Document No.: EM001 Employee Manual_Sept 2018.docx
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Employee Manual South Africa
Document No.: EM001 Employee Manual_Sept 2018.docx
Effective Date: 1 September 2018 Edited contents of Employee Manual 2018 – Liezan Meyer Page 2 of 21
Foreword Dear Colleague It is with great pleasure that we welcome you to the Tata Family. At TATA we consider human capital as one of the key drivers of its business and endeavors to develop and nourish leadership towards business excellence. The TATA Companies share the core values of Pioneering, Integrity, Excellence, Unity and Responsibility. The group embraces these values and promotes a world with no boundaries. To use the words of Mr N N Tata: “The TATA name is a unique asset representing leadership with trust. Leveraging this asset to enhance group synergy and becoming globally competitive is our chosen route to sustained growth and long-term success.” At Tata International Limited (Pty) Ltd we believe in fostering a culture that recognizes the value that each employee brings to the company. The Employee Manual is a medium to educate and update employees on the broad Company policies and procedures. Together we will grow and we will revisit the policies and procedures on a regular basis. These policies and procedures will form the cornerstone of our success. We will strive to greater heights and we will rely on you to create excellence in all areas of your expertise. May you have a long and successful career at TATA International Limited (Pty) Ltd. With warm regards Liezan Meyer Senior Human Resource Manager
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Disclaimer
1. The Organization will be the soul judge of the meaning and interpretation of
all or any of the rules and his decision shall be binding on all persons
interested therein
2. The Organization shall from time to time, be entitled to alter, amend, delete
and add to these rules and shall intimate the employees of the same
3. Head – Human Resources as a process owner is authorized to make and
communicate changes from time to time
Applicability
This Employee Manual is applicable to all employees of TATA International
Limited (Pty) Ltd who is based in Southern Africa.
Reference Documents
The International Employee Manual
TATA Africa Holdings (SA) (Pty) Ltd Standard Operating Procedure Manual
Individual variations for the specific Businesses
Labour Law specific to South Africa (which could vary from country to
country)
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CONTENTS
1 Organizational Overviews 5
2 TATA Code of Conduct 7
3 Classification of employees 9
4 Joining and Induction 9
5 Job specification/Description/Reporting lines 10
6 Salaries, Increases and Bonus Payments 10
7 Staff advances/Loans/Reimbursement of Claims 11
8 Attendance 11
9 Leave 12
10 Public Holidays 13
11 Dress code 14
12 Ordering of Stationary 14
13 Employment of Relatives 15
14 Gift Policy 15
15 Media Policy 15
16 Alcohol, smoking and substance abuse in the workplace 15
17 Transfer and relocation Procedure 16
18 Resignation and retirement 17
19 Employee Benefits 17
20 Appropriate use of IT Equipment and systems 19
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1. ORGANIZATIONAL OVERVIEW
1.1 History
Established in 1962, TATA International Limited (TIL) is the trading arm for TAT
group entities across geographies. Its global businesses include automobile
distribution, manufacturing and trading in leather, engineering goods, metals and
minerals. A Star Trading House, the company has a worldwide reach through its
network of subsidiaries, joint ventures, and offices in Africa, Europe, Middle East,
Latin America and Asia. It leverages its global presence along with sourcing and
marketing expertise to offer a gamut of products and services to customers. The
company has, over the years formed strong strategic alliances and partnerships in
India and overseas that have contributed to a diversification of its portfolio of
businesses.
TIL is an equal opportunity employer and the Organization does not practice
discrimination on grounds of sex, caste, gender, nationality, differently abled and
believes in Affirmative Action. TIL also has a strict policy against child labour.
1.2 The Tata Group in Africa
The Tata group first forayed into Africa in the late 1970’s establishing a presence
through Tata Zambia and today has an extensive footprint on the continent. Tata
Africa Holdings (SA) (Pty) Limited was set up in 1994 in Johannesburg, South Africa
and its footprint includes operations in South Africa, Zambia, Zimbabwe, Malawi,
Mozambique, Kenya, Tanzania, Uganda, Nigeria, Ghana, IVC and Senegal.
Tata Africa Holdings (SA) (Pty) Ltd is a wholly-owned subsidiary of Tata
International, based in South Africa, and operates in major industrial sectors like
automobiles, steel and engineering, chemicals, information technology and
hospitality.
1.3 Our operations across borders and companies
We are just as proud of our heritage as part of the Tata Group as we are of our
commitment to Africa. Tata Africa along with Tata Group companies, through its
various ventures, has made large commitments in projects in South Africa and Africa
spanning the following sectors –
• Automobile – Automobile distribution and after-market support for the Tata
Passenger and Commercial vehicles including the Tata Novus range from
Korea. There are two companies operating in this segment. Tata Automobile
Corporation is a subsidiary of Tata Africa is engaged in the distribution of
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• Commercial vehicles and Accordion Investments which is a Joint Venture with
the Imperial Group.
• Tata Africa along with Tata Motors has recently implemented a commercial
vehicle assembly plant in Rosslyn, Pretoria for local value addition and
employment generation. (This company does not form part of the Tata Africa
stable but is included as a frame of reference).
• Telecommunications – Tata Africa along with Tata Communications has
invested in Neotel, the second fixed line telecom operator in South Africa.
Neotel offers a full range of services to Business and Retail consumers. (This
company does not form part of the Tata Africa stable but is included as a frame
of reference).
• Ferrochrome – Tata Africa along with Tata Steel have invested in a Ferrochrome
smelter in Richards Bay with an installed capacity of 130,000 tons per annum.
(This company does not form part of the Tata Africa stable but is included as a
frame of reference).
• Hospitality – Tata Africa and The Indian Hotels Company Ltd have set up a Joint
Venture for establishing hotels in the region. The first hotel, Taj Cape Town
opened its doors in January 2010. This hotel has 154 keys and 22 residences.
There are plans to set up additional hotels in the region. (This company does
not form part of the Tata Africa stable but is included as a frame of reference).
• Energy – Tata Africa is implementing a 120 MW Hydro Power Generation
project along with ZESCO Ltd, the Zambian State electricity utility. The plant is
expected to be operational in 2014.
• Tata Africa is also working with Tata Power for identifying and developing power
projects in the region.
• Tata Consulting Services (TCS) – Tata Consultancy Services Company is the
largest IT Services firm in Asia based on its outstanding service, collaborative
partnerships, innovation and corporate responsibility. On 1st November 2007
TCS South Africa Pty Ltd. was launched as a subsidiary of TCS Limited. With
the launch of TCS SA they are now better positioned to not only serve the
customers in Sub Saharan Africa but would also be able to create local skill
transfer and delivery capabilities thus benefiting the country by large. TCS SA
has offices in Johannesburg and Cape Town. (This company does not form part
of the Tata Africa stable but is included as a frame of reference).
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1.4 Our commitment
Tata Africa shares the core Tata values of business ethics and commitment to the
upliftment of the geographies within which we operate.
One of the key drivers behind the formation of our local subsidiaries is local
recruitment, skills development and local capacity building with a strong focus on
empowerment of previously disadvantaged people to improve our services and the
overall experience of our clients in South Africa. This commitment is reflected in the
training programs and skills development targeting the continents graduates across
the IT, Mining and Automobile sectors running in a number of our companies in
Africa. targeting Nigerian graduates in Automobile sectors in Nigeria.
One of the pillars of our recruitment strategy rests on a continuous transfer of skills
and expertise from expatriates to local personnel. However, this imperative is at
times hampered by the processing timelines when applying for corporate work
permits that can at times exceed a period of six months.
A well-known and respected name in Africa, Tata Africa, is committed to its vision
of building a truly African company with a large African footprint and sustaining
relationships with cooperation & trust, creating employment opportunities, and
making its contribution to the social development of local communities.
The Corporate office: Postal address: 39 Ferguson Road P O Box 55738 Corner Ferguson and Rivonia Roads Northlands, 2116, Illovo 2196, Johannesburg Johannesburg South Africa South Africa Phone: +27(11)459 1700 Fax: +27(11)459 1710 Email: [email protected] Website: www.tataafrica.com
2. TATA CODE OF CONDUCT
The TATA Code of Conduct (TCoC) is a clearly defined document that serves as a
guide to each employee of the TATA Group on the values, ethics and business
principles expected of him or her. Every employee of the Company, on their joining,
is provided with the TCoC booklet for assimilation and strict compliance and
furnishes an undertaking (sign the TCOC agreement) to the Company agreeing to
abide by all its provisions, both in letter and in spirit. Compliance is monitored and
appropriate sanction will be taken against an employee who violates this policy.
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The TCoC also affords every employee an opportunity to raise concerns. The
Company has a “Management of Business Ethics” process in place. The Chief
Ethics Counsellor and a team of Locational Ethics Counsellors facilitate the TCoC
process and employees at any company location can contact them for any
assistance relating to the interpretation and/or implementation of the TCoC.
Any fraud, ethical misconduct, any irregularities / money laundering / nepotism
/undue favoritism towards suppliers/providers should be reported to the line
manager/MD as a matter of urgency.
2.1 TATA Group Core Values
The TATA name is a unique asset representing leadership with trust.
Leveraging this asset to enhance group synergy and becoming globally
competitive is our chosen route to sustained growth and long-term success.
Tata’s values are:
• Pioneering: We will be bold and agile, courageously taking on challenges,
using deep customer insight to develop innovative solutions.
• Integrity: We will be fair, honest, transparent and ethical in our conduct;
everything we do must stand the test of public scrutiny.
• Excellence: We will be passionate about achieving the highest standards
of quality, always promoting meritocracy.
• Unity: We will invest in our people and partners, enable continuous
learning, and build caring and collaborative relationships based on trust and
mutual respect.
• Responsibility: We will integrate environmental and social principles in our
businesses, ensuring that what comes from the people goes back to the
people many times over.
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3. CLASSIFICATION OF EMPLOYEES TATA International Limited follows a cadre system which is scalable across both
businesses and geographies and is in line with future business needs.
Employee Cadre System is tabled below:
S. No.
Level Designation
1 Corporate Group (CG) Head
2 L0 Head
3 L1 Head / Senior Manager / Regional Manager
4 L2 Manager
5 L3 Executive
6 L4 Junior Executive
7 L5 Specialist
8 L6 Assistant / Driver
4. JOINING AND INDUCTION
New employees join the organization as per date mentioned in the Appointment
Letter, issued by the authorized signatory and Human Resources. On joining, the
new employee is given a formal induction during which, the new employee gets
familiarized with the various Business Units/Divisions in TATA, its employees and
the organization, and also get information on the various policies, rules, regulations
and facilities in TATA.
4.1 Employee on Probation The probation period is intended to give new employees the opportunity
to demonstrate their ability to achieve a satisfactory level of performance
and to determine whether the new position meets their expectations. TATA
International uses this period to evaluate employee capabilities, work
habits, and overall performance.
All new and hired employees work on a probation basis for the first three
months after their date of hire. Any significant absence will automatically
extend the probation period by the length of the absence. If TATA
International determines that the designated probation period does not
allow sufficient time to thoroughly evaluate the employee's performance,
the probation period may be extended for a specified period of three
months.
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Upon satisfactory completion of the probation period, employees enter the
"regular" employment classification of being permanently employed
As from 1 June 2012 all new employees will receive confirmation in writing
after successfully completing their probation period.
5. JOB SPECIFICATION/DESCRIPTION/REPORTING LINES
The job specification is normally provided as soon as the vacancy has been
identified. The reporting lines are specified in the contract of employment, and are
also indicated on the official organogram of the company.
6. SALARIES, INCREASES AND BONUS PAYMENTS
6.1 Payment of Salaries
Employees are paid monthly for services delivered between the first to the
last day of a month.
The company undertake that salaries will be available in the employees’
bank account on the 25th of the month
In the event that a regularly scheduled payday falls on a day off such as a
weekend or holiday, employees will receive pay on the last day of work
before the regularly scheduled payday.
Salaries paid will be subject to PAYE, UIF, Provident Fund as well as
Medical aid deduction
Employees will receive a pay slip each month showing earnings as well as
deductions
6.2 Increases
The Company understands that employees expect increases to keep track
with inflation and the cost of living.
The Company therefore aims to give increases once a year depending
on the outcome of the performance rating of individuals and the financial
performance of the company during the previous financial year.
Increases are communicated in writing during July/August and the
increments are back dated to 1 April of that year.
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6.3 Bonuses
A performance bonus may be payable once a year, but this will be at the
discretion of the Board of Directors and will depend on the performance
of the company.
Bonuses will be paid after tax has been deducted.
7. STAFF ADVANCES/LOANS/REIMBURSEMENT OF CLAIMS
The National Credit Act of South Africa regulates the lending of money to
individuals. TATA is not an accredited lending institute and as such may not offer
staff/employee loans. In extreme instances, an employee may approach the
Financial Manager or Head Human Resources and request an advance on his/her
salary by motivating the reason for the request. If approval is granted, the
appropriate form needs to be completed and forwarded to the Human Resources
Manager for processing in the payroll. A copy is placed on the employee’s
personnel file for record keeping.
The reimbursement of claims/business expenses should be made on the
appropriate form available and handed to the Finance department for payment.
8. ATTENDANCE
Employees are expected to work at the office during official business hours;
unless traveling to other countries in Africa. If an employee is not able to come
to work, he/she has to inform their manager. If the manager is not available, the
HR Manager should be contacted. On return to the office a leave form has to be
completed.
8.1 Working hours
The standard full-time working day is defined as a period of 8 hours for
all employees over a five-day week (Monday to Friday).
The attendance register has to be signed when arriving at work and again
when leaving in the afternoons.
Every employee should inform their manager as well as reception when
leaving the office during normal office hours.
Official working hours is from 8h00 to 17h00 with a lunch break of 1 hour
between 12h00 and 14h00.
8.2 Lunch and Refreshments
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At certain offices the company provides a meal at no-cost to the
employee during the company lunch break. The current break is 1 hour
taken any time between 12:00 and 14:00 daily.
Tea, coffee and water will be made available to all employees during the
day.
At TATA the vending machine may be operated with either coins or the
vending machine key, given to each employee on day of joining. R50
will be available each month to be used for refreshments during the
month. Money not used in a month will be carried over to the next month.
Money available on the vending machine key is not refundable for cash.
The vending machine key has to be return on date of termination.
8.3 Late coming and leaving early
All employees are expected to be on time in the morning and work to close
of day. In the event of the employee arriving 30min later than official working
hours he/she has to advise their manager by telephone. It will be expected
that the employee who arrives late for whatever reason work in their time
before departing home.
In the event that an employee needs to leave earlier; this has to be arranged
with his/her manager and both parties need to agree on how and when the
time will be worked in.
If an employee is continuously late without acceptable reason, disciplinary
action can be taken.
9. LEAVE
The different leave type used in the company is according to the laws of the country and is described comprehensively in the leave policy. The following leave types are available:
Annual leave: The leave cycle is calendar based, meaning the leave is prorated from date of starting to 31 March. Annual leave for locals is 15 working days (1.25 days per month) and for expatriates it is 30 calendar days (2.5 days per month). Effective from 1 January 2018, after completion of 3 years of service, locals will be entitled to 20 working days (1.67 days per month).
Sick leave: According to legislation the employee has 30 working days available to use over a 3 year period for illness and operations. Each employees’ leave cycle will be different as it is calculated from date of joining. Should a person be absent for more than 2 days from work due to illness, he/she will have to present a medical certificate from a doctor on return to work.
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The employee will also be required to present a medical certificate should sick leave be taken on a Friday or a Monday.
Family responsibility: The Company grants 3 days per financial year to be used consecutively or scattered over the year. Family responsibility leave can be taken in the following instances:
i. With the birth/adoption of a male employees’ child ii. When an employees’ child is sick or hospitalized iii. In the event of the death of a close family member (this is stipulated in
the Leave policy)
Maternity leave: The company grants 4 months paid maternity leave after three years completed service. Should an employee need maternity leave within her first three years of service she will be able to take maternity leave, but it will be unpaid. Local employees will be able to claim maternity benefits from the unemployment fund; expatriates will not be able to claim as they do not contribute to UIF each month.
Study leave: The course has to be approved by the Manager and HR department. A maximum of 10 working days will be allowed as study leave during a year – 2 days per subject (one day to study and one day to write).
On-duty leave: Absence from the office for courses, seminars, workshops and traveling in line of duty, will be considered as on-duty leave.
Special leave: Special leave may be granted on justifiable compassionate grounds or in exceptional cases.
Unpaid leave: May be granted in exceptional cases and only once all annual leave have been exhausted.
10. PUBLIC HOLIDAYS
The Public holiday list as gazette by the South African Government is available from Human Resources and may be published on the Notice Board and via email.
1 January New Year's Day
21 March Human Rights Day
18 April (*) Good Friday (Friday before Easter Sunday)
21 April (*) Family Day (Monday after Easter Sunday)
27 April Freedom Day
1 May Workers' Day
16 June Youth Day
9 August National Women's Day
24 September Heritage Day
16 December Day of Reconciliation
25 December Christmas Day
26 December Day of Goodwill
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The dates on which Good Friday and Easter Sunday fall are determined
according to the ecclesiastical moon. That varies each year but they fall at
some point between late March and late April.
The Public Holidays Act (Act No 36 of 1994) determines, whenever any
public holiday falls on a Sunday, the Monday following on it shall be a
public holiday.
11. DRESS CODE
TATA Africa Holdings (SA) (Pty) Ltd. is committed to presenting a smart
professional image of the organization at all times. The Dress Code discussed here
gives guidelines on each employee’s dress, grooming, and personal hygiene that
suits an appropriate work situation.
As an employee of TATA, it is expect that a clean and professional appearance is
presented whether inside or outside the office. All employees and those who come
in contact with customers in particular, are expected to dress in accepted corporate
business attire.
At the Corporate Office, employees will be expected to be dressed in smart
casual clothes fit for the corporate environment, Monday to Thursday.
Fridays are casual wear in the working place – denims can be worn, while
still looking smart casual.
If required to work over a weekend, the weekend will be treated as “Informal
Dressing” days and the normal corporate image will not apply
General Guidelines:
i. Neat & well maintained hair
ii. Clothes should fit well, be fresh, neat and ironed
iii. Don't wear anything too revealing or too tight
iv. Gentlemen are expected to shave and have a haircut on a regular basis
12. ORDERING OF STATIONERY
The new employee will be provided with a standard provision of stationery which
may include the following:
Pens: black and blue pen
1 pencil and eraser
1 two-hole punch
1 ruler
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Paper clips and Binder clips
Standard stapler with staples and stapler remover
Any re-orders or additional stationery requirements (these could include
highlighters, sticky notes, red pen, flip-file, etc.) may be ordered through the
Administrative Manager.
13. EMPLOYMENT OF RELATIVES
The following guidelines should be considered under which an employee’s relative
can be recruited to work at Tata in South Africa. An employee will be considered a
relative under the following relations:
i. Spouse: husband/wife
ii. Parents: father/mother
iii. Siblings: brother/sister
Any two related employees should not have any direct/indirect reporting relationship
with each other nor should they have a direct reporting to the same manager. This
policy is applicable to existing employees getting married to each other or in the
case of new recruitments.
14. GIFT POLICY
No employee shall knowingly accept gifts from vendors other than diaries, calendars
or 1 box of sweets. Any gifts should be declared if the value exceeds R250 per
item.
15. MEDIA POLICY
Communication with external/media will be channeled through the Brand Manager.
No-one will be allowed to interact with the media. Any queries should be routed to
the Brand Manager. The MD or his designee will be authorized to act and/or liaise
with the media.
16. ALCOHOL, SMOKING AND SUBSTANCE ABUSE IN THE WORKPLACE
The Company recognizes that all employees have the right to a safe and healthy workplace.
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Consumption of alcohol on the business premises and/or misuse of any prescription
and/or narcotic substances as well as smoking on the premises of Tata are strictly
prohibited and appropriate action will be taken against any employee found to be
doing so. TATA House is a no-smoking building zone.
Employees are urged to familiarize themselves with the Alcohol, Smoking and
Substance Abuse Policy as disciplinary action will be taken against any employee
who violates the regulations of this policy.
17. TRANSFER AND RELOCATION PROCEDURE
During the course of employment, TATA may at any time and at its sole discretion,
transfer an employee to any location, affiliates, subsidiaries or sister companies in
or outside South Africa and the employee shall comply with all directions and
instructions as laid out. An employee will be entitled to the following expenses on
account of transfers:
i. Travel cost for Self and Family: An employee is entitled to one time
travel (as per level) for self and family (spouse and dependent children)
from the base location to the new location.
ii. Shipping Reimbursement : The cost for relocating from where the
employee / new joinee lives to where the organization is transferring him.
iii. Temporary accommodation: The Company will provide guesthouse /
hotel accommodation to the transferred employee / new joinee and his
family (spouse & dependent children) for an initial period of 7 days while
he/she looks out for a permanent accommodation. The hotel booking will
be done as per the employee’s Level & eligibility.
iv. Relocation leave: The employee will be eligible for a 5 day relocation
leave which can be taken within 1 month for the date of transfer failing
which, the leaves would lapse.
Exceptions: -
The policy is not applicable in the case where the employee initiates
(requests) the transfer
If an employee and his/her spouse are transferred to the same location,
then only one person can avail of the benefits
This policy excludes relocations for transfers between twin cities, which
are large but adjacent and for all practical purposes are considered one
city, but expenses incurred on the transportation of goods can be availed
as per point (ii)
18. RESIGNATION OR RETIREMENT
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18.1 Resignation:
A local employee needs to give one months’ notice in writing when
resigning; in case of failure to adhere to this, it will be obligatory to
surrender salary in lieu of the notice period. The notice period for
employees would be as mentioned in their appointment letter.
Expatriate employees will have to give three months’ notice as
mentioned in the employment contract; in case of failure to adhere to this,
it will be obligatory to surrender salary in lieu of the notice period.
In case where the employee is on a 3 month probationary period, he/she
needs to serve a 2 week notice period.
The employee will not be entitled to avail any leave while they are serving
the notice period.
Employees must do a complete handover to the satisfaction of the
management to the authorized person by completing all jobs/ assignment
in hand and return all company assets and belongings.
On satisfactory handover of Company’s properties and completion of all
jobs/assignments in hand, the Company will issue a relieving letter and
full and final settlement will be done. Only available annual leave will be
encashed and will be paid in the month following resignation.
18.2 Retirement:
The current age for retirement is 65 years as per the rules of the provident
fund unless determined otherwise in letter of appointment.
The retirement age for Expatriate employees are stipulated in the
employment contracts on 60 years as they are excluded from the
provident fund
HR will inform the retiring employee and his superior one year in
advance, of the date of his/her retirement so that proper arrangements
can be made for handing over of jobs/functions handled by the retiring
Employee.
19. EMPLOYEE BENEFITS
The company offers a few Employee Benefits as part of their remuneration package.
Expatriates are excluded from contributing to provident fund and are advised to
make provision for their retirement.
19.1 Medical Aid Benefit
All employees should belong to a medical aid scheme. If the employee opts
to join Discovery medical aid, the monthly contributions will be deducted on
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his pay slip and paid over to Discovery. The company will also make a fixed
monthly contribution towards the monthly premium, thus reducing the portion
that the employee has to pay. An Employee can also add his/her
dependents, but the company contribution will remain the same. The
Employee may join Vitality (which is the wellness benefit offered by
Discovery) – the monthly premium for the Vitality benefit will be for the
account of the employee. The company contribution for Foreign Nationals
will be as per employment contract.
19.2 Provident Fund as Retirement Benefit
It is compulsory for all local employees joining the company to belong to the
Provident Fund administered by Alexander Forbes. The company contributes
15,5% of basic salary to retirement every month. The administration and
consultation costs are carried by the company. The employee has the option
to contribute a further 2, 2.5%, 5% or 7% towards retirement. The funds in
the Provident Fund will be paid to the employee on retirement or termination
of service. In the unfortunate event that the employee passes away, the
money in his/her Provident Fund will be paid to the beneficiaries nominated
by him.
19.3 Risk Benefit: Group Life Insurance Cover
The death benefit on offer is equal to a multiple of 3 x Annual Fund Salary.
The benefit is an “Approved” benefit and is taxable in line with the provisions
of the Income Tax Act pertaining to lump sum payments from Retirement
Funds. The benefit also includes an indemnity insurance benefit (i.e. the
global education benefit) that covers the cost of the members’ dependents
education expenses from pre-primary to tertiary institutions subject to certain
policy terms and conditions and benefit levels that are determined by the
insurer from time to time. Members have the option to convert this group
benefit into an individual policy when they terminate their relationship with
TATA. Members are fully covered for death benefits during any terms of
disability.
19.4 Risk benefit: Funeral Benefit
This benefit is offered to the member, the member’s spouse and own children
to the age of 21. The respective benefit values are as follows:
Member = R 10 000-00
Spouse = R 10 000-00
Child between age 15- 21 = R 10 000-00
Child between age 5 to below 15 = R 5000-00
Child between age 0 to below 5 = R 3000-00
Stillborn = R 1250-00.
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The benefit becomes payable in the event of the death of the member, or the
member’s spouse or the member’s own children.
The membership of the Provident Fund and the payment of the contributions
are subject to the rules and regulations of the scheme and the
applicable policy. The employee shall cease to be a member of the fund as
soon as he/she leaves the employ of the company.
19.5 Risk benefit: Income Disability Benefit
The benefit on offer is equal to 75% of the members’ monthly Fund Salary
and paid as a monthly income benefit in the event of an approved disability
claim. The insurer also provides additional value add benefits such as a
mortgage protector benefit that pays the cost towards a disabled members’
bond repayments for a fixed term period of 24 months depending on the
member’s vitality status at date of claim and subject to the terms and
conditions of the respective insurer as determined from time to time. The
income disability benefit will escalate annually equal to the lessor of 5% or
CPI during the term of disablement. In addition to the standard benefit the
Insurer will also pay the cost towards medical aid benefits on behalf of the
disabled members for a period of 12 months. This benefit is paid on both
temporary and permanent disability.
20. APPROPRIATE USE IT EQUIPMENT AND SYSTEMS TATA information and computer systems are assets critical to the conduct of our business and stakeholders, and its dependency on these assets demands that appropriate levels of information security be instituted and maintained. Appropriate measures are taken to protect its information and computer systems against accidental or malicious destruction, damage, modification or disclosure, and to maintain appropriate levels of confidentiality, integrity and availability of such information and/or TATA computer systems. All information systems equipment provided by TATA remains the sole property of TATA. Any data or intellectual property created by the user also remains the property of TATA. No information is to be removed or copied or shared with any person except to assist the user in the performance of their work with the permission of TATA.
Use of the TATA computer system is provided primarily to assist Users in the
performance of their work function for, and on behalf of, TATA.
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20.1 Computer Usage
Employees will be issued with desk computer or a Laptop, depending on the
position.
Where an employee has received a laptop, care must be taken to secure
the computer at all times as the employee will be responsible if there is
damage to the computer due to negligence.
On termination of employment the Laptop must be returned to the
company in the same condition as received with appointment
Employees must make sure that they store their data on the server
through the network.
Employees will be able to connect to the network through a network cable
or Wi-Fi
Ensuring mobile devices including laptops and PDA’s are adequately
secured and not left in places where they are visible to third parties, e.g.
cars
20.2 Cellphone Usage
Employees will be issued with a Cellphone and SIM-card, depending on the
position. Usually employees will receive a cellphone if their job requires
them to travel or to be reached after hours.
Employees should use the cellphone only for business calls.
Should it be found that excessive private calls are made; the costs of
these calls will be re-coupe from the employee.
At termination of employment, the cellphone, SIM-card and charger have
to be returned to the company
20.3 Electronic Messaging Systems
Employees will be issued with an e-mail address and must take particular
care when using e-mail as a means of communication because all
expressions of fact, intention and opinion in an e-mail may bind the user
and/or TATA and can be produced in court in the same way as other kinds
of written statements.
Users must only use instant messaging for informal communication
where allowed by TATA Policy.
Users must not send e-mail messages, e-mail attachments or instant
messages, which could be construed as defamatory, harassing or
otherwise offensive. This includes the use of profanity, obscenities or
derogatory remarks relating to employees, customers or others.
Users must not access, download or distribute any material that could be
deemed pornographic, racist, sexist or otherwise offensive. The
display of any offensive or sexually explicit image or document on a
TATA system is expressly prohibited
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Ensuring TATA resources are not used by non TATA personnel;
Ensuring that confidential information is not inadvertently viewed by third
parties (e.g. use of laptops on public transport or airport lounges);
The IT policy is available and employees have to familiarize themselves with the content
We trust that you will feel part of the TATA-family after reading this Employee Manual.
We advise that you familiarize yourself with the policies at the back of this
file. Policies and procedures are in place to ensure that all employees are
treated fairly and consistently. The policies were written to abide by the laws
of the country and where possible give better benefits. The policies and
procedures may be changed from time to time after consultation with
Management and Employees.