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EMPLOYEE HANDBOOK

DEPARTMENT - ALL

INDUCTION MANUAL

2015

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INDUCTION MANUAL

HANDBOOK -

HANDBOOK DETAILS
HANDBOOK NAME
DOCUMENT AUTHOR
DOCUMENT TYPE

INDUCTION MANUAL
KESHNIE BHUGWANDIN
HANDBOOK

MODIFIED DATE
VERSION
DEPARTMENT

17/03/2015
2.0
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

INDUCTION MANUAL

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.

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


Introduction................................................................................................................................ 5
Our Vision ................................................................................................................................... 6
Our Mission ................................................................................................................................. 6
Values ......................................................................................................................................... 6
Our Zen ....................................................................................................................................... 7

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Table of Contents

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


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

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1.

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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

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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

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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

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

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

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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

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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

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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

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Our Vision

Integrity (Partnerships)
Doing the right thing even when no one is looking
Passion (Services)

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.

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It's more than just enthusiasm

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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!

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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

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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

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General Guidelines

financial and marketing operations, customer lists, special arrangements with customers,
technology and know-how, and generally, methods of carrying on business.
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

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1.1

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
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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

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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

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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

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

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

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

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

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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

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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

3.5.3

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

Moustaches and beards - Moustaches and beards must be neatly trimmed. Otherwise
members of staff are expected to be clean-shaven, every day.

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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

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3.5.4

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

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3.5.7

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)


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4.3

Marriage Certificate ( For Medical Aid )

Membership Certificate of Current Medical Aid

Banking Details

Full Contract Details including Address

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

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

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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.

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4.5

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
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

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

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.

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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

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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
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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

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

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.

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

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

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.
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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

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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.:

5.4

Overtime

Pay for Sundays

Night Work

Public Holidays

Averaging of Hours

Meal intervals

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.

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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,

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The current statutory paid holidays are as follows:

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.
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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.

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7.

Reserve the right to take full amount.

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.

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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

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7.1.6

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.

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

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

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

7.3

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

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.
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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)

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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 worka.

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.

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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-toovertime

8.

Leave

8.1

Annual Leave

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

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

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a.

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.
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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

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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

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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

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8.2.9

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
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:

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other

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.

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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.

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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
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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

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8.6.1

proof of an event for which the leave was required


This section applies to an employeeWho 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.

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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.
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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

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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.

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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,

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8.8.2

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

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

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approved and/or funded by the company

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
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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

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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.

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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

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

Meal breaks will be determined by the departmental roster and based on operations
requirements NETWORK CONFIGURATIONS cool drink fridge works on an honesty
system.
Please document all refreshment (cool drinks, food, etc.) takings on provided
schedule.

11.

10.3

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

10.4

Payments for refreshments are deducted monthly off staff salaries.

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

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10.2

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.

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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.

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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

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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

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

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.

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

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15. Staff Access

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).

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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.

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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.

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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

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20. Work Area

department

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

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21. Telephone / Cell Phones

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.

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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.

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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.

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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

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

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

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

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is a disciplinary offence.

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
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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.

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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

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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

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Company Facilities

Supply) attached.

2.

Disruption of Water Supply

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

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

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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

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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

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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 such an
employee action

2.8

Ensure the accurate and up to date submission of income differentials

2.9

Record Keeping

2.10

Provide proof in cases of alleged unfair discrimination

2.11

Implement Affirmative Action based on Skills and Competency for the position

2.12

Assign a senior manager to monitor the plan

2.13

Draw up NETWORK CONFIGURATIONS Employment Equity Plan, and amend where

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2.5

necessary

assistance, but also to ensure that guidelines are adhered to. These organizations are as follows:
Commission for Employment Equity, Department of Labour, Labour Court/CCMA and the
Constitutional Court.
Although legislated, NETWORK CONFIGURATIONS sees the Employment Equity Act as an integral
part of its responsibility to both its employees and the community it seeks to uplift, and is therefore
committed to the process and any challenges it may offer.

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In following the process of employment equity, certain organizations play a key role, not only in

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Company General
1.

Notices

You will find notices posted on the company intranet. All Internal /Group Vacancies, Memoranda,
and General Staff Meeting Minutes and subjects of interest may be displayed, subject to your
Managers permission. Your own department will have its own section with internal memoranda and
timetables displayed. No employee must put any notice on the Company Intranet unless the
departmental manager or HR agrees to it in writing.
All IMS, Technical Support, HR Policies are located on the Intranet. All employees, please ensure that
they are familiar with it as this is the company standard. These are living documents and will be

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subject to change on a regular basis http://intranet

2.

Internal Vacancies/Recruitment and Selection

The Company is committed to filling vacancies from within the company. When a vacancy exists,
it will be advertised internally. Should there be no suitable candidate for the vacancy from within
NETWORK CONFIGURATIONS; the vacancy shall be advertised to general public.
The above procedure may be adjusted from time to time, in order to fulfil our Employment Equity
objectives and requirements. All recruitment and selection procedures/processes will be applied as
per applicable company selection and recruitment policy.
The company may provide training and coaching to facilitate the filling of vacancies from within
the organization.

3.

Personnel Records

In order to keep Company personnel records current, all staff are required to update the online
Employee Self Service (ESS) Portal and notify the HR Department if there are any changes in their
residential address, banking details, telephone number, surname, marital status, number of
dependants, qualifications or any other information which may be recorded on your personnel file.
Copies of all documents to be scanned and email to HR for record keeping purposes. You are
required to attach the following certified copies on commencing employment with us:

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Education Qualifications

SA Identity Document

Birth certificates of children for medical aid

Drivers License

Work Permit (If not SA Citizen)

Marriage Certificate for Medical Aid

Membership certificate of current Medical Aid

Car registration for the Company Fleet Petrol card application

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Any misrepresentation or falsification of any document provided by you, will render you

4.

Sexual Harassment

NETWORK CONFIGURATIONS has a strict policy against sexual harassment of any kind. Sexual
harassment may include sexual advances, requests or any other sexually orientated conduct that
may be intimidating or unwelcome to the recipient. Any complaint will be investigated and if
warranted disciplinary action may be taken.

5.

Statements to the Media

No staff member is permitted to make any statements to the press/media/public, unless authorized
to do so by virtue of the nature of your job or by the relevant company authorities. Requests from
the media to members of staff for such statements must be referred to the Director.

6.

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employment null and void.

Disciplinary Procedures
6.1.

Disciplinary Procedure

Any matter (including any disciplinary action taken by the Company) which arises out of your
employment will be dealt with in terms of the disciplinary code.
In terms of the Labour Relations Act of 1995 (LRA) an employer may dismiss an employee for
any one of the following reasons:

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Dismissal for Misconduct: This refers to the dismissal of a person for blameworthy (i.e.

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intentional/negligent) breach of a workplace rule.

Dismissal for Incapacity: This refers to the dismissal of a person for:

Breach of the required work performance standard (Poor Work Performance).

Ill Health or Injury

Intermittent ill-health (i.e. the employee is often absent due to petty illness and
displays a pattern in terms of sick leave taken).

Dismissal for Operational Requirements: This refers to the dismissal of a person due to

the operational requirements of the employer such as those caused by economic


downturn, technological change, sale, transfer or closure of a business.

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You will be bound by the disciplinary, grievance and retrenchment procedures laid down by the
Company from time to time as set out in the code of Conduct and Disciplinary Code.
You acknowledge that you have been furnished with and have read copies of the Companys
current disciplinary code. Compliance with such procedures is a term and condition of your
employment with the Company.

7.

Disciplinary Code

Please note, the following chart merely provides a guideline for relevant offences, categories and
sanctions and should not be seen as conclusive in its offerings. It is paramount for all parties to
understand that each case has its own specific circumstances and should be treated accordingly.
CATEGORY OF
OFFENCE

Absenteeism

EXAMPLE OF OFFENCES

1st
OFFENCE

2nd
OFFENCE

Leaving the workplace without Final


permission.
Written

Dismissal

Absent from work for fewer than 4


Final
consecutive
days
without
Written
permission or a valid reason.

Dismissal

3rd
OFFENCE

4th
OFFENCE

Absent from work for 4 or more


consecutive
days
without Dismissal
permission or valid reason.
Poor time keeping
Sleeping whilst on duty

Late coming (Up to 30 minutes Verbal


late).
Warning

Written
Warning

Final
Written

Written
Warning

Final
Warning

Dismissal

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Dismissal

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1st
OFFENCE

EXAMPLE OF OFFENCES

2nd
OFFENCE

3rd
OFFENCE

4th
OFFENCE

Final
Warning

Refusal to carry out a lawful and Final


reasonable instruction
Warning

Dismissal

Deliberately ignoring authority of Final


employer
Warning

Dismissal

Being rebellious, mutinous

Final
Warning

Dismissal

Unruly and defiant behaviour

Final
Warning

Dismissal

Gross insubordination

Dismissal

Breaching of procedures

Written
Warning

Final
Warning

Dismissal

Breaching of company policies

Written
Warning

Final
Warning

Dismissal

Insolence (toward colleagues)

Written
Warning

Final
Warning

Dismissal

Vulgar speech, abusive language Written


(directed at colleagues)
Warning

Written
Warning

Final
Warning

Dismissal

Abusive
actions
or
gestures Written
Warning
Insolence and insulting (directed at colleagues)
behaviour
Final
Insolence (toward customers)
Warning

Written
Warning

Final
Warning

Dismissal

Insubordination

Breaching of
Procedures

Dismissal

Vulgar speech, abusive language Final


(directed at customers)
Warning

Dismissal

Abusive
actions
or
(directed at customers)

gestures Final
Warning

Dismissal

Positive alcohol test reading

Final
Warning

Dismissal

Under the influence of alcohol

Final
Warning

Dismissal

Final
Warning

Dismissal

Final
Warning

Dismissal

Alcohol
and
drugrelated offences (not
Drinking whilst on duty
relating to incapacity)
Under the influence of drugs

Dismissal

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Failure to carry out a lawful and Written


reasonable instruction
Warning

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CATEGORY OF
OFFENCE

Unauthorized possession of drugs or


Dismissal
alcohol

Intimidation

Dealing in drugs or alcohol

Dismissal

Inability to carry out duties

Written
Warning

Final
Warning

or Final
Warning

Dismissal

Fellow
Employees,
Partners

Client

Dismissal

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CATEGORY OF
OFFENCE
Theft
and
Offences

1st
OFFENCE

EXAMPLE OF OFFENCES

Related

Unauthorised
possession
company property

of

2nd
OFFENCE

3rd
OFFENCE

Dismissal

Unauthorised removal of company


Dismissal
property
Dishonesty

Dismissal

Logging into another


system without permission

person

Dismissal

Falsification of company, client or


Dismissal
supplier documents

Dishonesty

Fraud

Dismissal

Forgery

Dismissal

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Behaviour, which brings the Final


companys name into disrepute.
Warning

Dismissal

Written
Warning

Final
Warning

Final
Warning

Dismissal

Behaviour Individual &


Soliciting Gifts
Company Related
Breach of Confidentiality
Fighting
Infliction or threatened Physical Assault
infliction of bodily harm

Dismissal
Final
Warning

Dismissal

company Final
Warning

Dismissal

Unauthorized
conveying
of
Written
passengers/goods in company
Warning
vehicle

Final
Warning

Driving a company vehicle without Final


an appropriate drivers license.
Warning

Dismissal

Driving a company vehicle whilst Final


under the influence of alcohol
Warning

Dismissal

Threat of physical assault


Negligent
vehicle.

Driving Offences

Driving Offences

Offences relating
company
property/vehicles

Dismissal

driving

of

Dismissal

Transporting staff while under the


Dismissal
influence of alcohol.
Unauthorized driving of company Final
vehicle.
Warning
Negligent
endangering
to property.

damaging
or
Final
of
company
Warning

Dismissal
Dismissal

Intentional
damaging
or
Dismissal
endangering of company property
Unauthorized
property.

use

of

company Written
Warning

Final
Warning

Dismissal

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4th
OFFENCE

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EXAMPLE OF OFFENCES

Dangerous Weapons

1st
OFFENCE

Unauthorized possession of firearms Final


or dangerous weapons.
Warning

2nd
OFFENCE

3rd
OFFENCE

4th
OFFENCE

Dismissal

Unauthorized use of firearms or


Dismissal
dangerous weapons.
Compliance
Failure
of
Final
Fire/Health/Safety (including failure
Warning
to report on above)

Dismissal

Sexual Harassment

Final
Warning

Dismissal

Poor Work Performance Intentional

Written
Warning

Final
Warning

Regulation
Compliance

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CATEGORY OF
OFFENCE

Dismissal

Failure to account for company


Dismissal
funds
-Related

Failure to secure company funds

Final
Warning

Dismissal

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Financial
Offences

Misappropriation
of
company
funds/
Accomplice
to
Dismissal
misappropriation
of
company
funds
Obstruction
of
company
Dismissal
equipment for dishonest purpose
Use of another employee login Final
details without authorisation
Warning

General Offences

Dismissal

Withholding or in possession of
company credit card or petrol Dismissal
card for your own gain.
Bribery, accepting bribes or any
dishonest
dealings
with
the
Dismissal
customers/or suppliers (on or off
the premises)

8.

Misconduct Procedure

NETWORK CONFIGURATIONS misconduct procedure is aimed at correcting unsatisfactory


behaviour by an individual or a group of employees. Correction and education is the primary aim.
Depending upon the severity of the allegations against the employee, progressive disciplinary
action or even summary dismissal may be instituted against the individual or group of employees,
should they transgress any of the company rules and regulations

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8.1.

8.2.

Possible steps in the misconduct procedure

Counselling / Recorded Verbal Warning

Disciplinary interview/investigation

Notice to attend disciplinary enquiry

Disciplinary enquiry chaired by impartial member of management

Possible outcome of procedure

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Written Letter Of Warning (no written warning without a formal disciplinary enquiry)

Final Written Letter Of Warning

Dismissal

Alternative sanction (i.e. demotion, unpaid leave, transfer - by agreement,


invitation to resign where an employee has committed non-gaming offence)

Employees have the right to appeal against a dismissal based on misconduct. The employee who
wishes to appeal against a Final Written Warning / Dismissal may lodge an appeal in writing to HR
Department on the appropriate appeal form within 72 hours from the date on which the sanction
was imposed.
A neutral senior Manager or the next highest level of authority must hear the appeal. This Manager,
who should be of equal or senior status to the Disciplinary Enquiry Chairperson, must not have been
involved in the case.

9.

Incapacity Procedure

A procedure exists to deal with situations where staff do not achieve the required performance
standards or adhere to the Companys rules due to non- blameworthy breaches. The incapacity
procedure for ill health/ injury, intermittent ill health and poor work performance are in place to deal
with such matters.

10. Grievance Procedure


A grievance is any dissatisfaction or feeling of injustice an employee may have in connection with
his/her employment situation that is formally brought to the attention of the Management. This,
however, excludes substantive issues and dissatisfaction about formal disciplinary action.
Stages of the grievance procedure:
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Employee raises grievance verbally with immediate supervisor within 72 hours (3 days) if not
resolved,
b.

Grievance form is completed and referred to next level of management within 72 hours (3
days), if not resolved,

c.

Referred to Departmental Manager within 72 hours and if not resolved;

d.

Referred to General Manager and members of management within 5 working days and if
not resolved;

e.

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a.

Option of independent third party five clear working days

After step e. the internal process is completed. Should the employee still be dissatisfied, she/he
may exercise his/her statutory rights.

General Communications
11.1.

E-Mail - Out Of Office Notifications

All staff leaving their desk for any period of time need ensure their Out of Office (OOO) Assistant
is on.

Details with examples can be found on the company Intranet http://intranet

The Presence Aware /Communication Application must be set to Away or Be Right


Back status.

11.2.

E-Mail Signatures

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11.

NETWORK CONFIGURATIONS utilizes a central application that automatically adds e-mail branding
and signatures to all outgoing e-mails.
Employees are to refrain from sending out jokes, or inappropriate e-mail content as this will have the
Network Configuration branding, and may bring the company into question around
professionalism. Failure to abide by these rules may result in disciplinary action.
Employees are not permitted to add individual/personalized e-mail signatures.

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12. Company Fonts


All Documents (Word, Excel, etc.)- Please all ensure that ALL your Microsoft Office applications etc.
are defaulted to the company standard font - Century Gothic, size 10 fonts.
E-Mail All e-mail communication fonts, including replies etc. must be defaulted to Trebuchet MS,
size 10 fonts.

13. Stationary

Stock Controller will provide all stationary required for your business usage

Please submit all stationary requirement via email to procurement should it not be
available from stock

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DVD/CD requirement stock controller will supply

14. Telephone Answering


When answering a phone within NETWORK CONFIGURATIONS, we are all here to Serve our clients,
partners and fellow colleagues.

All employees are expected to answer a phone, regardless of the department, if it has
been ringing for more than 4 rings and assist the client.

External Calls (Reception/Over Flow) NETWORK CONFIGURATIONS, XXX speaking,


how can I help you.

External Calls (Direct Calls) XXX Speaking, how can I help you

General, however may vary depending on the department.

15. Telephone Messages


The below is a guideline on leaving or taking messages from telephone calls.

Leaving Message Please ensure that you also e-mail the client directly after leaving
a telephonic message,
Subject Message
Message Body

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I tried giving you a call, however you were unavailable. When you have a moment
please can you give me a call to discuss

Taking Message Ask if can assist in the absence of the intended recipient of the
phone call. Always e-mail the message through to the fellow employee
Subject Message

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Hi Bob,

Message Body
Please call Bob Jones from ABC Company on (xxx) xxx-xxxx or (xxx) xxx-xxxx

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Code of Conduct
This code of conduct requires that an employee of NETWORK CONFIGURATIONS cc will work to do
the best of his/her ability at all times and will not do anything or allow anybody else to do anything
that will dishonour NETWORK CONFIGURATIONS cc or cause any financial loss in any way

1.

Conflict of Interest

NETWORK CONFIGURATIONS understands and respects the employees right to privacy in their
personal activities and efforts. At the same time NETWORK CONFIGURATIONS has its right to privacy
about its business transactions and relationships. Employees must always act in the best interest of
NETWORK CONFIGURATIONS and not be influenced by anyone or anything that can cause a

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conflict of interest.

2.

Confidential Information

Employees are prohibited from discussing confidential NETWORK CONFIGURATIONS information with
other persons especially with regards to systems, processes, customers, suppliers, market shares and
future plans of NETWORK CONFIGURATIONS. An employee is only entitled to discuss confidential
NETWORK CONFIGURATIONS matters in the performance of his/her duties and in the normal course
of his job description

3.

Honesty & Service

NETWORK CONFIGURATIONS expects honesty, integrity and loyalty from all its employees, this is the
basic building block of an ethical and professional organization.
All employees are to be committed to delivering exceptional (WOW) customer service and
experience on a daily basis. It is NETWORK CONFIGURATIONS desire to be a leader in delivering
remarkable Customer Service and like-minded individuals are required.

4.

Outside Business Activity

Employees are expected to devote their time, energy and skills, during normal working hours to the
business affairs of NETWORK CONFIGURATIONS. Outside business activities of an employee must be
disclosed to the Manager of NETWORK CONFIGURATIONS whether the employee derives a benefit

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of interest or not.

5.

Employees Influence

No employee will use his/her position or standing within NETWORK CONFIGURATIONS for ulterior
purposes, for example to gain a personal benefit or advantage for himself/herself or anyone else,
financial or otherwise.

6.

Professionalism

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from the outside business or not and regardless of whether the outside business gives rise to a conflict

NETWORK CONFIGURATIONS staff are responsible for conducting themselves in a professional and
ethical manner towards colleagues, customers, supplier and any other representative of NETWORK

An employee may not discriminate against any member of NETWORK CONFIGURATIONS in respect
of race, gender, ethnic or social origin, colour, sexual orientation, age, disability, religion,
conscience, belief, political opinion, culture, language, marital status or family responsibility.

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CONFIGURATIONS.

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Health, Safety and Security


If you see any security or safety hazard, you must bring it to the attention of your Manager or
reception to report to the building supervisor

1.

First Aid

There is a first aid box to assist Staff with general day to day ailments. The First Aid Box is situated at
the Reception.

2.

Evacuation

Definition: An evacuation is when staff must leave the building, or part of the building for their own

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safety, due to some form of danger or emergency.

Fire

Explosion

Bomb Threat

Labour unrest or strike

Riot and civil unrest

Floods and natural disasters

Interruption of water or electrical supplies

Subsidence of building or a major accident

Escape of poisonous or dangerous gas

Practice evacuations may be carried out every six months, and staffs on duty are obliged to
participate in these evacuations. Whilst evacuating special attention should be given to
handicapped persons. Emergency evacuation routes will also be displayed on staff notice boards.

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Fire Emergency

If you notice smoke or a fire, remember to do the following;


3.1

Immediately contact Extension 100

3.2

If other staff are present, send them to raise the alarm

3.3

Identify yourself and describe the location and extent of the fire.

3.4

Break the glass of the nearest fire alarm point to activate the Alarm system (where

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3.

applicable)
3.5

Use a fire hose (situated in storage cupboard near emergency exit) or extinguisher
(situated in workshop), attempt to extinguish the fire, without seriously endangering

3.6

Emergency exit next to ladies bathroom break glass to retrieve key

Know the different fire extinguishers and their uses:


TYPE OF EXTINGUISHER

TYPE OF FIRE

Water

Wood, paper, fabric

Water Hose Reel

Never use on electrical or Fat/Oil Fires

Foam Never use on an Electrical Fire

Oil, spirits, fats, wood, paper, fabric

Dry Powder Extinguisher

All Fires

Fire blanket

People and Cooking Fat

If the fire is too big to control, switch off the power supply, close doors and evacuate to the assembly

INDUCTION MANUAL

yourself or others.

point or other safe areas as indicated in the office.


If you hear the emergency siren, or are instructed to evacuate the building immediately, remember
the following;
3.7.

All Personnel evacuate the building immediately, using the nearest fire exit.

3.8.

Look after the safety of those in need of help/assistance.

3.9.

Close all doors behind you. Do not wait to clear your desk, office, locker, etc.
3.9.1.

Do not run, instead walk quickly

3.9.2.

Stay calm others depend on you

3.9.3.

Adhere to your security/safety instruction

3.9.4.

Make your way to main car park


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HANDBOOK -

4.

What to do in a Fire
4.1

Put a wet towel around your mouth and nose

4.2

Crawl on your hands and knees, keeping as close to the floor as possible

4.3

Use the staircase

4.4

If you are in a room without an escape route close the gaps around the doors with
wet linen/towels to keep out the smoke.

5.

Daily Fire Prevention

Be alert to the following potential hazards and act immediately as you could be saving a life:

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6.

5.1

Do not obstruct or block corridors and fire escapes.

5.2

Always keep fire doors close

5.3

Keep your work area neat & tidy

5.4

Do not tamper with fire equipment

5.5

Unplug electrical appliances after use

5.6

Do not overload plugs

5.7

Report any faulty plugs, wiring and equipment for immediate repairs or removal

Armed Robbery

In the case of an armed robbery;


6.1

Comply with the robbers instructions give them what is being asked for

6.2

Do not volunteer anything else

6.3

Observe suspects carefully so you can give detailed information later

6.4

Report the incident to Security Company / Police as soon as possible

6.5

Do not try to be a Hero and endanger lives

6.6

Use a panic button, where provided.

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Bomb Scares/Threats

If you receive a Bomb Scare/Threat by Telephone, try to get as much detail as possible from the
caller, by asking the following questions, and recording them in writing;
7.1

Where is the bomb?

7.2

What does it look like?

7.3

What will make it explode?

7.4

When will it explode?

7.5

Why was it placed there?

7.6

How do I disconnect it?

7.7

The type of voice (tone, pitch, accent, male/female, young/old )

7.8

Any background noise

7.9

Whether the voice is familiar to you


7.9.1

Any other particulars regarding the callers location

7.9.2

When the conversation ends, contact the Security Company / Police


immediately, and give all relevant details of the conversation.

Finding a Suspicious Parcel:

Contact your manager, immediately

Evacuate personnel from the immediate area, and keep onlookers away from the

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Make a special note of the following:

HANDBOOK -

7.

object/parcel

Do not move or touch the object

Remove all flammables

Keep radios and beepers at least ten meters away.

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HANDBOOK -

8.

Explosions

If an explosion occurs in your area, do the following;

Telephone the Manager, and give full details of the location and possible cause of the
explosion, and report any injuries.

Evacuate unhurt and slightly injured personnel to a safe place. Follow the instructions
of emergency personnel.

Disconnect all electrical appliances

Keep available fire-fighting equipment at hand

Try to keep everyone calm

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Acknowledgement
Please complete this page in full and tear it out of the book. After completion, this page is to be
handed over to the Human Resources Department.
I understand that this handbook remains the property of Network Configuration and has been issued
to me for my guidance and reference during my employment NETWORK CONFIGURATIONS.

HANDBOOK -

Acknowledgement of Receipt Company Handbook

I also acknowledge that I have read and understand the content of the handbook, and that I have
resolved all issues that I do not fully understand with my supervisor, or the Human Resources
Department.

EMPLOYEE DETAILS
FULL NAME
DEPARTMENT
DATE
SIGNATURE

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I confirm that I have attended NETWORK CONFIGURATIONS Induction Programme.

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