THE DISCIPLINARY PROCEDURE

INTRODUCTION

The disciplinary code and procedure is necessary for the company to ensure that all employees are treated in a fair and consistent manner in circumstances where disciplinary action is required.

It is, however, neither rigid nor inflexible and management may, at its discretion, implement less or more severe disciplinary action as and when required. It is the responsibility of management to maintain discipline, and the code recognises the right of management to initiate disciplinary action against any employee where circumstances so warrant.

INFRINGEMENTS, OFFENSES AND PENALTIES

The disciplinary procedure will be initiated against any employee who contravenes the disciplinary code, or who acts against the interests of the company or who commits any social, criminal or other offence.

The disciplinary measures include a verbal warning, a written warning, a final written warning and dismissal. However, the measures may not necessarily be in that order. Punitive suspension and/or demotion may only be given as alternatives to dismissal.

CUMULATIVE NATURE OF DISCIPLINARY ACTION

The company supports the tenets of the Labour Relations Act 66/ 1995, and to this end
implements a system of “progressive discipline”.

PROCEDURE – GENERAL

1) In cases where, prima facie, it appears as if the appropriate penalty may be a
dismissal, a disciplinary enquiry must be convened.
2) The authorised Officer/Chairman (i.e. either a member of Management or an
external person) must determine whether there is adequate proof to suggest
that the offense has been committed before taking the appropriate disciplinary
action.
3) Other disciplinary procedures shall be less formal. No decision regarding
disciplinary action will be taken without first providing the employee with the
opportunity of defending himself/ herself unless the company cannot reasonably
be expected to provide this opportunity.
4) In all cases of company discipline, only in-house representation from company
employees will be allowed.

THE DISCIPLINARY CODE

THE DISCIPLINARY CODE – ELECTRONIC MEDIA VIOLATIONS

DISCIPLINARY ACTION FOR OTHER MISCONDUCT

Any misconduct not specifically covered in the code will be dealt with according to the
seriousness of the offence.

NOTE:

The code makes provision for progressive disciplinary action in each category of
offence. Discipline will therefore be taken progressively in each category of offence and
not necessarily only in regard to a specific offence. The disciplinary action prescribed by
the code may be deviated from where justified by the particular circumstances of the
case.

Accordingly, such action may be more severe than the prescribed guideline where
aggravating circumstances exist, or less severe where mitigating circumstances exist.
In certain circumstances, and in the case of certain offences, dismissal even for a first

POOR PERFORMANCE: INCAPACITY PROCEDURE

It is the policy of the Company to treat poor performance for reasons of ill health or
injury as separate from discipline or poor work performance.
The company realises that poor performance on the grounds of ill health or injury may
be:

(a) Temporary
or
(b) Permanent.

MANAGEMENT OF POOR WORK PERFORMANCE

Failure to meet set targets (KPI), poor work quality and any non-conformance to
reasonable or agreed standards will be assessed.

JIMBU will set performance standards, assess, and provide regular feedback on
performance, train and counsel employees and inform them of the consequences of
non-improvement.

Temporary incapacity due to ill health or injury:

In the case of poor performance due to ill health or injury being temporary in nature,
the Company undertakes to:
1. Investigate the extent of the incapacity and/ or injury.
2. If the employee is likely to be absent for a time that is unreasonably long in the
circumstances, the company will investigate all possible and reasonable
alternatives to dismissal.
3. In considering alternatives to dismissal, the company will take into account the
following:
a. The nature of the job.
b. The period of absence.
c. The seriousness of the illness or injury.
d. The possibility and cost of securing a temporary replacement for the ill or
injured employee.
4. In the process of investigation referred to in points (1) and (2) the employee will
be allowed the opportunity to state a case in response and be assisted by a
fellow employee.
5. Particular consideration will be given to employees who are injured at work or
who are incapacitated by work-related illness.

Permanent incapacity due to ill health or injury:

In the case of poor performance due to ill health or injury being permanent, the
Company undertakes to:
1. Investigate the possibility of securing alternative employment.
2. Investigate the possibility of reasonably adapting the employee’s duties or work
circumstances to accommodate the incapacity and/ or disability.
3. In the process of investigation referred to in points (1) and (2) the employee will
be allowed the opportunity to state a case in response and be assisted by a
fellow employee.
4. Particular consideration will be given to employees who are injured at work or
who are incapacitated by work-related illness.

Guidelines for determining whether dismissal for incapacity ill health or injury, is
fair:

In determining whether or not to fairly dismiss an employee for poor performance due
to ill health or injury, the company undertakes to:
1. Give careful and thorough consideration to the degree of the incapacity.
2. Consider whether or not the employee is capable of performing the work.
3. In situations where the employee is not capable of performing the work, the
Company will consider:
a. The extent to which the employee is capable of performing the work.
b. The extent to which the employee’s work circumstances might reasonably
be adapted to accommodate the incapacity and/ or disability.
c. The extent to which the employee’s duties might reasonably be adapted.
d. The availability of any suitable alternative work.

HOURS OF WORK AND OVERTIME

INTRODUCTION

This policy sets out the company’s position regarding working hours. The policy applies
to employees only and does not apply to contractors, consultants or any self-employed
individuals working for the company. The Company seeks to ensure that employees do
not exceed reasonable working hours to provide for a satisfactory balance between
work and personal life. This policy is issued by way of guidance on the company’s policy
and practice. It does not form part of an employee’s contract of employment or
otherwise have any contractual effect. This policy may be varied, withdrawn or replaced
at any time by the Company at its discretion.

NORMAL WORKING HOURS

a. Hours of work will not be flexible and will depend on the operational
requirements of the Company. These hours may change from time to time.
b. Employees are expected to work a minimum of an 8 hour day, which doesn’t
include the lunch break.
c. Normal hours of work will be from Monday to Friday from 08:00 to 16:30.
d. Please note that taking a lunch break of at least a half an hour is mandatory
according to the Basic Conditions of Employment Act if you work more than 5
hours a day. It’s also healthy to get away from your desk. Keep in mind that this
doesn’t have to be taken at 12h00.

OVERTIME

e. The Employee agrees to work reasonable overtime of not more than 5 hours a
week as a result of the nature of the Company’s business. This will not be
remunerated for such overtime, as the remuneration has been structured to
include this condition of employment.
i. There are occasions where overtime will be paid to an employee. It is the
responsibility of the employee to ensure these discussions are made prior
to overtime work agreed on.
ii. Overtime is not paid for general work on weekends, evenings and early
mornings.
iii. Overtime can be paid when requested directly from a client and where we
are charging overtime rates to the client.
iv. Overtime can be paid in special circumstances when the team is expected
to work over a weekend for a Company project in order to temporarily
increase the output of the business.
v. Overtime, when paid, will be at a rate of 1.5 times the normal wage rate
except for Sunday work and work on public holidays, which will be
remunerated at twice the normal wage rate.
vi. Overtime can be granted in time-off in lieu of payment and will be
calculated on the same formula.
vii. Paid overtime needs to be approved by management in writing.

WORK FROM HOME

JIMBU does not offer the option to work from home.

LEAVE

INTRODUCTION

It is JIMBU’s objective to establish uniform policies by which employees are permitted
to take time off from work thereby regulating all forms of leave that are accrued and
due to employees as a benefit, leave rules have been formulated to enable employees
to maintain a healthy work life balance therefore leave is given to employees to provide
for sickness / emergencies / personal work / rest and recreation.

It is the responsibility of each employee to ensure that prior approval is obtained before
proceeding on leave. Proceeding on leave without prior approval will be deemed to be
unauthorized and covered by the granting of leave without pay apart from any
disciplinary action that may be instituted.

GUIDING PRINCIPLES AND SCOPE

The policy applies to all permanent employees of JIMBU.

1. Annual leave
2. Unpaid leave
3. Sick leave
4. Maternity leave
5. Paternity leave
6. Family responsibility leave
7. Adoption leave
8. Leave for Occupational Injuries and Diseases
9. Study leave
10. Special leave

ANNUAL LEAVE

Section 20 of the Basic Conditions of Employments Act makes provision that the
employee and the employer must agree on when annual leave can be taken, and if
there is no agreement, then annual leave is taken at the time to suit the employer.

a. An employee is entitled to 15 (fifteen) consecutive working days’ annual
leave. This leave will accrue at a rate of 1,25 working days per month.
b. An employee is entitled to take annual leave with the prior approval of the
manager responsible for that business unit in which the employee is
employed. Consent by the manager will be based on operational
requirements and is in the sole discretion of the manager.
c. It is the responsibility of the manager to ensure that all employees under
his/her control utilize their leave entitlement in terms of the annual leave
measures prescribed herein.
d. Managers shall not unreasonably refuse to grant leave to employees who
apply for leave and in this regard, it must be noted that it is not the
intention of JIMBU to pay out any leave days whatsoever and that all
attempts must be made to grant leave applied for in terms of the
entitlement. The refusal of leave must be based only on service delivery
requirements.
e. An employee may only be granted annual leave equal to the number of
days accrued to him/her. Any form of unpaid leave will be subject to the
discretion of the relevant manager.
f. Requests must be submitted via BambooHR; this request must be
approved by the department head before an employee goes on annual
leave.
g. The company will not require an employee to work during any period of
annual leave.
h. Annual leave may not run concurrently with any paid sick leave.
i. Annual leave may not be commuted for cash and will only be paid out on
termination of the employee’s employment with the company.
j. Casual employees do not qualify for annual leave.
k. Annual leave will be paid on the employee’s usual pay day.
l. If the employee is in the company’s employ, the company will pay the
employee for annual leave that was accrued by the employee in
accordance with the company’s leave accrual stipulations however the
company will not pay any leave due that is more than ten (10) days. All
excess leave will be forfeited once the HOD confirms that fair opportunity
was given to the employee to take their annual leave.
m. Internship employees will follow the normal annual leave process.

UNPAID LEAVE

At the sole discretion of the company, unpaid leave may be granted where exceptional
circumstances exist, and must be authorised by management subject to the following
conditions:

a. Unpaid leave will be granted at the discretion of the responsible manager
and on submission of this request.
I. The relevant manager may grant a maximum of 7 (seven) days
unpaid leave in any one calendar year.
II. In the case of protracted illness, unpaid leave will only be
considered once:

• the sick leave entitled has been exhausted
• all accumulated annual leave has been taken

In such cases, the employee will be entitled to approach the UIF to
claim ill-health benefits.

b. Factors to be considered when considering whether to grant unpaid leave
are:
● the reason for the request.
● length of service.
● work performance.
● attendance history; and
● attitude towards the company (apply caution when applying
this factor)

c. Application for unpaid leave must be requested electronically via
BambooHR, which should be approved by the department head. Once
approved, the employee must inform JIMBU’s finance team before the
18th of the month, in order for the unpaid days to be captured in that
months Payroll run. Any approvals received, for unpaid leave, after the 18th
of the month, will be captured in the next month’s Payroll.

d. There is no provision in the BCEA which entitles an employee to take
unpaid leave. Unpaid leave is referred to in the Act only in terms of what
the employer is entitled to do when an employee’s sick leave or annual
leave has been exhausted – the employer may then allow (or require) the
employee to take unpaid leave. However, there is no provision in the Act
that allows an employee to demand that he/she be permitted to take
unpaid leave.

SICK LEAVE

1. The sick leave cycle means a period of thirty-six (36) months of
employment immediately following:
2. The employee’s commencement of employment, or the completion of
the employee’s prior sick leave cycle.
3. Sick leave with full pay shall be granted in respect of absence from work
owing to illness, physical incapacity, or injury.
4. Employees are entitled to six weeks’ sick leave with full pay per sick leave
cycle.
5. If an employee is absent as a result of ill health for two or more
consecutive days, including sick leave taken on a Monday or Friday, or any
day before or after a public holiday, an employee will be required to
complete a sick leave application retrospectively, supported by a
recognised valid medical certificate signed by a registered medical
practitioner.
6. During the first six (6) months of employment, an employee is entitled to
one day’s paid sick leave for every 26 days worked.
7. No sick leave shall be granted if the illness or indisposition is due to
alcohol or drug abuse.
8. If an employee has already been granted the maximum number of days
of paid sick leave in a cycle, and due to serious health problems, is still
unfit to report for work, the Directors of JIMBU, at his/her discretion, may
authorise additional paid sick leave, on submission of a satisfactory
medical certificate. Alternatively, unpaid leave will apply.

MEDICAL CERTIFICATES / VALID SICK NOTES

a. An examination by a nurse or other person who is not qualified to carry
out examinations and diagnoses is not acceptable. A certificate signed by
a person other than a qualified medical practitioner who is authorised to
make such examination and diagnosis is equally unacceptable.
b. The medical practitioner is required to print his/her name and initials on
the medical certificate in addition to his/her usual signature
c. Medical certificates issued by a clinical hospital; it is normally found that
the certificates are not signed by a registered medical practitioner. Every
clinic and every hospital have qualified medical practitioners in
attendance and any person who is ill must be examined by such a person.
Rule 15. (1) A practitioner shall only grant a certificate of illness if such
certificate contains the following information, namely:
i. the name, address, and qualification of the practitioner.
ii. the name of the patient.
iii. the employment number of the patient (if applicable).
iv. the date and time of the examination.
v. whether the certificate is being issued because of personal
observations by the practitioner during an examination, or as the
result of information received from the patient and which is
based on acceptable medical grounds.
vi. a description of the illness, disorder, or malady in layman’s
terminology, with the informed consent of the patient; provided
that if the patient is not prepared to give such consent, the
medical practitioner or dentist shall merely specify that, in his or
her opinion based on an examination of the patient, the patient
is unfit to work.
vii. whether the patient is totally indisposed for duty or whether the
patient can perform less strenuous duties in the work situation.
viii. the exact period of recommended sick leave.
ix. the date of issuing of the certificate of illness; and
x. a clear indication of the identity of the practitioner who issued
the certificate which shall be personally and originally signed by
him or her next to his or her initials and surname in printed or
block letters.
d. JIMBU will not accept any letters of attendance at a clinic/chemist. A
registered doctor must specify that the patient is unfit for duty.

MATERNITY LEAVE

a. Employees are entitled to four (4) months unpaid maternity leave at a
difference from UIF.
b. An employee may commence maternity leave:
i. at any time from four weeks before the expected date of
birth, unless otherwise agreed; or
ii. on a date from which a medical practitioner or a midwife
certifies that it is necessary for the employee’s health or that
of her unborn child.
c. 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.
d. An employee who has a miscarriage during the third trimester of
pregnancy or bears a stillborn child is entitled to maternity leave for six
weeks after the miscarriage or stillbirth, whether or not the employee had
commenced maternity leave at the time of the miscarriage or stillbirth.
e. All employee benefits shall be maintained during the maternity leave
period.
f. Should an employee get sick during the period of maternity leave; the
absence will be covered by the maternity leave and the employee need
not utilise sick leave.
g. A pregnant employee or employee nursing a child is not allowed to
perform work that is hazardous to her or her child.
h. The employee must notify JIMBU via leave application of the date on
which the employee intends to commence maternity leave and return to
work after maternity leave. This notice needs to be given at least four
weeks before the employee intends to commence maternity leave, or if it is
not reasonably practicable to do so, as soon as is reasonably practicable.
i. The employee retains her right to claim all benefits due to her from UIF,
provided that she complies with the statutory requirements relating
thereto. She will however still be entitled to the stipulated entitlement of
four months unpaid leave as provided by statute.

PATERNITY LEAVE

a. Employees are entitled to ten (10) consecutive days’ unpaid paternity leave.
b. Parental leave may commence on the day that the child is born.
c. The 10 consecutive days’ parental leave are calendar days, not working
days. For example, if the child is born on a Tuesday, the father may take
leave from that Tuesday until the following Thursday.
d. The employee must give at least one month’s written notice of
1. the expected date of birth, as well as when the leave is due to
commence and when the employee will return to work; or
2. In the case of adoption, the date on which adoption order is
granted or the day that a competent court places the child in the
care of a prospective adoptive parent.
3. If, for some reason or other, it is not possible for the employee to
give such notice, the employee must notify the employer as soon
as is reasonably practicable.

FAMILY RESPONSIBILITY LEAVE

This policy applies to an employee that has been in employment with JIMBU for longer
than four months and who works for at least four days a week.

a. An employee will be granted three (3) days leave per year for utilisation if:
1. The employee’s child, adopted child, or stepchild is sick.
2. In the event of death of the employee’s spouse/life partner, parent,
adoptive parent, stepparent, grand parent, child, adopted child,
stepchild, grandchild, sibling (brother/sister).
b. An employee may take family responsibility leave in respect of the whole 3
days or a part of a day.
c. JIMBU may require reasonable proof or explanation of the event
contemplated in the paragraph above.
d. This form of leave cannot be accumulated, and days not utilised are
forfeited.

ADOPTION LEAVE

a. An employee who legally adopts a child that is not older than 2 years is
entitled to ten (10) consecutive weeks’ unpaid adoption leave.
b. An employee who adopts a child that is older than 2 years but younger than
18 years is entitled to one (1) month adoption leave.
c. The employee must give at least one month’s written notice the date on
which adoption order is granted or the day that a competent court places
the child in the care of a prospective adoptive parent.

LEAVE FOR OCCUPATIONAL INJURIES AND DISEASES

An employee whose inability to work is caused by an accident or occupational disease
arising out of and while performing work related duties might be granted leave as
defined in the Compensation for Occupational Injuries and Diseases Act. 1993 (Act No.
130 of 1993).

STUDY LEAVE

a. If you are formally studying, you qualify for four days study leave for your
exams in a year assuming the course is beneficial to your role at JIMBU.
This can be negotiated but needs to be done upfront and is dependent
on the course you are doing.
b. Please follow the same process as Annual Leave, but select Study Leave
as an option.
c. This needs to be done one month before the leave day.

ACCUMULATION OF LEAVE

a. Accumulated leave may create enormous financial liabilities for the
company. The annual leave forfeiture provision also serves to compel
employees to take leave, thereby giving effect to the social requirements
behind the provision of leave. It is therefore vital that the employee’s leave is
managed to ensure that leave does not accumulate and that employees use
their leave.
b. A monthly schedule is provided to all departmental heads regarding
excessive Annual leave. For JIMBU to streamline the process and in
accordance with the LRA, employees must be allowed to take leave within
two (2) months of when they exceed ten (10) days.
c. Any days exceeding (10) ten days will be forfeited once notice is given to the
individual employee’s, that they have (2) months in which to utilise this leave,
before it will be forfeited. JIMBU can forfeit excessive annual leave days if fair
opportunity was given to the employee to take leave. There will be
circumstances where the employee cannot take leave due to accruing days
Eg: Overseas trips, medical procedures or getting married. Any such
instances must be approved by the department head.
d. Should an employee resign/terminate their services, JIMBU will only pay up
to ten (10) days of outstanding annual leave, however, HOD’s must always
prove that fair opportunity was given to the employee to take leave.
e. Where the employee accumulates excess leave; due to operational
requirements, the employee will first be afforded the opportunity to take
such leave at the end of the leave cycle before such leave is forfeited. In this
regard, the employee will be afforded time to take such leave, in the form of
a ‘leave window’, which shall apply for a period of 2 (two) months at the end
of the leave cycle. If the employment of the employee is terminated before
such leave is taken under the circumstances set out in this clause, then the
company will pay out such leave. If the leave is not taken by the employee in
the leave window period afforded, it is then forfeited.
f. The company reserves the right to compel the employee to go on leave
when he/she is about to forfeit leave. Employees will be notified in writing if
they are compelled to go on leave.
g. Upon termination of the employee’s contract of employment with the
organization, a maximum of ten (10) days of annual leave due to the
employee will be paid. All Annual Leave days above ten (10) days will be
forfeited.
h. An annual audit will be conducted before the end of the company’s financial
year end (28th February) to forecast budgets for the new financial year
(March – February); thus, all employees are to ensure that their leave accrued
does not accumulate to more than ten (10) days every financial year end
(February).

ABSENCE WITHOUT LEAVE

a. In the event of a staff member being absent from the workplace for 5 (five)
consecutive working days or longer, without prior permission and/or
informing and notifying his/her direct superior of the employee’s absence
and the reason for the absence, the employee will be deemed to have
absconded.
b. The company will try to contact the employee on the first day of the
uncommunicated absence.
c. Absence from the workplace for any period without prior permission and/or
notification of a direct superior shall be a serious disciplinary transgression,
and the employee shall be subject to disciplinary action that may lead to
termination of employment. The company will inform the employee in
writing of the date and time for the disciplinary enquiry to be held in terms
of the company’s disciplinary procedure for such offenses.
d. It is always the duty of the employee to inform his/her direct superior of any
absence, and the reasons for the absence, and of any change in address.

SPECIAL LEAVE

JIMBU has taken the decision to implement Special Leave, with effect 01 July 2022.
Special leave applies only to permanent employees and is for the sole purpose of
vacations. Eg. Special leave can be used for weddings, honeymoons, family holidays,
overseas trips. Special leave needs to be submitted to Chris McNabb (CEO) for approval
only.
1. There is no set limit of special leave that needs to be taken within a year. Leave
will be granted if it does not impact on the delivery or their work being
performed, and deadlines being met. A detailed handover needs to be provided
before leave is taken.
2. Special leave is not guaranteed and will be at the discretion of Chris McNabb.
Should Chris McNabb feel that the business needs are critical at that particular
time, he has every right to decline your special leave request.
3. Special leave does not accumulate and in cases of the employee’s termination of
service; retirement, resignation, permanent disability or death, there will be no
payout of leave.
4. Special leave is solely for the purpose of rest and will not be granted for purposes
other than vacation time. Unlimited leave cannot be utilised for time off for
personal matters, family responsibility or illness.

THE STANDARD APPLICATION PROCESS

● The employee is to discuss their request for leave with their manager at least
one week before they intend to take leave.
● The employee is to submit their leave request on BambooHR for approval.
● The employee submits, and discusses with their Manager, a handover
document of their work, prior to going on leave.
● Once the manager is satisfied with their handover, the employees leave will be
approved.
● When an employee is requesting leave, the following notice needs to be given
to the Company, for planning of work purposes, unless in the case of an
emergency:
○ One weeks’ notice for leave up to two days.
○ Two weeks’ notice for leave longer than two consecutive days.
● Please DO NOT book any flights or holidays before your leave is approved (this is
why getting your leave in early is important). This will be seen as a time-keeping
offense and may result in a disciplinary hearing.

PROCEDURES, ESCALATIONS, AND AUTHORISATION

a. The responsibility to ensure that an accurate record of leave is kept rests with
the authorising Manager of their respective department and the Finance
Director.
b. Employee leave application requests must be completed by each employee
requesting leave and electronically submitted to their respective Manager.
Under circumstances where the employee could not submit a leave application,
he/she must do so on the first day of return to work and inform their manager
telephonically.
c. Please note that if you apply for annual or study leave without enough notice or
if it clashes with any business deadlines relating to your role, as well as if you do
not have enough leave – your application can be denied. This is why it is so
important to apply for leave as soon as possible.

REMUNERATION POLICY

SALARY INCREASES

Salary increases are based on performance reviews and are not guaranteed on a yearly
basis. Instead, a bonus scheme will be the primary business performance indicator and
reward to staff.

Salary increases will be awarded if the prior years targets have been met and individual
performance requirements have been met.

When Salary increases do occur they take effect in the month that the employee
started working at JIMBU.

Employees need to have been employed by the company for at least 1 year before a
salary increase can be obtained.

BONUS POLICY

Annual bonuses are awarded at the discretion of the Company based on financial
performance of the Company and personal performance. The amounts will be paid a
month in arrears, of the financial year end (eg: 30 March).

Annual bonuses will only be paid if the company’s targets have been met or amounts
available for bonuses have been revised accordingly.

Only employees who have been employed for 12 months from the date of hire are
eligible for bonuses.

Quarterly performance bonuses to eligible staff are payable if the company and
individual targets have been met for that quarter.

SUBSISTENCE AND TRAVEL

SUBSISTENCE

As a permanent employee of JIMBU, subsistence claims will be paid as reimbursement
of employees having to travel for work.

Please note the following:

1. Subsistence will not be paid for new business/sales staff who are on commission
structures.
2. There is a maximum of R250 per day, this includes internet, lunch etc.
3. All claims need to be supported with the relevant slips.

Please note that all claims must be approved before they are paid. The submitted
claims will be paid with your salary at month end.

TRAVEL

As a permanent employee of JIMBU, travel claims will be paid as reimbursement of
travel.

1. The reimbursement rate per kilometer will be the SARS official rate. Please
check the current rate with our Finance Director before submitting your claim.
The submitted claims will be paid with your salary at month end.
2. You may not claim for travel between your home and JIMBU.
3. Directors are expected to cover the first 300km’s per month, before claiming for
travel.
4. Parking expenses may be claimed for.
5. Toll Roads may be claimed for.
6. Traffic fines will not be paid, including the admin fee.
7. Damages to hired transport that is levied against JIMBU, will be recouped from
the respective employee.
8. Please note that once a Gautrain card has been purchased for you, upon return
from your trip, please hand this card over to our Finance Manager who will keep
cards until the next time you travel to JHB. If you lose a Gautrain card you will
need to replace it.

Air Travel:
1. Flights for both local and international trips will be booked in Economy class.
2. The following will not be covered:
a. Airport lounges
b. Taxi’s
3. If an employee misses a flight, they have to cover the extra costs that are
incurred.
4. If flight changes are made for personal reasons, the employee will be
responsible for the extra costs that are incurred.
5. It is assumed that employees will do their best to ensure the most cost effective
flights are booked on each trip.

Uber Travel:
1. JIMBU employees are allowed to use UBER at their own risk.
2. JIMBU will cover UBER taxi fees up until the equivalent value of a car hire for the
equivalent.

Cars:
1. Up to a Class B will be booked for all staff.
2. Gautrain costs can be claimed for business travel.
3. All claims need to be supported with the relevant slips.

Please note that all claims must be approved before they are paid.

PROMOTION POLICY

Should a position become available within JIMBU, management will endeavour to
promote from the existing employees within the organisation.

The criteria for promotion shall be objective and take into consideration the inherent
requirements for the job with regards to:
1. The skills and knowledge
2. Workplace experience
3. Education qualification, where necessary
4. The potential to acquire skills, ability and knowledge within a reasonable period

The individual’s past performance will also be taken into consideration in determining
the promotion of an employee.

Preference will be given to designated employees provided that they meet the
inherent requirements of the job.

Promotions will not be automatic, employees will be required to apply should they
wish to be considered for a promotion to an available position.

An internal interview will take place and JIMBU reserves the right to interview outside
of the Company for the same position.

SEXUAL HARASSMENT POLICY

DEFINITION OF SEXUAL HARASSMENT

1. Sexual harassment is unwanted conduct of a sexual nature. The unwanted
nature of sexual harassment distinguishes it from behaviour that is welcome
and mutual.
2. Sexual attention becomes a sexual harassment if:
a. the behaviour is persisted in, although a single incident of harassment
can constitute sexual harassment; and/or
b. the recipient has made it clear that the behaviour is considered offensive;
and/or
c. the perpetrator should have known that the behaviour is regarded as
unacceptable.

FORMS OF SEXUAL HARASSMENT

1. Sexual harassment may include unwelcome physical, verbal or non-verbal
conduct, but is not limited to the following examples:
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 toward 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 forms of sexual harassment include unwelcome gestures,
indecent exposure and the unwelcome display of sexually explicit pictures
and objects.
d. Quid pro quo harassment occurs where an owner, employer, supervisor,
member of management or co- employee, undertakes or attempts to
influence the process of employment, promotion, training, discipline,
dismissal, salary increments or other benefits of an employee or job
applicant, in exchange for sexual favours.

2. Sexual favouritism exists where a person 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.

OTHER FORMS OF HARASSMENT

Other forms of harassment include racial, ethnic, and social origin harassment. The
same investigatory procedure will be followed where options to resolve the problem
(formal and informal) will be established. If unable, a grievance and disciplinary process
will be initiated.

POLICY STATEMENTS

1. As a first step in expressing concern about this and commitment to dealing with
the problem of sexual harassment, the employer issues a policy statement
stipulating the following:
a. All employees, job applicants and other persons who have dealings with
the business, have the right to be treated with dignity.
b. Sexual harassment in the workplace will not be permitted or condoned.
c. Persons who have been subjected to sexual harassment in the workplace
have a right to raise a grievance about it should it occur and appropriate
action will be taken by the employer.
2. Management should have the positive duty to implement the policy and take
disciplinary action against employees who do not comply with the policy.
3. The policy on sexual harassment also explains the procedure which should be
followed by employees who are victims of sexual harassment. The policy also
states the following:
a. Allegations of sexual harassment will be dealt with seriously,
expeditiously, sensitively and confidentially.
b. Employees will be protected against victimisation, retaliation for lodging
grievances and from false accusations.

GUIDING PRINCIPLES

1. Employers should create and maintain a working environment* in which the
dignity of employees is respected. 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:
a. Employers/management and employees are required to refrain from
committing acts of sexual harassment
b. All employers/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 the
standards of conduct do not cause offence and they should discourage
unacceptable behaviour on the part of others.
c. Employers/management should attempt to ensure that persons such as
customers, suppliers, job applicant and others who have dealings with
the business, are not subjected to sexual harassment by the employer of
its employees.
d. Employers/management are required to take appropriate action in
accordance with this code when instances of sexual harassment which
occur within the workplace are brought to their attention.

2. This code recognises the primacy of collective agreements regulating the
handling of sexual harassment cases, and is not intended as a substitute of
disciplinary agreements, or the outcome of joint decision making, by an
employer and a workplace forum. However, collective agreements and policy
statements should take cognisance of and be guided by the provisions of this
code.

Definition: Working environment includes the physical office space at JIMBU,
venues for work functions and digital environments. Digital environments
include, but are not limited to, WhatsApp, Facebook Workplace, Dropbox,
Google Workspace and Zoom.

STAFF FUNCTION POLICY

The Company recognises that employees will be invited to work-related functions and
events from time to time. Such events may be formally organised by the organisation
such as the annual Christmas Party, or informally arranged by the employees
themselves, such as birthday celebrations for colleagues.

The organisation encourages employees to attend such events in order to promote
socialising within the workplace and team building.

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 organisation must comply with all its legal
obligations and responsibilities.

FORMAL FUNCTIONS AND EVENTS

Work-related functions and events arranged by the organisation are an extension of
the workplace. The organisation recognises that alcohol will be consumed at such
events but nevertheless expects employees to behave responsibly.

Where the organisation provides alcohol at events, this should not be taken as an
endorsement by the organisation for employees to drink excessively nor for any
resulting improper conduct. The Company will not be held responsible for bad
behaviour on the part of employees.

Employees who fight, argue aggressively, indulge in lewd or indecent behaviour, harass
other employees, or members of the general public, or in any way bring the
organisation into disrepute, will be subject to the organisation’s disciplinary procedure
up to and including dismissal.

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 organisation’s disciplinary procedure up to and including dismissal.

It is illegal for employees under the age of 18 to consume alcohol. Any employee under
the legal age found drinking alcohol will be subject to disciplinary action, as will any
employee who buys alcoholic drinks for underage employees.

Employees who take illegal drugs or substances, or who are found selling or
distributing illegal drugs and substances at formal company functions and events, will
be subject to the organisation’s disciplinary procedure up to and including dismissal.

Promises made by managers to staff while under the influence of alcohol will not have
any contractual status. Managers who conduct themselves in such a manner will be
subject to the organisation’s disciplinary procedure up to and including dismissal.

Employees who are over the legal limit for drinking and driving must not drive vehicles
owned by the company and will be subject to the company’s disciplinary procedure up
to and including dismissal if they are found to have done so. Employees should not
attempt to drive their own vehicles or give lifts to colleagues while under the influence
of alcohol, or illegal drugs or substances.

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. Absences will
be investigated and may result in disciplinary action.

INFORMAL FUNCTIONS AND EVENTS

Employees who organise informal events after work, particularly in venues close to the
workplace, should recognise that such events may be classed as work-related
functions by the courts. It is therefore imperative that employees conduct themselves
in a proper manner and avoid bringing the organisation into disrepute.

Complaints about employees’ conduct brought to the company’s attention either by
other employees, or by the general public, will be fully investigated and may result in
disciplinary action.

Employees are reminded that they should be as inclusive as possible in extending
invitations to colleagues. Excluding colleagues on grounds of age, sex, race, disability,
religion or belief, or sexual orientation may be deemed to be discrimination.
Complaints by employees about exclusion from after-work events will be investigated
and may result in disciplinary action.

Promises made by managers to staff while under the influence of alcohol will not have
any contractual status. Managers who conduct themselves in such a manner will be
subject to the organisation’s disciplinary procedure up to and including dismissal.

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 up to and including dismissal.

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. Absences will
be investigated and may result in disciplinary action.

PERSONAL ORDERS (STAFF RATES)

All employees of JIMBU are eligible to make personal orders from our resellers at the
JIMBU cost price, subject to approval beforehand by their line manager.

An Acknowledgement Of Debt (AOD) will be raised and the total will be deducted from
the next month’s salary.

HIV POLICY

INTRODUCTION

The Human Immunodeficiency Virus (HIV) and the Acquired Immune Deficiency
Syndrome (AIDS) are serious public health problems which have socio-economic,
employment and human rights implications.

OBJECTIVES

The main objective of the policy is to set out guidelines so as to ensure individuals with
HIV infection are not unfairly discriminated against in the workplace. The employer is
dedicated to:
● create a non-discriminatory work environment;
● deal with HIV, confidentiality and disclosure;
● manage grievance procedures.
POLICY PRINCIPLES
1. The promotion of equality and non-discrimination between individuals with HIV
infection and those without, and between HIV/AIDS and other comparable
health/medical conditions.
2. The creation of a supportive environment so that HIV infected employees are
able to continue working under normal conditions in their current employment
for as long as they are medically fit to do so.
3. The protection of human rights and dignity of people living with HIV or AIDS is
essential to the prevention and control of HIV/AIDS.

LEGAL FRAMEWORK

The Code should be read in conjunction with the Constitution of South Africa Act, No.
108 of 1996, and all relevant Legislation that includes the following:
● Employment Equity Act, No. 55 of 1998;
● Labour Relations Act, No. 66 of 1995;
● Occupational Health and Safety Act, No. 85 of 1993;
● Compensation for Occupational Injuries and Diseases Act, No. 130 of 1993;
● Basic Conditions of Employment Act, No. 75 of 1997; and
● Medical Schemes Act, No. 131 of 1998.
● Promotion of Equality and Prevention of Unfair Discrimination Act, No. 4 of
2000.

PROMOTING A NON-DISCRIMINATORY WORK ENVIRONMENT

1. No person with HIV or AIDS shall be unfairly discriminated against within the
employment relationship or within any employment policies or practices
including with regard to:
2. To promote a non-discriminatory work environment employees are protected
through positive measures such as:
● preventing unfair discrimination and stigmatisation of people living with
HIV or AIDS through the development of HIV/AIDS policies.
● awareness, education and training on the rights of all persons with regard
to HIV and AIDS;
● mechanisms to promote acceptance and openness around HIV/AIDS in the
workplace;
● providing support for all employees infected or affected by HIV and AIDS;
and
● grievance procedures and disciplinary measures to deal with HIV-related
complaints in the workplace.
● providing appropriate equipment and materials to protect employees from
the risk of exposure to HIV, eg. gloves and masks;
● details of employee assistance available to persons affected by HIV/AIDS;
● encourage voluntary testing;
● conduct education
● promote condom distribution and use;
● encourage health seeking behaviour for STI’s;
● enforce the use of universal infection control measures;
● create an environment that is conducive to openness, disclosure and
acceptance amongst all staff;
● assistance with counseling and other forms of social support for people
affected by HIV/AIDS.

HIV TESTING, CONFIDENTIALITY AND DISCLOSURE

HIV TESTING

1. No employee will be required to undertake an HIV test in order to ascertain that
employee’s HIV status.
2. Permissible testing
a. An employer may provide testing to an employee who has requested a
test in the following circumstances:
i. As part of a health care service provided in the workplace;
ii. In the event of an occupational accident carrying a risk of exposure
to blood or other body fluids;
iii. For the purposes of applying for compensation following an
occupational accident involving a risk of exposure to blood or other
body fluids.
b. Furthermore, such testing may only take place within the following
defined conditions:
i. At the initiative of an employee;
ii. Within a health care worker and employee-patient relationship;
iii. With informed consent and pre- and post-test counseling, as
defined by the Department of Health’s National Policy on Testing
for HIV; and
iv. With strict procedures relating to confidentiality of an employee’s
HIV status as described above.

3. All testing, including both authorized and permissible testing, should be
conducted in accordance with the Department of Health’s National Policy on
Testing for HIV issued in terms of the National Policy for Health Act, No. 116 of
1990.

4. Informed consent means that the individual has been provided with
information, understands it and based on this has agreed to undertake the HIV
test. It implies that the individual understands what the test is, why it is
necessary, the benefits, risks, alternatives and any possible social implications of
the outcome.

5. Anonymous, unlinked surveillance or epidemiological HIV testing in the
workplace may occur provided it is undertaken in accordance with ethical and
legal principles regarding such research. Where such research is done, the
information obtained may not be used to unfairly discriminate against
individuals or groups of persons. Testing will not be considered anonymous if
there is a reasonable possibility that a person’s HIV status can be deduced from
the results.

CONFIDENTIALITY AND DISCLOSURE

1. All persons with HIV or AIDS have the legal right to privacy. An employee is
therefore not legally required to disclose his or her HIV status to their employer
or to other employees.

2. Where an employee chooses to voluntarily disclose his or her HIV status to the
employer or to other employees, this information may not be disclosed to others
without the employee’s express written consent. Where written consent is not
possible, steps must be taken to confirm that the employee wishes to disclose
his or her status.

3. Mechanisms should be created to encourage openness, acceptance and
support for those employers and employees who voluntarily disclose their HIV
status within the workplace, eg. support groups, awareness programs etc.

COMPENSATION FOR OCCUPATIONALLY ACQUIRED HIV

1. An employee may be compensated if he or she becomes infected with HIV as a
result of an occupational accident, in terms of the Compensation for
Occupational Injuries and Diseases Act.

2. Employers will take reasonable steps to assist employees with the application for
benefits including:
a. providing information to affected employees on the procedures that will
need to be followed in order to qualify for a compensation claim; and
b. assisting with the collection of information which will assist with proving
that the employees were occupationally exposed to HIV infected blood.

3. Occupational exposure is dealt with in terms of the Compensation for
Occupational Injuries and Diseases Act.

EMPLOYEE BENEFITS

1. Employees with HIV or AIDS will not be unfairly discriminated against in the
allocation of employee benefits.
2. Employees who become ill with AIDS should be treated like any other
employee with a comparable life threatening illness with regard to access to
employee benefits.
3. Information on the medical status of an employee will be kept confidential and
will not be used to unfairly discriminate.

DISMISSAL

1. Employees with HIV/AIDS will not be dismissed solely on the basis of their
HIV/AIDS status.

2. Where an employee has become too ill to perform their current work, the
employer undertakes to follow accepted guidelines regarding dismissal for
incapacity before terminating an employee’s services, as set out in the Code of
Good Practice on Dismissal contained in Schedule 8 of the Labour Relations
Act.

DYNAMICS

Policy development and implementation is a dynamic process, so the workplace policy
should be:

● communicated to all concerned;
● routinely reviewed in light of epidemiological and scientific information;
● monitored for its successful implementation and evaluated for its effectiveness.

COMMUNICATIONS POLICY

EMAIL AND INTERNET USAGE

INTRODUCTION
The allocation and use of email to employees is intended as a productivity tool to aid
and assist employees in the performance of their duties

The company encourages the use of the internet and email to increase efficiency and
effectiveness. The internet and email services are company property and the sole
purpose is to facilitate company business.

SCOPE
This Policy applies to all employees and any users (remote or local) authorised to access
the Company’s email and internet system. This policy also applies to all email
originating through the Company’s email lists accessed through the use of the email
system.

POLICY GUIDELINES
The Company makes this email/Internet system available to employees for conducting
official business.

The use of this system is a privilege, not a right.

The records including all email and logs through the use of this system are the
property of the company and not the employee.

The organisation reserves the right to monitor the operation of this system.

SOFTWARE

To prevent computer viruses from being transmitted through the company’s
email/internet system, there will be no unauthorized downloading of any unauthorized
software. All software downloaded must be registered to the company.

PERSONAL USE OF EMAIL/INTERNET

The email/internet system should be used for official company business. Incidental and
occasional personal use of email/internet usage is permitted, but these messages will
be treated the same as other messages. The Company reserves the right to access and
disclose as necessary all messages sent over its email system, without regard to
content. Since your personal messages can be accessed without prior notice, you
should not use email to transmit any messages you would not want ready by a third
party.

FORBIDDEN CONTENT OF E-MAIL/INTERNET COMMUNICATIONS

Employees may not use the Company’s email/internet system in any way that may be
seen as insulting, disruptive or offensive by other persons, or harmful to morale.
Examples of forbidden transmissions include sexually-explicit messages, unwelcome
propositions or love letters; ethnic or racial slurs; or any other message that can be
construed to be harassment or disparagement of others based on, inter alia, their sex,
race, sexual orientation, age, national origin, religious or political beliefs. Use of the
company-provided e-mail system in violation of these guidelines will result in
disciplinary action, up to and including serious disciplinary action.

SECURITY

The Company routinely monitors usage patterns for its email/Internet
communications. The reasons for this monitoring are many, including cost
analysis/allocation and the management of the company’s gateway to the Internet. All
messages created, sent or retrieved over the company’s email/Internet are the
property of the company and should be considered public information. The company
reserves the right to access and monitor all messages and files on the company’s
email/Internet system. Employees should not assume electronic communications are
totally private and should transmit highly confidential data in other ways.

VIOLATIONS

Any employee who abuses the privilege of company facilitated access to email or
internet will be subject to disciplinary action up to and including termination of
service. If necessary, the company also reserves the right to advise appropriate legal
officials of any violations.

EXTERNAL COMMUNICATION

When communicating with people outside of JIMBU, including suppliers, clients or
contractors, either directly, website, telephone, email or WhatsApp or social media
keep the below in mind:
1. We typically keep an informal tone
2. Always be proactive
3. Signing off in a personal manner is a great way to come across as less robotic
and fake.
4. Only include people that are necessary for next steps, proactively move people
to BCC when they’re no longer necessary for the rest of the conversation.

SUBSTANCE ABUSE POLICY

The health, welfare and safety of our employees is of major importance to the
Company. In addition, the maintenance of performance standards and reputation of
the Company is crucial, not only to business viability but also to the job security of
employees.

The Company therefore does not accept employees under the influence of intoxicating
substances during working hours or while on Company premises or during the course
of performing their duties. Neither do we tolerate employees dealing in/or
using/abusing intoxicating, illegal or addictive substances at work. Note that it is
against the law for the Company to allow employees who are under the influence to
remain at work – they must be sent home.

Non-compliance with this policy will be subject to disciplinary action.

THE DANGERS

The dangers attached to the use/abuse of or dealing in such substances can be far
reaching and include, amongst others, the following:
● Criminal prosecution of the user, dealer, or of the officers of the Company
● Civil action against employees and/or the Company
● Injury to or death of the user of the substances, or to/of his colleagues or
members of the public.
● Damage to property
● Reduced work performance
● Offensive behaviour
● Loss of clients and/or projects
● Loss of computer data as a result of impaired faculties of the operator due to
intoxication
● Damage to the reputation of the user and/or the Company
● COIDA insurance is invalid for an Employee under the influence of alcohol or
narcotics.

SUBSTANCE ABUSE AND CORRECTIVE ACTION

While the company acknowledges that genuine alcoholism and drug addiction are
illnesses and accepts that it may need to facilitate treatment and/or other assistance
for the employee, it is also company policy that:
● Intoxication is not normally an excuse for causing the above mentioned dangers
to materialise
● Even ill employees have a responsibility for ensuring their speedy return to
health and to work, adherence to performance standards, meeting of deadlines,
proper conduct and protection of their employer and others from the
consequences of their condition
● Illness is not an automatic excuse for misconduct or poor performance
● Not all substance abuse is necessarily a result of illness / addiction / alcoholism.
Therefore, employees guilty of intoxication and/or unauthorized use of
substances will not automatically be considered to be ill.
● Where such an employee is proved to be an alcoholic or addict, the Company
will grant normal sick leave for purposes of the employee’s treatment and may
consider further assistance where the Company believed it to be merited
● However, employees who fail to respond to such treatment/assistance will be
subject to investigation where merited or, where appropriate, will be subject to
incapacity procedures which, if unsuccessful in solving the problem, may lead to
termination of employee’s employment
● There are circumstances where the use of alcohol while at work may be
authorised, for example, the authorised holding of social functions or
entertainment of clients where alcohol use has been approved. However, even in
such cases, the abuse of alcohol (or other substances) to the extent of
intoxication or unacceptable behaviour will not be tolerated.
● Employees, who breach the content or spirit of this policy, will be subject to
disciplinary measures in terms of the Company’s disciplinary policy and risk
termination of their employment.
● There is a zero tolerance of narcotics and/or being under the influence of
narcotics during working hours including work related functions after working
hours.
● Drug tests are conducted at any time without warning. The process includes the
use of drug tests, observational checklists with witnesses, and employee
suspension.

RECRUITMENT AND SELECTION POLICY

INTRODUCTION

To recruit, select and appoint the most suitable candidate for the job with due regard
to the company’s Employment Equity Plan and to ensure that all recruitment policies
are handled professionally, without prejudice and in a manner that creates and
promotes a positive image of the Company.

Once an employee has resigned and the resignation is accepted management will
discuss whether or not the vacant post should be filled. If it is decided to fill the
position, the job description shall be reviewed and a decision made as to whether
other posts could be expanded through restructuring etc., after which the recruitment
process, if applicable, shall commence.

NEW POSITIONS

All new positions must be approved and budgeted for, provided that a comprehensive
job description and motivation have been presented to Senior Management.

RECRUITMENT AND SELECTION

ADVERTISING
● All vacancies shall first be advertised internally and internal candidates
considered before external advertisements are placed.
● Recruitment agencies may only be used with prior consent from management.
● Advertisements should be placed in representative media; may not contain any
discriminatory and/or any irrelevant criteria, and should clearly indicate the
closing date for applications.

SELECTION
● The recruitment and selection process shall be based solely on applicable
competencies and inherent requirements of the job (the requirements in terms
of qualifications, experience and competencies must be agreed on before the
selection process starts).
● Applicants shall be shortlisted and interviewed by the relevant managers, and
shall be as representative as possible.
● Prior to the interviews, an agenda should be compiled by the relevant
managers, and the same selection procedures and questions shall be applied
consistently for each candidate applying for the same position. A standard list of
questions must be compiled by the interviewing panel before the start of the
interviewing process. Questions that the Company will avoid in the interviewing
process, include those relating to the following (unless a valid reason exist i.e.
dangerous work unsuitable for pregnant women):

Age;
Race;
Religion;
Pregnancy;
Marital status;
Sexual orientation;
Number of dependents.

● After the interview, the panel shall recommend the most suitable candidate(s)
for the position.

● Reference checks shall only be carried out for shortlisted candidates in order to
substantiate the following:

Name and designation of the person giving the reference;
Confirmation of the applicant’s employment history, including date of
appointment in current position;
The applicant’s position and remuneration details, and the job requirements and
key performance areas of the applicant’s current position. Assessment of the
employee’s performance and conduct. The candidate’s suitability for the vacant
position.

● For professional and management positions, integrity reference checks may be
required, i.e. credit reference, criminal record check and verification of
qualifications.

APPOINTMENTS

The letter of appointment shall be sent to the successful applicant as soon as
possible.
The applicant shall be required to accept or reject the offer as set out in the
letter of appointment within a clearly specified period of time.

The letter of appointment shall contain information relating to
● The post offered and the location;
● Remuneration, benefits, allowances and other monetary and non-monetary
benefits attached to the post;
● A description of the job, together with an indication of the key performance
areas;
● A specific date and time by which the offer of employment must be accepted in
writing by the applicant and the date on which the proposed employment is to
commence;
● The person to whom the applicant would report.

LETTER OF REGRET
Letters of regret shall be issued to all unsuccessful applicants, irrespective of
whether they had been interviewed, except in the case where the
advertisement mentions that the Company shall only contact shortlisted
candidates (for example, by stipulating that if an applicant has not heard from
the advertiser within three weeks after the closing date, he / she should assume
that his / her application had been unsuccessful).

If an application by an internal applicant is unsuccessful, he / she shall be given
an opportunity to meet with his/her immediate supervisor to discuss the
reasons why his / her application was not successful. The unsuccessful internal
applicant’s immediate supervisor or manager shall also recommend possible
actions or steps that the applicant can take to develop his / her potential and
shall discuss this with the unsuccessful candidate.

GENERAL
Before applicants who are not South African citizens can be appointed to any
position in the Company, such applicants should be in possession of the
following:
● A permanent residence permit; or
● A temporary work permit covering the duration of employment.
Certified copies of the above documentation are to be submitted to the
Company prior to appointment for verification purposes. SA Citizens should be
able to present a valid ID document. Copies of permits and/or identity
documents must be made and kept.

LOAN POLICY

The Company recognises the need of its employees to be empowered for financial
independence and will endeavour to provide opportunities in which such
independence could be achieved. Against this goal, the Company will consider
granting its employees loans on a limited scale.

SCOPE OF POLICY

The policy will cover all JIMBU employees. The policy excludes salary shortfalls related
to unpaid leave and maternity leave, installment sale and loan agreements with
creditors, legal fees, municipal bills, and any other foreseeable debt incidents. The
financial implications regarding maternity leave will be handled in terms of the
provisions of the Unemployment Insurance Fund, where applicable.

PROVISIONS OF THE POLICY

1. JIMBU may assist employees financially by granting interest-based loans for the
following incidents only:
a. Debts related to medical emergencies;
b. Funeral arrangements of a close relative, e.g. spouse, child, legally adopted child,
mother or father (including in-laws);
c. Educational
d. Accidents
e. Home repairs
f. Personal travel

2. Such loans will be granted subject to the following conditions:
a. The budget and cash flow position of the Company will be an important
consideration before loans are granted;
b. No loans will be granted if an employee’s take-home pay consequently reduces
to lower than 25%;
c. Loans shall not be revolving, i.e. an employee will not be granted a loan of the
portion of what he or she has already paid towards the debt owing;
d. A contract must be entered between the employee and the Company;
e. The maximum loan amount shall be equal to one month’s basic salary;
f. Loans must be repaid in full before another one could be considered; and
g. Documentary proof should accompany all applications for loans.

3. All loans shall be repaid over a maximum period of twelve months at an interest
rate of the current prime bank lending rate, as may be amended from time to
time by the Reserve Bank;

4. Any abuse of the loans facility constitutes misconduct, and will be dealt with in
line with the disciplinary procedures of the Company.

5. Management reserves the right to withdraw this privilege at any time.

6. Authorisation
a. All loans need to be approved by the Finance Director

PERSONAL ASSETS FINANCED THROUGH THE COMPANY

JIMBU management will be eligible to apply to the Company for the Company to
finance certain personal assets.

The Company and employee will enter into a formal signed contract in which the
repayment terms will be stipulated.

The employee will repay the company at an agreed upon monthly rate which will be
deducted from their cost to company.

When the employee leaves the employ of the Company, the asset in question will be:

● Bought by the employee who is leaving for the amount of debt outstanding on
the asset, or
● sold back to the company at the value of the capital that has been paid.

Once an asset is fully repaid the monthly repayment amount will form part of the
employees basic salary.

Ownership of that asset will pass from the company to the employee once it has been
fully paid up.

Assets included, but not limited to: Car, laptop, cellphone or any asset over the value of
R10 000.

Such loans will be granted subject to the following conditions:
b. The budget and cash flow position of the Company will be an important
consideration before loans are granted;
c. Loans shall not be revolving, i.e. an employee will not be granted a loan of the
portion of what he or she has already paid towards the debt owing;
d. A contract must be entered between the employee and the Company;
e. Loans must be repaid in full before another one could be considered; and
f. Documentary proof should accompany all applications for loans.

OCCUPATIONAL HEALTH AND SAFETY

PURPOSE

JIMBU management regards the Occupational Health and Safety of employees,
contractors and other persons being affected by the Company’s operations to be of
vital importance. The purpose of the Occupational Health and Safety (OHS) policy is to
ensure that all stakeholders create and sustain a healthy, safe, and risk-free
environment for all persons on JIMBU premises.

SCOPE

This policy applies to all JIMBU employees and contractors.

POLICY STATEMENT

JIMBU is committed to protecting its employees, visitors and property at all times by
implementing an effective occupational health and safety programme in accordance
with the requirements of the Occupational Health and Safety Act of 1993 and its
regulations.

Specific elements are important in the implementation of the policy as listed below.

1. ASPECTS OF HEALTH AND SAFETY
JIMBU, in its capacity as employer, shall design and implement practicable
health and safety standards.

2. INSTRUCTION IN HEALTH AND SAFETY
Instruction in all aspects of health and safety shall form part of employees’
on-the-job training, induction of visitors and managing of contractors.
3. RESPONSIBILITY FOR HEALTH AND SAFETY
Every employee, contractor and visitor is responsible for implementing the
Occupational Health and Safety Policy, so as to safeguard all employees,
contractos, visitors and property of JIMBU.
4. AWARENESS AMONG EMPLOYEES
Employees’ interest and involvement in their own health and safety, and the
health and safety of others, shall be promoted by means of awareness
programmes.
5. UNHEALTHY AND UNSAFE ACTIONS AND WORK PROCEDURES
JIMBU, its employees, contractors and visitors are committed to eliminating
actions and work procedures that are unhealthy and unsafe.
6. STATUTORY REQUIREMENTS
JIMBU shall implement all requirements of the Occupational Health and Safety
Act 85 of 1993 and its regulations. A healthy, safe work environment can only be
achieved if management, employees, contractors and visitors are committed to
compliance with the statutory requirements.

DUTY

Managers have a duty to provide and maintain, as far as reasonably practicable, a work
environment that is safe and does not pose any health risks.

The Company strives to implement the following principles as far as reasonably
practicable:
1. Healthy and safe environment: Provide and maintain a healthy, safe and risk-free
environment.
2. Facilities and resources: Provide facilities and adequate resources to support the
Company in complying with the OHS Act and relevant regulations.
3. Risk Management: Manage, identify and control risks in respect of work
procedures, practices and conditions in the work environment.
4. Safety protocols: Develop safety protocols to maintain systems related to the
use, handling, storage, transport and disposal of hazardous substances.
5. Safe work procedures: Ensure that all members of the COmpany enjoy safe work
procedures and adhere to OHS standards.
6. Monitor and review: Monitor the effectiveness of the Company’s OHS provisions
in consultation with management and designated OHS representatives to
ensure continued improvement in respect to eliminating work-related injuries
and illness.
7. Legal compliance: Ensure that the Policy on Occupational Health and Safety is
kept up to date with changes in legislation and national standards.

RESPONSIBILITIES

The Company and its employees have to comply with all health and safety practices,
including preventing accidents and ensuring occupational well-being. This is a
collective and individual responsibility.

COMMITMENT

The Management of the Company is committed to:
1. Providing and maintaining, as far as reasonably practicable, a safe work
environment that does not pose any health hazard and to recommend
mitigation measures in case of an incident.
2. Making legal appointments as stipulated in certain sections of the OHS Act and
the relevant Regulations.
3. Ensuring that baseline hazard identification and risk assessments are done and
implementing the necessary risk controls in the workplace.
4. Establishing a culture sensitive to OHS among all persons on the Company
premises.
5. Encouraging all persons on the Company premises to take ownership of their
environment thereby supporting the Company’s commitment and strategic
objectives to create a risk-free environment.
6. Generating and implementing policies and procedures that support and
enforce the OHS Act and the relevant Regulations, as well as relevant legislation
and national safety standards.

RESPONSIBILITIES

1. Achievement of these objectives is and will be the responsibility of all
management structures.
2. Duties will further be assigned to company personnel with the aim of managing
Occupational Health and Safety procedures.
3. The commitment of Management and Employees to these objectives will
ensure high standards of OHS control.

POLICY LIFE CYCLE

This policy will be reviewed at least every five years.