changes to payroll (i.e. medical aid or

banking details) is the 20th of the month.

Remuneration received will be subject to certain prescribed statutory and company deductions.

You will receive an electronic pay-slip, which will outline your earnings, deductions and net pay.

You are requested not to share your Employee Self Service Portal Details with any staff member.

Please be advised that the Company considers any information pertaining to your remuneration

package as strictly private and confidential and will not unlawfully disclose such information to any

other party. The company in turn expects you to treat such information as strictly private and

confidential. Similarly, should you have knowledge of any other employees remuneration details;

this should be treated in the same manner.

Monthly Pay Dates: 25th Day of each month. Should these dates fall on Saturday, Sunday or Public

Holiday, the pay date will become the preceding Monday or day prior to the Public Holiday.

4.6 Annual Salary Reviews & Performance Bonuses

Unless agreed otherwise, the Employees salary shall be paid into the Employees banking account.

Total Cost to Company includes Medical Aid, UIF and any additional company benefits.

4.6.1 All reviews for salary increase or annual performance bonuses are carried out during

the anniversary month of employment.

4.6.2 Salaries are reviewed annually on a Performance Review basis of such factors as

Employee Performance (Based on roles, KPA/KPIs etc.), merit, and market practice,

including job grade. All reviews are at the discretion of management. However, when

a salary is reviewed it does not necessarily mean an increase in the monthly

remuneration.

4.6.3 In the event that your employment is terminated either by you or by NETWORK

CONFIGURATIONS during your salary/wage review month, you will not receive any

performance related bonuses or incentives.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

15


4.7 Cash Discrepancies

During the course of employment at NETWORK CONFIGURATIONS, employees may be handed or

placed in charge of cash. In the event of cash discrepancies the employee could;

Face appropriate disciplinary/incapacity action, and /or

Be required to sign a shortage form and refund the money by means of a Salary

deduction.

In the event of dishonesty the company retains the right to report the matter to the

police

On Resignation/Termination all monies owed to the company will be recovered, failing

which the company reserves its right to hand over the debt for collection.

4.8 Termination of Employment

During the first three (3) months of employment the notice period on either side is one (1) week,

which must be given in writing. At any time after the expiration of the first three months of

employment, but before the expiration of 24 (2) year, either party may terminate the contract of

employment by giving four calendar (4) weeks written notices, notice may only from the last day

of the month.

Alternatively, by agreement between the parties and in lieu of such notice, the party terminating

the contract of employment shall pay the other party an amount equivalent to such notice period.

NETWORK CONFIGURATIONS may also terminate this contract by paying you the amount that you

would have received during the notice period instead of giving you that period of notice. The

period of notice may, however, be waived by mutual agreement of both parties.

However the company retains the right to terminate your employment without notice or payment

in lieu thereof, should it be deemed that you have been dishonest in your dealings with the

company, for wilful misconduct, or should it be found that any information on your employment

application has deliberately been falsified, misstated or omitted, or for any other reason recognised

as valid at law after following due process. This shall include any breach of your duty to hold in the

strictest confidence all confidential information regarding the affairs of NETWORK

CONFIGURATIONS, which may come to your knowledge.

On termination of employment the employee will need to complete an exit interview and ensure

that all items are completed on the termination interview and returned to the company before a


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

16


final salary is paid. In addition, all outstanding costs i.e. Agency placement costs, medical in arrears,

relocation costs, uniforms, outstanding study assistance monies, loans and cash variances etc., will

be deducted from your final salary.

The Company retains the right to dismiss you summarily without notice or payment in lieu if after a

disciplinary enquiry, you were found guilty of misconduct, thereof after termination of service the

employee is not allowed to enter the premises of the company under any circumstances.

4.9 Outside Work

For the entire duration of this contract the Employee shall not, at any time during business hours or

outside working hours engage in any business, employment, political position or any other work as

provided for herein or without the companys written consent.

Should the Employee engage in any similar work or solicit, assist or conduct any activity which is

similar to the Employers business with/without consent of the Employer shall be entitled to terminate

this agreement immediately.

4.10 Confidentially

The Employee shall not disclose to any person, without written consent of the Employer any

information as to the Employers business, operations, dealings or any other affairs of the company

during the cause of employment or after termination of the contract of employment. Breach of this

confidentially agreement will lead to legal action against the Employee.

4.11 Transfers and relocations

At the Employers instance, the Employee maybe required to accept transfer to another branch

within the Employers business or its subsidiaries. Relocation costs to be negotiated subject to transfer

and the employee shall be liable for the full costs, should the employment agreement be

terminated within 12 months of the relocation, by either party.

5. Additional Payments to Salaries

Your letter of appointment will reflect your total cost of employment (TCOE) package.

Salaries are reviewed annually on your month of initial placement. Annual adjustments are based

on your performance as well as the companys performance of the year just passed.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

17


5.1 Earning Threshold - Overtime

In terms of the basic conditions of employment act (BCEA) an earning threshold is stipulated. This

amount is currently R 9 631 (115 572 per annum) and is periodically reviewed and adjusted by the

Department of Labour.

5.2 Full time Staff

In order to accommodate the monthly total cost (M TCOE), the amount of R9631 was converted

to a monthly total cost of R30 000.00 (R360 000.00 per annum).

5.3 Scheduled

In accordance with the NETWORK CONFIGURATIONS Scheduled guidelines, the threshold will be

determined by actual earnings for the preceding year for existing employees, or the average of the

group in the same job title, for new or promoted employees.

Employees who earn in excess of this threshold, as stipulated above are excluded from Chapter 2,

Sections 9 to 18 of the Basic Conditions of Employment Act No. 75 of 1997, i.e.:

Overtime

Pay for Sundays

Night Work

Public Holidays

Averaging of Hours

Meal intervals

5.4 Public Holidays

By the nature of the business Public holidays are not working days. You may, however be called

upon to work on a particular Public Holiday, or be on Stand-By. You hereby consent to work such

public holidays when called upon to do so. Payment for work on a public holiday is set at 2 x daily

rate for employees (basic salary). Employees who work on public holiday are also entitled to, in lieu

of payment on a public holiday, one day off.

This day would need to be taken off within (60) days of the relevant public holiday unless authorized

in writing from their direct Manager.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

18


The current statutory paid holidays are as follows:

New Years Day 1 January

Human Rights Day 21 March

Good Friday No fixed date

Family Day No fixed date

Freedom Day 27 April

Workers Day 1 May

Youth Day 16 June

National Womens Day 9 August

Heritage Day 24 September

Day of Reconciliation 16 December

Christmas Day 25 December

Day of Goodwill 26 December

If a public holiday falls on a Sunday, the following Monday automatically becomes the paid public

holiday.

5.5 Annual Performance Bonus

Your total cost of employment is inclusive of an annual Performance Bonus based on your

performance review and your roles Key Performance Area & Key Performance Indicators, including

the companys performance for the year passed, the amount of which is linked to your base rate,

and is equivalent to 1/12th of your elected annual base rate.

The Performance Bonus review will be carried out during the month of your anniversary start date,

and you will be scored according to the roles Key Performance Areas & Key Performance

Indicators.

Sales staff will not be entitled to annual bonus due to commission structure allowances

6. Staff Purchases

Employees of NETWORK CONFIGURATIONS may be entitled to purchase hardware items at 5%

margin to cover company running cost for collection and processing of items. Employees must be

in the employment of NETWORK CONFIGURATIONS for 6 months or more before purchases on Staff

account will be authorized.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

19


This discount is subject to the following terms and conditions:

All items are invoiced on Staff Accounts

All items are invoiced on Staff Accounts.

Deductions will be taken off on a monthly basis off salary.

All staff purchases to be paid off over a maximum 3 months (unless arrangement with

management)

No additional purchases may be done, unless the original purchase is paid for in full.

The full account must be settled on termination of employment and will be deducted

prior to salary payment.

Reserve the right to take full amount.

7. Hours of Work

In order to maximize efficiency and productivity levels, Network Configuration is staffed with full time

employees only, determined on the basis of average business levels.

The ordinary hours of work are from 08h00 to 17h00. These hours may be amended according to

the specific roll, requirements, stand-by, overtime and rosters applicable to the particular position

occupied by the Employee. (Rotation to accommodate 7 day operation Monday Sunday)

7.1 General

7.1.1 A permanent employee works an average calendar month of 21.625 working days.

Staff will be rostered to work additional hours based on operational requirements as

well as the skill and performance levels of such employees

7.1.2 All employees are required to work a minimum of a 45 hour work week including 1 hour

for lunch, 173 working hours per month. Any hours worked in addition to the averaged

hours over the predefined time period will be paid out where applicable at the

appropriate statutory rates at managers discretion.

7.1.3 Managers are responsible for rostering staff, verifying and administering the concept

of averaging of hours.

7.1.4 Ordinary hours of work: Rosters are forecasted 2 months in advance where possible.

Schedules can be found on Company Intranet

7.1.5 If agreed to in writing, a staff member may work a 45 hours week excluding lunch hour.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

20


7.1.6 Staff working overtime (Not shift employees) between 19h00 and 6h00 will be

compensated by the payment of an allowance or by a reduction in working hours

staff must have transport available to them.

7.2 Overtime and Calculation of Rates of Pay and Overtime Rates

Overtime means the time that an employee works during a day or a week in excess of ordinary

hours of work.

The company believes that work should be completed, as far as possible, in normal working hours

i.e. overtime should be avoided where possible. However, due to the nature of our business, there

may be peak periods when extra work hours may be required.

All employees earning above the earnings threshold do not qualify for overtime payment.

Management employees earning above the threshold who are required to work overtime, shall not

receive remuneration unless agreed by Directors, but shall be entitled to time off in lieu of the

overtime worked.

Non-management employees may be required to work overtime when assigned by an immediate

manager and shall receive, where possible, adequate notice of approximately 24 hours.

No employee will be remunerated for overtime work unless such overtime has been authorized by

a manager or as is required in terms of a work roster.

Employees are requested to provide their co-operation in these circumstances. The managers must

be notified timeously if an employee is unable to work the overtime required. Should an employee

agree to work overtime and then fail to arrive, provide services (within the NETWORK

CONFIGURATIONS guideline) or refuse to do so on the day he/she will be subjected to disciplinary

action.

7.2.1 If an employee agrees to work overtime, the employee may not work more than-

Three hours overtime a day; or

Ten hours overtime a week

7.3 Calculation of Overtime Pay (Five Day work week)

Employees who work a five day work week are deemed to work 21.67 days to complete a full month

based on the five-day work week.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

21


The working week consists of 40 ordinary working hours per week plus an additional 5 hours for lunch

breaks.

The working day is deemed to consist of total of nine hours for which the employee is paid for eight,

and 1 hour is a meal break.

Therefore

Salary / 21.67 (Days per month) / 8 (Working hours) = Hourly rate of pay

And

21.67 x 8 = Total working hours per month (173.36 Hours)

Payment for any normal overtime is at 1.5 x daily rate

Payment for extended overtime e.g. Sunday is at 2.0 x daily rate

When applying for overtime please ensure that your ticket number and job sheet number are

entered to facilitate approval.

7.4 Overtime and Calculation of Rates of Pay and Overtime Rates

7.4.1 Subject to this Chapter, an employer may not require or permit an employee to work-

a. Overtime except in accordance with an agreement;

b. More than ten hours' overtime a week.

c. An agreement in terms of subsection (7.4.1) may not require or permit an

employee to work more than 12 hours on any day.

7.4.2 An employer must pay an employee at least one and one-half times the employee's

wage for overtime worked.

7.4.3 Despite subsection (7.4.2), an agreement may provide for an employer to:

a. Pay an employee not less than the employee's ordinary wage for overtime

worked and grant the employee at least 30 minutes' time off on full pay for every

hour of overtime worked; or

b. Grant an employee at least 90 minutes' paid time off for each hour of overtime

worked.

7.4.4 An employer must grant paid time off in terms of subsection (7.4.3) within one month of

the employee becoming entitled to it.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

22


a. An agreement in writing may increase the period contemplated by paragraph

(7.4.4) to 12 months.

7.5.5 An agreement concluded in terms of subsection (7.4.1) with an employee when the

employee commences employment, or during the first three months of employment,

lapses after one year.

For more information: http://www.labour.gov.za/DOL/legislation/acts/basic-guides/basic-guide-to-

overtime

8. Leave

8.1 Annual Leave

Unless stated otherwise in your letter of appointment, the following applies:

During the first two years of employment full time employees will be entitled to fifteen (15) calendar

days leave per annum excluding public days off and from 3rd year of service (1) additional

calendar day per annum up to a maximum of 25 days per calendar year. Annual leave must be

taken on a yearly basis, within six months from the employees anniversary date of joining the

company. Leave will be granted at a time convenient to both the Company and the employee.

8.1.1 The maximum amount of leave which may be accumulated is :

Employees within the first two years of employments may accumulate up to a

maximum of seven (7) leave days at any one time. Employees who have completed

two years of employment may accumulate up to a maximum of ten (10) leave days

at any one time

8.1.2 If a paid public holiday falls within the leave period, the leave shall be extended by

one working day on notifying of management

8.1.3 Leave not taken may be forfeited

8.1.4 On termination of employment a maximum of 12 months proportionate annual leave

will be paid out

8.1.5 Annual leave must consist of a continuous break per year of at least 10 normal working

days. An official leave application must be completed on Employee Application and

must reach the Human Resource Department at least two weeks before the leave is

taken.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

23


8.1.6 Although every effort is made to grant annual leave when applied for, the final

decision rests with management.

8.1.7 Under no circumstances will employees be paid in lieu of leave. This also applies to

employees being transferred. Leave is only paid to employees who terminate their

services and who have followed the correct procedure regarding requisite notice,

unless the law states otherwise

8.1.8 No leave due, no holiday DONT ASK

8.1.9 All staff leave is documented on the company Intranet

8.2 Sick Leave

8.2.1 During the first six (6) months of employment, employees qualify for one (1) working

day sick leave in respect of every twenty six days (26) worked. Thereafter entitled to

an amount of paid sick leave equal to the number of days the employee would

normally work during the period of six weeks.

8.2.2 The Company will provide 30 paid working days in a 3 year (36 months sick leave cycle

10 days per year.

8.2.3 It is not possible to carry accrued sick leave forward from one cycle to the next. Should

you not be able to work, you must report your sickness to your direct manager as early

as possible, with the minimum being at least one hour before the commencement of

the working day, so that alternative arrangements can be made

8.2.4 As an employee you are required to see a registered medical doctor and submit an

original sick note not later than the end of the second day of being sick. If your sick

leave should fall on Monday, Friday or after a public holiday please provide a sick

note.

8.2.5 Should you develop an illness while on leave and return to work late a sick note will be

required.

8.2.6 Should no Doctors note be provided days leave will be deducted from the month

end salary

8.2.7 Management reserves the right to obtain a second opinion from a qualified medical

practitioner chosen by the company.

8.2.8 Annual leave may not be taken in lieu of sick leave and vice versus


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

24


8.2.9 Sick leave is only granted when an Employee is unable to work owing to sickness or

injury not caused by an employees own misconduct. Any exceptions to this will be

entirely at the Companys discretion

8.3 Incapacity

8.3.1 An employer is not required to pay an employee in terms of section 22 if the employee

has been absent from work for more than two consecutive days or on more than two

occasions during an eight-week period and, on request by the employer, does not

produce a medical certificate stating that the employee was unable to work for the

duration of the employee's absence on account of sickness or injury.

8.3.2 The medical certificate must be issued and signed by a medical practitioner or any

other person who is certified to diagnose and treat patients and who is registered

with a professional council established by an Act of Parliament.

8.3.3 If it is not reasonably practicable for an employee who lives on the employer's premises

to obtain a medical certificate, the employer may not withhold payment in terms of

subsection unless the employer provides reasonable assistance to the employee to

obtain the certificate.

8.4 Maternity Leave

The benefit of paid maternity leave may be granted to all female employees who have been in

the company employment for 18 months prior to falling pregnant.

The company will grant ninety (90) days paid maternity leave plus an additional thirty (30) days

unpaid leave (which is optional) per employee who is pregnant provided that:

The employee has completed a minimum of 18 months of uninterrupted service with

the company prior to the application for the maternity leave.

A pregnant employee may commence her leave from any time from four (4) weeks prior to the

expected date of birth, unless agreed otherwise or on a date from which a medical practitioner or

a midwife certifies that it is necessary for the employees health or that of her unborn child.

An employee may not return to work within six weeks after the birth of her child, unless a medical

practitioner or midwife certifies that she is fit to do so.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

25


The calculation of the amount in respect of maternity benefits paid is up to 45% (at the discretion of

the directors) of the employee total cost per month for the 120 day period. The rest can be claimed

from UIF. (Remember the UIF benefit is between 38 58 % of the monthly salary amount)

To facilitate the smooth flow of staff movements in this regard, hereunder is the procedure for an

employee taking maternity leave. The employee must report to her manager as soon as she

discovers that she is pregnant, with a medical certificate in support of this.

The manager through Human Resources Department must:

8.4.1 Arrange with the employee to report back 12 weeks before the expected time of

confinement with a medical certificate. This will enable Human Resources to find

suitable relief.

8.4.2 Decide with the pregnant employee as to when she will leave and when she will return

to work

8.4.3 On return from maternity leave the employee with be guaranteed her former position

or similar position. On return to work, all previous conditions of employment will be

honoured

8.4.4 Maternity leave will be regarded as continuous service for the purpose of calculating

annual leave, annual bonus, pensionable services and any other applicable benefits.

8.4.5 The employee will receive the same rate of pay as was applicable before the

commencement of maternity leave and in addition will benefit from all salary

performance reviews and improved benefits.

8.5 Still Birth or Miscarriage

If a female employee has been in the continuous permanent employ of the company for eighteen

(18) months or more and suffers a miscarriage during the third trimester of pregnancy or bears a still

born child, she shall be entitled to two (2) weeks special paid leave. In addition, four (4) weeks of

special unpaid leave will be granted to such employees. Note that a confirmatory certificate from

a registered medical practitioner is required.

8.6 Family Responsibility / Compassionate Leave

All permanent employees who have been in the employment of the company for longer than six

months will be entitled to Family Responsibility and Compassionate leave. Employees will be entitled

to 3 days paid leave and 2 days unpaid leave in total, per annual leave cycle


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

26


8.6.1 Compassionate Leave

Immediate Family is defined as the employees spouse or life partner, or employees

parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling.

8.6.2 Family Responsibility

Family responsibility leave will be granted in the following instances:

When the employees child is born; or

When the employees child is sick (doctor note to be provided)

Before paying an employee for leave in terms of this policy, the company may require reasonable

proof of an event for which the leave was required

This section applies to an employee-

Who has been in employment with an employer for longer than four months; and

Who works for at least four days a week for that employer.

An employer must grant an employee, during each annual leave cycle, at the request

of the employee, three days' paid leave, which the employee is entitled to take-

When the employee's child is born;

When the employee's child is sick; or

In the event of the death of-

the employee's spouse or life partner; or

the employee's parent, adoptive parent, grandparent, child, adopted child,

grandchild or sibling.

Subject to subsection (8.6), an employer must pay an employee for a day's family responsibility

leave-

the wage the employee would ordinarily have received for work on that day; and

on the employee's usual pay day.

An employee may take family responsibility leave in respect of the whole or a part of a day.

Before paying an employee for leave in terms of this section, an employer may require reasonable

proof of an event contemplated in subsection (8.6) for which the leave was required.

An employee's unused entitlement to leave in terms of this section lapses at the end of the annual

leave cycle in which it accrues.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

27


A collective agreement may vary the number of days and the circumstances under which leave is

to be granted in terms of this section.

8.7 Special Leave

Special leave with full remuneration is granted to all full time employees where they are rostered to

work on whom a subpoena is served to act as a witness in a civil or criminal case, for as many days

as the employees presence is required by the court, provided that such period must be

substantiated by documentary proof. If witness fees are received these must be surrendered to the

Company on resumption of duties.

Special leave with full remuneration subject to a maximum of three working days per annum may

be granted to employees chosen to represent their country in a sports event or activity (at the

discretion of the direct Manager). Written proof must be submitted beforehand.

Special leave may be granted in the event of traumatic and extreme situations i.e. hijacking, or

mugged, rape or violently attacked.

8.8 Study Leave/Assistance

The company believes that its employees form the cornerstone of its competitiveness in the

Managed Services/IT arena. We have therefore adopted a policy of giving priority to the training

and development of employees, within the boundaries of their current position / role in the

company, cost efficiency and within the context of the companys future resource deployment

requirements.

Criteria

Field of study must be work related and /or be of benefit to the individual and his / her future career

within the company as determined in career path discussions.

The employee must meet the minimum entry requirements of the institution and field of study where

the study is to be undertaken. The employee must be employed as a permanent employee.

Staff shall be entitled to three (3) days paid leave, per year, on the following conditions:

8.8.1 The employee must have been employed with the Company for a minimum of 12

months.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

28


8.8.2 Any unused study leave days shall not be accumulated from year to year

8.8.3 Eligible employees may also utilise annual leave for study or exam purposes, provided

this request meets with normal annual leave policy

8.8.4 The company will not be responsible for any accommodation, transport or any other

costs related to exam attendance

8.8.5 If the employee fails his/ her first attempt at writing the examination, only one-day

study leave will be granted to rewrite the exam. Failure a second time will mean than

any leave required writing the same subject will have to be taken as annual leave or,

where the employer has no annual leave due, as unpaid leave

8.8.6 No study leave will be given to an employee in the case of the study not being

approved and/or funded by the company

8.9 Repayment Schedule for Training

An employee must submit examination results to the Management within two (2) weeks after

completion of each examination.

8.9.1 No further study assistance will be given to employees who have failed their studies,

unless the employee has attained the qualification after a second attempt at his / her

own cost. This should be viewed as a guideline and will be reviewed after a two-year

period.

8.9.2 Only employees who have a minimum of 1 (one) year service with the company can

apply for study assistance. Individual loans will not exceed a maximum of R10 000 (ten

thousand) per employee, per year.

8.9.3 R0.00 R1999, 99, the employee will be required to immediately repay this amount in

the event of the employee abandoning the training, or leaving the employ of the

company within 6 (six) months after completing the training, or if the training is not

successfully completed within the prescribed period.

8.9.4 R2000, 00 R9999, 99, the employee will be required to immediately repay this amount

in the event of the employee abandoning the training, or leaving the employ of the

company within 12 (twelve) months after completing the training, or if the training is

not successfully completed within the prescribed period.

8.9.5 R10 000, 00 plus, the employee will be required to immediately repay this amount in

the event of the employee abandoning the


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

29


training, or leaving the employ of the company within 24 (twenty four) months after

completing the training, or if the training is not successfully completed within the

prescribed period.

8.9.6 An employee wishing to make use of the scheme must complete a Study Assistance

Application Form at least four weeks before the registration closing date,

accompanied by documentary proof of studies. Applications will be treated on a first

come first serve basis.

8.9.7 All payments will be made directly to the relevant institution on submission of account

statements or invoices. No payments will be made to any individual.

8.10 Application & Authorisation Procedure

8.10.1 Employee and manager must discuss and agree as to the suitability and need for

further study/training as part of the employees individual development plan and in line

with future career paths within the organisation

8.10.2 Application must be motivated and endorsed by the employees direct manager and

in line with stipulated conditions above

8.10.3 Study leave will not automatically be approved. All study leave will be granted at the

discretion of management after the assessment of operational requirements.

For more information, contact your Training/HR Department.

9. Training & Development

We acknowledge the career ambitions and aspirations of all employees and offers equal

opportunities to develop and achieve realistic career growth, based on objective criteria.

NETWORK CONFIGURATIONS needs to have efficient employees with the skills and knowledge

necessary to collectively achieve the companys goals. Employees will be scheduled to attend

internal and external courses related to their work. Emphasis is placed on both technical and

people skills training to ensure that job skills are improved and employees remain up to date with

new developments.

At the same time, the company encourages its employees to take responsibility for their own career

and personal development by seeking training opportunities and applying themselves diligently

thereto.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

30


The company may require an employee to enter into a bonding agreement with the company in

instances where the company has paid for an employee to attend a specific training and / or

development opportunity.

In the event that an employee is rostered to attend a scheduled training course and does not turn

up without valid reason, it will be deemed as absent from work, therefore disciplinary action may

be taken against such employee.

10. Meals & Refreshments

10.1 Meal breaks will be determined by the departmental roster and based on operations

requirements NETWORK CONFIGURATIONS cool drink fridge works on an honesty

system.

10.2 Please document all refreshment (cool drinks, food, etc.) takings on provided

schedule.

10.3 Please stick to departmental roster for all Meal/Lunch Breaks.

10.4 Payments for refreshments are deducted monthly off staff salaries.

11. Medical Aid & Benefits

The medical aid scheme offers various options that are tailor-made to suit the needs of the individual

and their unique situation.

11.1 Medical aid is compulsory for all full-time staff members and optional for part-time staff.

11.2 The company will not contribute to any penalties applicable to you with regard to your

medical aid history.

11.3 Members are entitled to continue on the medical aid on termination of their

employment at their own costs.

Details on the Medical Scheme are available from the Human Resources Department.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

31


12. Medical Gap Cover

The Gap Cover Scheme offers various options that are designed to suit everyone requirements and

needs.

Complimed Covers mainly in hospital shortfalls and co-payments, together with certain

listed procedure that might be performed on an out-patient basis.

Complimed provides death and disability cover at an additional fee.

Payments for refreshments are deducted monthly off staff salaries

Further information on all benefits is available through Human Resources Department who will

arrange for the appointed company broker.

13. Employees Obligation

You will be expected to conform to the customs, rules, policies and procedure of the company in

force now and as changed from time to time.

You will be expected to;

13.1 Devote the whole of your time and attention to the affairs of the Company during

working hours

13.2 Obey all reasonable and lawful instructions of the Company:

13.3 Carry out such functions and duties as are from time to time assigned to you and are

consistent with your position and do your utmost to loyally protect and promote the

business and interests of NETWORK CONFIGURATIONS and to keep up its reputation

and goodwill.

Submit to NETWORK CONFIGURATIONS all information and reports as may be required

to perform your duties and the business of NETWORK CONFIGURATIONS

13.4 No engagement in any other business or other outside interest which might conflict

with or retard your ability to devote full proper attention to your employment , without

first obtaining the written consent of the Directors of NETWORK CONFIGURATIONS.

13.5 NETWORK CONFIGURATIONS requires all staff to observe all of the policies, which are

available on the Companys intranet site. Not all the companys policies, procedures

and practices are reduced to writing and occasionally changes are announced by


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

32


way of letters and emails circulated to all employees. Where they are not specifically

regulated within the companys written terms and conditions of employment or other

policies, the provisions in prevailing labour legislation and practises of the company

from time to time to govern them.

All employees are bound by such practises, policies and procedures as far as these apply and all

staff is deemed to be aware of such information.

14. Staff Parking

Designated staff parking is provided on complex. All staff are required to park in the designated

parkings, or on the verge outside. Unless otherwise authorized by the General Manager.

15. Staff Access

Staff are to access the building via the front glass entrance. Employees are required to scan in with

their own fingerprint/ access code. Exiting the building requires scanning of fingerprints/access

codes clocking in and out of the building.

16. Security

Employees may be required to have their person and/or personal belongings searched by security

staff and/or Management on arrival and departure from the premises

The security regulations of the Company must be observed by all employees. The Company

reserves the right to search you, your draws or any vehicle in your possession or control, or any article

of clothing worn by you, or in your possession on the Companys premises. An authorised

representative of the Company will carry out the search.

It is a condition of service that if and when required by the company you agree to undergo a

Polygraph test, Alcohol test, Breathalyser test and/or Blood Test (only to be used to determine blood

alcohol level or drug usage).


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

33


17. Company Vehicles

17.1 Staffs are not permitted to drive any company transport, without a valid drivers license

and prior authorization from Management. If authorized, a drivers declaration form

has to be completed, and the authorized employee has to produce his/her drivers

license. Company Drivers or authorized driver should note that under no

circumstances must a company vehicle be used to run personal errands or transport

non NETWORK CONFIGURATIONS people.

17.2 Should NETWORK CONFIGURATIONS vehicles be in any road accident all employees

will be liable for the excess due to the repairer.

17.3 All speeding fine and parking fines will be for the drivers account. These will be

deducted off the monthly salary account and detailed on the pay slip.

17.4 Should a member loan a company vehicle vehicle will be signed out and checked

by Reception before taking of vehicle and on return of vehicle. Mileage and damage

will be recorded

17.5 All company petrol cards will be used for company business, should any staff member

be found to be using the card for personal use or fraudulent reasons they will

disciplined according to the company disciplinary act.

18. Company Language

The business language of NETWORK CONFIGURATIONS is English and all business communications

must be conducted in this language.

18.1 Staff must always address customers and fellow team members in a courteous and

professional manner.

18.2 Swearing or vulgar language is not permitted with client nor fellow team members.

19. Housekeeping

19.1 All staff are responsible for keeping his/her work area clean and neat at all times.

Dispose of all rubbish property and do your part to keep the general area, washrooms,

toilets and parking areas clean.

19.2 All staff are asked to supply their own cup, knife, fork and spoon. Staff are also

expected to keep these items clean and washed when not in use.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

34


20. Work Area

20.1 A staff member must keep to his/her work area and should only utilize equipment when

authorized to do so.

20.2 Employees must not interfere / tamper with any other equipment. No employee is

allowed to enter certain restricted areas (e.g. server room, stock room) other than if :

20.2.1 He/she is employed to work in that area

20.2.2 In the line of duty or

20.2.3 The employee has been given authorization by the relevant head of

department

21. Telephone / Cell Phones

You are requested to use the Companys telephones for business and emergency purposes only.

All personal phone calls must be made from personal phones. Abuse of company telephone is a

disciplinary offence and disciplinary action will be taken in such cases.

Should individuals abuse either their company allocated Cell Phone or company phone, the

call/data costs will be for the account of the employee, and deducted in full from the current

months pay.

22. E-Mail & Computer Facilities

E-mails are intended for business purposes only. It is permissible to use the company email system

for incidental personal purposes. This does not include uses requiring substantial expenditures of

time, uses for profit or uses that would otherwise violate company policy with regard to employee

time commitments or company equipment.

Chain letters, pornography, games and personal enquiries are forbidden.

Please Note: The display and /or transmission of any offensive material i.e. racial, sexual, religious or

political images, derogatory, vulgar, threatening, harassing, documents or messages on any

company system is a serious violation of company policy/rules and could result in severe disciplinary

action.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

35


The Company reserves the right to intercept and read any e-mail sent by means of the companies

e-mail resources. Should you be granted access to the company computer system, you are

required to sign an end user Computing Policy.

23. Company Post Box

You may not use NETWORK CONFIGURATIONS postal address to receive your personal post.

24. Gifts

Gifts (monetary) fall under the definition of gross income for purposes of the Income Tax Act and

are therefore taxable. The Company is obliged to regard tips as remuneration and deduct PAYE

for such amounts. The Company will be subjected with penalties if it does not comply.

All staff must declare and pay over to the company all gifts of whatever nature of size

It is the policy of the NETWORK CONFIGURATIONS to discourage the acceptance of gifts,

which could be construed as being unusually expensive by employees. Such gifts

inevitably put the onus on the recipient to favour the donor in a business transaction,

with the risk that the Company may be compromised by such transactions.

The soliciting of gifts is strictly prohibited. If there is any doubt in your mind as to whether

a gift should be accepted, you should clear its acceptability with your Head of

Department.

25. Time Keeping

As part of the Companys strategy to ensure punctuality and accuracy in record keeping a time

and attendance system is in operation. This requires that each staff member must swipe their

fingerprint / use their access code on and off duty. It is the individuals responsibility, when arriving

at work, to Clock In (swipe, finger print scan/ access code) in at the beginning of a day and clock

out, at the end of a day.

It is also the individuals responsibility to swipe their finger/ use their access code every time they

leave or return to the building this includes lunch hours and smoke breaks. A policy of no swipe,

no pay will be adopted for all staff, and the failure to use the system will result in disciplinary action

being taken.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

36


Each staff member performs an important job function at NETWORK CONFIGURATIONS. As such,

staffs are expected to be at their place of work, in uniform, ready for work at least 15 minutes prior

to the commencement of the day/shift, or as required by your department.

Should you not be able to make it to work in time, you are expected to inform your direct manager

or HR, within one hour of your start time, to report your absence and give an estimated time of

arrival at work.

26. Smoking Policy

Certain areas are specifically designated as smoking areas. Employees are requested to adhere to

this policy and refrain from smoking in any other area, except those designated. Designated

smoking rooms and areas are clearly defined in the Smoking Policy. Smoking in a non-smoking area

is a disciplinary offence.

The company has a Smoking in the Workplace policy in place as prescribed in terms of the

Tobacco Products Control Act. In terms of the policy, under certain circumstances, the operational

requirements of the company may demand that you shall waive your rights and fulfil employment

obligations within designated smoking areas.

27. Injury on Duty

Injury at work is covered by the Compensation for Occupational Injuries and Diseases Act.

Employees must report the incident within 24 hours to their Manager, and ensure that it is reported

to the Health and Safety Manager who will assist you in completing the prescribed reports and

advise you on the procedure of seeing a medical practitioner. Failure to report such incidents is in

contravention of the Health and Safety Act and is a breach of company rules.

Failure to report such incidents is in contravention of the Health and Safety Act and is a breach of

company Health and Safety Manager who will assist you in completing the prescribed reports and

advise you on the procedure of seeing a medical practitioner. Failure to report such incidents is in

contravention of the Health and Safety Act and is a breach of company Health & Safety policies.

28. Compensation for Occupational Injuries and Diseases Act

The fund provides for the payment of benefits to an employee injured as a result of accidents arising

in the course of his/her employment. Compensation is paid in respect of temporary disability,

permanent disability and death. It is for this reason that it is very important to report any accident


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

37


where you have been injured to your manager as soon as possible, so that a claim can be made

accordingly. A serious incident must be reported within 24 hours and a general incident must be

reported within 14 days.

29. Lost & Found Property

Any lost and found property of a personal nature must be handed into Reception without delay

and a record of this must be kept. No lost and found property shall be taken home without the HR

Managers approval. It is an offence to withhold any lost item found, regardless of its size or value.

Any lost property belonging to the Company must be reported to your department manager and

the HR Department immediately.

30. Fines

NETWORK CONFIGURATIONS has a Fines system for individuals that do not follow the company

rules and regulations. We believe that as a team, every individual should respect a fellow team

members time, commitment and company processes. All fine money collected, is donated to a

nominated charity.

31. Stock Releases

No properties belonging to the Company, service providers, concessionaires are to be removed

from the premises, unless accompanied by an official invoice. Effective stock control and security

are of the utmost importance to NETWORK CONFIGURATIONS business. Stock losses affect the

viability of the business and impact on both parties relationship.

For these purposes the Employer may if and when required, request the Employee that he/she;

31.1 Submit to the searching of his/her person and property including the Employers locker

when called upon to do so.

31.2 Comply with any security measure and procedures instituted by the Employer and

familiarise him/ her with such measures and procedures.

31.3 Report to the Employer any contravention of security measures and procedures or

suspected aspects of dishonesty/theft by customers or fellow Employees


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

38


Company Facilities

1. Power Failures

Remember that there is a standby generator, and power will usually return within a few seconds.

If feasible, carry on with your normal duties.

All employees that operate computer equipment as part of their day to day activities are personally

responsible for ensuring that their PC/Workstation has an operational UPS (Uninterruptable Power

Supply) attached.

2. Disruption of Water Supply

Where the normal water supply is interrupted, ensure all taps in your area remain closed and that

the basin or bath plugs are removed. This will ensure that no flooding occurs when the water supply

is restored.


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

39


Employment Equity Act

Broadly, the Employment Equity Policy seeks to achieve equity in the workplace:

By promoting equal opportunity and fair treatment in employment through the elimination of unfair

discrimination.

Through the implementation of affirmative action measures to redress disadvantages in

employment experienced by designated groups, in order to ensure their equitable representation

in all occupational categories and levels in the workplace.

1. Aim

The Company abides by the requirements of the Act, and is committed to equal opportunities and

employee advancement, for all individuals that contribute to the company and their own personal

growth.

This will supply NETWORK CONFIGURATIONS with an Employment Equity strategy that complies with

statutory legislation and is aligned with NETWORK CONFIGURATIONS strategic goals and objectives.

Through the process of ensuring that we have a fair and equitable workplace, and at the same

time remaining true to our core values, it is essential that we follow a plan that is both consultative

and employer/employee driven.

We will strive to attain our aims in this regard by setting achievable goals, through the recognition

of individual excellence and merit. The process is one of continuous learning and problem solving,

and is by no means short term in its challenges.

2. Duties of the Company in Terms of the Act

The company does have certain duties in respect of the Employment Equity Act, these include:

Maintaining and Setting up an Employment Equity Committee which meets on a regular basis

2.1 CONSULTING with all stake holders, as to the policy and the intended aims thereof

2.2 DISCLOSE all relevant information

2.3 CONDUCT an analysis of workforce (profile), discrimination and

2.4 IDENTIFY employment barriers


INDUCTION MANUAL

HA

ND

BO

OK

- IN

DU

CTIO

N M

AN

UA

L

40


2.5 Prepare an employee action plan, whereby goals and processes are established

2.6 Implement an employee action plan with the full commitment of all shareholders

concerned

2.7 Report on a regular basis, to all involved, with regards to the progress of

NC-EMPLOYEE_INDUCTION_V2.pdf

Documents

Transcript of NC-EMPLOYEE_INDUCTION_V2.pdf