RECRUITMENT, SELECTION AND APPOINTMENT PROCEDURES

1. Advertising of Vacancies

Vacancies that arise within the Company should, wherever possible, be filled
internally. This is, however, not a categorical requirement, and the Company may
with good reason (such as, for example, meeting employment equity targets) deviate
from this policy.

All vacancies that arise should be advertised within the entire Company by means of
general memoranda, clearly specifying the objectively required skills and knowledge
for the position. This does however, not preclude the Company from simultaneously
advertising the vacancy outside or from tasking a recruitment agency to fill the
vacancy.

NB: The only Application for Employment Form that may be used by the Company
follows on this part of the manual.

All internal and external job advertisements should contain no reference to race,
gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin,
colour, sexual orientation, age disability, religion, HIV status, conscience, belief,
political opinion, culture, language and birth, except in the highly unusual
circumstances where one or more of these factors may be a bona fide objective
requirement of the given position.

2. Interviewing

Proper interviewing should precede all appointments. During an interview, no

questions relating to any of the topics listed above under advertising nor in respect of
the candidate’s general state of health may be asked of a candidate. Where a
candidate volunteers information relating to any of these topics, no notes should be
made of such.

3. Psychometric Testing

Internal and / or external psychometric evaluation of candidates should be strictly

prohibited across the entire Company.

4. Medical Examinations

It should be expressly prohibited to have any candidate medically examined prior to

appointment.
5. Reference Checking

All candidates should be personally reference checked by the Manager making the
appointment, prior to employment being offered. Such checks should be made
telephonically, utilising the Reference Checking pro forma that appears in this
manual.

6. Appointment and Contracts of Employment

No new employee should start working until such time as the signature of the
relevant Manager and employee have been affixed to the prescribed contract of
employment for the particular category of employee as appears elsewhere in this
manual.

7. Probation Period

A three month probationary period is recommended for all employees. However, it is

possible to extend this to a six month probationary period in cases of very senior or
key employees.

8. Induction of New Employees

It must be compulsory for all new permanent employees to undergo induction – refer
to the part of the manual that deals with this topic.

9. Record Keeping

Proper and complete records should be kept of all job applicants received.

Such records should include, in detail, the reasons why a job applicant has been
unsuccessful and shall assist to ensure that the Company does not fall foul of the
discrimination in the South Africa’s labour legislation.

Unsolicited applications should be responded to with a letter indicating that the

application was unsolicited and will thus not be kept on record for future reference.
See Regret Letter proforma’s.