Integrated Inclusive Equality and Anti-Discrimination Policy

This comprehensive policy affirms our commitment to fostering a workplace free from discrimination, harassment, hate crimes, and any conduct that undermines human dignity. It integrates and upholds compliance with several key statutes: The Promotion of Equality and Prevention of Unfair Discrimination Act, Employment Equity Act, Code on Harassment, Cybercrimes Act, Hate Speech Bill, and Protection of Personal Information Act...(Learn More)

Employee Online Meeting Policy (including smoking)

This policy establishes professional standards for employees participating in online meetings, including video conferences, webinars, and calls. It covers expectations for punctuality, appropriate attire, setting up a distraction-free environment, using high-quality audio/video equipment, following meeting etiquette, maintaining confidentiality, and obtaining consent for recordings. The policy strictly prohibits smoking during online meetings. Employees must comply with this policy, and violations may result in disciplinary action. The goal is to ensure online meetings are productive, respectful, and accessible for all attendees...(Learn More)

Cannabis Annexure for Substance Abuse Policy

The Cannabis for Private Purposes Bill was promulgated on 28 May 2024. It regulates various aspects of the private use of cannabis and employers need to be clear in their policies about the fact that this Bill does not allow the possession and use thereof at the workplace. This is an example of an Annexure that companies could use to frame their adjustments to their substances policies...(Learn More)

Culture and Beliefs Policy

This policy is related to culture, religious beliefs, and the elimination of unfair discrimination and affirmative action within the company. The policy is formulated in adherence to the legal framework set forth by the Constitution of South Africa and the pertinent labor laws. It serves as a testament to the company's commitment to lawful conduct and ethical business practices. The provisions within the policy harmonize the diverse rights and duties prescribed by law with the operational necessities of the company and the welfare of its employees. The company ensures a balanced integrated approach to its legal obligations and corporate ethos...(Learn More)

Hate Speech Policy

This policy prohibits hate crimes and hate speech based on age, albinism, birth, color, culture, disability, ethnic/social origin, gender/gender identity, HIV status, language, nationality, migrant/refugee status, race, religion, sex, and sexual orientation. Employees must refrain from committing hate crimes or engaging in hate speech against others, including in electronic communications. Any incidents should be reported for prompt investigation. The company will take proactive steps through awareness, education, and training to prevent hate crimes and hate speech. Violations will result in disciplinary action, up to and including dismissal. Support will be provided to victims. The policy aligns with relevant laws and will be regularly reviewed...(Learn More)

Company Surveillance Policy

The Company Surveillance Policy outlines guidelines and procedures for monitoring employees' activities across digital platforms, software, and physical premises. Its purpose is to protect the company's interests while respecting employees' privacy rights. The policy is based on six principles: transparency and consent, purpose of surveillance, types of monitoring, ethical use, and employee rights. Implementation steps include notice, consent, data retention, reporting, and compliance...(Learn More)

Intellectual Property Policy

The Intellectual Property Policy outlines the company's stance on the ownership and rights of intellectual property (IP) created by its employees during their employment. According to this policy, any IP developed by an employee during their tenure with the company remains the unconditional property of the company, both during and after their employment, if it arises due to their employment. Employees are remunerated for their talents and competencies placed at the company's disposal, but they do not have any legal claim to the IP arising from their employment unless there is a written agreement approved by the Board and signed by the parties. In case of disputes related to this policy, the parties will attempt friendly consultation, and if unresolved, may pursue mediation, arbitration, or other legal rights...(Learn More)

Moonlighting Policy

This policy outlines the rules and expectations regarding employees' external activities beyond their employment contract...(Learn More)

OHSA Remote Employment Contract Clause

OHSA Remote Employment Contract Clause: This is a clause that explains the obligations and responsibilities of both the employer and the employee under the Occupational Health and Safety Act (OHSA) when the employee works remotely...(Learn More)

Overtime Agreement Clause

Discover Overtime Agreement Clause and Requirements. Learn about fair payment, work assignments, and employee rights. Find out how to prioritise operational needs while respecting employee well-being in this Overtime Agreement Clause...(Learn More)

Incapacity due to Ill Health (incorporating reintegration and return to work)

This policy provides guidelines for dealing with incapacity due to ill health or injury, both in respect of occupationally acquired and non-occupationally acquired cases. It outlines the steps and procedures to be followed by the company and the employee to investigate, evaluate, counsel, and remedy the incapacity situation, and to consider alternatives to dismissal such as rehabilitation, reintegration, return to work, reasonable accommodation, and assistive devices. It also specifies the roles and responsibilities of the various stakeholders involved, such as the employer, the employee, the human resources department, the employee health and wellness representative, the compensation fund, the case manager, the disability manager, and the service providers. It aims to comply with the relevant laws and regulations, such as the Compensation for Occupational Injuries and Diseases Act, the Labour Relations Act, the Basic Conditions of Employment Act, the Employment Equity Act, the Protection of Personal Information Act, and the Skills Development Act...(Learn More)

Headset and Airpod Policy

This policy covers the use of headsets and air pods in the workplace. It outlines the purpose, scope, and guidelines for employees who use these devices while working. The policy aims to ensure compliance with the Occupational Health and Safety Act and to promote a safe, healthy and productive work environment that aligns with the workplace values. The policy also provides additional considerations and provisions for the proper use and maintenance of headsets and air pods, such as taking regular breaks, cleaning them regularly, and reporting any issues or concerns. The policy applies to all employees and is subject to change based on the needs of the organization. The document is written in a clear and formal tone, with numbered lists and bullet points to organize the information. The document ends with a note that encourages employees to contact the HR department if they have any questions or concerns regarding the policy...(Learn More)