lobour

SEESA

(ADMIN PERSONNEL)
CONTRACT OF EMPLOYMENT

BETWEEN:

NAME OF EMPLOYER: NOBLE SHIPPING CC

CK 2006/018681/23

ADDRESS: 10 CROMWELL ROAD

GLENWOOD
DURBAN

(Here after referred to as "THE EMPLOYER"')

and

NAME OF EMPLOYEE: Willard Chigwana

ADDRESS: Room 27
380 Magwaza Maphalala Street
Durban, 4001

ID NO: 15-141346 J15

AE273619
Passport No.
OCCUPATION: Mechanic

EMPLOYEE")
(Here after referred to as "THE
 subject to the following conditions:
The paties hereby agree that the Employee will be employed
COMMENCEMENT DATE
1.

1.1.
Pemanent appointment (No fixed-term)

This contract commences on the date of signature by both parties and shall remain valid for an
undetermined period until the contract is terminated.

1.2. Probation period

The employee is appointed for a probation period of 3 (three) months. The employer shall be entitled to
teminate this contract before the expiring of the probation, due to the employee's misconduct, incapacity or due
to operational reasons. The employer undertakes to follow all relevant procedures and guidelines as set out in
the schedules to the Labour Relations Act, 1995.

1.3 Signing of this agreement after commencement of service doesn't negate any service period or benefts obtained
prior to entering into this agreement. The employee's date of appointment is 16 February 2009.
VALIDITY OF CONTRACT
2

2.1. This contract is subject to the Basic Conditions of Employment Act, 1997 ("The A").

2.2. Should any tem of this contract be in conflict with any existing or tuture LaW, Sectoral Detemination er
Collective Agreement, such Law, Determination of Agreement, shall be binding in respect of the said nrouit
onlyand allother tens of this contract shallremain valid and binding upon the parties.

2.3. No indulgence or condonation by the employer or any breach of any termm of this contract by the emplovee shall
constitute awaiver of any of the employer's rights in tems of this agreement. No amendment of this contract
shall be valid unless reduced to writing and signed by both parties.

3
APPOINTMENT AND JOB DESCRIPTION

3.1. The employee is appointed as aMechanic to Maintain all vehicles/Trucks in good working order generally
associated with this position.

3.2. The employee will be responsible for the following tasks:

3.3 The employee will take instructions and complete work for the operations department the owner and any other
employee.

4 PLACE OF WORK

4.1. The employee willwork at 10CROMWELL ROAD, GLENWOOD or any other places as the enmployer may rom
time to time direct.

4.2. The employee is responsible for arriving at the place of work on time. Should the employer provide
and may be varied by tne
transport to and from the workplace, such transport is notacondition of service
employer. The time in transit will not be considered to be working hours or to be on duty.

5 HOURS OF WORK AND OVERTIME

Monday to Friday and every
per week, from which is determined by
5.1. The employee will work a maximum of 45 (forty-five) hours "F" of this agreement,
schedule Annexure
alternate Saturday, according tothe work
the employer from time to time.
employee works for
30 (thity) minutes, unless the mealinterval, unless
lunch interval of the
remunerated duringcannot unattended
5.2. The employee shall be entitled to a will not be that
be left
fewer than 6 (six) hours in a day. The employee perform duties
meal intervalto
the employee is required to work during the
and cannot be performed by another employee. as may be
overtime andif so exceeding
requires suchhours and
overtime if the nature of the
business
of nomal working employerto work
work excess by the
5.3. The employee agreesto reasonable notice. Time worked employee wasrequired
in
required by the employer on overtime only if the
deemed to be work due to
45 (forty five) hours will be reduction of clearday
such overtime. of
circumstancesemployer gives one
time under the 2
of short condition that
implement a system employer, on
5.4. The employer may within the control ofthe
circumstances not
The narties hereby agree that the Employee will be employed subject to the following conditions:

1 COMMENCEMENT DATE

1.1. Penanent appointment (No fixed-tem)

This contract commences on the date of signature by both parties and shall remain valid for an
undetermined period until the contract is terminated.

12 Probation period
The employee is appointed for a probation period of 3 (three) months. The
teminate this contract before the expiring of the probation, due to the employee's employer shall be entitlod
operational reasons. The employer undertakes to follow all relevant misconduct, incapacity or de
the schedules to the Labour Relations Act, 1995. procedures and guidelines as set out in

1.3. Sianing of this agreement after commencement of service doesn't

negate any service period or benefte hti
prior to entering into this agreement. The employee's date of appointment is 16 February 2009.

2
VALIDITY OF CONTRACT

2.1. This contract is subject to the Basic Conditions of Employment Act, 1997 ("The Act).

2.2 Should any tem of this contract be in conflict with any

Cllective Agreement, such Law, Determination of Agreement, existing or future Law, Sectoral Determmin atin.
onv and all other tems of this contract shall remain valid and shal be binding in respect of the said proisien
binding upon the parties.
2.3. No indulgence or condonation by the employer or any
breach of any term of this contract by the emnloee hel
constitute a waiver of any of the employer's rights in terms of this agreement. No
shall be valid unless reduced to writing and signed by both parties. amendment of this contract
3 APPOINTMENT AND JOB DESCRIPTION

3.1. The employee is appointed as a Mechanic to Maintain all vehicles/Trucks in good

associated with this position. working order generally
3.2. The employee willbe responsible for the following tasks:
3.3 The employee will take instructions and complete work for the
operations department,the owner and any other
employee.
4 PLACE OF WORK

4.1. The employee will work at 10 CROMWELL ROAD, GLENWOOD or any other places as the employer may from
time to time direct.

4.2. The employee is responsible for arriving at the place of work on time. Should the employer provide
transport to and from the workplace, such transport is not a condition of service and may be varied by the
employer. The time in transit will not be considered to be working hours or to be on duty.
5. HOURS OF WORK AND OVERTIME
from Monday to Friday and erey
5.1. Tne employee will work a maximum of 45 (forty-five) hours per week, which Is detemieu y
of this agreement,
altemate Saturday, according to the work schedule Annexure "F"
the employer from time to time.
employee works for
(thirty) minutes, unless the meal interval, unless
5.2. The employee shall be entitled to a lunch interval of 30 remunerated during the be left unattended
be
fewer than 6 (six) hours in a day. The employee will not to perform dutiesthat cannot
the employee is reguired to work during the meal interval
and cannot be performed by another employee. as may be
overtime andif so exceeding
requires such hoursand
business normal working employer to wok
if the nature of the
5.3. The employee agrees to work overtime Time worked in
notice.
excess of
was
required by the
required by the employer on reasonable overtime onlyif the
employee
45 (forty five) hourswill be deemed to be work dueto
reduction of clearday
such overtime. Circumstances of one
employer gives
system of short time under
conditionthat the 2
a
5.4. The employer may implement employer, on
control of the
circumstances not within the
 notice to the employee and informs the employee of the reason for implementingshort time. The emplovee
shall be entitled to payment only for hours worked during said short time.

6.
SUNDAY WORK

6.1 The employee undertakes to work on Sundays, if so required by the employer.

6.2. If the employee does not normally work on Sundays, the employee will be paid double his/her hourly wage for
each hour worked, alternatively the employer may grant the employee paid time off equivalent to the differenee
in value between the employee's wage and the pay that the employee is entitled to for working on the Sunday
The paid time off shall be granted within 12 (twelve) months of the employee becoming entitled to it.

7. PUBLIC HOLIDAYS

7.1. The employee shall be entitled to the following paid public holidays:

New Years Day, Human Rights Day, Good Friday, Family

Day, kreedom Day,
Dav. National Women's Day, Heritage Day, Day of Reconciliation, Christmas Day,Worker's Day. Youth
Dav of Good
any other day declared in terms of the Public Holidays Act.

7.2. The employee undertakes to work on public

willbe entitled to double his/her nomal hourlyholidays if so required by the employer, in which case the emnlveo
salary/wage.
7.3. The employee undertakes to work on public holidays at
employees in the workplace agree to exchange the publicnomal wage rate, if the employer and the
holiday for another day off at full pay maiority of the
8 NIGHT WORK

The employee will not be required to work at night.

9 REMUNERATION

9.1 The employee's remuneration will be paid on the

last day of the
cash into a designated bank account. Should the employee bemonth by electronic bank transfer or cheque or
enployee's wages willbe adjusted accordingly. demoted as a result of disciplinary steps, the
9.2 The employee hereby authorises the
as well as all amounts due for clothing,employer to deduct from the wages, allstatutory deductions, UIF, PAYE.,
sufficient notice of termination of servicemedical benefits and saving schemes. Should the employee fail to give
in tens of Clause 15, the
amount of salary/wage/leave pay or any money which is due by employer would be entitled to withhold an
period of notice he/she was supposed to have the employer to the employee, equal to the
served.
9.3 The employee shall not be remunerated for any period of
during a valid lockout. The principle of no work no pay,shallunauthorised absence, including industrial action or
apply.
10 BONUS

The payment of an annual or

production bonus not acondition of emplovment but shall be subject to the sole discretion
One employer, depending on the economic climate. perfomance results of the company and of the empioye w
be evaluated on a regular
basis.
11
ANNUAL LEAVE
11.1 The employee shall be entitled to 15 (fifteen) working days paid leave per year, excluding weekends and public
of theemployer.
The employee
holidays in respect of each completed period of 12 (twelve) months inthe serviceleave taken before 12 months will
any
will only be entitled to leave once the employee has worked for 12 months.Anydiscretion decide not to deduct
be may at his contract is
deductible
from the employee's remuneration.The employer months. However ifthe
employment
money from the employee if leave is taken during the first 12 payableimmediately.e
teminated for whatever reasonthen any leave taken will become due and worked bythe
every seventeen days of 15
for maximum
11.2 The annual leave will be calculated at the rate of one day paid vacationleave
onwards only subject to
a
year 2
employee, or was entitled to be paid.This eifective from
to the
working days. leave on full
remuneration granted
occasional
11.3 The annual number of days of
leave shall be reduced by the
employee at the employee's request. 3
 leave will be submitted to the employer in writing and in
11 4 Any request for annual turn be
shall be granted and be taken at a time to be fxed
writing. The leave by the
of the business, so as to commence within6 (six) agreed
employer, with upon or
operational requirements
months refusedof in
(twelve) months of employment towhich it relates.
Upon temination of employment, the employee will be entitled to be paid out
after the
consiedterioantioofn thethe12
compl
11.5 in
yet taken prior to the temination of employment.
respect of any accrued
SICK LEAVE leave not
12
12.1 During each sick leave cycle of 36 (thirty-six) months' employment with the
to an amount of paid sick leave equal to
of six weeks. This sick leave is
the number of days the
employer, employee
calculated as followS: 30 (thirty)employee would the
and 36 (thirty-six) days in case of a longer workweek. days in the norrnally during
case of a 5work shall be entitled
(five) day a
12.2 During the first 6(six) months of employment, the employee shall be
26 (twenty-six) days worked. entitled to 1
(one) day's paid sick
worperikweekod
12.3 The employer may reduce the employee's sick pay and leave for every
leave can beincrease innumber
tems of the Act. The amount of sick the of
salary. increased proportiondays of sick
to the leave
124 Should the employee be absent for more than 2
8(eight) week period or any day which (two)
precedes or consecutive days or on more
percentageproporof trieoductnateiloyn inin
helshe shall not be entitled to sick leave follows a
unless helshe weekend, publicthanholid2ay(two)or aoccasions
medical practitioner, stating that helshe was produces a
illness or injury. The employer retains the unable to work for the
right medical of tificate, day free ofduring an
to expect the duration cer
examination to obtain a
second medical opinion regarding his/her employee to hisher signed by onaregisevi ce.
based on personal examination willbe accepted.
alleged subjectOnly accounttoedanof
absence ster
12.5 The employee must personally
reported for duty of such inform the employer before
ilnessinjury. himsmedieflhceralsecerlf tficates
of an address where the
absence and expected date of 08h30 on the day
employee could be found shouldreturning to work. The helshe was
helshe wish to visit theemployer mustsupposed
also be to have
MATERNITY LEAVE (lf applicable)
13
employee. infomed
13.1 Female employees shall be
entitled to four
the expeced date of birth or such other consecutive months
practmatiteiorninerty leave,
date as a medical
13.2 The employee shall notify the employer in
or
midwicommenci ng 4 (four) weeks before
fe may deem
return to work after writing of i the date of
maternity leave at least necessary.
423 Should the
four weeks in commencement maternity leave and the date of
advance. of
employee,
valid reason. her fail to return to
absence will bework on the return date
treated as unauthorised specified by her or agreed with
the emplover, without a
and may result in the
13.4The employee will not be temination of her service.
as laid down in the entitled to remuneration during her
provisions of the Unemployment maternityAct,leave period, but may claim maternity benefts
14
FAMILY RESPONSIBILITY LEAVE Insurance 63 of 2001.

14.1 The employee will only be

entitled to family responsibility leave after 4
(four) months of sevICe With e eyg
14.2 ne employee shall be entitled to 3
Wmn tne employer. This could (three) davs naid leave duing each
be taken with the birth or ilness of cvcle of 12 (twelve) months of eng
employee's spouse, life partner, parent, adoptive parents, grandparents, child, adopted child, grandchildild orof
sibling.
a child or in the event or uie

14.3 The employee shall notify the employer as soon as possible ofthe event, which necessitates the employee'sabsence
in terms of this
clause.
144 The emplovee shall not be entitled to payment for the absence unless the employeefurnishestheemployer with proof
of the
cirCumstances necessitating the absence. less
employer who employs
14.5 Family the case of an
responsibilitypermanent workers.
than 10 (ten) leave willfom part of the employee s
annualleave in

months'service.
146 Unused end of each
cycle of12
(twelve)
4
family responsibility leave will lapse at the
 TERMINATION OF CONTRACT
15 party notice in
party shall give the other
intends to terminate this contract, the relevant
determine otherwise:
enmployee, collective agreement
If the employer or the periods will apply, unless a
writing and the following notice
week.
months of employment, not less than 1 (one)
15.1During the first 6 (six)
weeks.
months but not yet one year: 2 (two)
15.2 Longer than 6 (six)
employment: 4 (four) weeks notice.
15.3 After 1(one) year of
set out above, shall not be applicable:
15.4 The periods of notice
disciplinary procedure.
dismissal in the event of
15.4.1 In the case of summary
5 (five) working days.
or unauthorised absence for more than
15.4.2 In the case of desertion
lieu of notice.
right to pay the employee in
15.5 The employer shall have the but wil
employer of his intention to retire
reaching the age of 55 (fifty-five), give notice to the will automatically expire.
contract
15.6 An employee may upon upon reaching the age of 60 (sixty), upon which this
be obliged to retire

TRADE UNIONS such

16
within 7 (seven) days of
union, he/she will notify the employer in writing
trade
Should the employee join a
membership.

17
DISIPLINARY PROCEDURE

17.1 Undertaking:
that the
that discipline be maintained and
adherence to this procedure will ensure
Both parties agree that strict
employee is treated fairly.

17.2 Offences and penalties:

the written warning and
penalties is set out in Annexure "A" hereto and
The schedule of offences and possible set out in Annexure "B", Annexure "C"-Notice is the notice to attend a
final written warning referred to below is to be completed in every event of disciplinary
action.
disciplinary enquiry. Annexure "D" is the disciplinary reportappeal.
Annexure "E" is to be handed to the employee in event of

17.3 Procedure:
annexure "A", the employee shall be given an
Should the employee commit serious misconduct as outlined in
which will consist of the supervisor, Manager or person
Annexure "C" to appear at a disciplinary enquiry, chairperson. The Chairperson shall determine the
appointed by the Manager or the employer, who will act as
date, time and place of the disciplinary enquiry. The employee shall have the right to be represented by a
representative) or co-employee and to present evidence. Should the employee refuse or
Shop Steward (Union
proceed in the employee's absence. The employee
fail to appear at the disciplinary enquiry, the enquiry mayresort
will also have the right to appeal. The employee willfirst to appeal before opting for any external dispute
resolution mechanism.

17.3.1 Written Warning:

warning, the
If the employee commits non-serious misconduct as outlined Annexure "A" that merits a written
Chairperson
disciplinary enquiry shall complete the disciplinary report. The emplovee as well as the
of the shall
GnairperSonenquiry
disciplinary sign the report and a copythereof shall be handed to the emplovee. Each written warning Sna ve ve
aperiod of 6 (six) months, after which it will expire.
17.3.2 Final Written Warning:
warning, the same
merits a final written The employee shall
Should the employee commit misconduct, which be followed.
procedure as for a written warning, set out above, must in demotion or dismissal. Afinal
contravention may result was
also be infomed that a further unless the final written warning 12
valid for 6 (six) months., which case it shall be valid for
Wrien warning will also be
given as a sanction after a disciplinary hearing,
months.
5
 Sanction:
17.3.3 Suspension as

If an employee is convicted of serious

for a maximum period of 1(one) week. The misconduc,
helshe may be
the period of suspension. employee consents notsuspended
to be without pay
rernunerated for
17.3.4 Suspension in Anticipation of aHearing:

Should the employee commit a dismissable offence, the

employee' s employment full pay with immediate effect andemployer may suspend the
on
before a disciplinary committee as soon as possible. the employee shall appear
17.3.5 Demotion:

Should the Chairperson

upon
employee should be demoted, thecompletion of a disciplinary hearing decide that the
with immediate effect. employee's salarylwages shall be
adjusted accordingly
17.4 lf a disciplinary enquiry is held in the absence of the employee due to
annear. the employer shall hand a copy of theemployee's unavailability or refusalfailure to
registered post his/her last known address.
to the disciplinary report to the employee or send a copy ner
7E The employee agrees to
undergo any medical examination or
desianed for this purpose of examination by means of apparatus especially
sUspicion by the employer or testing under the intluence of liquor or a narcotic substance in the
supervisor of such employee being influenced event of any
or efected.
17.6 The employee accepts the
admissibility of such testing and result of such testing, and the
report or result of testing will be sufficient proof of the state of submission of such
testing. influencing of such an employee on time of
18 DISMISSAL FOR INCAPACITY

Should the employee be or become incapable of

perfoming his/her duties as expected due to ill health or injury or
because of poor work perfomance, the employer shall
Act, 1995. follow the guidelines set out in Schedule 8 of the
Labour Relations
19
RETRENCHMENT
19.1 The employer shall have the right to terminate this
or other similar needs. contract for reasons based on economic, technological, structural

19.2 Should the employer contemplate the termination of this contract for
these
guidelines contained in Section 189 of the Labour Relations Act, 1995.reasons, the employer shall follow the
T9.5 Should the emplovee's services be terminated as a result of these reasons, the employee
shall be paa
Severance pay equalto one week'sremuneration for each completed year of service with the employer.
20
DESERTION
An employee shall be regarded as having deserted from his/her employer's service ater a continuous absence o ie
Working days without notfication to his/her employerof his/her whereabouts, provided that.:
the emplovee, infoming
 21
22
23
25 24
26 20.3
27 22.2
921
CLOTHING resolution
disputbee be The
solvePROCEDURE
GRIEVANCE
23.2 23.CONTROL
1 LOSS used finalemployee
.
the
business The agreement The CONFIDENTIALITY Should
Should

21.1 VEHI 26.3 20.2 RESTRAI NTemplOF

26.1 TRADE oyer CONFLICT
INTEREST OF
employee employee The The
employer fair theWork,
femployer
or
problem
The it dismissal.
his/her
employee
shallThe
BUSI NESSCLES WVi t h out The The employee
surveillance
employee employees employee
employer inquiry agrees
such employee.
th e wear safe
t
EQUIPMENTh e grievance
shall
In
the empl o yee empl
one oyee as consents than or deduction employee
such
employer mechanism theto
the agreesevent
exceed ng protection
Suchduriagreed a that wil
after
undertakes in to that custody,
toand items lodge
yearder,
cident to of amount,whiprej udice sharehol its hereby
and the the purposes wil
ch in of
refrain acknowledges
als o shall withhold tear, satisfaction
25% the damages of undertakes after writing. the termination, equipment during circumstancesemployer may damage on shall
iSsue AND have any
deductemplionoyee
has of and anyacknowledges to his
temination employer from not
agrees be
consents
maintenance
inthe 14
if grievance be
searched work not such the atthe TOOLS allowed
any due employer,
been the any partner, to
breach that employers' a l terms(fourteen) of
employer
ordihelndary of ottoher not any disclose
unless and exceed may orreasonatble employee
the ng associated of to whiconflict
lst visual wllbe hours, to
ofdeduct lose
times
of
the
a
and in curri hi s /
of
the
her ri ght s his and member th is be
the any associates
female
byhis/her
the 25%
and
remain this
employee, with
the period
salnotaryvalue used any
employer's agrees engaged employed of employer material by keeping has days
if ortraffic recovery empldoyerwhich agreement ofa
aforesai confidential in persons person, the
incident
(twentyproperty such
request. with clause.failed employee's
of
the thereof interests him/herself the
amount th e any to
one
wage the trade that Close in obtained employer resolve
offence fromfines rest rai n t the by was damage clean
property resolve to wil
the with specifically
wi l in workplace property fiv e) If clothing,
during as costs, emplobe yer name the Corporat est athe
blioin,
shi n g information and held. of
the representing
the
thereof immediate
th e
be month
relates hianys/herdriver a
from an aforesaid area empl o yer the this
in
wi th male orand
of
or employee referred
continthues,e amount may and known agrees. his/her
th e
employer
loss equipment of grievance.
grievance.
Annexure the lodge
to
toone employer fashion toemployees the employee's and the
the salary the
in the to vehicle
time, employee and ofhave goodwil rest r ain t director of and any monitor fact from employer.
the failsshall supervisor. to
as a nominated the
maintenance course
only wage
or
that R5 in
isDurban. of
business whi c h and th ird coul d
and
th at being the
due
value or or employer
The
with
hisher his
in000-00 law, by wage
employee' s to retusesreturm tools
after and respect the atthe tached fair, company a be causes wil party beclose
mal e
searched negligence The employee
profovian
dedscope emploof yeremploinyee reasonable not or
control representative,
used thereof
Such for Should employer
salary /
it circuit employee whose
the di rect entity persons. to
enqui ry
vehicle. thihats/herof such respect thereto. or conflictengagea as
theft tromreturnitems
th e
the
in or exhibits.television while wage/ or purpose "Gwil
into such shall of any during at
wilfulness,
decision
supervisOr
only
a
breach be and indirect him/herseloff and a any it,
responsible in
good shallbe
of wrten

employment, the acknowledges each other interest, the other and provided the
on timsalary,
e, helshe thisresort
deduction entitled necessary in
monies of agreement on appeal
circumstances calendar capaci
compet tyition operation
losses. ot her premises and
providing the authorisescondition the to the not
an
matter be against
mahe/y she
to unless ina that onlyemployee due erml external able
recovermonth that for
within similar of camera female of after to niven is
to wil to
7 ofnot the the the this The the that the the for
or a
 negligent, wiful or unlaf
27.2 It the employee as driver of the business vebicle be involyed in an accident caused by theor damage directly from the
recover such loss
Conduct of the employee. the emplover resenves the right to
employee.
under no CIrcumstances may any
vehicles may under no circumstances be used for private purpOses, and against any action due to an
Z7.3 BuSiness
transported in or on such vehicle. The employer is indemnifed
private persons be
employee'sfailure to comply with this provision.
in use.
tmust at all times be activated whenever the vehicle is not
27.4 If the vehicle is fitted witha gearlock or alam

SAFETY MEASURES
28 employer. Non-compliance
announced from time to time by the towards any labilty
will strictly adhere to all safety measures
emplover is hereby indemnified by the employee
Ihe employee serious misconduct.and the
safety measures.
will be considered to be of non-compliance with
ilness as a result
resulting from an injury or
EMPLOYEE COMMUNICATION and
telephones, cellphones, Fax Machines the
29 alia, a policy, to
entitled to use business equipment, inter
permission, unlesS an emergencyor
prior
The employee is not purposes without the employer's
Computers, for private on any incoming
oroutgoing
contrary exists. use and act messages
filter, block, delete,
monitor, read,
such email
emails, hyperlinks in on the
reserves the right to access,employee, attachments to such automatically, or by the employee,
The employer sent or received by the and files or
records saved
email messages,websites visited by the employee
or
attachments,
employer's equipment.
himself, provided
he is unable to provide the event ofhim
TRAINING training which employee in
30 ofapplicable willbe recoveredfrom thetrainingfrom anyamOuntdue
responsibility for the costs said training the said
will accept regards to the having completed
The employerhave been incurred with periodoftwo years after
that
that costs employer'ssenvice within the
leaving the
to the employee.
voice mail, is to
computers, electronicmail and anypupose
E-MAIL AND INTERNET for
monitor infomation or
facsimile machines, the right to
employerreserves communications, appropriate
31. but not limitedto, The
including, purposes. All
Internetaccess, business computing systems, that safeguards employer
E-mailand the companies orclient'sthe company orclient and aCcessedin a mannerthe company. Thepassword
used solelyfor and access usage via be transmitted, stored software apprOvedwell by any
be communications
resourCes must e-mailand files only with as a copyof
all such messages orfiles, as
via encypt their encryptede-mail
materials delivered
Enmployees may
confidentiality. key necessaryto access
any
a copyof
may requireemployee.
used by an fraudulent or
offensive,
download anything that may
An employee may not: transmit, aCcess or off-colourjokes, or
31.1. circumstances, pornography or
Under any
images or text, such as offensive to others.
31.1.1. defamatory harassing or parties without
as illegally to third
be construed games or text belonging
copyrighted images,
the ordownloadpemission.
copyright-holder's
Transmit employer to third
of the
31.1.2. belonging to a client appropriate.
information client, as
information or companyor the
Transmit official expresspemission ofthe company without
first
the
31.1.3. parties without source outside the
received from any virus-checking program.
any file approved
Download or open viruses using an
31.1.4. Scanninggthe same
for employee's discharge.
that could lead to an
misconduct computing
as serious and
policy will be considered well as client locations
Violation ofthis computing systems
as
31.2. and
company lOcation
maybe working.
includes
This policy
systems where any employee
agreement. The
integral part of
this
an
GENERAL employer will form ofaddress.
32. time by the
to time7(seven) of any
change
announced from days 8
policies writing within
Allrules and employerin
GNED AT
GLENWOOD,DURBAN ON THIS 13th DAY OF APRIL
2019

ÉMPLOYER
EMPLOYEE

WITNESSES:

26 06 02 0243081
1 FoNA SIGNATURE
L.D. NUMBER

NAME

LD.NUMBER
2
SIGNATURE
NAME