Latest News

13/02/13

CEO pleased with Super Group's 'excellent growth in earnings'

Headline earnings climb nearly 20% in the six months to December thanks to new business generation across three divisions. JSE-listed transport logistics... read on

12/02/13

2013 Interim Results

Super Group's unaudited interim results for the six months ended 31 December 2012 have now been released. The Board of Super Group, one of the... read on

06/02/13

Trevor Fisher Jnr picks up two awards at Sunshine Tour Awards

Super Group's Trevor Fisher Jnr was voted Players' Player of the Year and also named the Golf Writers' Player of the Year at the annual... read on

27/11/12

FleetAfrica wins again at the 2012 PMR.africa awards

FleetAfrica, foremost provider of Fleet Management Solutions, has again received recognition at the annual PMR.africa awards breakfast held on 5 November 2012 at the Hyatt Hotel, Rosebank... read on

16/11/12

FleetAfrica celebrates 25 years of fleet management excellence

Foremost provider of fleet management solutions, FleetAfrica is celebrating 25 years in the fleet management industry... read on

17/10/12

Presentation on SG Fleet (Australia)

Super Group invites you to download this presentation to investors covering an overview of our Fleet Solutions operations in Australia. Presentation on SG Fleet... read on

10/09/12

Super Group's Trevor Fisher wins back-to-back Sunshine Tour titles

Trevor Fisher Jnr claimed back-to-back victories on the Sunshine Tour when he won the Vodacom Origins of Golf tournament at Sishen Golf Club on Friday. Fisher... read on

30/08/12

Circular relating to B-BBEE Scheme & notice of AGM

Super Group shareholders are referred to the announcement released on SENS on Monday 20 August 2012, relating to the proposed implementation of a broad-based... read on

Announcement - Fiat & Alfa Romeo brands are now also offered by Super Group Dealerships

Reviewed Results for the year ended 30 June 2012

Final Results Presentation for the year ended 30 June 2012

About Us

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Vision

The strategic vision for Super Group is to provide end-to-end supply chain solutions, fleet management and dealership services to a diversified customer base in southern Africa and Australia and to become a leading transport logistics and mobility group.

Who We Are

Super Group is a broad-based supply chain management business listed on the Johannesburg Securities Exchange. Super Group’s supply chain division provides a platform for the group’s core expertise and offerings. This expertise is applied into vertically integrated divisions covering vehicle dealerships and fleet management. Founded in 1986, Super Group has an international footprint and offers customers a comprehensive range of products and services.

What We Do

Super Group is essentially a supply chain mobility company revolving around the optimisation of supply chain processes and vehicle fleets with a strong IT focus and technology underpin. Our business encompasses the planning and management of all activities across the supply chain from the sourcing, procurement, transport, warehousing and distribution of goods and services. This is made possible through coordination and collaboration with our valued channel partners; be they suppliers, intermediaries, third-party service providers or customers. In essence, Super Group integrates supply and demand management within and across companies.

Where We Operate

Super Group is a global logistics group with its head office in Johannesburg, South Africa and operations in Australia, New Zealand and the United Kingdom. The company has a strong footprint in Africa with operations in Mozambique, Zimbabwe, Botswana, Namibia, Malawi, Democratic Republic of Congo and Nigeria.

Our People

Super Group is a firm believer in the maxim that a company is only as good as its people. The Super Group employee is loyal, committed and enthusiastic, focusing on developing client relationships, and is supported by a corporate culture that is performance driven but grounded in a strong foundation of ethical and moral values. We will continue to invest in developing our people to ensure they have the appropriate skills to perform their job to the best of their abilities whilst adding value to our clients’ operations.

Our Values

  • Trustworthiness.
  • Open communication.
  • Respect.
  • Collaboration and knowledge sharing.
  • Ownership and accountability for our purpose.
  • Innovation and thinking.
  • Recognition and fun.

Supply Chain Division

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Supply Chain Division

The Supply Chain division combines operational excellence with powerful technology and ongoing innovation to create dynamic supply chain solutions that deliver enhanced profitability and efficiency to its clients.

The division has a strong operational footprint across the entire supply chain and focuses on providing clients with true end-to-end solutions.

Supply chain management spans all movement and storage of raw materials, work-in-progress inventory and finished goods from point-of-origin to point-of-consumption.

We work with our clients to create flexible and adaptable supply chain solutions that can respond quickly to the changing demands of the marketplace. We provide customised solutions that are scaleable to any industry and any supply chain environment with the key focus of delivering profits and enhancing competitive advantage.

The Supply Chain division's core focus is on the automotive and fast moving consumer goods (FMCG) industries, it is strong in the distribution of mining equipment and tyres, while its freight and staple foods business handles a number of large agricultural and industrial contracts.

Super Group - Supply Chain offers more than just transportation, warehousing, distribution and logistics, in that as a supply chain partner it adds value, reduces costs, understands customers' business and meets individual supply chain requirements.

Business Units

Fleet Solutions

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Fleet Solutions

The Fleet Solutions division has operations in South Africa, Australia, New Zealand and the United Kingdom. The division provides flexible vehicle leasing and rental solutions, focusing on the containment of costs and operating risks associated with fleet ownership.

Business Units

Confidentiality Undertaking

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Confidentiality Undertaking

As a Super Group Trading (Pty) Ltd. Employee I undertake in favour of Super Group Limited and / or its subsidiaries and / or associated companies (hereinafter collectively referred to as the "group"), that:

By virtue of my association with the group, I will become possessed of and will have access to the trade secrets and confidential information.

"Trade secrets" shall include, but not be limited to:

  • know-how, processes and techniques;
  • knowledge of and influence over the group's customers and business associates;
  • the contractual arrangements between the group and its respective business associates;
  • the financial details of the group's relationship with its business associates;
  • the financial details (including credit and discount terms) relating to the group’s customers;
  • the names of prospective customers and their requirements;
  • details of the group's financial structure and operating results;
  • details of the remuneration paid by the group to its various employees and their duties; and
  • other matters which relate to the business of the group and in respect of which information is not readily available in the ordinary course of business, to a competitor of the group.

"Confidential information" shall include but not be limited to:

  • internal correspondence and/or conversations between any group employees;
  • correspondence and/or conversations between group employees and third parties; and
  • For the purposes of this agreement, correspondence shall include the following, but not be limited to, correspondence by way of e-mail, memorandum, file note, letter, fax, sms, chatrooms, telephonic conversations, as well as any attachments to the aforementioned where applicable.

Having regard to the facts recorded above, I undertake that in order to protect the proprietary interest of the group and the group’s trade secrets and confidential information:

Super Group

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Human Resources and Payroll

Super Group operates in a centralised shared services HR model. Super Group Human Resources provides the following human resources services to Super Group:

  • General HR Policy and Guidance
  • Employment Equity Services
  • Skills Development Facilitation Services
  • Employment Relations Management
  • Payroll Bureau Services (excluding Fleet Solutions, Dealerships Division and Executive Payroll)
  • Workforce Solutions
  • Training Solutions

Most divisions and business units have their own dedicated HR representative which reports operationally to the respective divisional or business unit head and functionally to the Group HR Executive.

Super Group Human Resources administers the following payrolls:

  • Supply Chain Head Office
  • SG Mobility
  • Micor
  • SG Convenience
  • Rentrak
  • SGIT
  • Sherwood International
  • SG Consumer
  • SG Freight
  • SG Bulk
  • Super Rent
  • Trans Africa Logistics
  • Transport Brokers
  • VSc Solutions

All enquiries, queries and incidents must be logged by using the Human Resources Self Service Portal or by contacting the Call Centre on: 011 123 4000.

Super Group Dealerships

All enquiries, queries and incidents must be forwarded to Nicole McKnight at nicole.mcknight@supergrp.com.

Fleet Africa

All enquiries, queries and incidents must be forwarded to madelene.harrington@supergrp.com.

Executive Payroll

All queries and incidents must be forwarded to reshma.khoosal@supergrp.com.

Recruitment Policy

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Recruitment Policy

The Group and all its companies will comply with all applicable employment and labour legislation in its employment practices as a minimum standard. In recruiting candidates for placement, each business unit/department will consider on merit those candidates who are suitably qualified in terms of required qualifications, experience, prior learning and who demonstrate the potential to acquire the necessary competencies, within a reasonable period, to perform the job.

The recruitment and selection policy aims to:

  • encourage the promotion and development of internal employees before recruiting external to the Group;
  • engage the services of selected search and recruitment agencies in assisting to recruit senior and professional level employees, including candidates from historically disadvantaged groups; and
  • recruit and select without unfairly discriminating on any arbitrary grounds including on the basis of race, gender, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, disability, religion, conscience, age, belief, political opinion, culture, language and birth.

It is to be noted that there will be instances where a business unit/department will consider external applications in parallel to the internal recruitment process. Determination will be based on the nature of the appointment, deemed availability of candidates and time constraints. This is however to be exception based and not adopted as the standard policy in this regard.

The requisite people capacity will be established taking strategic and operational issues into account, including business and project life cycles. Employees will be recruited, transferred or out-placed as a result of these factors. Employees may be moved dynamically and continuously in response to the Group's rapidly changing needs, thus allowing them the exposure to other areas of the Group's business.

Employment Relations

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Employment Relations

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Disciplinary Code

The Super Group Disciplinary Code and Code of Conduct are binding on each Super Group employee, notwithstanding the nature of such an employee’s appointment with the Group. The Super Group Disciplinary Code forms part and parcel of each employee’s contract of employment and each employee has an obligation to familiarise themselves with this code and by remaining employed by the Group, such employee tacitly agree to its binding nature and that the employee is subordinate thereto. Any conduct that is not in conformity with the Super Group Disciplinary Code and Code of Conduct, is regarded as constituting misconduct and management has the vested authority to discipline such employees who are not conforming thereto.

The contents of the Super Group Disciplinary Code therefore form part of the conditions of employment of all employees. Offences stipulated in the Code do not purport to be exhaustive of all the offences for which management may take disciplinary action. Disciplinary action may therefore be taken for any unacceptable conduct or breach of contract that has an adverse influence on the employment relationship.

Dismissible breaches of the disciplinary code, include the employee’s alleged involvement in one of the following transgressions:

Insubordination:

  • Refusal to obey a lawful instruction.
  • Failure or refusal to execute company policy.
  • Rudeness and insolence.
  • Use of foul language towards an employee (irrespective of level) or member of the public or customer or client.
  • Making disparaging remarks and indecent gestures.

Dishonesty:

  • The unauthorised removal or possession of company or client property;
  • Fraud and / or falsification of records.
  • Offering fraudulent medical certificates.
  • Supplying false evidence to management in any investigative process or during a disciplinary enquiry.
  • Misuse or disclosure of privileged or confidential information.
  • Submitting false information in any report to any structure or functionary of the company.

Intimidation / Assault:

  • Threatening and / or inciting any employees or members of the public to participate in violence or serious disruption of any service delivery.
  • Threatening to do physical injury to another person, fighting and / or any physical assault.

Sabotage:

  • Damage to company property or property hired by the company, or damage to a client’s property.

Firearms:

  • Carrying or use of firearms or dangerous weapons whilst at work.

Sexual harassment:

  • Unwelcome conduct of a sexual nature affecting the dignity of women or men at work, including making unwelcome suggestions, innuendos, remarks or hints of a sexual nature, sexual advances, comments with sexual overtones, sex related jokes or insults, graphic comments about another persons’ body or making unwelcome obscene gestures to another employee or client.

Racial harassment:

  • Unwelcome conduct based on race, ethnicity, nationality or citizenship.

Using hate expression:

  • Encouraging, engendering, advocating or aggravating hatred, discrimination, exclusion, restriction, ridicule or contempt.

Victimisation:

  • Harassing, bullying, threatening, abusing or insulting another employee for any alleged, suspected or proven act by an employee in the lawful exercise of his / her duties.

Corruption:

  • The unlawful giving of an advantage to an employee or the making of an offer or the conclusion of an agreement to give an advantage to an official as consideration for certain behaviour in the future or the past by that official in his / her official capacity.

Under the influence of an intoxicating substance:

  • Driving any form of company transportation or a client’s vehicle whilst under the influence of an intoxicating substance.
  • Reporting for duty whilst under the influence of an intoxicating substance.
  • Possession of an intoxicating substance whilst at work or on the premises of the company.
  • Using intoxicating substances whilst on duty (excluding functions, etc.).
  • Being at work whilst being under the influence of an intoxicating substance.

Disclosure of information:

  • Trade secrets, processes, customer and supplier’s lists and other confidential information in regard to the company’s business may not be disclosed.
  • Competition:
  • Competing with the company.
  • Performing other remunerative work whilst employed by the company, without any prior authorisation.

Gross negligence:

  • Conduct of employees that result in injury or death of employees, or significant financial loss to the company. Negligence becomes gross when the employee either knowingly acted in contradiction with standard operational requirements / policies and / or procedures, or the actual or potential loss suffered by the company is substantial.

Public Image:

  • Engaging in disorderly behaviour in the performance of official duties, either on company premises or within the public arena, discourtesy in the execution of official duties, making unnecessary tactless or incriminating statements or statements that injures or impairs the dignity or honour of another employee or the company, making any media statement without the necessary approval.

Unauthorised meetings:

  • Convening, conducting, participating in or attending unauthorised meetings on the company premises without the approval or knowledge of management.

Information technology:

  • Misuse of computer, internet and electronic mail facilities supplied for official use, downloading, storing or viewing of sexually explicit or sexually or racially offensive material or conducting dialogue which is sexually or racially offensive on the internet.

Violation of safety regulations:

  • Conduct or action that endangers the safety of employees or clients;
  • Deliberate, reckless or negligent damage, destruction or abuse of equipment or items provided or used for safety or health of employees.
  • Non-compliance with, or violation of, occupational safety and health rules, procedures and prescripts.

Industrial action:

  • Participating in unprotected industrial action or inciting or encouraging acts or threats towards other employees to participate in any form of industrial action.

Violation of company policies:

  • The failure to carry out or comply with any company policy, order or procedure.

Company vehicles:

  • Driving company vehicles without permission or a valid driver’s license or use of company vehicle for private purposes.
  • Reckless or negligent driving of company and client’s vehicles.
  • Deviation from assigned delivery routes without just cause or authorisation.
  • Failure to comply with the company’s policy regarding the use of vehicles.

Absenteeism / timekeeping:

  • Employees who do not work the contracted working hours, unauthorised absenteeism and late coming.
  • Employees who fail to report their absence due to illness on the first day of absence and as prescribed in the relevant policy guidelines.
  • Employees who fail to support their absence from work, due to illness, by a medical certificate or as prescribed in the relevant policy guidelines. Please reference the Group’s sick leave policy for further clarification.
  • Employees who take sick leave on a regular basis without proper justification.

Employment Relations

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Abscondment

Guiding Principles

Abscondment/desertion is defined as the unauthorised absenteeism of an employee where the employee has no intention to return to work or in circumstances where management can make a proper inference of such intention not to return, based on the employee’s total failure to establish any contact with management and/or the employee is not contactable during the period of unauthorised absence. Therefore, in order to be classified as an abscondment case, all of the following elements must be present in relation to the employee’s absence:

  • the absence must be unauthorised;
  • the absence must be prolonged and for a continuous period (but at least more than 3 working days or 3 days on which the employee were required to have normally attended work);
  • the employee has failed to establish any contact with management in order to inform them about his intent to actually return to work; and
  • all management’s attempts to contact the employee in order to establish his/her whereabouts failed.

This portion of the chapter sets out the procedures to be followed by management in order to administer and manage actual cases of absconding employees.

Procedures to be followed

If a Super Group employee is absent for more than three (3) consecutive working days without permission/leave and without informing his / her manager / supervisor of his / her whereabouts the employee’s manager / supervisor must follow the following procedure:

  • report the absenteeism to the relevant HR representative on the fourth day of continued absence in the prescribed format as per annexure; and
  • provide the relevant HR representative with a copy of the attendance register indicating the employee’s continuous absence for more than three (3) working days.

The Relevant HR representative would then forward a telegram to the absconding employee as per annexure, requesting the employee's immediate return to work as well as requesting that immediate contact be established with the relevant supervisor and warning the employee about the consequences that would follow, should no reaction be forthcoming. It will remain every employee’s responsibility to ensure that any changes in his physical address be reported to his direct manager and HR representative in order to ensure that updated information is available to the Group.

If the employee returns to work as instructed in the telegram and/or establishes contact with his/her relevant manager as instructed in the telegram, the employee’s manager must obtain reasons for the employee’s absenteeism and request proof thereof. If the employee cannot produce a valid substantiated reason for his / her absenteeism and justifiable reasons for not communicating with his/her manager, then his / her manager must take formal disciplinary action as per Super Group’s Disciplinary Procedure and Code.

Should the employee fail to return to work as instructed in the telegram, then the employee’s manager must report this failure to the relevant HR representative in the prescribed format as per annexure. The employee’s services shall then be terminated on the basis of abscondment effective on the day of the first unauthorised absence and the employee shall not receive any remuneration for the duration of the unauthorised absence. The relevant HR representative shall then forward to the employee another telegram stating that his /her service has been terminated on the basis of abscondment as per annexure. HR will also initiate all the necessary administrative actions to remove the employee from the payroll etc.

Important Note

Should the employee return to work after the date and time as instructed by the telegram, he / she should under no circumstances be allowed to return to his place of work or to continue with his/her work. Instead the arrival of the employee should be reported to the relevant HR representative immediately. The employee’s only recourse in this regard would be to submit an appeal to the relevant HR representative, who would forward it to the relevant appealing authority. Such an appeal must be submitted in the form as per annexure.

In this appeal, the employee shall be compelled to show good cause for his unauthorised absence, reasons why he/she was unable to communicate with his manager during the course of his absence as well as submit all substantiating proof in relation thereto. The decision of the appealing authority shall be final.

Employment Relations

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Grievance Procedure

It is in the interests of both employer and employee to consider and resolve issues arising between them in a manner considered to be reasonable and productive. It is in light of this that the grievance procedure is established to resolve any issues which an employee or group of employees may wish to air. It is compulsory for employees to first exhaust the internal grievance procedure before approaching any external entity in relation to any form of dissatisfaction or taking any radical decisions in such regard and failure to do so, may result in disciplinary action taken against such an employee. The grievance procedure is therefore to be respected by both employees and management.

The primary objective of the grievance procedure is to allow an employee or a group of employees to bring to management’s attention any dissatisfaction or feeling of injustice regarding their immediate work situation.

A grievance is any dissatisfaction or feeling of injustice on the part of an employee or group of employees associated with their conditions of employment, work, supervision, place of work or related. It is every employee’s right and duty to bring to the attention of their manager any work-related matter that has caused, or is causing them dissatisfaction or distress. Employees are encouraged to report such matters of dissatisfaction on the appropriate template as per annexure.

Grievance Procedure

  • The employee’s immediate manager is the first person with whom a problem should be discussed. The employee has a duty to substantiate the grievance with any relevant documentary evidence that would support and/or explain and/or illustrate the points raised in the grievance. Handling staff problems is part of a line manager’s daily responsibilities. If he / she so wishes, the employee may request the assistance of an employee representative. The employee’s immediate manager must ensure the employee and any other parties to the grievance have taken active steps to attempt to resolve the problem on an informal basis prior to lodging a grievance.
  • If the grievance involves a number of employees, a suitable representative from amongst the employee body should approach the line manager concerned.
  • Supervisors and managers must endeavour to resolve any submitted grievances and may use the Guidelines for Handling Grievances for Managers in this regard.
  • If the employee’s line manager cannot, or does not resolve the problem within 72 working hours, the employee has the right to approach their line manager’s superior with or without the assistance of a fellow employee. The employee and his /her relevant line manager may agree to extent this time frame if circumstances are such that it would be unreasonable to expect a resolution of the grievance within the stipulated time frame.
  • The employee should not be unreasonable in considering any request for an extension in this regard as it would be preferred that grievances be resolved as close to the point of origin as possible and that the employee’s relevant supervisor as a minimum provide a written response thereto.
  • Once the employee has received the written response from his/her direct supervisor, the employee must record thereon whether the matter should be regarded as being resolved or not. If the employee does not regard the matter as having been resolved, he/she must submit in full and in writing the reasons why he/she is in disagreement with the response received in accordance with the annexure and further substantiate the reasons for the grievance within 3 working days from receiving such answer.
  • Such reasons must then be submitted, together with the original grievance and supporting documentation and the supervisor’s response thereto, to the senior manager of the next higher level of management.
  • The senior manager is then to investigate the grievance further, reviewing all supporting documentation in such regard and then make his/her findings known in writing which must be submitted to the employee concerned. If the senior manager cannot resolve the grievance within 72 working hours, a meeting should be called involving anyone the senior manager believes, or as advised, may assist in resolving the issue. Any decisions reached as a result hereof must be recorded in writing and provided to the employee concerned.
  • Once again, the employee must decide on whether the grievance has been resolved or not with full reasons and motivations as to why the employee does not agree with the answer received in accordance with the annexure.
  • If the grievance is of such a nature that the immediate employee’s line manager and his / her respective line manager and senior manager cannot resolve the grievance, then the grievance with all supporting documents must be submitted to the Divisional CEO for a final decision in such regard.
  • Once the Divisional CEO has reached a decision regarding the grievance, all internal remedies would then have been exhausted by such an employee.
  • If the grievance involves a number of employees, a suitable representative from among the employee body should approach the line manager concerned.

Employment Relations

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Sexual Harassment Policy

Any form of sexual harassment in the workplace will not be tolerated by the Group, including clients and suppliers. Sexual harassment may include any of the following:

  • verbal abuse of a sexually suggestive nature;
  • innuendo, including remarks or insinuations about a person’s sex life;
  • physical contact, including touching which makes the individual feel threatened or uncomfortable;
  • obscene gestures or indecent exposure;
  • staring, leering or whistling with implicit sexual connotations;
  • display of sexually offensive or explicit materials;
  • direct sexual propositions;
  • continued pressure for dates and sexual favours;
  • letters or calls of a sexual nature; and
  • sending offensive or sexually offensive e-mail messages to colleagues, customers or suppliers.

The Group accepts that sexual harassment is a form of unfair discrimination against the complainant on the basis of sex and/or gender and is a barrier against equality in the workplace. On this basis, the Group will not tolerate any sexual harassment and employees are encouraged to report any incidents of alleged sexual harassment to its relevant CEO of the business unit directly, free from any fear of victimisation in such regard. It will be a disciplinary offence to victimise or retaliate against an employee who in good faith lodges a complaint of sexual harassment.

Employees should report instances of sexual harassment as soon as reasonably possible to the relevant CEO of the business unit or at the Group’s anonymous 'Be Heard' crime line, whether in writing or verbally. It is important that the complainant in reporting such cases to the relevant CEO, must also clearly state what outcome is desired by the complainant in having the matter resolved. On receipt of such a complaint, the relevant CEO shall either personally investigate the matter further or designate a particular senior employee to further investigate and act upon the complaint, including having the matter dealt with in terms of the formal or informal procedures. Although it will largely be the specific employee’s choice of invoking either the formal or informal procedure, the Group shall reserve the right to invoke the formal process in order to protect its own and its other employees’ future interests. If so chosen by the employee, investigations into alleged sexual harassment will be dealt with on a confidential basis.

Once reported, the CEO or designated employee shall commence investigating the matter in full, including consulting with all relevant parties and explaining both the formal and informal procedures to the complainant who may elect the process preferred by the complainant. If need be, any other assistance and/or counselling should be provided to the complainant.

Informal Process

Depending on the nature of the alleged sexual harassment reported, it might be appropriate to invoke the informal process, especially if the behaviour complained off, do not constitute very severe action. Depending on the preference of the complainant, the informal process can take the form of any of the following options:

  • the complainant can approach the perpetrator and explain to that person that such conduct offends the complainant and makes the complainant feel uncomfortable and has a negative impact on the productivity levels within the workplace; or
  • another appropriate person may approach the perpetrator and explain the aforementioned to such person; or
  • another appropriate person may approach the perpetrator (and without revealing the identity of the complainant) explain to that person the different forms of sexual harassment and that such conduct is offensive and unwelcome and could make a fellow employee feel uncomfortable and this impacts on the productivity in the workplace and is in fact a disciplinary offence, if found guilty thereof.

The complaint should be dealt with the necessary sensitivity it deserves and if so desired by the complainant, be kept confidential. The relevant CEO of the business unit must be kept abreast of developments made in such investigations and ensure that the matter has been dealt with satisfactorily.

Formal Process

The formal procedure must be invoked in cases of more severe forms of sexual harassment, especially where a risk exist towards other employees in the workplace, notwithstanding the requests of the complainant in the matter. The formal process is therefore not necessarily preceded by the informal process.

In terms of the formal process, the following basic steps will be undertaken in having the matter brought to finality:

  • the designated employee shall complete a full investigation into the allegations raised by the complainant, including interviews with all other relevant role players and potential witnesses;
  • on completion of the investigation, the alleged perpetrator shall be served a notice to attend a disciplinary enquiry on a date announced therein on charges of sexual harassment;
  • the designated employee shall introduce all collected evidence at the enquiry (including the testimony of the complainant) and the perpetrator shall have the right to examine such evidence and put forward his/her side of the matter; and
  • the chairperson of the enquiry must then make a final decision in so far as the guilt of the alleged perpetrator is concerned as well as the appropriate sanction, taking into account the nature and seriousness of the offence.

If found guilty of having committed sexual harassment in the workplace, a sanction of dismissal would be appropriate, unless it has been found by the chairperson that it related to minor instances of sexual harassment.

The CEO of the relevant business unit must be kept informed regarding progress and the outcome in so far as all alleged sexual harassment cases is concerned.

Employment Relations

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Poor Work Performance

In instances where an employee is not achieving expected standards of performance and such conduct cannot be described as being a matter of misconduct, management could start a process of counselling with such an employee. The aim of the counselling process is to assist the employee to identify and ultimately bridge potential barriers to performance. The objective and continued assessment of all employees’ performance standards is therefore the starting point towards categorising such short-comings as being poor work performance. As it does not relate to another form of misconduct, it is directed solely on the ability of the employee to perform in accordance with expected standards. Hence, if an employee managed to perform in accordance with the expected standard in the past without any specific changes having been made to the job contents, then any subsequent underperformance at some later stage might rather be indicative of misconduct as it might not be indicative of a short fall in the inherent abilities of the employee to perform to standard.

Normally, if an employee has been appointed to a specific position for an extended period of time and no changes have been made to the job content, it will be in rare instances that the poor work performance process should be invoked as any shortfalls in performance would have been revealed during the probationary period. All new appointees should be appointed on a minimum of 3 months’ probation and no permanent appointment should be confirmed, if such employee does not meet the performance requirements. Should it be revealed that an employee renders poor performance during the probationary period, then such an employee should be given notice thereof and the intent to terminate the relationship at the conclusion of the probationary period, as per annexure. It is Group policy to rather extent the probationary period to allow further time to improve on the expected standard of performance than to appoint permanently and then invoke a poor performance process. Should there be no improvement in performance, notwithstanding the necessary guidance, then the probationary employee should be given notice of termination as per annexure. Furthermore, should it be found that an employee has claimed in his application for employment to be in possession of a specific qualification or skill set, being crucial to execute the duties attached to the position, which is proven otherwise during this probation process, then disciplinary action should be invoked against such employee.

The main focus areas of the poor performance process is to identify the specific areas of underperformance and for this purpose the actual assessment results must be shared with the employee and compared with the expected standards as per the contracted performance conditions and KPI’s. The relevant manager must therefore draft a planned bridging plan and explain this in full to the employee and where possible, agree on interventions and means of overcoming any performance barriers. If any training interventions can aid towards bridging the shortcomings in the performance standards, then reasonable assistance should be provided in that regard. Depending on the nature of the specific job, such a bridging program should run for a reasonable period of time and all meetings and discussions should be fully documented. The employee should also be given an opportunity to respond and make submissions during the process. The employee should also be informed that should the actual performance standards not improve to the expected level, then it will result in the termination of employment.

During this process, there should be regular performance review discussions with the employee in order to confirm whether any improvements were in fact noticed.

Should no improvements be made, then the employee should be given notice of termination of employment in relation to the employee’s poor performance and given a final opportunity to make representations in relation to such decision. Depending on representations in such regard, the employee’s services would then be terminated on notice.

Employment Relations

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Incapacity - Ill-Health

Incapacity: Ill-Health or Injury relates to the inability of the employee to meet the performance standards required by the job due to reasons relating to the employee’s health status. It may also be of a temporary or permanent nature.

A dismissal for ill-health or injury, is justified on account of the inability to perform the tasks which the employee is required to perform.

In instances where the employee has been injured on duty, the employer has a greater obligation to try and accommodate such an employee. The medical condition of the employee must be thoroughly investigated, with a view to attempting to find other suitable employment if available.

The following key points must be kept in mind when the ill-health procedure is utilised:

  • the procedure is a management instrument to be invoked by the employer, not the employee;
  • the principle to protect employment as far as possible should be adhered to – in other words, it is not a tool that an employee can use, if he/she does not want to work any longer;
  • not to be used in cases where there is apparent abuse of sick leave (this constitutes misconduct);
  • evidence by a medical practitioner is critical in deciding on how to deal with an employee in terms of this procedure; and
  • it is not a tool to punish an employee but to assist him/her.

The incapacity ill-health / injury procedure should obviously not be invoked every time an employee takes sick leave. The following factors serve as a guide to Managers/Supervisors in deciding whether to invoke the procedure:

  • has the employee exhausted his/her sick leave for the specific sick leave cycle for the same or related ailment;
  • is the Manager/Supervisor aware or does he/she suspect that the employee is suffering from a chronic illness;
  • has the employee been involved in a serious accident;
  • is the Manager/Supervisor aware or does he/she suspect that the employee is suffering from alcohol or drug dependency; and
  • whether or not the employee is capable of performing his/her work as a result of the illness?

If the employee is not capable:

  • the extent to which the employee is able to perform the work;
  • the extent to which the employee’s work circumstances may be adapted to accommodate his/her disability, or, where this is not possible, the extent to which the employee’s duties may be adapted; and
  • the availability of suitable alternative work.

Establishing a fair reason for the possible dismissal may require expert evidence to ascertain the level of incapacity e.g. eyesight or hearing deterioration or mental instability. The cause of the incapacity may also be relevant as in the case of alcohol and drug abuse, counselling and rehabilitation might be appropriate steps for the employer to consider first. Mitigating circumstances such as the effect of termination on pension benefits, must be given careful attention.

To ensure procedural fairness the employer should in all cases of incapacity, unless special circumstances exist, conduct an enquiry where the employee is granted similar rights as in a disciplinary enquiry. The right to appeal against a finding should also be allowed to such an employee. Throughout this investigative process, the employee should be afforded the opportunity to state a case and make representations on all alternatives considered by management.

Procedure to be followed.

If the Manager/Supervisor is of the view that an employee is not performing in accordance with the requirements of the job that the employee has been employed to do as a result of poor health or injury the manager / supervisor must report such alleged incapacity misconduct in the prescribed format as per annexure to HR. The report on alleged incapacity (Ill-health / injury) must contain the following, namely:

  • the employee’s sick leave history over the past 3 years;
  • a medical report completed by a registered medical practitioner stating the employee’s ability / inability to function in his / her current job;
  • Group HR will appoint the Chairperson of the Incapacity Enquiry and the Representative of the company;
  • the Employee should be given proper notice of any intended incapacity enquiry at least 3 days prior to the enquiry and advised of his/her rights in such regard as per annexure;
  • the Chairperson of the Incapacity Enquiry and the Representative of the Company will then continue with the laid down procedures on Conducting an Incapacity Enquiry;
  • the incapacity enquiry must be finalised within one month;
  • the outcome of the incapacity enquiry will be forwarded to the relevant supervisor / manager, who in turn must inform the employee of the outcome of the incapacity enquiry. If the outcome of the enquiry is in fact the termination of the contract of employment, then such dismissal must be communicated to the employee as per annexure wherein the employee must be advised of his/her further rights in such regard; and
  • the employee’s decision to appeal or not to appeal must be communicated to Group HR within 3 working days upon receipt of the aforementioned notification by the employee. Such an appeal must be submitted in accordance with the prescribed appeal format as per annexure.

In instances where the employee’s incapacity due to ill-health stems from an injury that occurred whilst on duty and during the normal course of performing his/her contractual duties, every effort should be made to either adapt the employee’s working conditions in such a way as to accommodate the employee towards being capable of performance or to seek an appropriate alternative position, where applicable.

In the event that a final decision regarding termination has been reached, the necessary provident and pension fund withdrawal applications, with the necessary and prescribed medical reports, shall be submitted for reasons relating to ill-health. As employees might be belonging to different funds, such as the Super Group Pension and Provident Funds, or the NBCRFI Provident Fund or the MIBCO Provident Fund, management must ensure that the correct withdrawal forms are duly completed.

Employment Relations

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Detention and Imprisonment

In the event that any employee being detained by the Police, such absence from duty shall be deemed as being unauthorised absence from work and shall be taken as being unpaid. All such cases must be reported to the relevant HR representative with full details regarding the duration of such detention and reasons relating thereto. A determination should be ascertained regarding the expected duration of such detention. In instances of prolonged detention, written notification should be issued to the employee as per annexure inviting representations from the employee before termination of service as per annexure is issued in such regard. In cases of short detention, the employee should be charged for the unauthorised absence in terms of the disciplinary process. Upon the employee’s arrival at work after having been released from detention, such an employee should not be allowed to resume his/her previous duties, if a notice of termination has already been issued to such an employee. The former employee may submit an appeal to the appealing authority in the prescribed format as per annexure.

Similarly, any imprisonment sentence issued against any employee shall be deemed as being unauthorised absence and shall be unpaid. All imprisonment cases shall be reported to the HR representative for further guidance on the proper process to invoke in such regard. Depending on the duration of the imprisonment sentence, a written notification should be issued to the employee, requesting representations from the employee as to the termination of the employee’s employment with the Group, as per annexure. After having considered the representations and in the event that it is clear that the employee would not be able to perform his contractual duties for an extended period of time, a notice of termination could be issued to the employee as per annexure. Should the former employee return to his former place of work after having been released from prison and after the notice of termination has been issued to such an employee, the employee must not be allowed to resume his/her former duties. Such former employee may submit an appeal in terms of the prescribed format per annexure.

Exceptional cases shall be reported to Super Group HR for further guidance and assistance.

Employment Relations

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Operational Requirement Dismissals

The Group recognises the need to effect changes to its operational processes, introduce new technology and change its structural components in the interest of maintaining a competitive edge in the market and/or to remain cost effective. These changes will always remain a managerial prerogative and in instances where such changes might impact on Group employees, the prescribed consultation procedures will be invoked.

If at any stage it is contemplated that such changes might result in the dismissal of any employees or where the reluctance of employees to adapt to the changes in potential roles might necessitate the dismissal of certain employees, the consultation process shall be followed. The purpose of the consultation process should not be equated with negotiations, but its purpose would be seek advice and try to reach consensus with the relevant role players on specified topics associated with the changes.

The moment that it is contemplated that certain dismissals might result from the intended changes, notice will be issued to all employees within the specific sub or sub-sub-structures of the relevant strategic business unit, as per annexure, addressing all of the prescribed topics listed in section 189(3) of the LRA. In order to populate this notice with the relevant listed information, notice must be taken of any prescriptions and regulations specified in collective agreements, where such impacted employees resort under the jurisdictional scope of a bargaining council, such as MIBCO and NBCRFI, or any sectoral determination, such as the Sectoral Determination for the Wholesale and Retail Industry and the Sectoral Determination for the Private Security Industry, wherever applicable.

Should any of the potentially impacted employees be members of any registered trade union, then the very same notice should be issued to the relevant trade unions concerned, with a similar invitation for representations on the listed topics. As no final decisions could be reached on the listed issues at this stage, management must accept and consider any representations received in relation to any of the listed topics. Such representation might be made orally or in writing by any of the impacted employees or their trade union representatives. In this regard, management must endeavour to also schedule communication sessions with the impacted employees in order to explain the changes, its impact and any of the other listed issues. Depending on the circumstances of any given changes, formal consultation sessions may be advisable between management, elected representatives amongst the employees and/or trade union officials in an attempt to reach consensus on the listed topics.

Management must involve a HR Representative during the course of any retrenchment procedures for guidance on the proper process to follow in such regard.

Any representations received by the impacted employees or their representatives, must be considered by management and an attempt must be made to reach consensus thereon. Should consensus be reached on all or a number of the listed topics, this must be duly noted and minuted. After representations have been received, or after the expiry of managements’ deadlines, another notice must be issued to all impacted employees in the form of annexure. In this notice, management must communicate and record alternatives accepted or rejected and substantiate its reasons therefore. Depending on the circumstances of each case, this might necessitate further consultations in this regard and should further alternatives be presented, another notice in the same form as annexure, may be issued to impacted employees.

Management must also ensure that the relevant trade union representatives are also informed of such developments and communications issued. Should at any given stage, since the original notice was issued to employees and even after final termination letters were issued, events occur that change the outlook or impact on employees concerned, then management must communicate such updated changes and the relative impact thereof to all relevant role players.

Should the status quo prevail, then management may issue notice of termination to selected and impacted employees, informing them about their dismissals, in the form of annexure. Specific note should however be taken of the timeframes associated with and stipulated in the Guidelines and also if any facilitator was appointed, before such notice could be issued. Note should also be taken of any special periods of notice stipulated in any individual contract of employment or collective agreement. During the notice period of termination for identified employees, a final notice with a breakdown of benefits payable, in the form of annexure, must be calculated and issued to each impacted employee concerned. Should any viable alternatives be agreed upon during the employees’ notice periods and prior to their termination date, an updated notice should be issued revoking the notice of termination and confirming the alternative agreed upon, as no benefits will become payable under such circumstances as per annexure. There is no recourse for any appeal in this termination process, as the consultation process already caters for such representations.

Employment Relations

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Industrial Action

In terms of the provisions of the LRA, various forms of industrial action is catered for which are strictly regulated in terms thereof. In general, the following categories of industrial action, finds application:

  • Strike Action, which in turn can be categorized into the following categories:
    • Protected strike action – which imply that such action or participation therein, attracts the protection of the LRA and confirm that all procedural and substantive requirements of the LRA have been satisfied, prior to the engaging in such action.
    • Unprotected strike action – which confirms that the substantive and/or procedural requirements of the LRA have not been satisfied prior to engaging in such action and such participating employees do not gain any protection from the LRA, save for some procedural protection, in that the employer must still follow a fair procedure before dismissals will follow.
    • Secondary strike action – which can only be protected if this action is initiated in support of a current protected strike, also referred to as a sympathy strike. In this instance, employees from a supplier or customer can legally engage in strike action in support of employees of another employer. If such action is not in support of an already protected strike, then the same fate will befall the employees that partake in such action, as with a normal unprotected strike.
  • Picketing is a form of public demonstration by employees and non-employees in support of a protected strike, which may be conducted on the employer’s premises or at some other public place.
  • Protest action is collective action taken by employees in support of socio-economic interests of workers and does not necessarily relate to issues concerning their employment relationship with their employer. These issues must have been tabled in NEDLAC in an attempt to resolve the relevant concerns and normally result in protest action, called by a trade union or federation of trade unions, on a national scale.
  • Lockouts by an employer, is also considered under the umbrella of industrial action, as a legitimate method of pressurising employees, during the course of the negotiation process to accede to the employer’s demands. A lockout can take the form of an ‘offensive’ lockout, where the employer acts as the aggressor in the course of the dispute, or a ‘defensive’ lockout, where it is initiated in response to a strike called by the employees.

In all instances of industrial action, the Group shall apply the principle of ‘no work no pay’, irrespective of the form that the industrial will take.

Strike Action

A strike is described as ‘the partial or complete concerted refusal to work, or the retardation or obstruction of work, by persons who are or have been employed by the same employer or by different employers, for the purpose of remedying a grievance or resolving a dispute in respect of any matter of mutual interest between the employer and its employees.

Protected Strike Action

In all instances of a protected strike, the relevant trade union/s or employee representatives must have declared a dispute at an accredited bargaining council, such as the NBCFRI or MIBCO (and in the absence of such councils, then at the CCMA). Subsequent to declaring such a dispute, the relevant council or CCMA must have scheduled the matter for conciliation and only after the matter could not be resolved at conciliation and a certificate of non-resolution has been issued confirming such, can the relevant trade union/s or employee representatives give notice to the employer of any intended strike action. An exception to this prescribed rule, is that after the expiry of 30 days since a dispute has been declared at a council or the CCMA, the relevant trade union/s or employee representatives, can immediately at the expiry of the 30 day period, request that a certificate of non-resolution be issued in that regard.

If the issue in dispute (as declared at the relevant council or CCMA) only relates to dissatisfaction in relation to a single employer, such as Super Group or one of its SBUs, then the relevant trade union or employee representative have to give notice to Super Group or the relevant SBU of the employees intention to embark on strike action. The prescribed notice period is 48 hours prior to the intended strike action.

If the issue in dispute relates to an industry-wide subject matter, such as annual increases, then the relevant subject matter would have had to be tabled in the relevant bargaining council, or if there is no bargaining council for the relevant industry, at the CCMA and a dispute should have been declared in this regard and a certificate of non-resolution issued. In such instances, the relevant union or employee representatives must give the prescribed 48 hours’ notice to the bargaining council or employers’ organization, such as the RFA. The strike would be protected as due process was indeed followed by the employees before embarking on such action. Employees may therefore not be dismissed simply because they are embarking on such action, as they would receive the ‘protection’ of the LRA. However, if there are incidents of misconduct committed during the any protected strike, management must note down in detail the circumstances of the incidents and those involved therein, as disciplinary action could be instituted against such employees.

In exceptional circumstances, the Group may approach the Labour Court for an interdict if violence occur or lock the workers out of the workplace and then look at employing alternative replacement labour for the duration of the strike. As the Group do not negotiate terms and conditions of employment on plant level, protected strikes should as a rule only occur during the course of industry wide negotiations in the NBCRFI or MIBCO.

Unprotected Strike Action

The most common form of unprotected strike action is in the form of a wild cat strike. It is Group Policy that no form of unprotected strike action shall be tolerated and notwithstanding the form it takes, disciplinary action shall be taken in such regard. Unprotected strike action has a negative and destructive impact on the operations of Super Group and shall be a dismissable offence. There should be no reason why employees would not be capable of exploring internal or external remedies before engaging in any form of industrial action.

Notwithstanding the very broad policy statement by Super Group regarding unprotected strike action, the Group shall as far as circumstances permit follow due process before terminating the contracts of employment of those employees engaged in such action. This might include, issuing of ultimatums, informing relevant trade unions of such action, establishing the reasons for the unprotected action, informing employees of the fact that it is unprotected and the consequences of dismissal and involving security and the police where necessary. In circumstances where employees heeded the ultimatums issued, the Group shall reserve the right to invoke the normal disciplinary procedures in order to discipline employees who engaged in any unprotected strike action.

Employees are encouraged to make use of the relevant grievance and other communication forum systems in order to air any dissatisfaction being experienced in the workplace.

Protest Action

Once notice was issued to NEDLAC regarding any proposed protest action, management must put into place contingency plans in order to mitigate the impact thereof on operations. The same principles shall apply in relation to protected strike action. Although employees may not be disciplined for partaking in such action, acts of misconduct committed during the course of such protest, shall be the subject of further disciplinary action ito the disciplinary procedures. Also, in the event of a non-procedural compliant protest action, disciplinary action shall be taken against such employees who partake therein, in so far as their unauthorised absence is concerned.

Lock-Outs

The Group shall only utilise the mechanisms associated with a lock-out under circumstances where it will serve its operational contingencies.

Employment Relations

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Trade Unions

The Group recognises that certain trade unions with sufficient support in membership of its employees, may qualify for specific organisational rights. The Group furthermore supports the majoritarian approach adopted by the LRA in this regard.

The Group acknowledge the trade unions with more than 30% membership of employees within the workplace, may qualify for the following organisational rights: 

  • Reasonable access to the workplace, which shall not be in or impede on normal working hours and must be requested at least 20 days in advance from the relevant trade union, with a detailed agenda of items to be discussed with its members. This request may be refused by the Group, should operations for whatsoever reason not allow therefore.
  • Deduction of union subscriptions from its members’ salaries on a weekly, fortnightly or monthly basis and paid over to the relevant trade union concerned.

The Group also acknowledge that trade unions who are admitted as bargaining agents in the relevant bargaining councils, such as the NBCRFI and MIBCO, within whose registered scope the Group’s employees may resort, shall also qualify for the first 2 abovementioned rights, notwithstanding its representativeness status of members in the workplace.

Super Group also supports the LRA’s principle of preventing a proliferation of workplaces with the Group. As the Group’s various strategic business units do not perform totally independent operations, it cannot be taken as constituting a ‘workplace’ for purposes of organisational rights. Also, the Group cannot accept that its operations along geographical lines and workplace premises are independent in its operations and shall thus also not be taken as having workplaces along such lines. The Group, in its totality shall be regarded as the workplace for purposes of determining how representative a specific trade union is for purposes of qualifying for organisational rights.

Terms and Conditions

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Damage to or loss of personal effects

Any damage to or loss of any personal effects should be reported. The Group accepts no liability for any damage or loss of any personal effects brought onto Group premises.

Terms and Conditions

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Postage, Stationery and Telephone Use

  • Employees are not permitted to use Group stationery for private use.
  • All personal mail will be for the account of the individual.
  • Personal calls on the Group’s account are to be limited and should remain incidental.

Terms and Conditions

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Security, Firearms and the Right to Search

The Group realises the need for stringent security, and will therefore take all reasonable steps to ensure the safety of all employees while at work.

Terms and Conditions

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Transport

It remains the employee’s responsibility to get to the agreed place of work. The employer will not be responsible for transporting of employees to and from the place of work, or compensating employees for travelling expenses incurred in this regard.

Terms and Conditions

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Copyright

Copyright for any product, form, service, trademark, written material, software, etc., developed by the employee whilst in the employ of the Group, vests entirely in the Group or any of its affiliates, and the employee acknowledges that they do not have any right or title to such copyright.

The employee agrees and undertakes to disclose to the Group all inventions, innovations, improvements, modifications and/or development of training programmes, courses and systems which they may make during the course of their employment with the Group.

Such inventions, innovations, improvements, modifications and or developments shall be deemed to have been made for and on behalf of the Group.

Gift Policy

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Gift Policy

Conflicts of interest can arise where employees are offered gifts, hospitality or other 'business favours' which might, or could be perceived to, influence their judgement in relation to business transactions such as placing of orders or award tenders and contracts.

Declaration of Interests

Any personal interests, which may infringe, or might reasonably be deemed by others to infringe, on an employee’s impartiality in any matter relevant to his or her duties, must be declared in writing to their superior.

A personal interest is deemed to be when any benefit, monetary or otherwise, which may be perceived to accrue to an employee, their immediate family or an outside concern in which the employee may be involved as a result of their position within Super Group.

Confidentiality and Accuracy of Information

  • It is the policy of the Company to hold in the strictest confidence all dealings with vendors and potential vendors, in recognition of the competitive environment amongst vendors.
  • No employee of the Company shall furnish information about any vendor or potential vendor to another. Any transgression of this policy will be viewed in a serious light.

Competition

It is appreciated that cordial relationships might develop between Procurement Personnel and Vendors and any arrangements which might, in the long term, prevent the effective operation of fair competition, must be avoided.

Business gifts and hospitality

An employee may not accept gifts, hospitality or other ‘business favours’ from suppliers of goods or services. However, acceptance of the following will not be considered contrary to such a policy:

  • advertising matter of limited commercial value;
  • occasional business entertaining such as lunches, cocktail parties or dinners; and / or
  • occasional personal hospitality such as tickets to sporting events or theatres.

In addition, no personal favours or other preferential treatment should be accepted by any employee, when they are offered, because of the employee’s position within the company.

Samples

Samples of new products or existing products with changed specifications are often required for testing, observation or evaluation to improve the Company’s knowledge of a product or service being offered. Such items are often supplied at no cost to the Company, which is not abnormal, however their disposal should be strictly in terms of Company policy with regards to disposal of assets.

Responsibility

Where there is any doubt in mind of any employee as to the applicability of the above policy with regards to an individual’s personal circumstances, then the onus is upon the employee to obtain guidance, direction and a mandate from the Group Chief Executive Officer.

The following tests should be applied when making decisions:

  • In the case of normal entertainment, can the employee, in the course of his normal duties and authority levels, reciprocate the entertainment with similar value paid ex company funds?   If the answer is YES, then the entertainment or hospitality offered will be acceptable.
  • Where the hospitality or entertainment offered by a supplier appears to be significant, for example a trip overseas to a sporting function where the suppliers pay for airfare and accommodation, and if the benefit to the Group is significant from a business, educational or relationship basis the offer may be accepted at the discretion of the individual’s Divisional Managing Director and the Group Chief Executive Officer.

Payroll

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Super Group Human Resources

Super Group Human Resources administers the following payrolls:

  • Supply Chain Head Office
  • SG Mobility
  • Micar
  • SG Convenience
  • Rentrak
  • SGIT
  • Sherwood International
  • SG Consumer
  • Super Rent
  • Trans Africa Logistics
  • Transport Brokers
  • VSc Solutions
  • Haulcon

All enquiries, queries and incidents must be logged by using the Human Resources Self Service Portal or by contacting the Call Centre on: 011 123 4000 .

Super Group Dealerships

All enquiries, queries and incidents must be forwarded to email@supergroup.co.za

Fleet Africa

All enquiries, queries and incidents must be forwarded to email@supergroup.co.za

Executive Payroll

All queries and incidents must be forwarded to  email@supergroup.co.za

Terms and Conditions

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Hours of work

Normal Working Hours

This policy is applicable to all Basic Conditions of Employment (BCEA) employees of Super Group Limited and its subsidiaries.

All full time employees are required to work at least 45 hours per week. Workloads may require that these hours be adjusted from time to time to meet operational requirements. Any changes to an employee’s working hours can only be amended with proper notice, and must be approved in writing.

Overtime (BCEA)

This policy is applicable to all Basic Conditions of Employment (BCEA) employees of Super Group Limited and its subsidiaries.

From time to time, employees may be asked to work beyond the normal hours stipulated in this policy and / or their letters of appointment, for the fulfilment of the Group’s business obligations. All employees compensation, if applicable in accordance with the threshold set in the Basic Conditions of Employment Act, will be in accordance with relevant legislation.

Super Group

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Internal Transfer Policy

Philosophy

Super Group endeavours to create a work environment where employees are provided with opportunities for career development and advancement. To facilitate this objective, the Group supports internal movements and transfers between the various Super Group SBUs, provided that such transfers are beneficial to both the employee and the company.

Embracing internal movement is beneficial to the group, in terms if leveraging ‘talent’ across the greater organisation, further promotes improved staff retention levels.

An internal movement or transfer will in certain instances be a promotion. In most cases however, the moves are generally lateral in nature, as the employee moves into a new working environment, which aims to provide on the job development and added business exposure.

Super Group encourages career development discussions between employees and their managers, a process formalised through the development of a Personal Development Plan (PDP). Discussing the employee’s career aspirations will prevent any surprises when the employee notifies their manager of their intention to apply for a new internal opportunity.

Internal Advertisements

All recruiting line managers need to make their respective HR Representative / Manager aware of all internal vacancies.

As a general rule, all internal vacancies need to be advertised via the Job Opportunities link on Super Group Intranet, the Group’s intranet, for at least 5 days, bar instances where confidential searches are required. Where it is anticipated that the search will take some time, it is recommended that the vacancy be advertised for a longer period.

Super Group Human Resources will take responsibility for loading all internal positions onto the Job Opportunities site on the Intranet.

For specific key management and/or senior positions, the company reserves the right to engage in discussions with any internal candidates deemed suitable. This applies to positions where successors have been identified, as part of the Group’s succession plan. In these instances however, the recruiting manager is to first have the discussion with the employee’s immediate manager and where required, his / her Divisional Managing Director.

External sourcing of candidates may be conducted in parallel to an internal sourcing process. It is important to note however that the primary criteria for any appointment within the Group should be based on applicability of skills and job experience.

Eligibility

In so far as any internal candidates be considered for an internal vacancy, such employee must have at least twelve (12) months service in their current position with the Group. Any exception to these minimum requirements requires approval from the employee’s Business Unit CEO.

The employee must be in good standing with the Group. Any recent or pending unresolved grievances, disciplinary action or related incidents will exclude the employee from applying for any internal positions, until their grievance / issue has been resolved.

Internal Recruitment Process

Managers are not to openly solicit people within the business, however can make potentially suitable candidates aware of the job opportunity. The standard conditions, as outlined in this document will apply.

Should the employee not meet the role requirements, the recruiting manager must notify the employee of their unsuitability, in writing.

If an employee meets the role requirements, the recruiting line manager is to contact the employee for an interview, post which the employee will be deemed an ‘applicant’ and will then be subject to the Group’s selection process.

As a rule, employees are required to notify their current manager BEFORE attending an internal interview. However, where the first interview is considered to be a fact finding exercise to better understand the requirements of the position, then the employee may wait and notify their current manager once they have established that they have met the basic criteria and that they wish to pursue the opportunity further. This avoids putting the employee’s current position at risk or in an uncomfortable situation for no reason.

An internal offer of employment may only be extended once both CEO’s have agreed on the transfer and the terms and conditions of the transfer.

Remuneration and Performance Management

With the primary aim of internal movement being to promote career development and professional growth, the remuneration package needs to remain unchanged in the new position until the next formal salary review process.

During the period wherein which the employee remains on the same salary package, their performance and response to the challenges of the new role are to be closely monitored. Where justified and in line with the employee’s performance, the necessary salary adjustment can be motivated at the next annual salary increase period.

An exception to the above applies when the new position is a promotion to a higher grade and/or band, a role that comes with significant increased responsibilities. Remuneration will then be adjusted in accordance to the responsibilities of the new position.

Managers need to work through their respective HR Representatives / Managers w.r.t grading the position, in these instances. This will allow for the position to be benchmarked externally, with the applicable remuneration accommodated.

Employees that are transferring to another SBU / Division must have a performance review with their manager to ascertain their performance for the period worked BEFORE moving to their new position. This closes the performance management loop. New KPIs will then be generated for the new role, with an aggregation applied at review stage.

All other monies due to the employee, including commission, should be settled to the employee before or upon transfer, in accordance with the exiting SBU / Division’s published commission scheme.

Release Dates and Notice Period

Negotiation of the release dated needs to be agreed between the two line managers prior to the employee being offered the new role.

The notice period is to be a minimum of one calendar month. Exceptional circumstances may require a longer notice period, such as an extended absence which limits the handover period (i.e. summer holiday in December / January) or the employee has a rare skill set which may place the business at risk should they leave their current position prematurely.

The notice period should be fair in terms of giving the current manager appropriate time to arrange any handovers and to start the process of finding a suitable replacement or restructuring the team to handle the change.

Upon mutual consensus, the current manager and the recruiting manager may agree on an earlier date, as determined by the needs of the business, considering both SBUs needs and demands.

Replacement Cost

Generally, any recruitment or related costs required to replace an employee that has moved internally will be borne by the SBU where the vacancy now exists. However, where the employee is due to transfer without having worked in his / her current role for twelve (12) months, the recruiting (receiving) manager will be responsible for paying the recruitment costs for finding a suitable replacement for the current and now affected line manager.

Advertisement Requirements

The job specification is used as the main source document when compiling job advertisements. The advertisement must be compiled in consultation with the Head of a Business Unit, and the contents must avoid direct or indirect discrimination or misinterpretation. An advertisement for a post must clearly set out—

  • which post is vacant;
  • the inherent job requirements to be built into the job specifications;
  • the job title and a job description;
  • whether any experience is required;
  • in which form an application must be submitted;
  • what documentation must accompany the application;
  • to whom and at which address an application for the post can be submitted;
  • the closing date for applying for the post;
  • that Super Group is an equal opportunity employer;
  • that if candidates are not contacted by Super Group within thirty (30) days after the closing date, they should consider their application to have been unsuccessful;
  • that late and incomplete application forms will not be considered;
  • that applicants must indicate in their CVs whether they have a criminal record, were found guilty of misconduct or have pending criminal or misconduct charges; and
  • that the applicants may be subjected to any of the following: a competency assessment; signing a performance contract on appointment; signing an employment contract on appointment.

Terms and Conditions

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Public Holidays

Employees are entitled to paid leave during officially gazetted public holidays, as follows:

01 January
New Year's Day
21 March
Human Rights Day
March/April
Good Friday
March/April
Family Day
27 April
Freedom Day
01 May
Worker's Day
16 June
Youth Day
09 August
National Women's Day
24 September
Heritage Day
16 December
Day of Reconciliation
25 December
Christmas Day
26 December
Day of Goodwill

Employees will also be entitled to any other officially published public holiday.

Terms and Conditions

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Loans and Advances

Personal loans

It is Group policy not to grant personal loans.

Salary advances

Authorisation of an advance is at management’s discretion, and will only be granted if the following conditions are met:

  • the reason for the loan is due to a dire need which arises from any unforeseen circumstance beyond the employee’s control;
  • the employee has not made use of an advance within the twelve (12) month period preceding such an application; and
  • the advance may not exceed 25% of the employee’s monthly net salary.

Application for advances must be requested formally and in writing (Available from your HR Representative).

The advance must be compelling and well motivated.

This application for an advance must be signed by the line manager and approved by the respective SBU head.

An advance will be deducted from an employee’s salary in full in the same month as the advance was granted.

Exceptions to the same month recovery principle must be approved by the SBU head.

The employee must complete an acknowledgement of debt form (Available from your HR Representative).

Code of Ethics

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Code of Ethics

Introduction

At Super Group we are committed to the highest ethical standards in business. We are committed to implementing the Company’s core principles and values when dealing with colleagues, customers, clients, government authorities, creditors, suppliers and the community as whole. These principles and values include that we:

  • are focused on delivering excellence to our clients;
  • always act in a trustworthy manner, affirming our integrity;
  • reward initiative, leadership and innovation;
  • encourage mutual respect, collaboration and knowledge sharing;
  • foster a culture of ownership and accountability and recognise the contribution and importance of each employee; and
  • provide a positive and dynamic workplace environment, placing importance on the achievement of work/life balance.

Super Group is dedicated to delivering outstanding performance to all stakeholders, including employees, investors, customers and suppliers. We aspire to be the leader in our field while operating openly, with honesty, integrity and responsibility and maintaining a strong sense of corporate social responsibility. In maintaining our corporate social responsibility, Super Group conducts business ethically and according to our values, encourages community initiatives, considers the environment and ensures a safe and professional workplace.

We expect high ethical standards of ourselves and our colleagues in order to maintain community and stakeholder trust in us. This code has been developed to make these values and expected behaviours clear. It applies to all employees, contractors, volunteers, suppliers, agents and anyone who represents Super Group.

Employee Responsibilities

As an employee of Super Group you are expected to abide by and live the Company’s Code of Conduct & Ethics at all times. You have the responsibility to:

  • represent Super Group in a professional manner and ensure your personal and professional conduct does not bring Super Group into disrepute;
  • work diligently with respect for timeframes and commitments
  • treat individuals fairly and with respect and not engage in discrimination, harassment or bullying behaviour of colleagues;
  • be professional, helpful and courteous to colleagues, customers and suppliers;
  • deal in a fair and responsible manner with each of your colleagues, and Super Group’s customers and suppliers
  • comply with lawful instructions given by an authorised colleague;
  • dress professionally and appropriately;
  • be productive, work proactively and demonstrate initiative as appropriate;
  • be open, inclusive and honest;
  • be responsible and efficient in the use of work supplied resources;
  • ensure that you do not use your position for personal gain;
  • report conduct that breaches this Code or Super Group’s policies; and
  • not give any one supplier or customer unfair advantage.

Fair and Ethical Decision Making

Super Group strives to deal fairly with our customers, suppliers, competitors and employees. Employees are prohibited from taking unfair advantage of anyone through unfair dealing or unethical behaviour.

The values and responsibilities outlined in section 1 and 2 above should be used as the basis for determining the appropriate course of action when an employee is faced with making any business.

When making business decisions, employees must consider that the decision should:

  • be in compliance will all laws and regulations;
  • be consistent with Super Group’s policies, values and principles;
  • be free from any conflict of interest and not lead to a personal gain that the employee would not otherwise be entitled to;
  • not be perceived by a member of the public, colleagues, customers or suppliers as inappropriate; and
  • be capable of withstanding scrutiny.

As part of our commitment to fair trading, employees will:

  • fulfil Super Group's requirements in awarding orders, contracts and commitments to suppliers of goods and services on a sound business basis;
  • not make decisions based on personal preferences or bias;
  • not collude with any competitor of Super Group in respect of the sharing of customer information, fixing of prices or the rigging of tenders.
  • not unfairly differentiate between customers when supplying products or services;
  • not refuse to deal with, or discriminate against, a customer or supplier for any improper reason; and
  • not intimidate or threaten another person or organisation.

Responsibilities to Sustainability

Super Group is committed to building a profitable and sustainable business for the benefit of all its stakeholders and the communities in which it operates. To this end, Super Group conducts its business in accordance with the all applicable environmental laws and regulations and engages in activities beneficial to the local community.

Environmental performance at Super Group is driven by a pragmatic, risk-based approach combined with a group-wide drive for efficient use of resources. All employees must have regard for the environment and local community when carrying out their duties. Employees must:

  • be committed to a program of continuous improvement as well as improved quality of service and outputs delivered;
  • be cognisant of the fact that nearly all of its energy usage through electricity, fuels and oil is derived from non-renewable resources and consciously attempt to improve energy efficiency through usage patterns and by partnering with suppliers that bring cleaner and more efficient fuels to the market;
  • make every effort to use water efficiently; and
  • understand that although Super Group does not operate in a manufacturing business, emissions are still produced through vehicle usage. Employees must ensure that company vehicles are maintained in strict accordance with manufacturer specification.

Super Group supports a number of events and community projects in partnership with its clients and business partners. Employees are encouraged to engage in activities beneficial to their local communities or which aid one of the many charities that Super Group supports.

Monitoring Employee’s Compliance with the Code

As an employee of Super Group, you are responsible for your own actions and for ensuring you are working in a manner consistent with this Code. You are also responsible for reporting events or omissions by others which breach the Code or any other Super Group policy or procedure. Any breaches can be reported (anonymously if desired) to your manager, who will escalate to a Senior Manager, or directly to Senior Management.

You should be aware that Super Group may take disciplinary action for breaches of the Code. This action may include counselling, official notification of unsatisfactory performance or dismissal.

Supplier's Responsibilities

Super Group asks all suppliers and potential suppliers to observe the following principles when doing business with Super Group:

  • follow our stated systems for engaging suppliers and any procurement policies and procedures provided for the specific project;
  • provide accurate and reliable information when required;
  • declare conflicts of interest (actual, potential or reasonably perceived) as soon as they become aware of them;
  • act ethically, fairly and honestly in all of their dealings with Super Group; and
  • take all reasonable measures to prevent the disclosure of confidential Super Group information.

A commitment to Health and Safety sits at the very heart of our business. As such, we require all of our suppliers to:

  • maintain compliance with the Occupational Health and Safety Laws and regulations and any other relevant laws, regulations, codes or standards;
  • provide demonstrated evidence of their safety excellence and an OHS Management System;
  • outline the identified OHS risk for activities and their systems and methods to effectively manage those risks;
  • notify Super Group of any incidents and OHS performance associated with activities performed for Super Group; and
  • maintain adequate insurance coverage including workers compensation.

We also require that suppliers do not engage in business practices that will restrict or limit competition. In particular:

  • never discuss or reach an understanding or arrangement with a competitor about supplies, prices, terms, tenders, other competitors or other factors relevant to competition;
  • never try to influence another supplier’s or competitor’s dealings with Super Group;
  • do not take advantage of others’ disadvantage by acting unfairly or unconscionably;
  • do not supply goods and services in a manner that contravenes the Trade Practices Act or other legislation;
  • with advertising, predictions and opinion, do not mislead or deceive; and
  • refrain from discussing Super Group's business or information in the media, unless duly authorised.

By complying with the requirements outlined in this document, suppliers will be able to advance their business objectives and interests in a fair and ethical manner. All of our suppliers are required to comply with this Statement; accordingly, doing so will not disadvantage them in any way in their dealings with Super Group. It is also important that suppliers are aware of the consequences of not complying with Super Group's ethical requirements when doing business with us. Any corrupt or unethical conduct could lead to:

  • termination of contracts;
  • loss of future work;
  • loss of reputation;
  • investigation for corruption; and/or
  • matters being referred for criminal investigation.

Terms and Conditions

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Benefit Funds

Membership

Membership is compulsory for all permanent employees of participating employers, who are below the age of 65 years and who are not required to belong to other funds eg. industry funds (motor industry or Road Freight industry). Membership commences immediately on entry into service. It is a condition of employment that you are a member of the Funds while you are employed by Super Group. This means that you may not withdraw your benefits from the Funds while you are working for Super Group.

Membership categories
  • Category A: Members who are not Category B or C members or Directors.
  • Category B: Members who are remunerated on a "Cost-to-Company" basis.
  • Category C: Members in respect of whom the employer pays 100% of the cost of providing the benefits.
  • Director: Director as defined in the Companies Act, 2008
membershiptable

Pensionable Salary

Pensionable Salary is an important amount as it defines the contributions to the Funds. In 2006, members of the Funds were given the option to elect the percentage of their total "Cost-to-Company" that they wished to be pensionable. These members may elect annual upward amendments should they wish. New members are required to make an initial election on joining the Funds (between 50% and 90%) and will also be able to make annual upward amendments should they wish. The reason for not permitting downward changes in Pensionable Salary is to ensure benefits are not eroded for the sake of higher short-term pay. The Trustees wish to ensure that members make meaningful contributions in order to accumulate sufficient monies for retirement. The Trustees' recommendation is a Pensionable Salary of 90% of your Cost-to-Company Package.

Risk Salary

In 2012, existing members of the Funds were given the option to elect a Risk Salary of up to 100% of their total Cost-to-Company Package. The Risk Salary is used to calculate the death and disability benefits of a member in the event of a claim. Therefore the higher the Risk Salary elected, the higher the death and disability benefits will be. If you wish to discuss the options, please contact your payroll officer who will be able to advise the effect on your take home pay, life and disability cover etc. Members will be able to make annual upward amendments should they wish. New members automatically have a risk salary equal to 100% of their Cost-to-Company Package.

Normal Retirement

You may retire on the last day of the month in which you attain age 65 years. This is known as your "Retirement Date".

Early Retirement

You may retire early from age 55 years.

Late Retirement

Provided the Company permits, you may continue in service for a further period not to exceed five years.

Categories

Category A: Members who are not Category B or C Members or Directors.

Category B:  Members who are remunerated on a "Cost-to-Company" basis.

Category C: Members in respect of whom the employer pays 100% of the cost of providing the benefits.

Director: A Director as defined in the Companies Act, 1973.

Contributions

Member

Category A and Category B Members

7.5% of your monthly Pensionable Salary into your account in the Pension Fund.

Directors and Category C Members

Nil.

In terms of the Income Tax Act, these contributions are allowed as a deduction for income tax purposes.

Employer

The current cost of providing the death, disability and funeral benefits as well as the management fees in respect of both the Super Group Pension Fund and the Super Group Provident Fund.

employer_contribution

Category A and Category B Members

7.5% of your monthly Pensionable Salary into your account in the Super Group Provident Fund.

Directors and Category C Members

15.0% of your monthly Pensionable Salary into your account in the Super Group Provident Fund.

The contribution towards the death and funeral cover represents a taxable fringe benefit.

Contributions on Annual Bonus

Members are permitted to make contributions on their annual bonus on a voluntary basis. Members should contact their payroll officer for further information.

Benefits on Retirement

Your account is made up of:
  • The net contributions which was allocated towards retirement funding (contributions less costs); plus
  • Any amounts you transferred into the Funds from a previous employer or fund; plus
  • Any additional voluntary contributions; plus or minus
  • Net investment returns earned on the above amounts.

Provident Fund

Your retirement benefit will be equal to your account at retirement. You can:

a) take the total value of your account in the Provident Fund to purchase an annuity from an insurer selected by you and approved by the Board of Trustees. Such annuity will be a compulsory non-commutable annuity payable for and based on your lifetime.

Or

b) with the permission of the Board of Trustees, take the entire value of your account in the Provident Fund as a cash lump sum.

Pension Fund

Your retirement benefit will be equal to your account at retirement. You can:

a) take the total value of your account in the Pension Fund to purchase an annuity from an insurer selected by you and approved by the Board of Trustees. Such annuity will be a compulsory non-commutable annuity payable for and based on your lifetime.

Or

b) take a cash lump sum of up to one third of the value of your account in the Pension Fund and purchase an annuity as in (a) above with the balance of your account.

Effective 1 October 2007 the combined lump sums (i.e. from the Provident and (if taken) the Pension Fund) are taxable in accordance with the following table:

pension_fund_tax_table


NB: The lifetime accumulation principle applies to taxation of benefits. That is, any amounts taken in cash from previous pension or provident funds will be taken into account when assessing the tax payable.

Type of Annuities available on Retirement

Fixed Annuities

  • The insurance company sets the amount of pension you will receive every month, based on how much money you have to invest, and how long you are expected to live.
  • This pension must be paid for the rest of your life (and the life of your spouse, if you bought a pension for him/ her).
  • You will receive the same amount of pension every month, until you die, unless you purchase an escalating annuity.
  • This is the cheapest type of annuity, but inflation will eat away the spending power of your money, as you won’t receive increases on your monthly pension.
  • When you die, whatever is left in your investment goes back to the insurance company. The insurance company is taking the investment as well as mortality risk.

Inflation-linked Annuities

  • These are similar to fixed annuities except that your pension will be increased every year by inflation.
  • This pension is a lot more expensive than a fixed annuity. This means that the same lump sum that you have to buy an annuity will buy you a lower pension than the fixed annuity.
  • The amount of your monthly pension will never go down.
  • If you live until you are 80/ 90, you may be better off with an inflation linked annuity than with a fixed annuity.

"With-profit" or Escalating Annuities

  • This is similar to the Inflation-linked annuity, but is generally cheaper.
  • In contrast to an inflation-linked annuity, the increases you receive from a with-profit annuity are not based on inflation, but on how well the investments (in which your retirement capital is invested), perform.
  • This means that your increases can be higher than inflation for some years and lower than inflation in other years (and increases could be good one year and not so great the next year). Further, if investment markets give exceptionally poor returns for certain periods, there may be no increases at all, for that particular year.

Living Annuities

  • This is called a “living annuity” because whatever capital is left in your annuity when you die, can be paid to your beneficiaries.
  • You can choose an income between 2,5% and 17,5% of your capital, every year. You can draw the minimum income of 2,5% if you have other sources of income and allow the rest of your capital to grow. On the other hand, if you have a financial crisis, you will be able to draw up to 17,5% of your capital.
  • The higher the income you draw, the shorter your capital will last. The length of time your capital lasts will also shorten if your investments do badly. If you live longer than you expected, your capital may not be sufficient. This means that, if you don’t have other sources of income, you could end up living off less and less money as years go by.

Other important terms relating to annuities

  • Single life annuity: This annuity is payable only to you until your death.
  • Joint life annuity: If you wish, you can add someone else (usually your spouse) to be paid a pension on your death. Your annuity, no matter what type you choose (other than a living annuity which works differently) will then be called a joint-life annuity. Your monthly pension amounts may be quite a bit lower than if you choose a single life annuity, but your spouse will receive a pension after you die.
  • Guaranteed period: On your death, no benefit is paid to beneficiaries except in the case of a living annuity. If you choose a guaranteed period (normally 5 to 10 years), your pension will continue to be paid to your beneficiary until the end of the guaranteed period. This is not usually an expensive option, but the longer the guaranteed period, the lower your pension amount will be.

The Practical Side of Leaving the Super Group Pension and Provident Funds

STEP 1: What you need to do

Have you:
  • Have you fully completed and signed your withdrawal or retirement claim forms? (Separate forms are required for Pension and Provident funds). In this form, you will need to indicate whether you would like some/all of your benefit paid to you in cash (where this is allowed) and whether some/ all of your benefit should be transferred to another fund.
  • Have you made sure your tax affairs are in order? The Fund is not allowed to pay out your benefit if you owe the Receiver of Revenue any outstanding tax, or if your tax returns have not been submitted. Once your tax affairs are in order, SARS will first collect any outstanding tax and then the balance will be paid to you.
  • Have you made sure you completed your banking details, ID number, contact details and your tax number on your claim form? Once this form has been fully completed and signed, you must hand it to your Human Resources Department, before you leave the company. If you haven’t fully completed and signed your claim form before you leave the company or your tax affairs are not in order, there may be delays in paying out your benefit. If this continues for 24 months after the date you left the Funds, your benefit will become an unclaimed benefit.

What happens when you don’t claim your benefit?

  • If you don’t claim your benefit on leaving the Funds and you lose contact with the Funds, professional tracing agents may have to be used to find you. If this happens, the cost of these tracing agents will be deducted from your benefit. Also, administration fees will be paid from your benefit until you claim.
  • When you finally claim your benefit, tax on your benefit will be taken off, before a cash benefit is paid to you.
  • According to the law, an unpaid benefit may become "unclaimed" if it is not paid within 24 months from the date you left the Funds. If your benefit remains unclaimed after 24 months, the Trustees may transfer your benefit to an unclaimed benefits fund. If this happens, you will have no further claim on the Funds and you will need to approach this unclaimed benefit fund, if your benefit has been transferred.

STEP 2: What the Administrator of the Funds needs to do

It is best, where people are leaving the Funds, for benefits to be processed by the Administrator as close as possible to the date that they are actually leaving. Paying benefits to members is part of a process which the Administrator has to complete every month. We have described the relevant processes involved, to give you an idea of what must happen before your benefit can be paid or transferred:

  • The Administrator needs to receive from the Employer the contributions towards the Funds for the month in which you leave service. The service level agreement allows for the contribution to be reconciled and invested by around the 15th of the following month.
  • Once the fully completed claim forms are received and the monthly contributions are Invested, the administrator will arrange for the disinvestment of your fund benefit and the transfer of the monies into a money market account. Your benefit will earn interest in the account until it is paid out or transferred.
  • If you are taking some or all of your benefit in cash, the Administrator will apply for a tax directive from the Receiver of Revenue, before they pay out your benefit.
  • If you are transferring your benefit to another Fund, the Administrator needs to receive tax clearance from the Receiver of Revenue and a “recognition of transfer” (in case of withdrawal) or a “purchase of pension” (in case of retirement) from the Fund you are transferring your benefits to, before they can transfer the benefit. Your financial advisor is an important link in making sure the necessary forms are completed as soon as possible.
  • The process will normally take around 10 working days to be completed, after which a letter will be sent to you by the Administrator informing you the benefit has been paid or transferred.

A reminder: What causes delays to your claim payment?

There will be a delay in your claim being paid or transferred to the Fund of your choice, if:

  • You have not completed your claim form fully or you haven’t signed your claim form before you leave the company.
  • You have not included your banking details, ID number, contact details or tax number in your claim form.
  • You have not handed your fully completed/signed claim form to your Human Resources department, before leaving the company.
  • Your tax affairs are not in order, as the Fund cannot pay out your benefit if you owe the Receiver of Revenue any outstanding tax.
  • The insurer has not completed and returned the “recognition of transfer” or "purchase of pension" form to the Administrator.

Benefits on Death

If you die while you are a member of the Fund(s), your dependant(s) and/or beneficiary(ies) or, if none, your estate, will receive the following:

  • 4 times your most recently determined Annual Risk Salary. This insured death benefit is tax free;
  • Plus

  • the value of your account in the Funds of which you are a member. The benefit in your account will be taxed in the same way that your retirement benefit is taxed. Refer to the tax table under Section 3.ln certain circumstances this benefit may only be payable after 12 months. Please note that the value of your account is not paid out according to your last Will but in terms of Section 37C of the Pension Funds Act. Therefore, it is important to complete a nomination of beneficiary form to ensure that the Trustees are aware of your wishes in the event of your death.

Funeral Plan

The Employer also operates a Funeral Plan to assist you or your family with funeral costs, should a family member die. The Plan pays a lump sum according to the following table:

funeral_plan_lump_sum_table

Note: Children over age 21 remain covered to age 25, provided they are still in full-time education. There is no age limit if dependency is due to mental or physical disablement.

Benefits on Disability

If you become temporarily or permanently unable to carry out the duties for which you are employed (or those of a similar occupation for which you are reasonably suited by means of education, training and experience) you may be entitled to a disability income, after a 3 month waiting period, of 75% of your Risk Salary, subject to an overall maximum benefit of R140 000 per month.

If you are disabled as a result of functional impairment, you may be awarded an additional 25% of your Risk Salary. This is known as the Disability Income Top-up Benefit.

The three month waiting period starts from the date of disability (the date you were last active at work) and ends after three months. The benefit increases annually by the CPI (subject to a maximum of 10%), and continues until the earlier of recovery, death or age 65 years. Your monthly disability income benefit will be taxed in the same way as your salary.

Your membership of the Funds including death benefits will continue. Your 7.5% contribution (if applicable) is deducted from the disability payment. The Employer’s contribution will continue to be paid into the Funds on your behalf.

In the event of a disability claim, medical evidence will be required, at the member’s expense.

Benefits on Withdrawal

Any withdrawal benefit (after the deduction of the R22 500 tax-free portion) that you take in cash will be taxed at the following rates:

Your options when you withdraw from the funds

The following options are available to you on withdrawal from the Funds. Take note that you may also combine the options below, subject to the requirements of the Income Tax Act and SARS.
  • You can transfer your money to an approved preservation fund. A preservation fund allows you to preserve your withdrawal benefit when you leave your employer and defer the tax payable until retirement.
  • You can transfer your money to a retirement annuity fund;
  • You can transfer your benefit to your new employer’s pension or provident fund (provided that the rules of the new fund allow this). You don’t pay tax on transfer unless the transfer is from a pension fund to a provident fund;
  • You can take your benefit as cash. If you take it in cash, you will pay tax at the rates specified by SARS.

Preservation funds

What is a preservation fund?

A preservation fund is a holding vehicle to save or preserve your retirement savings between jobs.

Why transfer to a preservation fund?

You can defer the tax payable on the withdrawal benefit to retirement.

  • Your benefit will grow with investment returns until you need to access it for retirement and you will be able to choose where your money is invested.
  • You can retire from a preservation fund anytime after age 65. Check the rules of the preservation fund you choose to see whether you can take your ultimate retirement benefit fully as cash or whether two thirds must be used to buy an annuity/pension.
  • You are allowed one withdrawal before you retire from the preservation fund. The following events are considered as your one withdrawal:
  • Settling of the outstanding value of your housing loan;
  • Any amounts owed to your spouse as part of your divorce settlement;
  • Monies recovered as a result of fraud, theft or dishonesty in terms of Section 37D of the Pension Fund Act.
  • If you are paid a portion of your ex-spouse’s retirement benefit on your divorce, you can transfer this to a preservation fund.
  • If you have a number of preservation funds (because you transferred your withdrawal benefits into these funds every time you left a job), you can consolidate all your preservation funds into one preservation fund.

What are the disadvantages of transferring to a preservation fund?

  • Your one withdrawal before retirement may reduce the amount of money that you have available to retire.
  • After you access your one withdrawal, the remaining monies cannot be accessed until age 55 years.
  • You cannot make ongoing monthly contributions to a preservation fund.
  • The management and investment fees may be higher than your new employer’s pension/provident fund.

Retirement Annuity Funds

What is a retirement annuity?

A retirement annuity is an investment that you make specifically to fund your retirement, and the way it works is regulated by South African legislation. There are two significant features of a retirement annuity in South Africa:

  • Your contributions into a retirement annuity are tax deductible up to certain limits.
  • When you retire you must use at least two-thirds of the proceeds from your retirement annuity to buy an annuity that will provide you with regular income in your retirement.
Why transfer to a retirement annuity fund?
  • You can defer the tax payable on the withdrawal benefit to retirement.
  • Your benefit will grow with investment returns until you need to access it for retirement and you will be able to choose where your money is invested.
  • You can retire from a retirement annuity fund anytime from the age of 55 years.
  • You can make ongoing potentially tax-deductible contributions to a retirement annuity fund.

What are the disadvantages of transferring to a retirement annuity fund?

  • Your monies are locked in until the age of 55 years.
  • On retirement from a retirement annuity fund, you must buy an annuity. Only a maximum of one-third can be taken in cash and the rest must be used to buy an annuity (even if you transferred into the retirement annuity fund from a provident fund).

Transferring to your new employer's fund

Why transfer to your new employer's fund?
  • You won't have to pay tax on your withdrawal benefit therefore deferring the tax payable on the withdrawal benefit until retirement (unless you are a member of a pension fund and your new employer's fund is a provident fund).
  • Your benefit will grow with investment returns until you need to access it for retirement.
  • The fees may be lower under your new employers fund (ask your financial consultant to do a careful comparison of fees between your different options).

What are the disadvantages of transferring to to your new employer's fund?

  • You may not have any choice where your money is invested.
  • If you leave your new employer’s fund before you retire, you will need to transfer your money again to another fund.
  • Your money will be locked in until the normal retirement age (or until you leave that employer).

Cash lump sum

The Trustees do not recommend that you take your money in cash. You will not be able to accumulate a retirement benefit which gives you 70% to 75% of your salary as a pension, if you access your retirement benefit between jobs. If you resign, are dismissed or take a voluntary retrenchment package after 1 March 2011 and take your withdrawal benefit in cash, your benefit will be taxed.

Tax on Withdrawel

Any withdrawal benefit (after the deduction of the R22 500 tax-free portion) that you take in cash will be taxed at the following rates:

withdrawel_tax_table

The R22 500 will however be reduced by any previous tax-free amounts enjoyed on/after 1 March 2009. Any amount you take in cash will reduce your tax free lump sum on retirement

Investment Strategy

Overview of current investment strategy

The Funds' Trustees currently make all decisions relating to the investments of the Funds' assets. The Trustees meet regularly to review the appropriateness of the investment strategy. Any decisions relating to the investment strategy and the appointment of investment managers are only made after careful deliberation. The Trustees also consult investment experts as part of the decision-making process.

The Trustees aim to achieve superior investment performance over the long term by appointing expert investment managers and investment consultants with good track records to manage the Funds' investments. The Trustees have invested the monies to achieve a suitable spread between the various possible asset classes such as domestic and foreign equities, domestic and foreign fixed interest stock, property and cash.

The Trustees have chosen to invest in the following portfolios according to the following splits:

portfolios

This mix of portfolios is termed the Growth Risk Profile and is the default profile for all members who do not wish to exercise any level of investment choice.

Individual investment choice

The Trustees do, however, appreciate that not all members are comfortable to adopt a long term view on investments. Some members may not wish to be exposed to volatile equity and currency markets, and may wish to place their monies in a more secure but potentially lower yielding investment.

The Trustees have therefore resolved that, members will be able to elect either a Minimal Risk Profile or a Moderate Risk Profile.

  • The Minimal Risk Profile is intended for members aged over 62 years, or with less than 3 years to their intended retirement, who wish to take virtually no risk with their investments. The Minimal Risk Profile offers relative capital security, but virtually no prospects of capital growth in excess of the inflation rate. The full return is in the form of interest. The portfolio would typically suit investors with an investment time horizon of less than one year. The aim is to protect capital, rather than to achieve inflation-beating returns.
  • The Moderate Risk Profile is intended for members aged over 55 years, or with less than 10 years to their intended retirement, who wish to take less risk with their investments. The Moderate Risk Profile is an exact mix of 50% of the (default) Growth Risk Profile and 50% of the Minimal Risk Profile. It has been designed for those members who seek some level of capital protection but who still desire some exposure to risk.

Switching rules

The Trustees have resolved that members will be permitted to switch either into or out of the three Risk profiles available at any time of the year provided that at least 3 months must elapse between switches.

Members may only use the official form to action a switch and if no confirmatory e-mail is received from the Funds' administrators, Liberty Life, within 15 days from the date of submission, the onus is on the member to follow up via Super Group’s Human Resources department. The switch form is available via the payroll department.

A member must complete a form for both the Pension and Provident Funds, since these are separate legal entities and an instruction to switch investments on one Fund cannot be construed to mean that this also applies to the other Fund. The Member recognises and accepts that his or her ultimate benefit from the Funds will be directly impacted by any investment choice made. By completing this form the Member indemnifies the Trustees and consultants of the Funds in respect of any loss that results from that choice.

The member further acknowledges that he/she is bound by his/her investment choice and is not permitted to make further switches, except to the extent permitted as outlined above.

A member contemplating a switch is encouraged to first seek financial advice, either through his/her own financial advisor, or the Funds' consultant

Terms and Conditions

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Super Group Medical Aid Schemes

Medical aid cover with the Group is compulsory, except instances where an employee belongs to a spouse / partner's fund or the employee is in the bargaining unit of the NBCRFLI and MIBCO. In these instances, Group membership is not required.

The Group’s approved medical aid schemes are:

*Take note that the Dealerships Division only has Discovery Health as the appointed medical aid scheme for both in- and outside bargaining unit employees.

Medical aid cover is related to the rules of the relevant scheme, as they may be amended from time to time.

Genesis Healthcare Consultants (Pty) Ltd. is a licensed financial services provider that specialises in the healthcare arena, focusing primarily on the healthcare needs of corporate clients has been appointed as the Group's broker.

If you have any enquiries about your medical aid in terms of:

  • Benefits
  • Claims
  • Membership
  • Contributions/Payments
  • Request a Quote

or if you would like to:

  • Book a Nutritional Assessment
  • Refer a Friend
  • View Careers at Genesis Healthcare Consultants

Please follow the link to the:

Genesis Healthcare Mobile Application

Super Group

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Training Policy

The Group supports and is prepared to allocate funds to the training of our people. In so doing, the Group is entitled to expect a return on its investment. To mitigate against the risk of employees attending training and then resigning shortly after attending such training, this policy has been developed. The policy therefore aims to discourage people from undertaking training at a time when they are planning to leave the Company.

Applicability of Training

An employee’s training needs and the method / medium of training should always be determined in relation to:

  • the position they are expected to perform; and
  • the training they wish to attend.

The competencies derived from attending the ‘right’ training should be realised through improved performance and productivity and as such, all planned learning interventions should be integrated into the expectations agreed during the performance management process and recorded in the employee’s Personal Development Plan.

Types of Training

Training is imperative to the career growth and enhanced sustainability of any organisation that aims to be at the leading edge within an industry. Super Group acknowledges the necessity to train and advance its people to perform at their maximum capability. Training is vital to ensuring that all our employees are appropriately skilled to perform at their peak, thereby realising their potential.

There are several forms of training:

  • Technical;
  • Operational;
  • Statutory;
  • Management and Leadership;
  • Sales and Marketing; and
  • Soft skills development

 

The above training can be facilitated in several different ways, namely:

  • Formal training: external courses conducted by an accredited training provider / recognised academic institution on a pre-arranged basis.
  • Internal training: programmes and / or workshops facilitated internally by Super Group employees. This training is generally very specific to the business of the Group and as such, internal facilitation is the most effective means to ensuring the appropriate learning.
  • On-line (e-based) learning: computer based courses accessible on a self-study / employee initiated basis. This kind of learning, whilst hugely beneficial, is only accessible to individuals that have the necessary tools to enable participation.
  • Informal learning: typical of informal learning methods are coaching and / or mentoring programmes, where the focus is one-on-one development.
  • Experiential: such learning initiatives take on the form of on-the-job training, where employees are afforded the opportunity of performing new tasks / activities within their work environment.
  • Personal development :the focus here is on self-initiated study, i.e. conducting research, reading books, business articles and journals, self assessment, etc.

The employee is to forward a written request for financial training assistance, along with details of the course content, costs and potential benefits to be realised, to their respective line manager for consideration and approval in terms of the HR Approvals Framework.

  • The qualification must be of benefit to the Group and the employee, in the capacity in which they are employed. It must support the individual’s career path within the Company, as agreed between the employee and their line manager and must be reflected on the employee’s Personal Development Plan.
  • The course of study must result in the employee obtaining a degree, diploma or certificate.
  • Only accredited training programmes and registered providers will be considered.
  • In the written application for the study financial training assistance, the applicant must provide a full summary of the subjects to be undertaken per year or period of study in order to obtain the applicable qualification.
  • The application must be initiated prior to the commencement of the learning initiative.
  • Once approval has been granted, the employee is to complete the Financial Training Assistance Agreement as per annexure, supported by the relevant study programme and cost information which must be signed off in terms of the relevant authority HR Approval Framework and submitted to HR for processing and filing.

The Group will provide assistance in paying the academic fees, including any registration fees. After each successful year the employee must re-apply for a further financial training assistance to fund the next year of study, and so on.

Principles for Studies at an Academic Institution – 1 year

  • The Group will fund the studies for a specific year.
  • In the event that the employee was unsuccessful in their studies for that specific year, the Group will recover its full funding for that specific year, from the employee, over 12 equal deductions during the following year, or over a period equal to the period of study.
  • The employee must remain in the employment of the Group for a period equal to the period during which the Group assisted in the pursuit by the employee of his / her course of studies.
  • This service period is to commence on completion of the studies, i.e after obtaining the said qualification.
  • Should the employee’s employment be terminated before the full authorisation period, the employee will be liable to refund the pro-rated equivalent of the training financial assistance to the Group. This will be deducted in full, prior to the employee’s exit from the Group.
  • Should the employee be retrenched, this amount will be written off.
  • Approval for financial support or leave to attend long-term courses is not automatic – such an application must be justified by the employee, in terms of the benefit to be derived by the Group from the employee’s enhanced skills and abilities. It must also be included in the employee’s Personal Development Plan.

Principles in Relation to Skills Programmes (short courses)

The Group will fund the programme, provided it is role specific and there is a clear business need.

  • The employee is to remain in the employment of the Group for a period of at least indicated below after completion of the skills programme (short course).

Rand-value of training

Work-back period

<R2, 000

4 Months

R2, 000 to R4, 999

6 Months

R5, 000 to R9, 999

8 Months

>R10, 000

12 Months

In the event that the employee is found ‘not yet competent’ at the end of the programme, the employee will have the opportunity to be re-assessed. If however, the employee remains ‘not yet competent’, post re-assessment, the Group will recover its full funding for the specific programme, from the employee, over equal to the work back period as stated above. The employee will also be liable for the re-assessment fees.

  • Should the employee resign from the employ of the Group before the above costs have been refunded in full, the employee will be liable for the pro-rated equivalent of the financial training assistance to the Group. This will be deducted in full, prior to the employee’s exit from the Group.
  • Should the employee be retrenched, this amount will be written off.

Approval for financial support or leave to attend these courses is not automatic – such an application must be justified by the employee, in terms of the benefit to be derived by the Group from the employee’s enhanced skills and abilities. It must also be included in the employee’s Personal Development Plan.

Study Leave for Approved Studies

  • The company allows two days study leave per written exam – one day before the exam and the day the exam is written.
  • Should the exam fall on a Monday, over the weekend or after working hours, only one day’s study leave will be allowed.
  • A maximum of 10 days study leave per annum will be granted.
  • Certain courses require a number of day’s full time attendance on the course. Where this is the case, such attendance will fall within the 10 day maximum.
  • Any additional leave required to attend courses, write exams, etc, must be applied for as normal annual leave.
  • Please refer to the Group leave policy for further information.

Terms and Conditions

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Leave Policy

This policy is applicable to all Basic Conditions of Employment (BCEA) employees of Super Group Limited and its subsidiaries.

The Group’s policy requires that employees fully utilise their leave entitlement, with the belief that doing so enables them to be more productive and effective.

All leave must be applied for on the standard Leave Application Form (available from your HR Representative), unless the specific business unit makes use of the Employee Self Service (ESS) system whereby leave applications are submitted electronically, and authorised by the respective manager(s). Leave applications must be submitted within a reasonable time, prior to the commencement of the leave period.

Annual Leave

This policy is applicable to all Basic Conditions of Employment (BCEA) employees of Super Group Limited and its subsidiaries.

In this policy, "annual leave cycle" means the period from January to December (calendar year). The leave cycle for employees who join the company after January in any given year and leave credits will be pro-rated from date of engagement to the month of December of the year of engagement.

Leave entitlement for employees with up to five years’ service = 1.25 days per completed month , or 15 days per annum.

Leave entitlement for employees with more than five years unbroken service = 1.67 days per completed month , or 20 days per annum.

Annual leave is to be taken in accordance with the BCEA, i.e. if no agreement is reached between the Group and the employee; such leave is to be taken at a time determined by the Group and within 6 months preceding the relevant leave cycle.

Leave is calculated in terms of working days and therefore excludes Saturdays, Sundays and approved public holidays.

The Group does not encourage that leave be taken within the first six (6) months of employment. At the discretion of management however, an employee who has completed less than six months service may be granted leave subject to the proviso that the number of days granted does not exceed the pro-rata number of days available.

Annual leave may be staggered.

Leave may not be taken without written prior authorisation by management.

Employees may not work for any other employer during any period of annual leave.

Leave will not be paid out under any circumstances, bar upon termination of employment.

Leave requests of more than 20 consecutive working days will only be granted subject to the approval of the respective SBU CEO. The Group however does not encourage annual leave periods that exceed 20 consecutive working days.

Annual leave for a particular leave cycle must be taken not later than six months after the end of the respective annual leave cycle .

Upon completion of the 18 month period as stated above employees may not start 1 July of that respective year with a leave balance of more than 75% of his or her leave entitlement (11.25 days for employees with a 15 day leave entitlement and 15 days for employees with a 20 day leave entitlement). Any leave days in excess of the 75% of leave entitlement on 1 July of each calendar year shall be forfeited.

For example:

  • Employee X starts work on 1st January 2010.
  • The employee has a leave balance of 9 working days leave by end December 2010.
  • The employee must take this accrued annual leave no later than end June 2011, i.e. 18 months from original commencement date.
  • Should the employee not take their annual leave by June 2011, the employee will only be allowed to have a leave days balance of not more than 75% of his annual entitlement.
  • Therefore, if the employee did not take any further days from January to June his leave balance will be 16.5 days. The employee is only allowed to start his July leave balance with no more than 75% of annual leave entitlement, i.e. 11.25 days. Therefore, the employee will forfeit 5.25 days.
  • In terms of this policy employees who joined the company after January will have a pro-rata carry over entitlement.

Payment in Lieu of Leave

Only upon termination of service will employees be paid for leave days owing to them, as calculated by the Group, and in line with the guidelines supplied by the relevant legislation. In instances where an employee resigned without complying with the prescribed termination notice periods, the balance of any penalties payable as a result of such non-compliance, shall be deductible from the employee’s leave balance wherever applicable and necessary. The difference after such deduction shall then be payable to such employee.

Annual Shut Down

The business does not close down over the festive season. For this reason employees will be required to apply for leave taken during this period.

Religious Holidays

An employee wishing to observe any religious holidays, other than those officially gazetted as public holidays, will be required to submit a leave form. Such leave application will be dealt with at the discretion of the respective line management and is to be taken as annual leave.

Sick Leave (BCEA Employees)

This policy is applicable to all Basic Conditions of Employment (BCEA) employees of Super Group Limited and its subsidiaries.

During every sick leave cycle (36 months), an employee is entitled to an amount of paid sick leave equal to the number of days the employee would normally work during a period of six weeks (being 30 working days in respect of a 5 working day week and 36 in respect of a 6 working day week).

A sick leave cycle comes into effect on the employee’s commencement of employment and/or the completion of the employee’s prior sick leave cycle.

After three years, a new cycle is effected, and any leave entitlement not utilised in the previous three-year cycle falls away and is not carried forward.

During the first six months of employment, an employee is entitled to one day’s paid sick leave for every 26 days worked.

Sick leave is not paid out on resignation.

For any period of sick leave of more than two (2) days or on more than two (2) occasions during any eight-week period and, including sick leave taken on a Monday or Friday, or any day before or after a public holiday, an employee will be required to produce a supporting medical certificate signed by a registered medical practitioner, or any other person certified to diagnose and treat patients and who is registered with a statutory council established by law. It is to be noted that where medical certificates (Doctor’s notes) cannot be provided, such leave will be converted to unpaid leave . The same applies in instances instances where the employee’s line manager insists on a sick leave certificate. The onus will be on an employee to produce such medical evidence and it remains the prerogative of the Group to question the validity of any medical certificate so produced.

Should an employee utilise/apply for sick leave in excess of his/her entitlement, it will be regarded as unpaid leave. The employee can however apply for annual leave in these instances, as an alternative to processing the said sick leave as unpaid leave. Please reference page 54 for further information on the Group’s policy on unpaid leave.

Sick leave records will be monitored and the Group reserves the right to request that an employee consult a doctor of its choice and at its expense, for a further opinion when a consistent pattern of illness develops.

Absenteeism due to illness

  • A medical certificate needs to be produced for absence due to illness from work for more than two (2) working days or on more than two (2) occasions during an eight-week period. Failure to adhere to this condition will result in the employee forfeiting the right to paid sick leave.
  • The employee is obliged to advise the Group, by means of his / her respective line manager, as soon as is practically possible and no later than 4 hours after the start of the normal work day of his / her intended absence from work due to illness.
  • The employee is furthermore required to provide the Group with an estimate of the duration of absence, due to illness
  • An employee will be required to produce an acceptable medical certificate immediately on return to work from an ill health period. Failure to produce the medical certificate will result in the employee forfeiting the right to be paid for such leave.

Medical certificates: medical practitioners

Medical certificates submitted by employees must appear on the medical practitioner’s letterhead, clearly displaying the following information:

  • the name, address and qualification of the practitioner;
  • the name of the patient;
  • the employment number of the patient (if applicable);
  • the date and time of the examination;
  • whether the certificate is being issued as a result of personal observations by the practitioner during an examination, or as the result of information received from the patient and which is based on acceptable medical grounds;
  • a description of the illness, disorder or malady in layman's terminology with the informed consent of the patient: Provided that if the patient is not prepared to give such consent, the medical practitioner or dentist shall merely specify that, in his or her opinion based on an examination of the patient, the patient is unfit to work;
  • whether the patient is totally indisposed for duty or whether the patient is able to perform less strenuous duties in the work situation;
  • the exact period of recommended sick leave;
  • the date of issuing of the certificate of illness; and
  • a clear indication of the identity of the practitioner who issued the certificate which shall be personally and originally signed by him or her next to his or her initials and surname in printed or block letters.

The Group may, in its discretion, investigate the veracity of an employee’s absence from work or the medical certificate furnished by the employee in question for such absence. To this end, any medical certificates that appear to be fraudulent or improperly obtained will effect an investigation and if substantiated, will lead to disciplinary action being taken against such employee.

No medical certificates from traditional healers, whether registered or not, are acceptable as proof of medical absence. This provision shall also apply to other categories of employees resorting under the jurisdictional scope of any Bargaining Council and Sectoral Determination, unless specifically provided otherwise in any such applicable collective agreement or determination.

Family Responsibility Leave

The purpose of family responsibility leave is to allow an employee a period of paid absence from work, of up to three days per annum, for certain special circumstances. An employee’s unused entitlement lapses at the end of the leave cycle (January to December) in which it accrues.

This is applicable to employees who have been in employ of the Group for more than four (4) months and who works for at least 4 days in a week for the Group.

A maximum of 3 days in any 12 month period is allowed. The period referred to will be calculated from January to December.

An employee is entitled to apply for Family Responsibility leave:

  • when the employee’s child is born;
  • when the employee’s child is sick;
  • in the event of death of the employee’s spouse or life partner;
  • in the event of death of the employee’s parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling.

The Group will monitor this leave and is entitled to request reasonable proof of the event or relationship.

Maternity Leave

This policy is applicable to all Basic Conditions of Employment (BCEA) employees of Super Group Limited and its subsidiaries.

Duration of maternity leave

  • An employee is entitled to four consecutive months’ partially paid maternity leave ("period of maternity leave").
  • The employee may however not return to work within six weeks after the birth of her child, or miscarriage, or stillbirth, unless certified by a medical practitioner or midwife that she is fit to do so.

Commencement of maternity leave

  • An employee may commence maternity leave at any time from four weeks before the expected date of birth or on a date from which a medical practitioner or a midwife certifies that it is necessary for the employee’s health or that of her unborn child.

Notification to go on maternity leave

  • An employee must submit an application for maternity leave at least four weeks before the employee intends to commence her period of maternity leave, or as soon as is reasonably practicable thereafter.
  • The application must state the dates of absence from work, due to maternity leave.
  • A medical certificate indicating the expected date of delivery must accompany the application.

Remuneration during period of maternity leave

  • Employees with less than 12 months service will only receive the minimum Group benefits during their period of absence (maternity leave), i.e. payment of medical aid and pension contributions for the period of maternity leave. On return to work after the period of maternity leave, the employee is required to work back 6 months in lieu of maternity benefits paid. If the employee leaves the service of the company without working back the 6 months, the company will recover, where applicable pro-rata, maternity leave benefits paid.
  • Employees with less than three years’ service and a minimum of 12 months service will be paid a gross salary at a rate of 75% of the normal fixed earnings (CTC) for a period of three months. On return to work after the period of maternity leave, the employee is required to work back 9 months in lieu of maternity benefits paid. If the employee leaves the service of the company without working back the 9 months, the company will recover, where applicable pro-rata, maternity leave benefits paid.
  • Employees with three years and more service will be paid a gross salary at a rate of 75% of the normal fixed earnings (CTC) for a period of four months. On return to work after the period of maternity leave, the employee is required to work back 12 months in lieu of maternity benefits paid. If the employee leaves the service of the company without working back the 12 months, the company will recover, where applicable pro-rata, maternity leave benefits paid.
  • Should the employee be granted permission to return on a reduced time basis (half-day), the employee will be required to work back 18 months, where the employee has taken four months maternity leave and 12 months, where the employee has taken three months maternity leave. In the event where the employee was paid minimum benefits the work back period in this instance will be 9 months.
  • In the event that the employee does not return to work after maternity leave, the remuneration paid to the employee during the period of maternity, as per this policy will be recovered from the employee by the Group.
  • Should the employee decide to exit the organisation before the completion of the ‘work back’ period, the pro-rata value of the remuneration paid to the employee during the period of maternity, as per this policy, will be recovered from the employee by the Group.
  • Annual leave will accrue at the normal rate during the maternity leave period.

Adoption Leave

This policy is applicable to all Basic Conditions of Employment (BCEA) employees of Super Group Limited and its subsidiaries.

Duration of adoption leave

Should an employee legally adopt a child who is less than 2 years old, the employee may take adoption leave from the date on which the child is received for a period not exceeding 4 (four) months, provided that the employee’s spouse / life partner does not qualify for a similar benefit.

When an employee legally adopts a child who is 2 years and older, the employee may take adoption leave from the date on which the child is received for a period not exceeding one month, provided that the employee’s spouse / life partner does not qualify for a similar benefit.

Notification to go on adoption leave

  • An employee must submit an application for adoption leave, at least four weeks before the expected date of adoption. The application must state the dates upon which the employee intends to take adoption leave.
  • A copy of the court order issued in respect of the adoption must accompany an employee’s application for adoption leave.

Adoption leave benefits

  • All employees are entitled to minimum Group benefits during the period of adoption leave.
  • The Group shall pay the full medical aid and pension contributions for the period of adoption leave on behalf of the employee.
  • Gross salary will be paid at a rate of 75% of the normal fixed (CTC) earnings for a period of four months, where the employee has three years service or more, where the child is less than 2 years old.
  • Gross salary will be paid at a rate of 75% of the normal fixed (CTC) earnings for a period of three months where the employee has less than three years service and a minimum of 12 months service, where the child is less than 2 years old.
  • Gross salary will be paid at a rate of 75% of the normal fixed earnings for a period of one month, where the child is more than two years and older.
  • Employees with less than 12 months service will only receive the minimum Group benefits during their period of absence (adoption leave), i.e. payment of medical aid and pension contributions for the period of maternity leave.
  • On return to work after the period of adoption leave, the employee is required to work back 12 months, where the employee has taken four months adoption leave, nine months where the employee has taken three months adoption leave and 3 months, where the employee has taken 1 month adoption leave.
  • Should the employee decide to return to work on a reduced time basis (half-day), the employee will be required to work back 18 months, where the employee has taken four months adoption leave, 12 months where the employee has taken three months adoption leave and 6 months, where the employee has taken 1 month adoption leave.
  • In the event of the employee not returning to work after the period of adoption leave, remuneration paid by the Group during the period of adoption leave, as per this policy will be recovered from the employee by the Group.
  • Should the employee decide to exit the organisation before the completion of the ‘work back’ period, a pro-rata value of the remuneration paid to the employee during the period of maternity, as per this policy, will be recovered from the employee by the Group.
  • Annual leave will accrue at the normal rate during the adoption leave period.

Study Leave

This policy is applicable to all Basic Conditions of Employment (BCEA) employees of Super Group Limited and its subsidiaries.

The Group strongly supports the learning and development of all its employees. To this end, the following study leave benefits are afforded to all employees’ of the Group:

  • Two (2) days leave per examination, for all studies previously approved by management (one day before the day of the examination and one further day for the examination itself).
  • Should the exam fall on a Monday, over the weekend or after working hours, only one day’s study leave will be allowed.
  • All leave in this regard is subject to satisfactory evidence that the employee will in fact be sitting for the examination.
  • A maximum of 10 days study leave per annum will be granted.

Please refer to the Group’s People Development policy for further information on the process, conditions, eligibility criteria and financial assistance.

Unpaid Leave

This policy is applicable to all Basic Conditions of Employment (BCEA) employees of Super Group Limited and its subsidiaries.

Only in exceptional circumstances and at the discretion of the Business Unit CEO and/or Business Unit CFO, will unpaid leave be approved, and only in the event of annual leave having been exhausted. The standard forms are to be submitted and authorised as applies to normal leave applications.

In all cases of unpaid leave taken, the employee will be required to maintain employee contributions to the medical aid and pension funds.

As stipulated in the sick leave policy, should an employee utilise / apply for sick leave in excess of his / her entitlement, it will be regarded as unpaid leave. The employee can however apply for annual leave in these instances, as an alternative to processing the said sick leave as unpaid leave.

The principle of "No Work No Pay" shall prevail.

Anti-Crime Line

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BE HEARD

ANTI-CRIME 24-HOUR REPORTING LINE

FreeCall 0800-007-117

Super Group has an anti-crime policy that addresses crime in general, including fraud and corruption. Our internal forensic unit is very active and makes use of both reactive and proactive approaches in dealing with criminal or other unacceptable activity.

Since 2003, Super Group has made use of an external service provider to facilitate and handle the reporting of dishonesty, fraud and other inappropriate behaviour in the workplace.

Whistle-blowers may call in with anonymous tip-offs 24-hours a day, 365 days a year.

Information received by the service provider is relayed to the Super Group Risk Management team for internal investigation.

The hotline supports the Group’s approach of zero tolerance of unethical behaviour. It provides staff, customers and suppliers with the opportunity to help the group identify and eradicate all forms of crime.

Please take note that "Be Heard" is a crime reporting line. General workplace complaints and grievances must be dealt with through the Group’s Grievance Procedure.

Health and Wellness

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Overview and Scope of Application

This policy applies equally to all employees of the Group, which includes all BCEA, bargaining council and sectoral determination employees/categories, unless other specific provision had been made in a relevant collective agreement or determination, for such particular employee/category.

It is of prime importance that the Group maintains acceptable standards of occupational health, to ensure a safe and hygienic environment for all our employees. Furthermore, it is Group policy to take all reasonable steps to fully comply with all environmental, health and safety legislation and regulations.

It is however the joint responsibility of both employees and management to ensure a safe working environment. All employees must observe the safety, health and environmental protection standards laid down in the workplace, bearing in mind that each person has a responsibility for their own welfare, that of their fellow workers and the public in general.

Should safety, health or environment protection conditions be lacking in any way, these should be brought to the attention of management immediately.

Health and Wellness

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Life threatening diseases

Life threatening diseases include, but are not limited to, AIDS, cancer, chronic obstructive airways disease, heart disease and tuberculosis. The following points are to be noted in relation to same:

  • All medical information that relates to a specific employee is to be handled under the strictest rules of confidentiality. The relevant HR Manager / consultant should be consulted should there be any queries in this regard.
  • Employees who are aware that they have a life threatening disease are expected to inform the Group in writing only once they are unable to attend work regularly and perform their tasks to the required standard, or if they are advised to do so by a counsellor or medical practitioner. The relevant HR Manager / consultant should be consulted should there be any queries in this regard.
  • Since the Group is required to provide a safe working environment for all employees, it is the duty of such employee to advise management, in writing, if his / her condition may present a health or safety threat to others.

Health and Wellness

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HIV / AIDS

Definition

AIDS (Acquired Immune Deficiency Syndrome) is an infectious disease transmitted through intimate sexual contact or through the exchange of blood products.

The term ‘AIDS virus-related conditions’ refers to the following four medically diagnosed conditions:

  • Presence of the AIDS antibody, without symptoms of AIDS.
  • Presence of an AIDS- related Complex (ARC).
  • AIDS.
  • Central nervous system infection.

Principles

Employees diagnosed as being HIV positive will be afforded the same rights and privileges as they would have in the case of any other illness.

Employees with AIDS, at any stage of the illness, or employees who test positive for the AIDS antibody will not be singled out for special treatment, unless specific medical requirements require this. Such conditions will be related to the employee’s ability to perform the inherent requirements of the job.

Decisions regarding an employee's ability to work should be made taking into consideration relevant medical considerations as provided by a registered medical practitioner.

Employees with AIDS, who become ill with any other infection, will be subject to the same medical constraints as other employees with a similar illness; however an AIDS sufferer has an obligation under the law to protect others from infection with the virus.

Discrimination that relates to HIV/AIDS status will result in disciplinary action.

Any employee diagnosed with an AIDS condition is entitled, as is any other employee, to confidentiality of their medical condition and medical records.

Medical Overview

There is no known risk of AIDS transmission between an affected employee and other employees through either casual or close contact that occurs during normal work activities. Breathing the same air, using the same lavatories, touching a common piece of paper, or using the same telephone, does not transmit an AIDS virus-related condition.

Transmission of the virus through oral secretions or tears is not a recognised risk, according to medical authorities. Additionally, the virus is very fragile and has been found to be transmitted only through intimate exchange of bodily fluids.

The AIDS virus attacks the immune system, causing a breakdown in a person’s normal protection against infection. This leaves the body vulnerable to life-threatening illnesses. In addition, the virus by itself can affect the nervous system.

Individuals of all sexual persuasions are at risk of contracting an AIDS virus-related condition.

According to medical experts, the AIDS virus is transmitted in the following ways:

  • sexual contact through transmission of semen or vaginal fluids;
  • intravenous drug administration with contaminated needles, administration of contaminated blood or blood products; and
  • passage of the virus from infected mothers to their foetus or newborn. However, there is no evidence to suggest that pregnant women are particularly susceptible to any AIDS virus-related illness or condition.

Recent medical evidence suggests that an AIDS virus-related condition can have an incubation period of several weeks, months or years before symptoms appear. Medical findings indicate that a person who has a positive antibody test will not necessarily develop an AIDS virus-related condition. The presence of the AIDS antibody is a sign of infection, not immunity, unfortunately.

As is true for any person with a life-threatening illness, a person diagnosed with an AIDS virus-related condition deserves and requires compassion and understanding.

While that person is attempting to cope with his or her own vulnerability and fears, the support and understanding of friends and colleagues can be particularly valuable.

Some people have fears about contracting AIDS, based on misinformation or lack of knowledge about how AIDS is spread. Education providing accurate medical information can best alleviate fears of contracting an AIDS condition.

Infected Employees

Infected employees should be treated empathically and in exactly the same way as other employees unless specific medical requirements require this related to the employees ability to perform the inherent requirements of the job.

If a situation arises where an employee is found to be HIV positive, and where his/her performance is affected, it is management’s responsibility to ensure that they are not simply discharged.

Management have a duty to ensure that productivity and morale are not disrupted, and should take one of the following alternatives into consideration, when it becomes clear that the employee is no longer able to carry out his/her present function:

  • Place the person in an alternative position if he/she is able to perform the function.
  • Consider adjusting the work schedule (hours) or place of work, to provide for more convenient circumstances for the employee.
  • Where alternative positions are not available, an application for ill health retirement benefits may be considered.

Other Employees

Should there be negative reactions from colleagues of infected employees, each situation is to be assessed and dealt with appropriately on a case-by-case basis. It may also be necessary to arrange for an informed professional to educate the employees. It is however essential that colleagues concerns are treated with acute sensitivity.

If an infected employee is being victimized or harassed at work, or their work life is made intolerable or impossible, the Group has a duty to support the employee in order that he/she may work without disruption or harassment from fellow workers.

Recruitment: Pre-testing

The Group does not require applicants for employment to be tested for life threatening diseases or HIV. The criterion to use is ‘suitability to fulfil the job requirements’. However, the health sections of the ‘Medical Aid Application Form’ and the ‘Employment Application Form’ must be completed honestly.

Testing of Employees

Testing will only be undertaken on a voluntary basis.

Where required, professional counselling services are to be made available.

Aids Information

The National Aids Information Service number is 0800 012 322.

Disclosure

Every employee has a common law right to privacy. This means that an employee does not have a legal duty to inform their employer of their HIV status, nor may a healthcare worker reveal their HIV status to their employer, without their consent.

Information about an employee’s medical condition is private and must be treated in a confidential manner.

When an employee elects to disclose his/her test results to the Group, and where counselling has not taken place, this should be arranged. Medical aid assistance is also to be clarified. Counselling for the employee’s family is a further consideration.

First Aid

Every First Aid Box must contain disposable gloves for use by the First Aid Representative when dealing with cuts and abrasions, so that they cannot be infected. Employees providing assistance should wash their hands thoroughly with disinfectant, soap and water afterwards. Gloves are to be destroyed.

Continued Employment

Aids will be treated like any other life threatening disease and employees may continue to work for as long as their condition allows, provided that they meet required performance standards and are not a threat to their own safety or that of others.

Medical Aid Benefits

HIV positive employees should be encouraged to use their private medical practitioner or Provincial Hospital services which are multi-disciplinary in approach and include full counselling services.

Group Retirement Fund

At present, the Retirement Fund treats Aids in the same way as any other life threatening illness. Ill-health retirement because of Aids will be handled in the same way as any other case of ill-health retirement.

Education

Education remains key in preventing the spread of the HIV / AIDS virus. Professional services are available in most locations and include talks, videos, discussion groups, etc. Management are advised to make use of these facilities, to ensure that all employees are well informed about AIDS and HIV.

Legal Principles and Legislative Framework

People with HIV or AIDS may not be discriminated against in the workplace. People with HIV or AIDS are protected by the Constitution and the Labour Relations Act from arbitrary and unfair discrimination based on their HIV status. The following Acts refer.

The Constitution of RSA (Act No. 108 of 1996)

South Africa’s constitution gives all employees the right to "fair labour practices". Furthermore, the equality clause states that everyone is entitled to equality and freedom from unfair discrimination.

Labour Relations Act (LRA) (Act No. 66 of 1995)

The LRA regulates the relationship between employers and employees. It protects employees against arbitrary dismissals.

The LRA protects employees from being dismissed simply because they are HIV-positive.

Employment Equity Act (EEA) (Act No. 55 of 1998)

The EEA prohibits unfair discriminatory practices against employees who are HIV positive, purely based on such status.

The EEA furthermore prohibits discriminatory distribution of employee benefits, training or work related opportunities as a result of such employees HIV positive status.

An important Code of Good Practice: Key Aspects of HIV / AIDS and Employment has been published and contains important provisions regarding management of HIV Aids in the workplace that should be adhered to unless valid reason not to do so.

Basic Conditions of Employment Act (Act. No 75 of 1997)

The Act sets out the minimum standards to which every employee is entitled, unless otherwise provided for in a Collective Agreement or Sectoral Determination or Contract of Employment. It therefore stipulates the minimum employee sick leave entitlement.

Occupational Health and Safety Act (Act No. 85 OF 1993)

This Act requires employers, as far as it is reasonably practicable, to create a safe working environment. In an HIV/AIDS context, this can be interpreted to mean that employers must ensure that universal precautions are used when responding to an occupational accident. Furthermore, employers should ensure that proper equipment needed to protect employees against possible infection and appropriate training in the use of universal precautions is provided.

Compensation for Occupational Injuries and Diseases Act (Act No. 130 of 1993)

This Act provides compensation for employees who are injured in the ‘course and scope’ of their employment. Therefore, if there is a possibility that an employee has been exposed to HIV during an occupational accident, then:-

  • an accident report should be completed and forwarded to the Workman’s Compensation Commissioner;
  • the employee should be tested for HIV to determine their baseline status;
  • any other person who has been involved in the accident should be tested with their informed consent; and
  • the employee, if HIV-negative at the time of the accident, should be re-tested at three months after the accident, and again at six months, after the accident.

Managing Employees who are HIV / AIDS Positive

Performance Management

Employees living with HIV / AIDS will be productive for a longer period if they receive the medical, social and psychological support they need. An employee may not be dismissed simply because they are HIV-positive.

An employee who develops AIDS should be treated in the same way as any other employee with a life-threatening illness. The performance of an employee suffering from Aids will be evaluated in the same manner as the employee who is HIV-negative.

Managers should monitor all employees’ absenteeism and sick-leave records and those employees whose attendance record is unacceptable should be evaluated by a formal counselling session.

During such a counselling session, the Manager should encourage the employee to discuss his/her absenteeism openly without any fear of victimisation. The employee should also be informed that such a counselling session will be dealt with confidentially.

Employees who inform their respective manager that their absenteeism relates to their HIV-status may require support in the following areas:

  • Access to health services outside the workplace.
  • Time off to attend clinics or counselling.
  • A transfer to lighter or less stressful duties, where this is both necessary and possible.
  • Possible early retirement in terms of the relevant pension/provident fund rules and regulations.

Should the employee’s condition deteriorate to a stage where the employee no longer has the capacity to perform the key aspects of such position, then the Incapacity (ill-health) procedure should be invoked.

General

The Group maintains an ‘open door’ policy. Employees living with or affected by HIV infection or AIDS, and those who have any related concerns are encouraged to discuss this with their respective management.

Health and Wellness

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Clean Air Policy

In keeping with its responsibility of providing a healthy, productive and hazard-free environment, and in accordance with the Tobacco Products Control Act of 2001, the Group will regulate smoking in the workplace accordingly. Furthermore, the policy seeks to ensure minimum disruptions to the Group’s operations, due to frequent absence from workstations for the purposes of smoking.

Smoking is prohibited in any indoor or enclosed area in which employees perform their duties. This includes any corridor, lobby, stairway, toilets, warehouse, canteen, office, meeting room, change room and any other common area frequented by employees during the course of their employment.

Notices and signs will be provided to indicate areas in which employees and visitors can smoke.

Legal penalties could apply to any contravention of the provisions of this policy. Further to such penalties, the Group will institute disciplinary proceedings for non-compliance with this policy.

Health and Wellness

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Alcohol and Drug Abuse Policy

Overview

Substance abuse is detrimental to the Group and employees who suffer its effect. Substance abuse / dependency may have one or more of the following effects: low performance, low morale, absenteeism, impaired judgement, deteriorating interpersonal behaviour, poor health and accidents or injuries.

Principles

The Group believes that substance abuse has either a physiological and/or psychological impact on the employee.

The remedy is often beyond the control of the individual substance abuser / dependent and assistance should be made available to the impacted employee to enable him / her to overcome the problem.

If an employee unreasonably refuses assistance for substance abuse / dependency this could be taken into consideration in determining any action to be taken by the company.

The Group believes it is important that employees who suffer from substance abuse / dependency take responsibility for their addiction, by responding to the support and assistance offered by the Group. Such an admission will not jeopardise the employee’s job security.

The Group's responsibility

The Group will not in any manner promote the use of alcohol by its employees.

The Group will not permit its employees to consume alcohol in the course and scope of their employment unless in an appropriate manner at an authorised work function.

At a place of work, no employee shall be under the influence of or have possession of, or partake of, or offer any other person, intoxicating liquor other than in an appropriate manner at an authorised work function.

In the case where an employee takes medication, The Group shall only allow such person to perform his / her duties at the workplace if the side effects of such medication do not constitute a threat to the safety of the employee concerned, or other employees at such a place of work.

Non-prescription drugs or narcotics, such as dagga, cocaine or any other dangerous substance may not be brought onto Group premises.

The Group shall not permit any employee, who is, or who appears to be under the influence of an intoxicating substance, to enter or remain at a workplace.

Should an employee be under the influence of alcohol or other substances, that employee will be removed from the premises and will not be allowed re-entry until they are in a state of sobriety.

Where an employee contravenes the Group policy in relation to the above, an enquiry will be facilitated at the earliest opportunity. Disciplinary action may lead to dismissal, depending on the severity of the said offence.

Identification

Managers should endeavour to identify the emergence of alcohol / drug abuse / dependency in an employee, by monitoring factors such as: change in work performance, absenteeism (especially after week-ends), accidents at work and behavioural changes towards other employees.

Disciplinary action

The prevention of substance abuse at the work is line management responsibility. The rule applied by the Group to prevent substance abuse at work includes the following:

  • no employee is allowed to be under the influence of any substance or use alcohol / drugs whilst on duty;
  • no employee is allowed to be under the influence of alcohol / drugs whilst on duty;
  • no employee is allowed to report for duty whilst under the influence of alcohol/drugs;
  • no employee is allowed to have any quantity of alcohol / drugs in his/her blood whilst on duty;
  • no employee is allowed to bring any alcoholic / drug substance on to the Group’s premises, and any purchases must be made by the employee after work or during non-working time; and
  • no employee is allowed to drive any form of Group transportation whilst under the influence of alcohol / drugs.

Any employee not adhering to this policy will be disciplined in accordance with the stipulations of the code of conduct. It is furthermore the line manager’s responsibility to bring this policy to the attention of all employees.

Health and Wellness

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Injury on Duty

The injured employee must report his / her injury to the line manager before close of business on the same day as the incident occurs.

The line manager must ensure that the injured employee receives professional medical attention as soon as possible.

The line manager must complete the 'employer's' report of the said accident, further ensuring that the report is accurately completed. A copy of the applicable form can be obtained from the Health and Safety Representative. The line manager must ensure that the report includes the following detail:

  • company registration number;
  • contact person;
  • employer’s address, telephone and fax number; and
  • All the applicable employee information;

Salary enquiries must be directed to the Human Resources Manager.

Injuries caused due to negligence must be noted in the employer's report.

In the event that the line manager fails to report the accident to the Compensation Commissioner, the Group will be found guilty of the said offence, in terms of the Compensation for Occupational Injuries and Diseases Act (Act 130 of 1993). The Group will furthermore be held liable for the full amount of compensation payable, in relation to the accident.

The Group's report, detailing the injury, must be faxed within five (5) days after the injury was reported, in order to adhere to the time frames prescribed by the Compensation Commissioner.

When an employee has sustained serious injuries, e.g. the loss of an arm or leg, or died as a result of the injury, then such injury must be reported immediately to the IoD (Injury on Duty) Officer or the Health and Safety Manager and/or the respective HR Manager.

All medical reports, including the first medical report, must accompany the Group’s report.

The progress and final medical reports must be submitted to the applicable individual, as per above.

The line manager must complete the resumption report, the day the employee resumes duty.

All medical accounts must be forwarded to the applicable person.

Line managers violating the aforementioned administrative arrangements will be subjected to disciplinary action and could also be held responsible for any claims, which the Compensation Commissioner refuses to pay.

Health and Wellness

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Employee Assistance Programme (EAP)

Purpose

The purpose of an EAP is to assist employees with personal and work related problems, difficulties and concerns, which they may experience from time to time. These problems, difficulties and concerns can and do affect the work performance of employees.

EAP allows workers to correct problem behaviour without the immediate threat of job loss. An employee usually remains on the job while in the program and the employer monitors the worker’s progress over time.

EAP will endeavour to get issues resolved quickly and effectively within a confidential arrangement between an EAP consultant and the employee. EAP offers employees the opportunity to obtain professional assistance through counselling. Many problems, difficulties and concerns can be resolved before they impact upon the employee’s work performance.

EAP will attempt to implement early intervention strategies for the Group by actively encouraging self-referral by employees. Furthermore, EAP is a resource used to decrease the cost associated with, amongst others, absenteeism, stress claims and conflict at work. EAP acts as a pressure valve for issues, thus preventing major problems from arising.

Effects on the Workplace

An EAP is based on an over-riding concern for the individual; however there are additional financial implications to the Group. These problems manifest themselves in such factors as:

  • absenteeism;
  • poor punctuality;
  • low levels of productivity;
  • high employee turnover;
  • friction between employees; and
  • accidents in the workplace.

Areas of assistance

EAP offers assistance with a broad range of problems, difficulties and concerns, including but not limited to: substance abuse, e.g. alcoholism and drugs; HIV / AIDS; trauma counselling and sexual harassment.

Counselling and Treatment

Counselling will be conducted in terms of the Group’s Employee Assistance Programme. Any employee who agrees to undergo counselling and treatment will be allowed time off for this purpose.

At the conclusion of the period of counselling and treatment, as determined by the counsellor, the counsellor is to generate a report on the counselling and treatment to the HR department. If the counsellor’s report confirms that the employee has co-operated with the process to the level where job performance and / or work relationships are no longer impacted, then it will be regarded that the employee has recovered.

If this is not the case and the counsellor is satisfied that the employee will not benefit from the opportunity of a further period of counselling and treatment, then the employee will be dealt with on the following basis:

  • If the employee is no longer capable of performing his / her job as a result of the ‘associated problem‘, he/she will be regarded as being permanently disabled, and his / her employment may be terminated by the Group on grounds of incapacity or ill health.
  • If the employee is capable of performing his / her job, notwithstanding his / her lack of co-operation or lack of success through the treatment process, he / she will be subjected to discipline for the ‘associated problem’, as stipulated within the Group’s Employee Relations policy.

Any employee may voluntarily elect to undergo a counselling and treatment program.

Access to EAP

Access to the EAP can be initiated through the following channels:

  • Self-Initiated: an employee recognises that a problem exists and seeks assistance by contacting his / her manager or the HR department.
  • Employer Initiated:a manager approaches the employee with an offer to engage in an EAP process. It is not mandatory for the employee to accept the offer.

It is important to note that the Group has not selected a central preferred EAP provider or vendor. As such, where EAP assistance is required, the Divisional policy is to be supported. It is entirely at the discretion of the DCEO to determine whether the business will pay for the counselling and if so, to what extent and under what conditions.

Super Group

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Travel and Entertainment

PREAMBLE

All travel and entertainment should be consistent with the needs of the business and should be used as appropriately as possible to accomplish business objectives in a cost-effective manner and in keeping with standard business principles of transparency, authority and prudence.

PURPOSE

To provide all employees who are compelled to entertain and travel on Company business and who may incur expense in doing so with clear, consistent, standardised and equitable operating guidelines, policies and procedures.

SCOPE

This policy applies to all employees of Super Group and its subsidiaries who are engaged in authorised Company travel or who expend Company funds for business purposes.

It is realised that certain locations and facilities may need to follow different rules and procedures due to special circumstances, such as foreign governmental laws for overseas locations. In such cases, request for an exception to be brought to the Group Financial Director and the Procurement Steering Committee for approval.

Rules governing reimbursable expenses other than travel and entertainment (such as associate moving expenses, expatriate expenses, etc.) are covered by other policies and instructions are excluded from this policy.

POLICY

It is the Company policy to:

  • reimburse reasonable business travel costs and expenses, incurred by employees, when conducting official Super Group business;
  • ensure that employees enjoy reasonable standards of travel, accommodation, services and facilities when travelling and entertaining on behalf of the Company;
  • comply with SARS's requirements that expenditure, to be deductible, must be "ordinary, necessary and reasonable to the conduct of a trade or business".

GUIDING PRINCIPLES

  • Individuals who incur business travel expenses should neither gain nor lose personal funds as a result of their travel;
  • All expenses must be necessary, reasonable, appropriately documented and incurred for a specific identifiable business purpose;
  • All air travel must be authorised in advance by each travellers HOD;
  • Sundry expenses should not be charged directly to the Company, but recovered by the employee through an expense claim;
  • Employees are expected to exercise good judgement with respect to all expenses incurred on behalf of the Company and to spend Company funds prudently;
  • All documentation will be checked for accuracy, validity & completeness before accepting or authorising them by Travel bookers and HOD's;
  • Employees are expected to promptly submit a claim for reimbursement;
  • All expenses will be reviewed before being approved for payment by Group Procurement;
  • Entertainment of fellow employees and individuals offering outside professional services are not reimbursable expenses;
  • Employees may not authorise reimbursement of their own travel expenses;
  • Employees may not approve travel or entertainment expenses for an individual to whom they report;
  • Where deemed appropriate by a Divisional Managing Director or Group Director, a Per Diem allowance may be paid to an individual travelling either locally or internationally – See Domestic and International Air Travel;
  • Travellers are to always abide by the applicable rules and regulations of the service providers we make use of.

RESPONSIBILITY OF APPROVER OF T & E EXPENSE

The approver has prime responsibility for ensuring compliance with this policy and must verify that expenses and expense claims meet the following criteria:

  • Expense was incurred while conducting Super Group business;
  • Expense is valid and was properly authorised prior to incurring;
  • Information contained on the expense claim and in the attached supporting documentation is accurate, valid, complete and in accordance with this policy;
  • Expenditure is charged / allocated to the correct department / division and proper account;

PREFERRED TRAVEL AGENCY AND PROGRAMS

'ProcureCom' have endorsed the appointment of Travellinck (Online booking Tool) and Claudia's Travel (International bookings), as the sole service provider of an 'in-house' travel solution for the Group.

  • Travellinck – Only to be used for all Domestic Travel. This is an online booking tool of which each division has now got a fully trained travel booker on the system and fully in control of all bookings. Travellinck supplies Super Group with our Group deals negotiated with the vendors as well as public published fares
  • Claudia's Travel – Only to be used for International bookings whereby the Travel bookers will email the dedicated Consultant assigned to Super Group to do the booking. At all times bookings must be arranged with the travel bookers who will then arrange all with Claudia's Travel

Strategic vendor relationships have been formed with airlines, hotels and car rental companies that offer Super Group travellers' substantial discounts.

Claudia's Travel is:

  • The exclusive provider of travel agency services to the Company on International Travel;
  • Made up of an internally managed travel team that provides the Company with a full menu of customised travel services;
  • A provider of high-quality service and low cost airfares;
  • Able to distribute and manage Company negotiated discounts.
Available during office hours of 08h00 – 17h00 Monday – Friday

Bobbi Makantonis

Travel Consultant

Tel: 011 759 5160
Cell: 0836082885
Email: bobbi@czt.co.za
Forex orders

All Forex orders must now be placed with Tuanette Oelofse in Group Procurement

Contact details for Tuanette as follow:
Tel: 0115234685
Email: tuanette.oelofse@supergrp.com

Traveller Profiles

To facilitate easier and faster service, employees must submit to Claudia's Travel a traveller profile form, which indicates special meal requirements, seat preferences, credit card numbers, and loyalty programme numbers. Delivery addresses, phone numbers, accommodation preferences, medical considerations etc. This is a once off process and can be updated periodically.

Group, Conferences and Meeting Travel Services

Departments / divisions planning travel for groups travelling to the same destination for a common purpose, must utilise Claudia's Travel to make all the necessary arrangements, which should be made as far in advance as possible to take advantage of the most favourable rates for all services.

Payment Procedures for Group Travel

Group air travel and accommodation arrangements made through Claudia's Travel and Travellinck may be billed directly to the department / division requesting such arrangement.

Expense Claim Procedures

All Super Group associates are required to include a copy of the Travel Services / Claudia's Travel itinerary with each expense report submitted for reimbursement. Expense reports submitted without this itinerary will not be reimbursed. When unusual or emergency circumstances prevent you from making your arrangements through Travel Services, a written explanation must be included with your expense report explaining the situation.

CORPORATE CARD PROGRAM

'ProcureCom' has chosen to use the American Express Corporate Card to help manage the group's travel expenditure. The Corporate Card is the primary payment vehicle for all travel expenses incurred by Company travellers. This card program provides travellers with a wide variety of travel benefits and allows the Company to capture travel data that is vital for management reporting and vendor negotiations.

American Express Business Travel Account Card

The business travel account card is a travel management tool. 'ProcureCom' nominates its preferred travel agent, and American Express issues Super Group with a Business Travel Card for each Business unit, which is kept with Group Procurement. Procurement has authorized Travellinck and Claudia's Travel to make use of our Lodge Cards.

American Express sends us one consolidated statement, as well as individual statements for each business unit, at the end of each month detailing all bookings made and the Company has only to make a single payment to American Express to cover the entire month's travel expenses. All matching of statements and payments are done by Group Procurement.

Use of Corporate Card

The American Express Corporate Card, lodged at Group Procurement, will be used for all business travel expenses including:

  • Air travel;
  • Accommodation;
  • Car rental.

Certain operations like Cross Border and Mauritius may be exempt of this requirement from time to time.

Benefits

The benefits of this programme include:

  • Membership Rewards Programme;
  • Management and enforcement of our Travel Policy;
  • Access to already negotiated Supplier Agreements that provide the most favourable rates, through American Express purchasing power;
  • Management Information reports;
  • Ability to set our own limit through ongoing spend patterns;
  • Ability to repay the full outstanding balance each month;
  • The right to set a spending parameter;
  • Free travel insurance, Global Calling Card and emergency cash;
  • Documented Service Level Agreement;
  • Booking Assistant Programme giving on-line access, personal profiles, information suites, airline schedules, hotel locations etc.

All benefit that is gained from the Membership Rewards Programmes will accrue to the company.

DOMESTIC AIR TRAVEL

Domestic travel is defined as all travel that takes place within the borders of the Republic of South Africa.

Airline Class of Service

All domestic air travel is to be at Economy Class level.

Savings Opportunities

Airfares should always be the lowest discounted fare for the route being travelled and travellers must make their reservations as soon as travel plans are finalised, to maximise advance purchase discounts, preferably at least 7 (seven) days in advance.

Greater savings can be achieved by allowing maximum flexibility in travel planning.

Travel Services may, within reason:

  • Book flights which place the traveller within approximately one (1) hour of the requested arrival / departure time for domestic flights if savings would be R500 or more;
  • Use connecting versus non-stop flights if savings would be R500 or more.

If lower fares are refused by an associate, approval is required from the associate's supervisor before tickets are issued for a significantly more expensive flight.

Generally discount fares are non-refundable but are changeable for a fee ranging from R 250 to R 500 on up, based upon the rules of the carrier selected.

Claudia's Travel / Travel booker on Travellinck will always base the selection of an airline on getting the lowest fair available and never solely on participation in an airline's frequent flyer program.

The Company expects you to carefully consider, in light of your travel plans, the cost of a refundable and changeable ticket as opposed to the cost of a lower priced yet non-refundable ticket.

The approved Travel Agent will be responsible for selecting the 'Lowest Cost Route' for each traveller for each trip.

Upgrades for Domestic Air Travel

  • An upgrade at the expense of the Company is not permitted;

    However, in special instances where circumstances necessitate Business Class travel, approval must be obtained from the Divisional Managing Director in advance.

    In the unlikely event that economy class seats are not available on a specific flight, and for good business reasons you need to be on that flight, then good judgement needs to be exercised in buying a business class ticket (even one-way) as your actions will have to be motivated and justified to and authorised by the Divisional MD.

    The Company may decline to reimburse you if a poorly thought out decision is made.

  • Free upgrades that accrue to you as a participant in a loyalty program may be utilised, but must be noted on your expense claim;

Preferred Airlines

The Company has negotiated preferential deals with Kulula, SAA and Nationwide and a strategic deal with British Airways/Comair. Provided they have the cheapest discounted rate on the route selected, at a specific point in time they will then be utilised.

Airline Frequent Flyer Programs

  • You may choose to participate in any frequent flyer program of your choice, for your own account;
  • Benefit that is gained from the participation in such a program will accrue to the individual;
  • Frequent flyer memberships must not influence travellers to select a flight that is not the lowest priced flight available;
  • The Company will not reimburse travellers for tickets purchased with frequent flyer miles because it is difficult to determine the Rand value of such tickets.

Airport Airline Club Memberships

  • The Company will not reimburse dues for memberships in an airline club.

Travel To and From the Airport

  • It is expected that each employee use the best means possible of travelling to and from the airport, taking into consideration cost, time and transportation availability.

    The application of this principle will determine whether or not the Company will reimburse expenses incurred in getting to the airport.

See also 'Car Rental Guidelines'.

Executive Car Park

  • Divisional Directors and above may make use of this facility;
  • The reimbursement for the use of such facility for staff below General Manager Level is at the discretion of the Divisional MD and needs to be authorised in advance;
  • If you are travelling with British Airways, they pick-up the cost.

Ordinary Airport Parking

  • If an employee cannot be dropped off at the airport or arrange a lift, then parking fees incurred will be reimbursed;
  • Long-term parking lots should be used for airline business trips.

Travel on Charter Aircraft and the Use of Private Aircraft

  • For safety of travellers, the Company does not suggest flying on chartered aircraft;
  • Aircraft may only be chartered if:
    1. It is logistically necessary; and / or
    2. It is more cost effective than flying commercially.
  • All aircraft charter and private aircraft travel must be authorised by the Divisional MD;
  • The selection of the charter company and rate structure is at the Divisional MD’s discretion;
  • Employees may not fly on a corporate or private aircraft unless:
    1. The aircraft carries a CAA standard category airworthiness certificate;
    2. The pilot is CAA certified;
    3. Evidence of no less than $10 million of aircraft liability (including passenger liability) insurance on the aircraft is produced.
  • Employees may not pilot a private plane for Company business;

Lost or Excess Baggage

  • The carrier selected to travel on is responsible for compensating the owners of lost baggage;
  • The incident must be reported to the airline staff immediately in order to obtain a reference number for insurance purposes;
  • The Company will not reimburse travellers for personal items lost while travelling on business;
  • Employees will be reimbursed for excess baggage charges only when travelling with heavy or bulky materials or equipment necessary for business purposes.

Cancellations

  • When a trip is cancelled or postponed, the booking must be cancelled with the travel agent or travel booker in writing. Failure to do this may result in the airline charging a no-show fee.
  • When a trip is cancelled after the ticket has been issued, the traveller must inquire about using the same ticket for future travel or re-issue;
  • Travellers can reuse airline tickets if airfare eligibility requirements are met. These requirements should be verified with the issuing travel agency when tickets are purchased;
  • If the ticket can not be used for future travel, it must be returned to the travel agent who will return it to the airline for a refund. NO refund can be done without the ticket.

Lost or Stolen Airline Tickets

  • Upon discovery of a lost or stolen ticket, the traveller should immediately report the loss to the issuing travel agency, which will file a lost ticket application;
  • Penalty charges for lost or stolen tickets depend on the carrier selected and this fee will be charged to your cost centre.

Expenses Connected With Air Travel

  • Expenses incurred while in flight are not reimbursable;
  • Tips for porters etc. are not reimbursable;
  • The purchase of any additional insurance while in travel status is unnecessary as each traveller is covered by company provided insurance and is not reimbursable.

Travel Restrictions

  • At no time may more than two directors or three officers from any one department, travel on the same aircraft;
  • Exceptions must be requested in writing and approved by the Divisional MD prior to collecting tickets;
  • Exceptions to this rule necessitated in the ordinary course of business e.g. Rentrak must be dealt with at Divisional level.

Weekend and Business / Personal Travel

  • When personal travel is combined with business travel (and the duration may possibly fall over a weekend) the employee will only be reimbursed for the business portion of the trip;
  • The 'rule of thumb' is that the company will reimburse no more than the portion that would have ordinarily to be reimbursed, if the travel was solely for business purposes.

Per Diem Allowance

  • A Per Diem allowance, authorised and determined by a Divisional Managing Director or Group Director, may be paid for newspapers, parking, buses, tips, sundry meals etc.

INTERNATIONAL AIR TRAVEL

International travel is defined as all travel that takes place outside the borders of the Republic of South Africa and must be authorised in writing by the Group Managing Director.

Airline Class of Travel

All International travel will be at Economy Class level, unless specifically authorised in writing and in advance by a Divisional Managing Director or Group Director, solely at their discretion. First class travel is prohibited for all destinations.

ALL OTHER HEADINGS UNDER LOCAL AIR TRAVEL ARE EQUALLY APPLICABLE TO INTERNATIONAL BUSINESS TRAVEL.

Downgrading Business Class Tickets

  • Employees may downgrade their Business class tickets (if Business Class travel is approved), at no extra cost, in exchange for 2 x economy class tickets, in order to allow a spouse to accompany them, but only with the express written authority of their Divisional MD or a Group Director;
  • All additional expense incurred in travelling with a spouse i.e. Accommodation, taxis, meals, visas etc. will be for the account of the employee;
  • Basic 'rule of thumb' that applies is that the company will not reimburse expenses greater than those that they would have ordinarily incurred.

Passports

  • The Company approved travel agent can assist travellers with passport applications; renewals etc. however it is the individual's responsibility (and cost) to maintain a current valid passport of at least six months longer than the last day of their intended stay abroad.

Visas

  • * The Company approved travel agent can assist travellers with visa applications and as long as these are for business destinations, will be reimbursable.
  • * Visas may take anything up to six months to obtain, depending on the criteria, and must be obtained well in advance.

Permits

  • The Company approved travel agent will advise the traveller about any permits required and where possible assist in obtaining these. For example driving permits, vaccinations and inoculations. Travellers must ensure that these formalities are attended to prior to their departure.
  • The cost of vaccinations, permits etc. will be reimbursable however it is the individuals' responsibility to ensure that these are done.

Foreign Currency

  • The traveller must use Group Procurement (Tuanette Oelofse) to obtain foreign currency and may not purchase this themselves and be reimbursed;
  • Foreign currency expense must be reconciled and submitted within 14 (fourteen) calendar days, upon return, for authorisation. If this does not occur it may jeopardise the issue of foreign currency in the future.
  • Any expense that cannot be justified will be for the individuals account;
  • See foreign exchange currency Issue and Reconciliation policy.
  • Foreign currency must be authorised by Divisional Director.

Per Diem Allowance

  • A Per Diem allowance of US $ 50 per day will be allowed for all sundry expenses incurred i.e. Newspapers, taxis, parking, buses, tips, sundry meals etc.
  • Accommodation will be booked on a bed and breakfast rate and all meals, that are not for business purposes and paid for by credit card and claimed back, are included in the allowance;
  • Travellers must choose to either file actual expenses or claim per diem as mixing reimbursement methods for the same trip is not allowed, however if the reimbursement method is selected then all receipts must be obtained and reconciled upon return.

ACCOMMODATION

All hotel reservations are to be made through the Company approved Travel Agent for International Travel and for Domestic by the travel booker trained on Travellinck, however exceptions may be allowed in the case of operations in Africa who may be able to get better deals 'on the ground'.

It is the Company policy, that where possible, all employees who have to travel should attempt to structure their business that they return the same day.

Preferred Hotels

  • The Company has negotiated preferential deals with City Lodge, Southern Sun Group and Protea Hotels and they are to be the hotels of first choice, unless they are not conveniently located to the traveller's work;
  • A Bed and Breakfast (B & B) may be selected in those areas where it is not convenient, or otherwise preferred, to the value of no more than what the Company negotiated rate with the City Lodge Group is;
  • Employees are reimbursed, or the company pays, for the cost of single-room accommodation only, typically occupied by business travellers;
  • Room rate should be verified upon checking in and if accompanied by your spouse, note the rate on the hotel receipt for purposes of reimbursement;
  • When another company, an employee, a business acquaintance, a friend or relative provides accommodation without charge, it may be appropriate to furnish the host with a small token of appreciation. This may not exceed the equivalent of one nights accommodation at the designated City Lodge / Southern Sun in the area concerned;
  • Hotel upgrades are not allowed and if done will be for the individual's own expense;
  • Any clients that need to taken away for conference, business or any other purposes, may be accommodated at any choice of hotel at the discretion of the Divisional MD;
  • Any exceptions to the policy must be authorised by the Divisional MD.

Hotel Cancellations

  • It is the traveller's responsibility to notify the Travel Agency or travel booker with whom the reservation was made, to cancel a room;
  • Travellers should remember that hotels may charge "no show" fees if this is not done timeously and will not be reimbursed for such charges.

Hotel Expenses

  • Certain miscellaneous hotel expenses are not reimbursable:
    1. Purchase of clothing, toiletries etc.
    2. Hotel Frequent Guest Programs
    3. Newspapers and magazines
    4. In-room movies
    5. In-room mini bar
    6. Tips, unless these are on meal bills (see Meals & Entertainment)
    7. Telephone calls, if the traveller has a cellular phone
    8. Valet and Laundry services, unless the stay exceeds 3 days

Expenses incurred on trips planned for personal reasons will not be reimbursed, even though some business activities may be conducted while at the destination. Only specific expenses incurred while furthering the business of Super Group will be reimbursed.

Hotel Frequent Guest Programs

Many hotels have frequent guest programs that reward travellers with free accommodation in exchange for a specified number of paid room nights at the hotel. The Company will not reimburse travellers for the value of free accommodations used for business travel.

CAR HIRE / RENTAL

Europcar is the Company preferred car rental and First Car the secondary company and Group B or equivalent is the preferred class; however the travel agent will always make the reservation with the car rental agency offering the lowest cost method for the location the staff member is visiting, and no matter whether or not such agency is located in the airport terminal.

All reservations for car hire / rental are to be made through the Company approved Travel Agency and travel booker of each division.

Categories / Groups Allowed for Hire

  • Directors, Management and staff may only hire an Europcar Car or First Car Group B or equivalent.

Car Rental Guidelines

Travellers may rent a car to their destination when (provided that they are not receiving a travel allowance):

  1. Driving is more convenient than airline travel;
  2. Driving is necessary to transport large or bulky material;
  3. Several employees are visiting the same location and car rental is the lowest cost method. Only one car may be rented for each four persons making the trip.

Travellers may rent a car at their destination when:

  1. It is less expensive than other transportation modes, but only after exhausting all other possible options, circumstances permitting e.g. being fetched.

Insurance

  • When travelling within the Republic of South Africa, collision damage insurance and personal accident coverage must be declined as the Company carries its own insurance;
  • When travelling outside the borders of the Republic of South Africa then collision damage insurance and accident coverage must be accepted;
  • Only Company employees are covered under the Company's insurance plan and therefore spouses, friends and other non-employees may not drive such vehicles.

Accidents While Driving Car Hire / Rental Vehicles

  • Report the accident to the nearest police station and obtain a case number;
  • Report the accident the Car Hire / Rental Company and fill out all forms required by them;
  • Immediately upon return of the traveller, all accidents of any nature whatsoever must be reported to our insurance carriers due to the fact that the Company is co-liable with the traveller in case of third party claims.

Upgrades

  • In general upgrades are not allowed unless authorised in advance by Divisional MD;
  • If additional space is required for transporting materials then an upgrade may be allowed, but must be authorised in advance by Divisional MD;
  • If five or more individuals are travelling together then an upgrade may be allowed, but must be authorised in advance by Divisional MD;
  • If the traveller can be upgraded at no extra cost to the Company then this is fine.

Cancellation Procedures

  • Travellers are responsible for cancelling car rental reservations and must contact the Company Travel Agency where the reservation was initially made to timeously cancel.

N.B! Traffic fines incurred whilst using a hired or personal vehicle, on company business, are not reimbursable, neither are admin / handling fees associated with such an expense.

OTHER TRANSPORTATION

Personal Car Usage Guidelines

Employees who do not participate on the Company's Allowance Scheme, may use their personal cars for business purposes, if:

  • It is less expensive than renting a car, taking a taxi, or using alternate transportation;
  • Authorised in advance to do so;
  • It saves time.

Insurance

When using a personal car for Super Group business, an employee's personal car insurance is the primary insurance carrier and it is the responsibility of the owner of the vehicle to ensure that they have adequate insurance coverage for their protection and for that of any passengers. Frequent use of personal vehicles for business travel is discouraged.

The Company will not be responsible for:

  • Any claim arising from an incident whilst using a private vehicle for company business;
  • The excess of the owners collision coverage;
  • Bodily injury or property damage that exceeds the coverage limits of the individuals insurance.

Reimbursement for Personal Car Usage

Individuals who utilise their private vehicles for authorised company business will be reimbursed for business usage of their personal cars at an Automobile Association determined allowance rate calculated at R 1, 60 per km travelled. A revised rate may be issued from time to time.

Toll road fees and parking fees will be reimbursed in addition to the above allowance, but must be claimed through the normal local expense claim procedure.

Travel from an employee's residence to a normal place of business is not reimbursable.

Employees claiming reimbursement of this travel allowance are to do so on the 'Mileage Claim Form' and will only be reimbursed the amount claimed through a payroll payment; as such reimbursement is taxable and reportable to the Revenue Authorities.

Employees will not be reimbursed for the following, even if these cost are incurred during business travel:

  • Car repairs;
  • Rental car costs during repair of personal car;
  • Traffic fines;
  • Licence renewals

N.B! Under no circumstances will such reimbursement be made either by cheque or through Petty Cash.

MEALS AND ENTERTAINMENT (Local)

Overseas travellers will utilise the Per Diem allowance for meals.

Personal Meals

These are defined as the meal expenses of travellers who are on business trips.

Travellers will be reimbursed for personal meal expenses:

  • According to actual and reasonable costs accompanied by original receipts

Travellers will not be reimbursed for personal meal expenses:

  • Signed to their rooms, unless such meal was pre-booked and included in an accommodation rate.

Business Meals

These are defined as the meal expenses of travellers who are on business trips of other parties i.e. clients, potential clients or other business partners.

Travellers will be reimbursed for business meal expenses:

  • According to actual and reasonable costs accompanied by original receipts, detailing who was being entertained and for what purpose.

Business Meals Taken With Other Employees

Employees will be reimbursed for business-related meal taken with other employees only in the following circumstances;

  • When eating with other employees on an out-of-town trip or conference;
  • When authorised to do so for reward purposes, recognition or other appropriate business purpose, as may be authorised by the Divisional MD, SBU MD or FD from time to time.

Meal costs for social occasions such as birthdays, secretary's day, etc. must have Divisional MD, SBU MD or FD approval.

Alcoholic Beverages

The use of alcohol for business entertainment purposes is allowed but must be kept to an absolute minimum and only if necessary.

Employees must be aware that the use of alcohol for business purposes may place significant exposure on the Company in the event of an 'incident' e.g. A fatal accident.

Entertainment

Entertainment expenses include outing to clubs, theatres, or sporting events (rugby, cricket etc.) when a business discussion takes place before, during or immediately after the event.

Employees will be reimbursed for entertainment expenses:

  • With prior approval, if required;
  • If the person(s) entertained have a potential or actual business relationship with the Company;
  • If the Company will benefit from such business discussion.

All requests for reimbursement must be processed on a local expense report.

General

  • Time, place and business reason must be documented on all receipts;
  • Only original receipts are acceptable;
  • Only tips included on meal receipts will be reimbursed and as a rule should not exceed more than 10% of the bill;
  • Personal credit card slips are not acceptable or required.
  • Staff are to exercise their discretion, when entertaining guests or taking meals for themselves, as to the nature of the drinks and food they consume, because if deemed to be excessive, a claim may be disallowed.

TELEPHONE USAGE

Designated individuals qualify for the use of a Company paid for cellular telephone in accordance with the cellular phone policy and procedures document.

If you are not such an individual then you may be reimbursed for business phone calls:

  • That are reasonable and necessary for conducting business;
  • When the hotel, or vendor bill, with the itemised calls is attached to your expense claim form.

Business travellers will be reimbursed for personal calls allowing them to stay in reasonable contact with their families, as long as:

  • The calls are reasonable;
  • The personal element is clearly identified.

When travelling on overseas flights, travellers will not be reimbursed for the use of aircraft airphones, unless in an emergency or extenuating circumstances.

MISCELLANEOUS REIMBURSABLE EXPENSES

Travellers may be reimbursed for the following miscellaneous expenses incurred while on Company business:

  • Business office expenses (fax, photocopies, telegrams etc.);
  • Business phone calls;
  • Conference fees;
  • Currency conversion fees;
  • Fuel (if mileage allowance not claimed);
  • Taxis, buses and other ground transportation;
  • Hotel gym fees;
  • Laundry, dry cleaning, suit pressing for trips exceeding three days;
  • Permits;
  • Postage and / or delivery charges;
  • Parking and toll fees;
  • Tips;
  • Visa, passport and consulate fees;
  • Vaccinations;
  • Any other reasonable business expense as detailed in this policy document.

NON-REIMBURSABLE EXPENSES

Travellers will not be reimbursed for the following miscellaneous expenses:

  • Airline club membership dues;
  • Airphone usage;
  • Annual fees for personal credit cards;
  • Automobile repairs;
  • Baby-sitting;
  • Barbers and hairdressers;
  • Clothing or toiletry items;
  • Corporate card delinquency fees or finance charges;
  • Country club fees;
  • Expenses related to holiday or personal days taken before, during or after a business trip;
  • Golf fees;
  • Frequent flyer tickets;
  • Helicopter services;
  • Laundry or valet services for travel less than three days;
  • Loss or theft of cash advance money or airline tickets;
  • Loss or theft of personal funds or property;
  • Lost baggage;
  • Luggage and briefcases;
  • Magazines, books, newspapers, personal reading materials;
  • Medical expenses while travelling, over and above those covered under the travel insurance;
  • Mini-bar refreshments;
  • Movies (in-flight and hotel in-house);
  • 'No show' charges for hotel or car hire services;
  • Optional travel or baggage insurance;
  • Parking tickets or other traffic violations;
  • Personal accident insurance;
  • Personal automobile maintenance;
  • Personal entertainment;
  • Personal property insurance;
  • Personal telephone calls in excess of reasonable calls home;
  • Pet care whilst travelling;
  • Rental car upgrades;
  • Saunas and massages;
  • Shoe shine;
  • Souvenirs

These and other expenses may not be claimed for unless specifically approved.

N.B! The Company will not reimburse individuals who utilise their personal credit cards to pay for Company expenses that may have been purchased by utilising alternative methods e.g. Company Cheque, Company Order, in order that the individual may accrue the benefit of Loyalty Programs e.g. Voyager Miles.

INSURANCE

The Company maintains a business travel insurance policy that provides worldwide coverage for accidental death or disability while an employee is travelling on official Company business, provided the American Express Corporate Credit Card is utilised to book the trip. Official travel is defined as travel on official Company business from one's home or normal place of employment to another destination but does not include commuting to and from work.

Coverage begins when the employee leaves his or her residence at the start of a business trip, and ends when the employee returns to his or her place of residence.

It is the travellers' responsibility to determine what insurance cover their respective divisions may have in place and are to also note that sometimes the cover changes annually.

Personal Property

The Company maintains no insurance for loss of or damage to personal property during official travel. Travellers should:

  • Seek reimbursement through their own insurance company or directly from the responsible party;
  • Seek reimbursement from American Express if airfare was purchased with the Corporate Card;
  • Not seek reimbursement from the Company for the purchase of personal property insurance.

Company Property

The Company does not automatically insure all Company owned equipment and individuals travelling with Company equipment should enquire of the insurance requirements before travelling.

Medical Evacuation Insurance

It is the traveller's responsibility to ensure that they have adequate health coverage when travelling, over and above that which is offered on the American Express Corporate Card.

What is covered?

  • Emergency medical and related expenses, including evacuation, repatriation, expenses, visit by a family member, follow up treatment in RSA, return of accompanying children or travelling companion, burial / cremation or return of mortal remains and additional coffin expenses.
  • Personal accident insurance including death and permanent disability;
  • Loss of unused, non-refundable deposits due to the cancellation of the journey;
  • Loss of unused, non-refundable deposits due to curtailment of a journey resulting from the death or imminent death of a child, relative or spouse;
  • Loss of baggage, personal effects, documents, money and credit cards;
  • Baggage delay due to the carrier delaying, misdirecting or misplacing your baggage;
  • Travel delay due to loss or theft of travel documents or an accident;
  • Personal liability arising from an accidental injury to another person or the accidental loss of another's property;
  • General - Premature return in the event of a death, illness or injury of a parent, child or business associate, legal assistance abroad and bail for motoring offences.

What is not covered?

  • No amount will be paid for any benefit resulting from - war, rebellion, insurrection, labour disturbances, riot, strikes, revolution, military force, terrorism, use of nuclear materials, dispersion or application of pathogenic or poisons, self inflicted injury, suicide, mental disorders, criminal or intentional illegal act, childbirth (unless for an emergency or complication), STD's, being under the influence of alcohol, drugs etc., participation in any sport as a Professional player, participating in any hazardous pursuits etc;
  • No amount will be paid for any benefit resulting from - pre-existing medical conditions.

These lists are not exhaustive and if you wish to confirm any aspect of the insurance cover or require additional information before travelling, contact:

American Express Client Care Centre
Tel : 0860 003 768

EXPENSE REPORTING AND REIMBURSEMENT PROCEDURES

Timing for Expense Report Completion

All travellers must file an expense report within 14 (fourteen) calendar days of trip completion, unless they are on extended work assignments out of town and then must file weekly.

Cash Advances

Associates are expected to minimise their usage of cash for reimbursable expenses. Cash advances for travel and entertainment purposes will vary by location as well as by whether or not an associate has a Corporate Amex card.

Other Advances

The use of company cheques as deposits for rooms, travel, or seminars is discouraged. Associates must use Amex Travel Services to maximise cash flows.

Foreign Exchange Currency Issue and Reconciliation

All requests for foreign currency must be approved, in writing, by the Divisional M.D. on the 'Requisition for Foreign Currency' forms - No exceptions. Once authorised this is to be submitted to the Tuanette Oelofse (Group Procurement), who will arrange delivery.

At least three (3) days advance notice is required in order to timeously arrange such delivery.

A copy of this document will then be forwarded to Group Procurement. Once the traveller arrives back from their trip they have fourteen (14) calendar days to submit an expense claim and to submit a copy to Group Procurement, including any excess Travellers Cheques and cash that was not utilised.

If these procedures are not followed the Company will deduct the entire Rand equivalent advanced, from the associates' salary and this may prejudice the issue of future Foreign Currency.

All overseas travel must be substantially supported by vouchers, where required.

Documentation

The following documentation must be utilised:

  • Expense Claim form (for all travel, subsistence, accommodation, car hire, entertainment, telephone, vehicle expenses etc. not booked directly through the designated travel agent;
  • Mileage Claim Form (for all personal mileage claims);
  • Request for Overseas Travel and Foreign Currency form (for all overseas travel requirements and withdrawal of foreign currency).

Approval / Authorisation Process

The "one-up" principle will apply i.e. the person next senior and directly above you must authorise all the abovementioned documentation, before it is forwarded to management.

The following information must be noted for reimbursements:

  • The traveller or claimant must sign and date the expense claim;
  • The traveller or claimant must complete the expense claim form in all the necessary detail and attach all original supporting documentation;
  • The approver must have authorisation to sign for the account being charged;
  • The approver cannot be the traveller;
  • The approver cannot report to the traveller;
  • Where possible the approver must be the travellers direct supervisor i.e. "one-up" principle;
  • The approver must determine whether or not the trip and / or expenses were authorised in advance, if required;
  • Where supporting documentation is not available and the expense exceeds R 500, then an affidavit must be completed by the traveller and approved;
  • Photocopies will not be acceptable;
  • Receipts must detail the vendor, location, date, time and Rand amount;
  • Credit receipts and / or statements are not acceptable in lieu of original receipts.

Incomplete or Incorrect Expense Claims

Expense claims not adhering to the above requirements or which are incorrectly completed, will merely be returned to the approver for action and may result in the delay of reimbursement.

GENERAL

  • This policy is for rigid framework purposes but does not pretend to be comprehensive or flawless and may be reviewed from time to time;
  • If there is question as to the application of a specific area of this policy, it must be referred to your superior, Divisional MD or H/O management;
  • If there are areas that need clarity, updating or are not included, then again this needs to be referred to your superior, Divisional MD or H/O management;
  • Deviations and / or exceptions to this policy will not be lightly entertained and therefore should be avoided at all times;
  • However, an overriding principal of this policy is that Divisional Managing Directors and Group Directors have full discretion as to the application of the contents of this policy, although all deviations must be reported to ProcureCom.

SUMMARY DOCUMENT

PREFERRED TRAVEL AGENCY

'ProcureCom' have endorsed the appointment of Claudia's Travel for International bookings and Travellinck (online booking tool) for domestic Travel, as the sole service provider of travel agency services to the Company.

Strategic vendor relationships have been formed with airlines, hotels and car rental companies that offer Super Group travellers' substantial discount.

Any individual or group who wish to make a travel booking will only be able to do so in conjunction with the approved travel agent.

CORPORATE CARD PROGRAM

'ProcureCom' has chosen to use the American Express Corporate Card to help manage the group's travel expenditure. The Corporate Card will be the primary payment vehicle for all travel expenses incurred by the group's travellers.

A Corporate Card for each division required will be lodged (Group Procurement - Cindy Cowie).

DOMESTIC AIR TRAVEL

All domestic air travel will be at Economy class level.

Although a preferential arrangement has been entered into with Kulula, Nationwide and British Airways, the airfare selected by the travel agent will be lowest discounted fare for the route being travelled and travellers must make their reservations as soon as travel plans are finalised, in order to maximise advance purchase discounts, preferably at least seven (7) days in advance.

  • Upgrades at the expense of the company are not permitted.
  • Free upgrades that accrue to you as a participant in a loyalty program may be utilised.
  • Only Divisional Managing Directors may authorise Business class travel.
  • Employees are expected to use the best means possible of travelling to and from the airport.
  • General Managers and above may make use of Executive Car Park.
  • Travel on charter aircraft is not advised.
  • Only Divisional Managing Directors may authorise aircraft charters.
  • Cancellation of trips must be advised to the travel agency.

INTERNATIONAL AIR TRAVEL

All International travel will be at Economy Class level, unless specifically authorised in writing and in advance by a Divisional Managing Director or Group Director, solely at their discretion. First class travel is prohibited for all destinations.

  • Passports must be kept valid and up to date (at the employees cost).
  • Visas and permits may be obtained in conjunction with the approved travel agency.
  • Foreign currency may be obtained by Group Procurement (Tuanette Oelofse)
  • The travel agency and travel booker must be notified of any cancellation of trips.

A per diem allowance of US$ 50 per day will be allowed for all sundry expenses or travellers may choose to file actual expenses incurred, but must have receipts for all amounts.

ACCOMMODATION

All hotel reservations are to be made through the Company approved Travel Agent (Claudia's Travel for International Travel and Travellinck for Domestic Travel) and never directly with the hotel.

  • The Company has negotiated preferential and strategic deals with City Lodge, Southern Sun and Protea. They are to be the hotels of first choice, unless they are not conveniently located.
  • A 'B & B' may be selected in areas where the preferred hotel group is not available, but only to the value of the rate negotiated with the preferred hotel group.
  • The company will only pay for single-room accommodation.
  • Only Bed and Breakfast may be charged to the company credit card.
  • If another company, employee, business acquaintance, friend or relative provides accommodation without charge, you may give the host a small token of appreciation which should be the equivalent of one night's accommodation at the approved hotel group.
  • Hotel upgrades are not allowed.
  • Any clients that need to be entertained for conference or business purposes may be accommodated at any hotel of choice at the discretion of the Divisional MD.
  • The travel agency must be notified of any cancellation of trips.

CAR RENTAL

Europcar is the preferred car rental company and First Car our secondary company; however employees are to always check with the company approved travel agency / travel booker that they are getting the lowest cost method for the location they are visiting.

Only a Europcar and First Car Group B (or equivalent) may be hired.

  • Collision damage insurance and personal accident coverage must be declined within the borders of the RSA and accepted outside such borders.
  • Accidents must be reported to the nearest police station, relevant car hire company and the company insurance carrier as soon as possible.
  • Upgrades are not allowed unless authorised by the Divisional Managing Director, or are at no cost to the company.
  • The travel agency / travel bookers of who did the booking must be advised of any cancellations.

OTHER TRANSPORTATION

Employees who do not participate in any Car Allowance scheme, may use their personal cars for business purposes, as long as:

  • It is authorised in advance.
  • It is cheaper than any other means of alternate transportation.
  • It saves time.
  • They have comprehensive insurance.
  • They are responsible for all fines, car repairs, licence renewals etc.

The re-imbursement rate is R 1,60 per km travelled and may be revised from time to time.

MEALS AND ENTERTAINMENT (LOCAL)

These are defined as the meal expenses of travellers who are on business

  • Overseas travellers (and authorised domestic users) will utilise the Per Diem allowance for meals not included in their hotel stay.
  • Travellers will not be reimbursed for personal meal expenses signed to their rooms, unless such meal was pre-booked and included in an accommodation rate.
  • Meals taken with fellow employees will not be reimbursable unless authorised by the Divisional MD.
  • Original receipts must be provided.
  • Details of who was being entertained and why must be provided.
  • Meal cost for social occasions such as birthdays, secretary's day etc. must have Divisional MD approval.
  • The use of alcohol during such entertainment must be kept to an absolute minimum and only if necessary.
  • Entertainment expenses including outings to clubs, theatres, sporting events etc. when a business discussion takes place before, during or after the event may be allowed.
  • Tips included on meal receipts may be reimbursed but as a rule should not exceed 10%.
  • Personal credit card slips are not acceptable as supporting documentation nor is it required.

TELEPHONE USAGE

Designated individuals qualify for the use of a Company paid for cellular telephone, in accordance with the cellular phone policy and procedures.

If you do not qualify then you may be reimbursed for business phone calls as long as:

  • They are reasonable and necessary for conducting business.
  • The itemised bill is attached to the expense claim.
  • Any personal elements are clearly identified.

REIMBURSABLE EXPENSES

  • Business office expenses (fax, photocopies, telegrams etc.);
  • Business phone calls;
  • Conference fees;
  • Currency conversion fees;
  • Fuel (if mileage allowance not claimed);
  • Taxis, buses and other ground transportation;
  • Hotel gym fees;
  • Laundry, dry cleaning, suit pressing for trips exceeding three days;
  • Postage and / or delivery charges;
  • Parking and toll fees;
  • Tips;
  • Visa, passport and consulate fees;
  • Any other reasonable business expense as detailed in this policy document.

NON-REIMBURSABLE EXPENSES

  • Airline club membership dues;
  • Airphone usage;
  • Annual fees for personal credit cards;
  • Automobile repairs;
  • Baby-sitting;
  • Barbers and hairdressers;
  • Clothing or toiletry items;
  • Corporate card delinquency fees or finance charges;
  • Country club fees;
  • Expenses related to holiday or personal days taken before, during or after a business trip;
  • Golf fees;
  • Frequent flyer tickets;
  • Helicopter services;
  • Laundry or valet services for travel less than three days;
  • Loss or theft of cash advance money or airline tickets;
  • Loss or theft of personal funds or property;
  • Lost baggage;
  • Luggage and briefcases;
  • Magazines, books, newspapers, personal reading materials;
  • Medical expenses while travelling, over and above those covered under the travel insurance;
  • Mini-bar refreshments;
  • Movies (in-flight and hotel in-house);
  • 'No show' charges for hotel or car hire services;
  • Optional travel or baggage insurance;
  • Parking tickets or other traffic violations;
  • Personal accident insurance;
  • Personal automobile maintenance;
  • Personal entertainment;
  • Personal property insurance;
  • Personal telephone calls in excess of reasonable calls home;
  • Pet care whilst travelling;
  • Rental car upgrades;
  • Saunas and massages;
  • Shoe shine;
  • Souvenirs

These and other expenses may not be claimed for unless specifically approved.

N.B! The Company will not reimburse individuals who utilise their personal credit cards to pay for Company expenses that may have been purchased by utilising alternative methods e.g. Company Cheque, Company Order, in order that the individual may accrue the benefit of Loyalty Programs e.g. Voyager Miles.

INSURANCE - AMEX CARD

  • The Company maintains a business travel insurance policy that provides worldwide coverage for accidental death or disability, provided that the AMEX card is used to pay for the trip.
  • Coverage begins when an employee leaves his / her place of residence and ends when the employee returns home.
  • The Company maintains no insurance for loss of or damage to personal property.
  • The Company does not automatically insure all Company owned equipment and individuals travelling with such equipment should enquire of the insurance requirements before travelling.
  • Travellers must ensure that they have adequate health coverage when travelling, over and above that which is provided by AMEX.

INSURANCE - GROUP

The Group has taken out insurance which covers the following:

  • Personal Accident cover
  • Luggage cover
  • Medical Expenses

EXPENSE REPORTING

All travellers must file an expense claim report within fourteen (14) calendar days of trip completion.

The person next senior and directly above you must authorise such claim before it is submitted for reimbursement.

All supporting documentation must accompany such claim and if expense claims are incorrectly completed, they will be returned.

N.B! - THIS IS MERELY A SUMMARY OF THE ORIGNAL DOCUMENT, WHICH MUST BE REFERRED TO AT ALL TIMES.

Health and Safety Policy

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Health and Safety Policy

The company has a legal responsibility to safeguard its employees as far as reasonable practicable against any injury or risk to health and safety within its operation.

The company is further required to comply with all legislation and to ensure that all employees, contractors and mandatories comply with all the relevant legislation.

Occupational Health & Safety Act, 85 of 1993

Section 8 – Duties of Employers to Employees

8(1) Every Employer (Super Group) shall provide and maintain, where reasonable practicable, a working environment that is safe and without risk to the health and safety of its employees.

Section 14 – General Duties of Employees at Work

Every employee shall at work:

  • Take reasonable care for the health and safety of yourself and of other persons who may be affected by your acts or omissions.
  • As regards any duty or requirement imposed in his/her employer or any other person by this Act, co-operate with such employer or person to enable that duty or requirement to be performed or complied with.
  • Carry out any lawful order given to him/her, and obey the health and safety rules and procedures laid down by his/her employer or by anyone authorised thereto by his/her employer.
  • If any situation which is unsafe or unhealthy comes to his/her attention, as soon as practicable report such situation to his/her employer or to the health and safety representative for his/her workplace who shall report it to the employer.
  • If he/she is involved in any incident which may affect his/her health or has injured himself/herself, report such incident to the employer or to any person authorised by the employer or to the health and safety representative as soon as practicable but not later than the end of the particular shift during which the incident occurred.

Basic Health and Safety Rules

  1. Firefighting equipment may only be used for fire emergencies.
  2. Personal Protective Equipment must only be used for the purpose for which it was issued.
  3. All personal issued with Personal Protective Equipment must wear these equipment at their working environment in a manner in which they have been trained to do so.
  4. Personnel not wearing Personal Protective Equipment in designated areas can be held liable under the Occupational Health and Safety Act.
  5. No running is allowed on the premises.
  6. No climbing over or under moving machinery is allowed.
  7. Dangerously worn, damaged or unsafe equipment must not be used.
  8. Any unsafe acts or conditions must be reported to the supervisor or Health and Safety Representative as soon as practically possible.
  9. Scrap, refuse, food wrappings etc. must be discarded in the refuse drums provided.
  10. All demarcated passages and walkways must be kept clear at all times. No stacking may be done in these demarcated areas.
  11. Access to fire fighting equipment must be kept open at all times. No stacking may be done in front of fire fighting equipment.
  12. All injuries, regardless of how minor, must be reported to the supervisor without delay. The reporting must be done before the end of the shift on which the person was injured.
  13. No fires may be made on the premises without the prior consent of the DC Manager.
  14. Every employee, contractor or mandatory must obey all instructions and rules issued to them in the interest of health and safety.
  15. Loose fitting clothes and jewellery is not to be worn in production areas.
  16. Smoking is only allowed in designated areas.
  17. No employee who is intoxicated or appears to be under the influence of drugs will be allowed to enter the premises. It is an offence for a person to have in his/her possession or to partake in the using of intoxicating liquor or drugs in a work place where machinery is used.
  18. All employees must familiarise themselves with all Personal Protective Equipment signage and colour coding in their area of work.
  19. All employees must familiarise themselves with the evacuation procedures/actions to be taken in event of a fire. The procedures are posted on the notice boards and must be adhered to in event of a fire or emergency.
  20. All employees must participate in three monthly evacuation drills as determined on dates set by the DC Manager/Risk Officer.
  21. Operating any equipment or machinery for which an employee has not been trained is prohibited and it is an offence for any manager or supervisor to instruct an employee to operate any machinery or equipment for which the employee has not been trained.
  22. Operating machinery without the proper guards as prescribed by law, is an offence and is strictly prohibited. No employee may tamper with a machine guard or safety switch to prevent it from functioning properly.
  23. Only authorised persons may start machinery and only after ensuring that no other person are endangered.
  24. Hot work may not be done on the premises unless a hot work permit was issued by an authorised person according to the hot work standards.
  25. All lock out procedures must be strictly adhered to during maintenance, cleaning and repairs to machinery.
  26. Portable electrical equipment including the cord and plug must be inspected before use. Damaged cords or plugs must be reported to the supervisor and the equipment must not be used until repaired.
  27. No employee may drive a tractor, forklift, truck etc. unless the employee have been trained and have a valid driving license for that applicable vehicle.

BBBEE

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BBBEE

Super Group recognises the importance of implementing a broad based black economic empowerment (BBBEE) programme that addresses the inequalities of the past through a dedicated and ongoing process. To this end, the company will continue to make the appropriate investments to support this important transformation agenda.

Broad-based empowerment is accepted as the only meaningful way to broaden South Africa's economic base by accelerating growth, job creation and poverty eradication. It is achieved through transformation in the areas of ownership, management control, employment equity, skills development, preferential procurement, enterprise development, and socio-economic development.

South African companies have their BBBEE compliance measured annually and expressed in terms of one of eight recognition levels, with a Level Eight contributor being the least compliant. Super Group is currently rated as a Level 3 BBBEE contributor which entitles its customers to claim 110% of their expenditure as BEE procurement spend.

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BBBEE

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BEE Certificate

Super Group

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SG Tsogo Empowerment Trust

Driving Positive Change Through Ownership

Introduction

The Trustees of the SG Tsogo Empowerment Trust are excited to welcome all qualifying employees ("Participants") as shareholders in Super Group's South African operations. The SG Tsogo Empowerment Trust holds an effective 10.04% of the shares in Super Group Holdings on behalf of the qualifying employees.

This means that Participants are now recognised as part owners of the South African businesses, are entitled to vote, receive dividends and share in the growth of the Group over the ten year transaction period.

Purpose of establishing the employee ownership scheme

Ownership is a critical element in the South African Broad-Based Black Economic Empowerment Act (B-BBEE) and related Codes. Achieving black ownership in the South African operations could have been achieved through a number of diff-erent structures, but Super Group preferred to implement a scheme that empowers its qualifying employees over a ten year period.

Ownership Structure

The SG Tsogo Empowerment Trust owns 50.1% of the shares in SG Tsogo (RF) Proprietary Limited, which owns all the B-Class ordinary shares of Super Group Holdings, representing 20.04% of Super Group Holdings' equity. Super Group Holdings is the holding company of the Supply Chain, Dealerships, Fleet Africa, and head office divisions in South Africa.

The SG Tsogo Empowerment Trust therefore effectively owns 10.04% of the South African operations.

Participation

Participation in the scheme is limited to employees defined as Black people in the B-BBEE Act. This definition is a generic term that includes Black, Coloured, Indian and Chinese people. Participants of the SG Tsogo Empowerment scheme must be permanent, full-time employees that meet this definition, and must be South African Citizens. Participants will only enjoy the benefits of being part of the scheme for as long as they remain employed in the South African operations.

The level of participation is determined by the number of years that each Participant has been employed with the Group. The salary, qualification or seniority of a Participant has no e-ffect on the scheme. Points are allocated according to the number of years' service as shown in this table:

The SG Tsogo Empowerment Trust

Through the SG Tsogo Empowerment Trust, Participants will enjoy the benefits of having shareholder rights from day one. This means Participants have voting rights through the Trust, will receive dividends each year (depending on Super Group's performance) and, at the end of ten years, will receive Super Group shares (if sufficient value has been created).

The SG Tsogo Empowerment Trust is governed by a Board of Trustees. The Participants have the right to appoint two trustees, and Super Group has the right to appoint one. The fourth trustee is an independent trustee.

For further details on who the trustees are, refer to Super Group's intranet site.

Annual Dividends

When companies make a profit and want to pay some of that profit to its owners, they pay dividends. Dividends are effectively the return or reward for being a shareholder.

Now that the Participants are part owners of the South African operations, they will share in any dividends paid by Super Group Holdings in relation to the shares effectively owned by the SG Tsogo Empowerment Trust. In March every year the directors of Super Group Holdings will determine the value of dividends (if any) to be paid to the Participants via the SG Tsogo Empowerment Trust. The amount will be based on the financial performance of the South African operations.

The SG Tsogo Empowerment Trust will distribute the dividends to the Participants based on everyone's years of service as per the above table. For example, if the board decides that a dividend of R 250 will be paid per Participant point (after deducting any taxes), then a person with two years of service will get R 500, and a person with 15 years of service will get R 1 500.

Owning shares at the end of ten years

We often hear about the benefits of investing in companies on the JSE. Shareholders can be handsomely rewarded for any growth in the value of companies that they invest in over the long term.

In most cases, shareholders buy shares with their own cash, and sell the shares at a later stage for a higher amount, making a profit. With the SG Tsogo empowerment scheme, Participants do not have to pay cash to participate in the Scheme. There is also no requirement for a bank to fund the scheme.

The Super Group directors have, however, set a targeted growth rate of 7.5% per year for the transaction period of ten years. This means the Participants will share in the value created over and above this target. In addition, the directors have given a 5% discount on day one to "kick start" the benefit to Participants.

So, what does this mean over the ten years? Well, 7.5% growth per year for ten years works out to 106.1% growth by 30 September 2022. After taking o-ff the 5% discount, the target is to grow the value of the South African operations by more than 95.8% by 2022. Any growth above this amount will be shared with the Participants. The amount that each Participant gets will also depend on each individual's completed years of service at that point.

Participants' role in the scheme

Participants, together, now own an effective 10.04% of Super Group's South African operations. Benefits that accrue to the Participants over the ten year period will be directly linked to the financial performance of the operations. Any impact which you can have on the financial performance of the division in which you work, will translate into shareholder benefits. As a Participant, you can positively affect the performance of the scheme and personally benefit over the ten years.

Isn't that what empowerment is all about?

A new future

Here are the answers to some questions you may have about the scheme.

Q: What is the SG Tsogo Empowerment Trust?

A: Super Group, like many other companies, supports the government's efforts to rectify the wrongs of the past, and decided to share a portion of the Group's shareholding to a selected group of individuals. We believe by sharing the benefits when the Group performs with previously disadvantaged individuals will allow us to create a more content workforce and thereby becoming an even greater competitor in the markets in which we operate.

To implement this process, a Broad Based Black Economic Empowerment (B-BBEE) scheme was structured and this scheme is called the SG Tsogo Empowerment Trust.

Q: What does the word 'Tsogo' mean?

A: The word 'tsogo' is a shortened version of a Setswana word meaning 'resurrection', 'new life' or 'rebirth'. The SG Tsogo Empowerment Trust is therefore Super Group's way of embracing the future with rejuvenated vigour.

Q: Why a broad based scheme?

A: Super Group considered various options to achieve the necessary shareholding in the South African operations, including selling a large shareholding to individual entrepreneurs or existing empowerment entities. The board preferred to structure the ownership as a broad based employee scheme, as it empowers a larger group of individuals who can have a positive impact on Super Group.

Q: Why does Super Group need to enter into a B-BBEE scheme?

A: To become "black empowered", which will enable us to be more competitive in the market and to qualify to be considered for certain types of business and government contracts. The Group has decided to become black empowered by empowering internally i.e. empowering its staff, rather than bringing in an external partner.

Q: Who qualifies to participate in the new SG Tsogo Empowerment Trust B-BBEE scheme?

A: To become part of the SG Tsogo Empowerment Trust you must:

  • be Black, Coloured, Indian or Chinese (as defined in the B-BBEE Act),
  • be a citizen of South Africa,
  • be a permanent employee in Super Group's South African operations, and
  • have at least one year of service.

Q: Why is everyone not included in the scheme?

A: In line with our government's efforts to improve equality in the workplace, Black Economic Empowerment is an essential part of Super Group's transformation strategy. The Broad-Based Black Economic Empowerment Act and related Codes provide for the inclusion of Black, Coloured, Indian and Chinese citizens only.

Q: When is the scheme effective?

A: Super Group's Shareholders voted in favour of the scheme on 1 October 2012. The scheme became effective on that date.

How it works

Q: How does the scheme work?

A: The scheme serves to empower all the South African operations of the Group. This includes Supply Chain South Africa (Supply Chain, Sherwood, Micor, Haulcon and SG Convenience), FleetAfrica, Dealerships, Transport Brokers and Head Office.

The empowerment scheme works like this:

  • All Participants that qualify become beneficiaries of a Trust called the SG Tsogo Empowerment Trust. This Trust owns shares in a company called SG Tsogo (RF) Proprietary Limited which owns a stake in Super Group Holdings (SGH). SGH is the holding company of all the South African operations.
  • Effectively, the Participants own a total of 10.04% of the South African operations through the Trust.
  • Each Participant is therefore a part-owner of the South African operations.

Q: How long will the scheme be running?

A: The scheme will be effective for a period of ten years. At the end of the ten year period, each Participant's ownership in the scheme will be exchanged for shares in Super Group Limited at which time they can be sold or kept.

Q: If I qualify, what rights do I have?

A: Your participation in the scheme will entitle you to the following:

  • Effectively, you will acquire part-ownership of a company called SG Tsogo (RF) Proprietary Limited, which owns a portion of the South African operations.
  • You will have the right to attend Participant meetings and to vote for the appointment of two of the four Trustees of the SG Tsogo Empowerment Trust. The Trustees will vote at Shareholder meetings on behalf of the Participants.
  • You will have the right to receive an annual dividend, provided the Group makes an adequate profit.
  • At the end of the period, you will have the right to receive Super Group shares. The number of shares will be based on the profitability of the Group over the ten year period.

Q: Do I need to contribute any cash to participate in the scheme?

A: No.

Q: Are there any circumstances where I will no longer qualify to participate?

A: Yes, when you resign from the company and you are working your notice period.

Q: Who are the Trustees?

A: There are three founding Trustees: Phillip Vallet (Chairman of Super Group), Jack Phalane (Attorney at Fluxmans) and Nigel Redford (Group Company Secretary).

Once the scheme has been rolled out, the Participants will have to elect two Trustees, and the Super Group Board will appoint one Trustee. An independent Trustee will be appointed by the newly elected Trustees. Trustees are elected for a five year period.

Benefits

Q: What is a dividend?

A: It is a distribution of a portion of the profits of a company to its Shareholders.

Q: How much money will I get?

A: The benefit will be received through annual dividends paid into your bank account. In addition, you will receive Super Group shares at the end of the ten years. The amounts will depend on how profitable the Group is. The more successful the Group is, the more money/shares Participants get.

Q: How regularly will I receive payments and for how long?

A: You will receive dividends yearly provided that the Group makes an adequate profit. At the end of ten years, you will receive Super Group shares based on the growth and profitability of the Group over the preceding ten years.

Q: What happens if the Group makes a loss?

A: There will simply not be profits from which to declare dividends, and as a result of the Group's performance, the value of the shares may decrease instead of increase.

Q: When will the dividend be paid out?

A: It is envisaged that it will be paid out in March each year.

Q: Will the dividend payments result in me getting less pay or bonuses in the future?

A: No, there will be no effect on your salary and/or bonuses.

Q: Does the scheme affect my pension fund?

A: No, the Trust is separate from your pension fund.

Q: How will new employees (new appointments) benefit from the scheme?

A: After one year of service with the Group, a qualifying employee will become a Participant of the scheme.

Q: Can I lose the money I have already received?

A: No, you cannot lose any dividends paid out to you in preceding years.

Q: Is it possible I would have to repay money I have already received?

A: No, you do not have to pay back any dividends already received in preceding years.

Q: Can I purchase additional shareholding in the scheme?

A: No. Shareholding in this scheme is limited.

Q: Can I sell or transfer my shareholding to another person?

A: No. Shareholding in terms of this scheme is for employees only.

Q: Can I use my shares as a security for a loan?

A: No.

Q: How will the dividend be paid out?

A: It will be paid into your bank account after deduction of Dividends Tax, which is levied at a rate of 15%.

Q: What effect does the duration of my service with the Group have on my participation in the scheme?

A: The longer your service with the Group, the greater your share will be. Each Participant will be allocated points based on their years of service as follows:

As can be seen from the table, a person with ten years' service will get double the amount when compared to a person with two years' service.

Q: Does my existing years of service count?

A: Yes. If you had five years of service on 1 October 2012, you will have 15 years at the end of the scheme period.

Q: How much is the shareholding worth on day 1?

A: On 1 October 2012, the South African operations were valued at a total of R 2.776 billion.The SG Tsogo Empowerment Trust effectively owns 10.04% of this amount, which is equivalent to R 278 760 000.

Q: How does the valuation of the South African operations work?

A: The rules of the scheme define the value as the Headline Earnings (profit) of the South African operations multiplied by the Price Earnings (PE) ratio of Super Group Limited's shares on the JSE. The valuation described above is based on Headline Earnings of R 324.7 million for the year ended 30 June 2012, multiplied by Super Group's PE of 8.55 on 28 September 2012.

The valuation that will be used during and at the end of the ten years will be based on the same principle. Therefore, the higher the Headline Earnings and PE ratio, the higher the valuation.

Q: What is the targeted valuation at the end of the period?

A: After applying an initial 5% discount to "kick-off" the scheme, the Super Group Limited board has targeted the South African operations to achieve a growth of at least 7.5% per year for the ten years. Applying this to the valuation of R 278 760 000 referred to in the question about the value of shareholding above, the targeted value in 2022 is R 545.8 million.

Q: How much dividends can we expect in March 2013?

A: The longer your service with the Group, the greater your share will be. Below is a table showing the expected dividend in 2013.

Q: Is there an example of the valuation at the end of the ten year period?

A: Yes. Assuming the Headline Earnings grow by 10% per year for the ten years, and the PE ratio at the end of August 2022 is nine, the valuation would be calculated as follows:

  • Headline Earnings of R 324.7m escalated by 10% per year for ten years equals earnings of R 842.2m in year ten.
  • Multiply the R 842.2m earnings by a PE of 9 equals R 7.58 billion (valuation of the South African operations).
  • Multiply the R 7.58bn by SG Tsogo Empowerment Trust's portion of 10.04% equals R 761 million.
  • Subtract the targeted growth value of R 545.8 million referred to above equals R 215.2 million.
  • This amount of R 215.2 million will be reduced by the amount paid to any Good Leavers (retired, retrenched, deceased, sold) over the ten years. The rest will be distributed by the SG Tsogo Empowerment Trust to the Participants in the form of Super Group shares, based on each individual's years of service.

Rules

Q: What will happen if I leave the employment of the company, in other words if I resign?

A: You will forfeit all further entitlement to shares and dividends.

Q: What will happen if I die while I'm part of the scheme?

A: Your estate or beneficiaries will receive the value in Super Group shares within a year, which can be sold at that point.

Q: What will happen if I am unable to work due to becoming disabled?

A: According to labour legislation, disabled individuals continue to be classified as employees until they reach retirement age or return to work. You will therefore retain your status as a Participant of the scheme, and will continue to enjoy the benefits of the scheme.

Q: What will happen if I get dismissed?

A: You forfeit all entitlement to shares and future dividends.

Q: What will happen if I retire?

A: You will receive the value in Super Group shares within a year, which can be sold at that point.

Q: What happens if I get retrenched?

A: You will receive the value in Super Group shares within a year, which can be sold at that point.

Q: What happens if the Division or Business Unit I work for is sold by Super Group?

A: You will receive the value in Super Group shares within a year, which can be sold at that point.

Q: What is required from me to remain a Participant in the scheme?

A: You must remain employed to receive annual dividends and you must be employed at the end of the ten year period to be allocated any Super Group shares.

Q: What proof do I have that I am a Participant in the scheme?

A: Each qualifying Participant will receive a Deed of Adherence document which will be their proof of participation in the scheme. In addition, your name will be entered into a Register of Participants.

Q: What is a Deed of Adherence?

A: The Deed of Adherence is a document that confirms you as a Participant in the scheme.

Q: Why do I have to sign the Deed of Adherence?

A: The Deed of Adherence is a document you need to sign in order to:

  • Acknowledge that you are aware of the offer,
  • Prove that you are a Participant of the scheme,
  • Access your right to vote,
  • Give the Trustees authority to act on your behalf in certain matters.

Q: How long is the scheme for?

A: The scheme is for ten years.

Q: How is the scheme funded?

A: No funding is required.

Q: What happens at the end of the ten years?

A: At the end of ten years, the Trust will distribute the shares in SG Tsogo (RF) Proprietary Limited to the Participants who will exchange these shares for Super Group shares. Participants can then decide to keep or sell their Super Group shares.

Q: Do I need to apply to participate in the Trust?

A: You do not need to apply to participate. There will be a communication that will be sent out to qualifying employees about the offer. If you have not received an offer by 31 January 2013, then you should contact the SG Tsogo Empowerment Trust.

Q: Do I have to participate or can I choose not to participate?

A: You don't have to participate but then you won't share in any of the benefits of the scheme.

Q: What effect does my seniority or salary level have on my participation in the scheme?

A: Seniority or salary level has no relevance for the purposes of this scheme.

Information

Q: Where will I be able to get more information?

A: There are a number of ways to get more information regarding the SG Tsogo Empowerment Trust. All enquiries will be treated confidentially.

HR Approvals Framework

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HR Approvals Framework

Executives, managers and employees must familiarize themselves with the Group HR Approvals framework in terms of new engagements, promotions, increases, bonuses, advances, training and development and settlement agreements.

Human Resources Policy

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Human Resources Policy

Super Group has comprehensive Human Resources Policies covering all aspects of employment within the company. Please note that Super Group’s business stretches over several industries, namely:

  • Basic Conditions of Employment
  • National Bargaining Council for the Road Freight and Logistics Industry (NBCRFLI)
  • Motor Industry Bargaining Council (MIBCO)
  • Wholesale and Retail Sector
  • Private Security Industry

Terms and Conditions of employment therefore vary according to which industry an employee is working.

Please consult your local HR Representative and/or the Group Intranet for more information regarding the terms and conditions applicable to you.

Sustainability

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Sustainability

Super Group is committed to minimizing the impact of our business on the environment. Our goal is to achieve a sustainable business model whilst being good stewards of the environment and the communities where we live and operate. Our environmental sustainability program is central to Super Group's strategic goal of reducing our effect on climate change, and offering our customers innovative, sustainable solutions.

We believe that environmental regulations, laws and codes of practice are the minimum standard that we should achieve and will actively work towards exceeding these benchmarks. In order to improve our environmental performance further, we have implemented enterprise carbon accounting software, which allows us to measure, monitor and track our carbon footprint in real time. Background Super Group recognises that global warming and associated climate change is a reality that requires a global response, at both government and corporate level.

According to the Intergovernmental Panel on Climate Change (IPCC) global warming must be limited to a 2℃ temperature increase to prevent dangerous climatic change. In order to achieve this, there must be a 50% reduction in greenhouse gas emissions by 2050. Possible impacts of climate change are already being observed such as rising sea levels, glaciers receding, and increased incidents of severe weather events. Africa, particularly Southern Africa, has been identified as one of the most vulnerable area's to climate change.

Our response In 2011 we measured our carbon footprint for the first time, and using historical data calculated the emissions for Super Group's 2009/2010 and 2010/2011 financial years. This provided us with a baseline from which we could measure our energy & fuel consumption and against which targets.

Super Group

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Internal Vacancies

Please visit the "Internal Vacancies" page on the intranet.

Termination of Service

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Termination of Service

Resignation

In the event of notification to terminate the employment contract, one week’s notice will be given by either the employee or the Group, if the employee has been employed for six months or less; two weeks’ notice if the employee has been employed for more than six months, but less than twelve months; and four weeks’ notice if employed for more than one year.

When an employee leaves the Group, there are usually tasks to be completed and information to be handed over to a colleague or a successor. Leave of absence is, therefore, not normally granted during the period of notice.

Notwithstanding these notice conditions, the letter of appointment could override some of these provisions.

The Group retains the right to terminate the employee's contract without notice, for reasons recognised by law as sufficient grounds for summary dismissal.

Payment in lieu of notice may be effected at the Group's discretion.

Should an employee, for whatsoever reason, contravene the provisions regarding these prescribed periods of notice as required by this policy, then the Group shall withhold salary or leave pay in lieu of such shortfall to the employee's notice.

Retirement

RetirementThe normal retirement age for all Super Group employees is set at age 65. Employees will thus retire in the month in which such employee reaches the age of 65 and no further notice shall be required in such regard.

In exceptional circumstances, with the written approval by the Divisional CEO and if so permitted by the Rules of the relevant Pension and/or Provident Fund concerned, an employee may be retained on special contract beyond the age of 65 and on such conditions as approved by the Divisional CEO.

No employee shall have the right to retain employment, on whatsoever terms and conditions, beyond the age of 65.

Terms and Conditions

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Uniforms and Personal Protective Clothing (PPE)

Uniform and protective clothing issued must be used and worn while working.

The employee is responsible for laundering and meeting the Company's standard dress code.

These items remain the property of the Company and the employee will be required to sign receipt of such items.

If the employee leaves the employ of the Company within 12 months of the date of issue of the uniform and/or protective clothing, the employee will be required to pay back to the Company the cost of such clothing, apportioned to the period worked.

The uniforms and all issued items must be returned to the Company on termination of the contract by either party or when uniforms are replaced.

Employee Marketplace

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Super Group Dealerships

Discount on New Motor Vehicles

Super Group Dealerships has a cost plus 2% special offer in place for all staff within Super Group, and while this does not pertain to vehicles on factory back order, it is available on all available models within the brands we represent.

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Dealership Specials

Employee Marketplace

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Absa Workplace Banking

As an employee of Super Group Ltd you qualify for special products and benefits designed to add value to your life. The Absa Workplace Banking offer is aimed at providing you as an employee of Super Group Ltd with convenience and value-added financial solutions.

Employee Marketplace

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Group Insurance Scheme

As an employee of Super Group Ltd you qualify for special Motor and Household insurance discount through Alexander Forbes

IT Usage Policy

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Group IT Usage Policy

Group e-mail and internet facilities are provided for business purposes only. The main purpose for using these facilities is to make communication more efficient and effective.

These facilities are Group property. Employees have the responsibility for maintaining and enhancing the Group's public image and using on-line access responsibly and productively.

To this end, Group e-mail and internet access shall not be used for transmitting, retrieving or storing any communications of a discriminatory or harassing nature, including obscene material.

Messages with derogatory or inflammatory remarks about a person's race, age, disability, religion, national origin, physical attributes or sexual preference, shall not be transmitted using Group e-mail.This includes abusive, profane or offensive language.

The Group's e-mail and internet facilities are not to be used for illegal purposes.

Solicitation of non-Group business or any use for personal gain is also prohibited.

Each employee is responsible for the content of all text, audio, and video images that they place or send over the Group's e-mail and internet system.

All messages communicated on the Group's e-mail and internet system must contain the employee's name.

Usage patterns of electronic communication will be routinely monitored. All messages created, sent, or retrieved over the system are the property of the Group and therefore the Group reserves the right to access and monitor all messages and files on the system.

Employees should not assume that electronic communications are totally private.

Refer to the Group's Information Technology policies for further information in this regard.

Dealerships

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Our Brands

Investor Relations

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Investor Relations

Super Group is listed on the Johannesburg Securities Exchange in the Transport sector.

We're passionate about creating shareholder value by running the business in a prudent, responsible, customer-focused and commercially aware manner.

Group Financial Director: Colin Brown

Group Company Secretary: Nigel Redford

Telephone: +27 (11) 523 4000

Email: nigel.redford@supergrp.com

Website: Investor Relations


Dealerships

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We offer you a one stop virtual vehicle showroom. Search through all our new used cars along with specials on selected models, online service bookings and parts supply.

Our aim is to make your visit to our site as convenient as possible with the help of vehicle specifications, financial calculator and road reviews.

The Dealerships business consists of 23 franchised motor dealerships (20 passenger vehicle and three commercial vehicle dealerships), based in Gauteng and the North West Provinces. Approximately two-thirds of sales are passenger vehicles, with the remainder comprising light, medium and heavy commercial vehicles.

Our success is based on building long term relationships with clients, staff and suppliers which is supported by the number of industry awards that we have received. An example of our superior customer service is our centralised help desk that manages and coordinates all electronic and telephonic vehicle requests to ensure that every customer query is attended to.

Complaints

Direct all calls to the Dealer Principals of each dealership as listed on the Internet, failing which, calls can be directed to Denise Harris (011) 523-4105 or 084 555 0350.

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Dealership Specials

Dealerships

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GRAND CENTRAL ALFA ROMEO

Tel:   011 347 8000
Email:   robbie.matticks@supergrp.com
Web:   www.alfaromeomidrand.co.za

Cnr New Rd & Lever St, Midrand

Dealerships

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AUDI CENTRE RUSTENBURG

Tel:   014 592 0401
Email:   paul.croxon@supergrp.com
Web:   www.audicentrerustenburg.co.za

3 Oliver Tambo Drive
Rustenburg

Dealerships

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CRESTA AUTO - Chevrolet

Tel:   011 550 0300
Email:   raymond.thomson@supergrp.com
Web:   www.gmcresta.co.za

245 Beyers Naude Drive
Blackheath

EAGLE CANYON AUTO

Tel:   011 794 1023
Email:   raymond.thomson@supergrp.com
Web:   www.eaglecanyonauto.co.za

Cnr Christian De Wet & Blueberry Street
Honeydew

Dealerships

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GRAND CENTRAL MOTORS - Chrysler

Tel:   011 347 8000
Email:   robbie.matticks@supergrp.com
Web:   www.grandcentralmotors.co.za

Cnr New Rd & Lever St
Midrand

CHRYSLER JEEP DODGE EAST RAND

Tel:   011 826 6376
Email:   vernon.steynberg@supergrp.com
Web:   www.chryslerjeepdodgeeastrand.co.za

6 Cynthia Street
Boksburg

Dealerships

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GRAND CENTRAL MOTORS - Dodge

Tel:   011 347 8000
Email:   robbie.matticks@supergrp.com
Web:   www.grandcentralmotors.co.za

Cnr New Rd & Lever St
Midrand

CHRYSLER JEEP DODGE EAST RAND

Tel:   011 826 6376
Email:   vernon.steynberg@supergrp.com
Web:   www.chryslerjeepdodgeeastrand.co.za

6 Cynthia Street
Boksburg

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BASIL GREEN EDENVALE - Ford

Tel:     011 609 3068
Email:   gary.mancer@supergrp.com
Web:   www.basilgreen.co.za

131 Van Riebeeck Avenue
Edenvale

CASSEYS AUTO BENONI - Ford

Tel:   011 427 2000
Email:   earl.klebb@supergrp.com
Web:   www.casseysauto.co.za

69 Ampthill Avenue
Benoni

CASSEYS AUTO SPRINGS - Ford

Tel:   011 812 1150
Email:   michael.manthey@supergrp.com
Web:   www.casseyssprings.co.za

140 Second Street
Springs

LEONS RUSTENBURG - Ford

Tel:   014 597 6300
Email:   christo.henning@supergrp.com
Web:   www.leonsrustenburg.co.za

5 Howick Avenue
Waterfall Park
Rustenburg

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HONDA EDENVALE

Tel:   011 663 0800
Email:   mike.labuschagne@supergrp.com
Web:   www.hondaedenvale.co.za

Cnr Van Riebeeck and Aitken Street
Edenvale

HONDA MIDRAND

Tel:   011 805 2910
Email:   guill.marais@supergrp.com
Web:   www.hondamidrand.co.za

Cnr New Road and 16th Street
Midrand

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CRESTA AUTO - Isuzu

Tel:   011 550 0300
Email:   raymond.thomson@supergrp.com
Web:   www.gmcresta.co.za

245 Beyers Naude Drive
Blackheath

EAGLE CANYON AUTO - Isuzu

Tel:     011 794 1023
Email:   raymond.thomson@supergrp.com
Web:   www.eaglecanyonauto.co.za

Cnr Christian De Wet & Blueberry Street
Honeydew

Dealerships

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CRESTA AUTO - Isuzu

Tel:   011 550 0300
Email:   raymond.thomson@supergrp.com
Web:   www.gmcresta.co.za

245 Beyers Naude Drive
Blackheath

EAGLE CANYON AUTO - Isuzu

Tel:     011 794 1023
Email:   raymond.thomson@supergrp.com
Web:   www.eaglecanyonauto.co.za

Cnr Christian De Wet & Blueberry Street
Honeydew

Dealerships

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CRESTA AUTO - Opel

Tel:   011 550 0300
Email:   raymond.thomson@supergrp.com
Web:   www.gmcresta.co.za

245 Beyers Naude Drive
Blackheath

EAGLE CANYON AUTO - Opel

Tel:   011 794 1023
Email:   raymond.thomson@supergrp.com
Web:   www.eaglecanyonauto.co.za

Cnr Christian De Wet & Blueberry Street
Honeydew

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GRAND CENTRAL MOTORS - Jeep

Tel:   011 347 8000
Email:   robbie.matticks@supergrp.com
Web:   www.grandcentralmotors.co.za

Cnr New Rd & Lever St
Midrand

CHRYSLER JEEP DODGE EAST RAND

Tel:   011 826 6376
Email:   vernon.steynberg@supergrp.com
Web:   www.chryslerjeepdodgeeastrand.co.za

6 Cynthia Street
Boksburg

Dealerships

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GRAND CENTRAL MOTORS - Mercedes Benz