1.4 Authority for Human Resources Policies The human resources policies contained in this Manual have been approved by the Group Chief Executive Officer and are hereby established as official Company policy. The Company Human Resources Department is responsible for administering these policies. 1.5 Establishing New or Revised Policies Standard policies concerning the relationship between the Company and its employees will be written and made available to all concerned through inclusion in the policy manual. When there is an apparent need for a new or revised policy, the Company Human Resources Department will submit it through appropriate channels to the Group CEO. No statement or promise by a supervisor, line manager, or department head may be interpreted as a change in policy nor will it constitute an agreement with an employee. Should any provision in this manual be found to be unenforceable and invalid, such finding does not invalidate the entire Manual, but only the subject provision. 1.6 General Notice The Company has always believed in promoting an atmosphere of open communication and cooperation among all of our personnel and strongly encourages its subsidiaries and divisions to foster the same approach. This Human Resources Policies and Procedures Manual reflect that thinking.
Annual Leave must be planned annually to avoid disrupting the operation of the Company. However, the Company will take into consideration the employee’s preferred times and meet these requests whenever possible. In case where working days are applicable, earned leave does not include public holidays, i.e. public holidays lying within the period of employee leave are not deducted from the employee leave balance. The maximum unutilized leave days that an employee may carry forward into the following year shall not exceed 50% of his annual entitlement in respective of their grade entitlement. Non-utilized Leave days cannot be exchanged for cash unless in exceptional circumstances where leave has been declined for two consecutive times due to business needs and only when approved by the manager of the division). Tickets may not be exchanged for cash. In exceptional circumstances, an employee can be called back from their annual leave. This can only be done by department head and must be approved by the CEO or GM of the subsidiary. If an employee is called back from leave, the balance of the leave will be to the employee. If the employee is overseas, the Company will compensate the individual for their expenses (such as airfare, any other expense where necessary etc). An employee may not take annual leave during any other period of leave to which the employee is entitled to or during any period of notice of termination of employment. Employees are not entitled to any earned leave during periods of unpaid leave. Employees are not allowed to take annual leave without the prior authorization of the Company and failure to obtain the necessary permission or authorization could result in disciplinary action being taken against the employee in terms of the Company’s Disciplinary Policy. Employee must plan and discuss the annual leave with their line managers or supervisors. Employee must complete Leave Form and forward it to the Line Manager for authorization.
17 If is established that employment was obtained by fraud Dismissal without notice and without benefits 18 Assuming false identity or nationality or submitting forged certificates or documents Dismissal without notice and without benefits Without prejudice to proceedings of Public Prosecution 19 Committing an error resulting in significant material loss to the company Dismissal without notice and without benefits The incident should be reported to the Labor Dept within 48 hrs 20 Conviction by court of a crime involving honor , fidelity or public morals Dismissal without notice and without benefits 21 Committing a known immoral offence at work Dismissal without notice and without benefits 22 Working whilst under the influence of alcohol or drugs Dismissal without notice and without benefits Without prejudice to proceedings of Public Prosecution 23 Disclosure of any of the company Dismissal without notice and without benefits 24 Persistent failure to fulfill basic commitments or obligations under the employment agreement Dismissal without notice and without benefits 25 The violation of official instructions and guidelines relating to the security of the company’s IT system Written warning Dismissal Without prejudice to proceedings of Public Prosecution