WIXLIB

OUR PRODUCT RANGE INCLUDES: 6. SAU has a full in-house interactive Insurance Management System, which includes: SAU Online,WebQuote System, Multiple Insurer Capabilities, BCIMS, SAU Reports System. We have state of the art phone systems with automatic logging With our WebQuote system, assoon as the lead is submitted, it is imported into our database within milliseconds. Our Insurance Management System automatically triggers sms’s when a policy/claim is workedon. Our in-house developed SMS system can deliver up to 100 sms’s per minute.PROBATION PREIOD REVIEW6.1.You will only be permanently employed after a probation period of three (3) months as stipulated inyour letter of appointment: During your probation period your technical knowledge, skills, general suitability in respect ofdiligence, commitment, character and compatibility will be assessed by your reporting Manager on amonthly basis. Feedback will be given to Human Resource to place on file. If you are found competent you will be appointed permanently which will be confirmed in writing. SA Underwriters reserves the right to extend the initial probation period. In the event of the termination of your employment during the probation period for whatsoeverreason, you shall be entitled to notice pay as prescribed by the Basic Conditions of Employment Act75 of 1997.

Quantity of WorkThe extent to which the employee accomplishes assigned work of a specified quality within a specifiedtime period.Quality of WorkThe extent to which the employee's work is well executed, thorough, effective and accurate.Knowledge of JobThe extent to which the employee knows and demonstrates how and why to do all phases of assignedwork, given the employee's length of time in his/her current position.Relations with SupervisorThe manner in which the employee responds to supervisory directions and comments. The extent towhich the employee seeks counsel from supervisor on ways to improves performance and followssame.Co-operation with OthersThe extent to which the employee gets along with other individuals. Consider the employee's tact,courtesy, and effectiveness in dealing with co-workers, subordinates supervisors and customers.Attendance and ReliabilityThe extent to which employee arrives on time and demonstrates consistent attendance; the extent towhich the employee contacts supervisor on a timely basis when employee will be late or absent.Initiative and CreativityThe extent to which the employee is self- directed, resourceful and creative in meeting job objectives;consider how well the employee follows through on assignments and modifies or develops new ideas,methods, or procedures to effectively meet changing circumstances.Capacity to DevelopThe extent to which the employee demonstrates the ability and willingness to accept new/morecomplex duties and responsibilities.7.7.1.REMUNERATIONSalaries7.1.1. All information regarding salary packages is strictly confidential as between each employee and thecompany. Accordingly to discuss or divulge your salary and any future salary changes and/orbonuses and/or increases and/or fringe benefits or to solicit information from another employeeregarding their salary is prohibited. Such action could lead to summarily discharge.7.1.2. Your total cost to company (as reflected in the Offer of Employment) and dummy pay slip was givento you prior to your commencement of employment. By accepting the offer and pay slip, youacknowledge and agree that the salary structure and calculation of your net salary has beenexplained. You furthermore understand and agree to all the deductions from your gross salary suchas pension fund, medical aid, canteen, refreshments etc. Any contribution from the companytowards compulsory medical aid scheme and pension fund is included within your total cost tocompany and is not added in addition to your total cost to company.

7.1.3. Fringe benefits and commission structures will be agreed in writing and will be an addendum to thecontract.7.2.Overtime7.2.1. It is required that your time be managed effectively in order that your work be done and kept up todate during normal office hours. It is not necessary to work overtime. There is no pay for overtime.7.3.Payday7.3.1. Your monthly net salary will be transferred in to a bank account, details of which have been suppliedby you, by means of a New Employee Personal Form as part of documentation that needs to becompleted. If your bank details change, you need to advise the Human Resource Departmentimmediately.7.3.2. For the first three (3) months of your employment your monthly net salary will be transferred in toyour bank account on the last day of the month.7.3.3. Payday is the 25th day of each month. Should this day fall over a weekend, payday will be on theFriday prior to the 25th day of that month.7.4.Salary Reviews7.4.1. Salaries will be reviewed annually in March of each year. To be eligible for an annual increase,employees must have worked for the company for more than 3 months. If an employee has workedfor the company for less than a year (less than 12 months, but more than 3 months) the annualincrease will be calculated on a pro rata of how many months the employee has worked.7.4.2. Salary increases are determined solely at the discretion of the company, based on many issues,which include each employee's individual merits, policy considerations, the operationalrequirements of the business and any other relevant factor. No minimum amount or percentage perincrease is guaranteed and an increase given in one year will not operate as a precedent forsuccessive increase valuations.7.5 Bonuses7.5.1. All bonuses will be by the discretion of Managementand is deemed to be a privilege and not a right.7.6Garnishee Order7.6.1In the event that a Garnishee Order is grantedagainstyouandacopythereofisserved on the company the amount stipulated in the Orderwill be deducted from your monthly salary each month andpaid over to the Judgement Creditor every month until suchtime as the debt is settled or you resign from theemployment with this company.

8.8.1STAFF BENEFITSRefreshment Allowance8.1.1. The company hires coffee vending machines.8.1.2. You will purchase your own coffee/tea from the vending machines at a cost of R 1.00 per cup. Thereare no tea brakes due to you being able to purchase tea/coffee at any given time in yourdepartment.8.1.3. You are not allowed to make your own coffee/tea in your department/kitchen in the company or toask a cleaner or any housekeeping staff to make coffee/tea on your behalf except if a meeting isheld by management and/or a third party is present.8.1.4. The company will provide you with R 110.00 per month for coffee/tea additional to your cost tocompany.8.2Canteen8.2.1. The company has a canteen which orders food from third partycaterers.8.2.2. A menu will be supplied on a weekly basis from which you mayorder food. This menu is published on the intranet and you will use youremployee number as username and ID number as password to orderfood for the following week. Once you have ordered, you cannot changeor cancel the order. Refunds will not be given for food not to yoursatisfaction or not collected. Food not collected will not be kept for youand will be disposed of. Should you experience any problems with the service or food itself pleasecontact the Human Resource Department. You are not allowed to contact the third party catererdirectly.8.2.3. Your meal will be delivered in you lunch hour as originally indicated by you on the meal order.8.2.4. The company will contribute 50% towards all meals ordered from the canteen.8.2.5. The total cost for a meal is R 28.00; you pay R 14.00 and the company paysR 14.00.8.2.6. Your deduction or 50% of the cost of the meal ordered by you will bededucted from your salary. The period of the meals ordered usually range from theweek after the 20th of the one month till the end of the week of the 20th of the nextmonth. Your canteen bill is calculated and the Human Resource Department willcapture this by the 20th of the month and deduct it all at once from your salary paid toyou on the 25th or last day of the month.8.2.7. All meals are to be consumed in the canteen and not at your workstation.8.2.8. This provision is a privilege and can be suspended at any time.

8.3Pension Fund - Old Mutual8.3.1. The company subscribes to an authorised pension scheme – Old MutualEvergreen retirement fund – and membership is compulsory for all members underthe age of 60. The Fund Registration number is 12/8/37404. The participatingEmployer Number is: A00022. It is important to note that you are a member of apension fund and not a provident fund. Members will be contributing an amount equalto the value of 7.5% of salary package to the fund. The company contribution is 7.5%of salary package inclusive of 1.24% for the approved insured benefits i.e. Group LifeCover and Disability. Over and above these contributions the company also pays anadditional 0.58% towards the pension fund. The pension fund is included in your costto company as mentioned in paragraph 7.1.2.8.3.2. Members are given a guide/member pack from Old Mutual regarding the fund and benefits whenemployment commences. Package choice options are: Low Choice, Managed Choice and FlexibleChoice. Once you have chosen a plan, complete and return the New Member Form included in yourMember Pack to Evergreen Retirement Funds. If you make no choice, you will automatically beplaced on the Low Choice option. It is your responsibility to make sure that you receive this memberpack and familiarise yourself with the content. It is also important to list your dependants andbeneficiaries in the New Member Form. For further queries, you can contact the Evergreen ServiceCentre on 0860 383 747.8.4.Discovery Life – Group Life8.4.1. The company subscribes to an authorised Group Life Scheme – Discovery Life and membership iscompulsory for all employees. The company will contribute 1.24% of salary package towards GroupLife. Depending on the employee’s position within the company (Director, Manager or staff) andamount of years in the employment of the company, the benefit payable upon death or disablementwill differ. The death benefit is calculated as an amount times your annual salary. A one pagerexplaining the benefit will be given to you once employment commences and full detail is availableon the Company Intranet. Be sure to also complete a beneficiary form and hand this over to theHuman Resource Department.8.4.2. The Group Life Scheme includes the following benefits: Life Insurance; Disability; Dread Diseaseand Education Protector that can be viewed on the Company Intranet.8.5. Medical Aid - Discovery Health8.5.1. The company subscribes to an authorised medical aid scheme – Discovery Health and membershipis compulsory for all employees except if you are, prior to commencement of your employment,already on your spouse/parents medical aid. You must give proof of this alternate medical aidscheme to the Human Resource Department. The Employer Billing Number is 280290. Thecompany will contribute 50% of the minimum premium raised, Key Care Plus, if you are a member ofanother medical aid scheme. The company will contribute 50% of the risk premium up to a maximumof R 1 800.00 for the plan that you have selected with Discovery, excluding your medial aid savingaccount and vitality premium. You will be liable for the balance of the premium. This is included inyour cost to company as mentioned in paragraph 7.1.2.

9.LEAVE9.1.Annual Leave:9.1.1. You are entitled to 15 working days leave for each completed annual cycle of service. The cycle ofservice is calculated individually from date of employment.9.1.2. Annual leave is calculated in advance. You acquire 1.25 annual leave days per month, totalling 15days per year. At any given time, you can take the maximum leave days due to you for the monthsthat you have been employed. Employee Self Service will be available on the Intranet, enabling youto view your leave balances and leave transactions. The system will be updated the first week ofevery month and the 1.25 leave days added to your annual leave balance.9.1.3. If you are employed for a period of five (5) years you will be entitled to one (1) extra days leave inevery annual leave cycle.9.1.4. If you are employed for a period of ten (10) years you will be entitled to two (2) extra days leave inevery annual leave cycle (in addition to 3.1.3).9.1.5. If your Birthday falls on a working day, you are allowed half day leave and it’s not necessary tosubmit this on the Employment Self Service system.9.1.6. You must apply for leave in VIP Self Service at least 2 weeks in advance. Your leave must beauthorised by your direct Manager.9.1.7. The company reserves the right to refuse or to postpone any leave application, in the interest of itsefficient running.9.1.8. Leave cannot be taken during a notice period.9.1.9. If you fail to take your leave due in every annual leave cycle, within twelve (12) months of the end ofthat leave cycle, you will forfeit the leave accumulated.9.1.10. You will not be paid out for leave not taken in a leave cycle, except on termination of youremployment and in that event only in respect of leave not taken during the leave cycle during whichemployment was terminated.9.2.Unauthorised Leave9.2.1. Any leave taken contrary to the provisions of the Handbook will be classified as unauthorised. Theperiod of any such unauthorised leave will be deducted pro rata from your salary for that month. Youmay also be subject to disciplinary action.9.3.Unpaid Leave9.3.1. Unpaid leave will only be granted in exceptional circumstances and at the sole and absolutediscretion of the company on a case by case basis.

9.4.Sick Leave9.4.1. You are entitled to thirty (30) days paid sick leave for every sick leave cycle of thirty-six (36) months(3 years). Sick leave is not cumulative from one cycle to the next. In other words when an employeecommences employment he/she (except for the first 6 months) will acquire the 30 days sick leaveupfront for the next 3 years. The employee will for instance be able to take all 30 days sick leave inone month, but will then have no sick leave available for the next 2 years. If you have taken up allyour sick leave (all 30 days), and should you then become in need of sick leave, you will need tosubmit this as annual/unpaid leave consequent upon approval of your Manager.9.4.2. During the first six (6) months of your employment you are only entitled to one (1) day paid sickleave for every twenty-six (26) days worked. This is excluding weekends and public holidays. TheVIP Self Service system will not give an accurate reflection of the sick leave in the first 6 months andwill have to be calculated manually. Should your sick leave taken be more than calculated andallowed, you must submit it as annual / unpaid leave.9.4.3. If you are absent due to illness for two consecutive days or more, or you are off ill on a Friday or aMonday or a day before or after a public holiday, it is required that you submit a medical certificatestating the nature of the illness and the expected duration of incapacity. This certificate must besubmitted to the Human Resource Department immediately upon your return to work and the sickleave applied for in Employee Self Service.9.4.4. Medical certificates could be investigated if found to be inaccurate, suspicious or fraudulent. Medicalcertificates must not be backdated and will not be accepted. The employee must consult with adoctor within 2 days of absenteeism. Notes from a clinic or script for medicine will not constitute as amedical certificate.9.4.5. Please Note: Should you fail to submit a medical certificate when required, any sick leave taken willbe considered as unauthorised leave or may be deducted from annual leave at the sole andabsolute discretion of the company. Disciplinary action will also be considered.9.4.6. It is common practise to communicate any absenteeism to your Manager before 9 o’clock in themorning. This must be done by you speaking to your Manager directly and not sending a sms/ andor having someone else phone on your behalf unless valid reason can be given.9.4.7. If you require sick leave longer than ten (10) days you have to obtain authorisation from the personyou report to.9.4.8. If you do not take any sick leave during an annual leave cycle, you will get two (2) days extra annualleave.

9.5.Family Responsibility Leave9.5.1. You are entitled to 3 days leave per 12 months cycle in the event of the birth of your child (in thecase of male employees), if your child falls ill, or in the event of the death of a spouse (or lifepartner), parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling. Any othercircumstance that you might consider as family responsibility and not mentioned above must betaken as annual/unpaid leave.9.5.2. Reasonable proof of any of the above occurrences must be supplied to the company upon request.If you cannot submit proof, you will not be entitled to any payment in respect of the days of absenceunless you want to submit it as annual leave and consequent upon approval of your Manager.9.5.3. Any amount of Family Responsibility Leave not taken during an annual cycle lapses and is notcarried over to the next cycle.9.5.4. In exceptional circumstances additional compassionate leave may be granted by the company in itssole and absolute discretion, on a case-by-case basis.9.6.Maternity Leave9.6.1. You are entitled to four (4) weeks consecutive months’ maternity leave.9.6.2. In accordance with current legislation, a female employee may not work a minimum of four weeksprior to her confinement and a minimum of eight weeks after her confinement.9.6.3. You are required to notify the company as soon as reasonably possible, but not less than four weeksbefore the date that you intend commencing Maternity leave. The dates that you will be on leavemust be submitted in VIP Self Service.9.6.4. If you are employed for a period of twelve (12) months prior to becoming pregnant you will be paidone third of your monthly salary for every month’s maternity leave taken. This accumulated amountwill be paid at the end of the month of your return to full time employment.9.6.5. If you received the benefit of paragraph 3.5.4 above you have to remain employed with SAU for aperiod of six (6) months following your return to full time employment.9.6.6. Please familiarise yourselves with the provisions of section 37 of the Unemployment Insurance Act30 of 1966 (as amended) with regards to any alternatives or claims against the UnemploymentInsurance Fund that you may have as an alternative or in conjunction with the above, the claiming ofwhich is your responsibility.

9.7.Study Leave9.7.1. Study leave needs to be manually submitted to HR and not via the Ess system, by the means ofa study leave application form. Proof of the examination e.g. timetable should be attached and itneeds to be signed off at all times by the relevant Director, General Manager and Manager

on. Our in-house developed SMS system can deliver up to 100 sms's per minute. 6. PROBATION PREIOD REVIEW 6.1. You will only be permanently employed after a probation period of three (3) months as stipulated in your letter of appointment: During your probation period your technical knowledge, skills, general suitability in respect of