Employee Manual South Africa

Document No.: EM001 Employee Manual_Sept 2018.docx

Effective Date: 1 September 2018 Edited contents of Employee Manual 2018 – Liezan Meyer Page 1 of 21

Employee Manual South Africa



Foreword Dear Colleague It is with great pleasure that we welcome you to the Tata Family. At TATA we consider human capital as one of the key drivers of its business and endeavors to develop and nourish leadership towards business excellence. The TATA Companies share the core values of Pioneering, Integrity, Excellence, Unity and Responsibility. The group embraces these values and promotes a world with no boundaries. To use the words of Mr N N Tata: “The TATA name is a unique asset representing leadership with trust. Leveraging this asset to enhance group synergy and becoming globally competitive is our chosen route to sustained growth and long-term success.” At Tata International Limited (Pty) Ltd we believe in fostering a culture that recognizes the value that each employee brings to the company. The Employee Manual is a medium to educate and update employees on the broad Company policies and procedures. Together we will grow and we will revisit the policies and procedures on a regular basis. These policies and procedures will form the cornerstone of our success. We will strive to greater heights and we will rely on you to create excellence in all areas of your expertise. May you have a long and successful career at TATA International Limited (Pty) Ltd. With warm regards Liezan Meyer Senior Human Resource Manager



Disclaimer

1. The Organization will be the soul judge of the meaning and interpretation of

all or any of the rules and his decision shall be binding on all persons

interested therein

2. The Organization shall from time to time, be entitled to alter, amend, delete

and add to these rules and shall intimate the employees of the same

3. Head – Human Resources as a process owner is authorized to make and

communicate changes from time to time

Applicability

This Employee Manual is applicable to all employees of TATA International

Limited (Pty) Ltd who is based in Southern Africa.

Reference Documents

The International Employee Manual

TATA Africa Holdings (SA) (Pty) Ltd Standard Operating Procedure Manual

Individual variations for the specific Businesses

Labour Law specific to South Africa (which could vary from country to

country)



CONTENTS

1 Organizational Overviews 5

2 TATA Code of Conduct 7

3 Classification of employees 9

4 Joining and Induction 9

5 Job specification/Description/Reporting lines 10

6 Salaries, Increases and Bonus Payments 10

7 Staff advances/Loans/Reimbursement of Claims 11

8 Attendance 11

9 Leave 12

10 Public Holidays 13

11 Dress code 14

12 Ordering of Stationary 14

13 Employment of Relatives 15

14 Gift Policy 15

15 Media Policy 15

16 Alcohol, smoking and substance abuse in the workplace 15

17 Transfer and relocation Procedure 16

18 Resignation and retirement 17

19 Employee Benefits 17

20 Appropriate use of IT Equipment and systems 19



1. ORGANIZATIONAL OVERVIEW

1.1 History

Established in 1962, TATA International Limited (TIL) is the trading arm for TAT

group entities across geographies. Its global businesses include automobile

distribution, manufacturing and trading in leather, engineering goods, metals and

minerals. A Star Trading House, the company has a worldwide reach through its

network of subsidiaries, joint ventures, and offices in Africa, Europe, Middle East,

Latin America and Asia. It leverages its global presence along with sourcing and

marketing expertise to offer a gamut of products and services to customers. The

company has, over the years formed strong strategic alliances and partnerships in

India and overseas that have contributed to a diversification of its portfolio of

businesses.

TIL is an equal opportunity employer and the Organization does not practice

discrimination on grounds of sex, caste, gender, nationality, differently abled and

believes in Affirmative Action. TIL also has a strict policy against child labour.

1.2 The Tata Group in Africa

The Tata group first forayed into Africa in the late 1970’s establishing a presence

through Tata Zambia and today has an extensive footprint on the continent. Tata

Africa Holdings (SA) (Pty) Limited was set up in 1994 in Johannesburg, South Africa

and its footprint includes operations in South Africa, Zambia, Zimbabwe, Malawi,

Mozambique, Kenya, Tanzania, Uganda, Nigeria, Ghana, IVC and Senegal.

Tata Africa Holdings (SA) (Pty) Ltd is a wholly-owned subsidiary of Tata

International, based in South Africa, and operates in major industrial sectors like

automobiles, steel and engineering, chemicals, information technology and

hospitality.

1.3 Our operations across borders and companies

We are just as proud of our heritage as part of the Tata Group as we are of our

commitment to Africa. Tata Africa along with Tata Group companies, through its

various ventures, has made large commitments in projects in South Africa and Africa

spanning the following sectors –

• Automobile – Automobile distribution and after-market support for the Tata

Passenger and Commercial vehicles including the Tata Novus range from

Korea. There are two companies operating in this segment. Tata Automobile

Corporation is a subsidiary of Tata Africa is engaged in the distribution of



• Commercial vehicles and Accordion Investments which is a Joint Venture with

the Imperial Group.

• Tata Africa along with Tata Motors has recently implemented a commercial

vehicle assembly plant in Rosslyn, Pretoria for local value addition and

employment generation. (This company does not form part of the Tata Africa

stable but is included as a frame of reference).

• Telecommunications – Tata Africa along with Tata Communications has

invested in Neotel, the second fixed line telecom operator in South Africa.

Neotel offers a full range of services to Business and Retail consumers. (This

company does not form part of the Tata Africa stable but is included as a frame

of reference).

• Ferrochrome – Tata Africa along with Tata Steel have invested in a Ferrochrome

smelter in Richards Bay with an installed capacity of 130,000 tons per annum.

(This company does not form part of the Tata Africa stable but is included as a

frame of reference).

• Hospitality – Tata Africa and The Indian Hotels Company Ltd have set up a Joint

Venture for establishing hotels in the region. The first hotel, Taj Cape Town

opened its doors in January 2010. This hotel has 154 keys and 22 residences.

There are plans to set up additional hotels in the region. (This company does

not form part of the Tata Africa stable but is included as a frame of reference).

• Energy – Tata Africa is implementing a 120 MW Hydro Power Generation

project along with ZESCO Ltd, the Zambian State electricity utility. The plant is

expected to be operational in 2014.

• Tata Africa is also working with Tata Power for identifying and developing power

projects in the region.

• Tata Consulting Services (TCS) – Tata Consultancy Services Company is the

largest IT Services firm in Asia based on its outstanding service, collaborative

partnerships, innovation and corporate responsibility. On 1st November 2007

TCS South Africa Pty Ltd. was launched as a subsidiary of TCS Limited. With

the launch of TCS SA they are now better positioned to not only serve the

customers in Sub Saharan Africa but would also be able to create local skill

transfer and delivery capabilities thus benefiting the country by large. TCS SA

has offices in Johannesburg and Cape Town. (This company does not form part

of the Tata Africa stable but is included as a frame of reference).



1.4 Our commitment

Tata Africa shares the core Tata values of business ethics and commitment to the

upliftment of the geographies within which we operate.

One of the key drivers behind the formation of our local subsidiaries is local

recruitment, skills development and local capacity building with a strong focus on

empowerment of previously disadvantaged people to improve our services and the

overall experience of our clients in South Africa. This commitment is reflected in the

training programs and skills development targeting the continents graduates across

the IT, Mining and Automobile sectors running in a number of our companies in

Africa. targeting Nigerian graduates in Automobile sectors in Nigeria.

One of the pillars of our recruitment strategy rests on a continuous transfer of skills

and expertise from expatriates to local personnel. However, this imperative is at

times hampered by the processing timelines when applying for corporate work

permits that can at times exceed a period of six months.

A well-known and respected name in Africa, Tata Africa, is committed to its vision

of building a truly African company with a large African footprint and sustaining

relationships with cooperation & trust, creating employment opportunities, and

making its contribution to the social development of local communities.

The Corporate office: Postal address: 39 Ferguson Road P O Box 55738 Corner Ferguson and Rivonia Roads Northlands, 2116, Illovo 2196, Johannesburg Johannesburg South Africa South Africa Phone: +27(11)459 1700 Fax: +27(11)459 1710 Email: [email protected] Website: www.tataafrica.com

2. TATA CODE OF CONDUCT

The TATA Code of Conduct (TCoC) is a clearly defined document that serves as a

guide to each employee of the TATA Group on the values, ethics and business

principles expected of him or her. Every employee of the Company, on their joining,

is provided with the TCoC booklet for assimilation and strict compliance and

furnishes an undertaking (sign the TCOC agreement) to the Company agreeing to

abide by all its provisions, both in letter and in spirit. Compliance is monitored and

appropriate sanction will be taken against an employee who violates this policy.

mailto:[email protected]



The TCoC also affords every employee an opportunity to raise concerns. The

Company has a “Management of Business Ethics” process in place. The Chief

Ethics Counsellor and a team of Locational Ethics Counsellors facilitate the TCoC

process and employees at any company location can contact them for any

assistance relating to the interpretation and/or implementation of the TCoC.

Any fraud, ethical misconduct, any irregularities / money laundering / nepotism

/undue favoritism towards suppliers/providers should be reported to the line

manager/MD as a matter of urgency.

2.1 TATA Group Core Values

The TATA name is a unique asset representing leadership with trust.

Leveraging this asset to enhance group synergy and becoming globally

competitive is our chosen route to sustained growth and long-term success.

Tata’s values are:

• Pioneering: We will be bold and agile, courageously taking on challenges,

using deep customer insight to develop innovative solutions.

• Integrity: We will be fair, honest, transparent and ethical in our conduct;

everything we do must stand the test of public scrutiny.

• Excellence: We will be passionate about achieving the highest standards

of quality, always promoting meritocracy.

• Unity: We will invest in our people and partners, enable continuous

learning, and build caring and collaborative relationships based on trust and

mutual respect.

• Responsibility: We will integrate environmental and social principles in our

businesses, ensuring that what comes from the people goes back to the

people many times over.



3. CLASSIFICATION OF EMPLOYEES TATA International Limited follows a cadre system which is scalable across both

businesses and geographies and is in line with future business needs.

Employee Cadre System is tabled below:

S. No.

Level Designation

1 Corporate Group (CG) Head

2 L0 Head

3 L1 Head / Senior Manager / Regional Manager

4 L2 Manager

5 L3 Executive

6 L4 Junior Executive

7 L5 Specialist

8 L6 Assistant / Driver

4. JOINING AND INDUCTION

New employees join the organization as per date mentioned in the Appointment

Letter, issued by the authorized signatory and Human Resources. On joining, the

new employee is given a formal induction during which, the new employee gets

familiarized with the various Business Units/Divisions in TATA, its employees and

the organization, and also get information on the various policies, rules, regulations

and facilities in TATA.

4.1 Employee on Probation The probation period is intended to give new employees the opportunity

to demonstrate their ability to achieve a satisfactory level of performance

and to determine whether the new position meets their expectations. TATA

International uses this period to evaluate employee capabilities, work

habits, and overall performance.

All new and hired employees work on a probation basis for the first three

months after their date of hire. Any significant absence will automatically

extend the probation period by the length of the absence. If TATA

International determines that the designated probation period does not

allow sufficient time to thoroughly evaluate the employee's performance,

the probation period may be extended for a specified period of three

months.



Upon satisfactory completion of the probation period, employees enter the

"regular" employment classification of being permanently employed

As from 1 June 2012 all new employees will receive confirmation in writing

after successfully completing their probation period.

5. JOB SPECIFICATION/DESCRIPTION/REPORTING LINES

The job specification is normally provided as soon as the vacancy has been

identified. The reporting lines are specified in the contract of employment, and are

also indicated on the official organogram of the company.

6. SALARIES, INCREASES AND BONUS PAYMENTS

6.1 Payment of Salaries

Employees are paid monthly for services delivered between the first to the

last day of a month.

The company undertake that salaries will be available in the employees’

bank account on the 25th of the month

In the event that a regularly scheduled payday falls on a day off such as a

weekend or holiday, employees will receive pay on the last day of work

before the regularly scheduled payday.

Salaries paid will be subject to PAYE, UIF, Provident Fund as well as

Medical aid deduction

Employees will receive a pay slip each month showing earnings as well as

deductions

6.2 Increases

The Company understands that employees expect increases to keep track

with inflation and the cost of living.

The Company therefore aims to give increases once a year depending

on the outcome of the performance rating of individuals and the financial

performance of the company during the previous financial year.

Increases are communicated in writing during July/August and the

increments are back dated to 1 April of that year.



6.3 Bonuses

A performance bonus may be payable once a year, but this will be at the

discretion of the Board of Directors and will depend on the performance

of the company.

Bonuses will be paid after tax has been deducted.

7. STAFF ADVANCES/LOANS/REIMBURSEMENT OF CLAIMS

The National Credit Act of South Africa regulates the lending of money to

individuals. TATA is not an accredited lending institute and as such may not offer

staff/employee loans. In extreme instances, an employee may approach the

Financial Manager or Head Human Resources and request an advance on his/her

salary by motivating the reason for the request. If approval is granted, the

appropriate form needs to be completed and forwarded to the Human Resources

Manager for processing in the payroll. A copy is placed on the employee’s

personnel file for record keeping.

The reimbursement of claims/business expenses should be made on the

appropriate form available and handed to the Finance department for payment.

8. ATTENDANCE

Employees are expected to work at the office during official business hours;

unless traveling to other countries in Africa. If an employee is not able to come

to work, he/she has to inform their manager. If the manager is not available, the

HR Manager should be contacted. On return to the office a leave form has to be

completed.

8.1 Working hours

The standard full-time working day is defined as a period of 8 hours for

all employees over a five-day week (Monday to Friday).

The attendance register has to be signed when arriving at work and again

when leaving in the afternoons.

Every employee should inform their manager as well as reception when

leaving the office during normal office hours.

Official working hours is from 8h00 to 17h00 with a lunch break of 1 hour

between 12h00 and 14h00.

8.2 Lunch and Refreshments



At certain offices the company provides a meal at no-cost to the

employee during the company lunch break. The current break is 1 hour

taken any time between 12:00 and 14:00 daily.

Tea, coffee and water will be made available to all employees during the

day.

At TATA the vending machine may be operated with either coins or the

vending machine key, given to each employee on day of joining. R50

will be available each month to be used for refreshments during the

month. Money not used in a month will be carried over to the next month.

Money available on the vending machine key is not refundable for cash.

The vending machine key has to be return on date of termination.

8.3 Late coming and leaving early

All employees are expected to be on time in the morning and work to close

of day. In the event of the employee arriving 30min later than official working

hours he/she has to advise their manager by telephone. It will be expected

that the employee who arrives late for whatever reason work in their time

before departing home.

In the event that an employee needs to leave earlier; this has to be arranged

with his/her manager and both parties need to agree on how and when the

time will be worked in.

If an employee is continuously late without acceptable reason, disciplinary

action can be taken.

9. LEAVE

The different leave type used in the company is according to the laws of the country and is described comprehensively in the leave policy. The following leave types are available:

Annual leave: The leave cycle is calendar based, meaning the leave is prorated from date of starting to 31 March. Annual leave for locals is 15 working days (1.25 days per month) and for expatriates it is 30 calendar days (2.5 days per month). Effective from 1 January 2018, after completion of 3 years of service, locals will be entitled to 20 working days (1.67 days per month).

Sick leave: According to legislation the employee has 30 working days available to use over a 3 year period for illness and operations. Each employees’ leave cycle will be different as it is calculated from date of joining. Should a person be absent for more than 2 days from work due to illness, he/she will have to present a medical certificate from a doctor on return to work.



The employee will also be required to present a medical certificate should sick leave be taken on a Friday or a Monday.

Family responsibility: The Company grants 3 days per financial year to be used consecutively or scattered over the year. Family responsibility leave can be taken in the following instances:

i. With the birth/adoption of a male employees’ child ii. When an employees’ child is sick or hospitalized iii. In the event of the death of a close family member (this is stipulated in

the Leave policy)

Maternity leave: The company grants 4 months paid maternity leave after three years completed service. Should an employee need maternity leave within her first three years of service she will be able to take maternity leave, but it will be unpaid. Local employees will be able to claim maternity benefits from the unemployment fund; expatriates will not be able to claim as they do not contribute to UIF each month.

Study leave: The course has to be approved by the Manager and HR department. A maximum of 10 working days will be allowed as study leave during a year – 2 days per subject (one day to study and one day to write).

On-duty leave: Absence from the office for courses, seminars, workshops and traveling in line of duty, will be considered as on-duty leave.

Special leave: Special leave may be granted on justifiable compassionate grounds or in exceptional cases.

Unpaid leave: May be granted in exceptional cases and only once all annual leave have been exhausted.

10. PUBLIC HOLIDAYS

The Public holiday list as gazette by the South African Government is available from Human Resources and may be published on the Notice Board and via email.

1 January New Year's Day

21 March Human Rights Day

18 April (*) Good Friday (Friday before Easter Sunday)

21 April (*) Family Day (Monday after Easter Sunday)

27 April Freedom Day

1 May Workers' Day

16 June Youth Day

9 August National Women's Day

24 September Heritage Day

16 December Day of Reconciliation

25 December Christmas Day

26 December Day of Goodwill

http://www.info.gov.za/aboutsa/holidays.htm#21march

http://www.info.gov.za/aboutsa/holidays.htm#Easter

http://www.info.gov.za/aboutsa/holidays.htm#Easter

http://www.info.gov.za/aboutsa/holidays.htm#27april

http://www.info.gov.za/aboutsa/holidays.htm#1may

http://www.info.gov.za/aboutsa/holidays.htm#16june

http://www.info.gov.za/aboutsa/holidays.htm#09august

http://www.info.gov.za/aboutsa/holidays.htm#24september

http://www.info.gov.za/aboutsa/holidays.htm#16december



The dates on which Good Friday and Easter Sunday fall are determined

according to the ecclesiastical moon. That varies each year but they fall at

some point between late March and late April.

The Public Holidays Act (Act No 36 of 1994) determines, whenever any

public holiday falls on a Sunday, the Monday following on it shall be a

public holiday.

11. DRESS CODE

TATA Africa Holdings (SA) (Pty) Ltd. is committed to presenting a smart

professional image of the organization at all times. The Dress Code discussed here

gives guidelines on each employee’s dress, grooming, and personal hygiene that

suits an appropriate work situation.

As an employee of TATA, it is expect that a clean and professional appearance is

presented whether inside or outside the office. All employees and those who come

in contact with customers in particular, are expected to dress in accepted corporate

business attire.

At the Corporate Office, employees will be expected to be dressed in smart

casual clothes fit for the corporate environment, Monday to Thursday.

Fridays are casual wear in the working place – denims can be worn, while

still looking smart casual.

If required to work over a weekend, the weekend will be treated as “Informal

Dressing” days and the normal corporate image will not apply

General Guidelines:

i. Neat & well maintained hair

ii. Clothes should fit well, be fresh, neat and ironed

iii. Don't wear anything too revealing or too tight

iv. Gentlemen are expected to shave and have a haircut on a regular basis

12. ORDERING OF STATIONERY

The new employee will be provided with a standard provision of stationery which

may include the following:

Pens: black and blue pen

1 pencil and eraser

1 two-hole punch

1 ruler

http://www.info.gov.za/acts/1994/a36-94.pdf



Paper clips and Binder clips

Standard stapler with staples and stapler remover

Any re-orders or additional stationery requirements (these could include

highlighters, sticky notes, red pen, flip-file, etc.) may be ordered through the

Administrative Manager.

13. EMPLOYMENT OF RELATIVES

The following guidelines should be considered under which an employee’s relative

can be recruited to work at Tata in South Africa. An employee will be considered a

relative under the following relations:

i. Spouse: husband/wife

ii. Parents: father/mother

iii. Siblings: brother/sister

Any two related employees should not have any direct/indirect reporting relationship

with each other nor should they have a direct reporting to the same manager. This

policy is applicable to existing employees getting married to each other or in the

case of new recruitments.

14. GIFT POLICY

No employee shall knowingly accept gifts from vendors other than diaries, calendars

or 1 box of sweets. Any gifts should be declared if the value exceeds R250 per

item.

15. MEDIA POLICY

Communication with external/media will be channeled through the Brand Manager.

No-one will be allowed to interact with the media. Any queries should be routed to

the Brand Manager. The MD or his designee will be authorized to act and/or liaise

with the media.

16. ALCOHOL, SMOKING AND SUBSTANCE ABUSE IN THE WORKPLACE

The Company recognizes that all employees have the right to a safe and healthy workplace.



Consumption of alcohol on the business premises and/or misuse of any prescription

and/or narcotic substances as well as smoking on the premises of Tata are strictly

prohibited and appropriate action will be taken against any employee found to be

doing so. TATA House is a no-smoking building zone.

Employees are urged to familiarize themselves with the Alcohol, Smoking and

Substance Abuse Policy as disciplinary action will be taken against any employee

who violates the regulations of this policy.

17. TRANSFER AND RELOCATION PROCEDURE

During the course of employment, TATA may at any time and at its sole discretion,

transfer an employee to any location, affiliates, subsidiaries or sister companies in

or outside South Africa and the employee shall comply with all directions and

instructions as laid out. An employee will be entitled to the following expenses on

account of transfers:

i. Travel cost for Self and Family: An employee is entitled to one time

travel (as per level) for self and family (spouse and dependent children)

from the base location to the new location.

ii. Shipping Reimbursement : The cost for relocating from where the

employee / new joinee lives to where the organization is transferring him.

iii. Temporary accommodation: The Company will provide guesthouse /

hotel accommodation to the transferred employee / new joinee and his

family (spouse & dependent children) for an initial period of 7 days while

he/she looks out for a permanent accommodation. The hotel booking will

be done as per the employee’s Level & eligibility.

iv. Relocation leave: The employee will be eligible for a 5 day relocation

leave which can be taken within 1 month for the date of transfer failing

which, the leaves would lapse.

Exceptions: -

The policy is not applicable in the case where the employee initiates

(requests) the transfer

If an employee and his/her spouse are transferred to the same location,

then only one person can avail of the benefits

This policy excludes relocations for transfers between twin cities, which

are large but adjacent and for all practical purposes are considered one

city, but expenses incurred on the transportation of goods can be availed

as per point (ii)

18. RESIGNATION OR RETIREMENT



18.1 Resignation:

A local employee needs to give one months’ notice in writing when

resigning; in case of failure to adhere to this, it will be obligatory to

surrender salary in lieu of the notice period. The notice period for

employees would be as mentioned in their appointment letter.

Expatriate employees will have to give three months’ notice as

mentioned in the employment contract; in case of failure to adhere to this,

it will be obligatory to surrender salary in lieu of the notice period.

In case where the employee is on a 3 month probationary period, he/she

needs to serve a 2 week notice period.

The employee will not be entitled to avail any leave while they are serving

the notice period.

Employees must do a complete handover to the satisfaction of the

management to the authorized person by completing all jobs/ assignment

in hand and return all company assets and belongings.

On satisfactory handover of Company’s properties and completion of all

jobs/assignments in hand, the Company will issue a relieving letter and

full and final settlement will be done. Only available annual leave will be

encashed and will be paid in the month following resignation.

18.2 Retirement:

The current age for retirement is 65 years as per the rules of the provident

fund unless determined otherwise in letter of appointment.

The retirement age for Expatriate employees are stipulated in the

employment contracts on 60 years as they are excluded from the

provident fund

HR will inform the retiring employee and his superior one year in

advance, of the date of his/her retirement so that proper arrangements

can be made for handing over of jobs/functions handled by the retiring

Employee.

19. EMPLOYEE BENEFITS

The company offers a few Employee Benefits as part of their remuneration package.

Expatriates are excluded from contributing to provident fund and are advised to

make provision for their retirement.

19.1 Medical Aid Benefit

All employees should belong to a medical aid scheme. If the employee opts

to join Discovery medical aid, the monthly contributions will be deducted on



his pay slip and paid over to Discovery. The company will also make a fixed

monthly contribution towards the monthly premium, thus reducing the portion

that the employee has to pay. An Employee can also add his/her

dependents, but the company contribution will remain the same. The

Employee may join Vitality (which is the wellness benefit offered by

Discovery) – the monthly premium for the Vitality benefit will be for the

account of the employee. The company contribution for Foreign Nationals

will be as per employment contract.

19.2 Provident Fund as Retirement Benefit

It is compulsory for all local employees joining the company to belong to the

Provident Fund administered by Alexander Forbes. The company contributes

15,5% of basic salary to retirement every month. The administration and

consultation costs are carried by the company. The employee has the option

to contribute a further 2, 2.5%, 5% or 7% towards retirement. The funds in

the Provident Fund will be paid to the employee on retirement or termination

of service. In the unfortunate event that the employee passes away, the

money in his/her Provident Fund will be paid to the beneficiaries nominated

by him.

19.3 Risk Benefit: Group Life Insurance Cover

The death benefit on offer is equal to a multiple of 3 x Annual Fund Salary.

The benefit is an “Approved” benefit and is taxable in line with the provisions

of the Income Tax Act pertaining to lump sum payments from Retirement

Funds. The benefit also includes an indemnity insurance benefit (i.e. the

global education benefit) that covers the cost of the members’ dependents

education expenses from pre-primary to tertiary institutions subject to certain

policy terms and conditions and benefit levels that are determined by the

insurer from time to time. Members have the option to convert this group

benefit into an individual policy when they terminate their relationship with

TATA. Members are fully covered for death benefits during any terms of

disability.

19.4 Risk benefit: Funeral Benefit

This benefit is offered to the member, the member’s spouse and own children

to the age of 21. The respective benefit values are as follows:

Member = R 10 000-00

Spouse = R 10 000-00

Child between age 15- 21 = R 10 000-00

Child between age 5 to below 15 = R 5000-00

Child between age 0 to below 5 = R 3000-00

Stillborn = R 1250-00.



The benefit becomes payable in the event of the death of the member, or the

member’s spouse or the member’s own children.

The membership of the Provident Fund and the payment of the contributions

are subject to the rules and regulations of the scheme and the

applicable policy. The employee shall cease to be a member of the fund as

soon as he/she leaves the employ of the company.

19.5 Risk benefit: Income Disability Benefit

The benefit on offer is equal to 75% of the members’ monthly Fund Salary

and paid as a monthly income benefit in the event of an approved disability

claim. The insurer also provides additional value add benefits such as a

mortgage protector benefit that pays the cost towards a disabled members’

bond repayments for a fixed term period of 24 months depending on the

member’s vitality status at date of claim and subject to the terms and

conditions of the respective insurer as determined from time to time. The

income disability benefit will escalate annually equal to the lessor of 5% or

CPI during the term of disablement. In addition to the standard benefit the

Insurer will also pay the cost towards medical aid benefits on behalf of the

disabled members for a period of 12 months. This benefit is paid on both

temporary and permanent disability.

20. APPROPRIATE USE IT EQUIPMENT AND SYSTEMS TATA information and computer systems are assets critical to the conduct of our business and stakeholders, and its dependency on these assets demands that appropriate levels of information security be instituted and maintained. Appropriate measures are taken to protect its information and computer systems against accidental or malicious destruction, damage, modification or disclosure, and to maintain appropriate levels of confidentiality, integrity and availability of such information and/or TATA computer systems. All information systems equipment provided by TATA remains the sole property of TATA. Any data or intellectual property created by the user also remains the property of TATA. No information is to be removed or copied or shared with any person except to assist the user in the performance of their work with the permission of TATA.

Use of the TATA computer system is provided primarily to assist Users in the

performance of their work function for, and on behalf of, TATA.



20.1 Computer Usage

Employees will be issued with desk computer or a Laptop, depending on the

position.

Where an employee has received a laptop, care must be taken to secure

the computer at all times as the employee will be responsible if there is

damage to the computer due to negligence.

On termination of employment the Laptop must be returned to the

company in the same condition as received with appointment

Employees must make sure that they store their data on the server

through the network.

Employees will be able to connect to the network through a network cable

or Wi-Fi

Ensuring mobile devices including laptops and PDA’s are adequately

secured and not left in places where they are visible to third parties, e.g.

cars

20.2 Cellphone Usage

Employees will be issued with a Cellphone and SIM-card, depending on the

position. Usually employees will receive a cellphone if their job requires

them to travel or to be reached after hours.

Employees should use the cellphone only for business calls.

Should it be found that excessive private calls are made; the costs of

these calls will be re-coupe from the employee.

At termination of employment, the cellphone, SIM-card and charger have

to be returned to the company

20.3 Electronic Messaging Systems

Employees will be issued with an e-mail address and must take particular

care when using e-mail as a means of communication because all

expressions of fact, intention and opinion in an e-mail may bind the user

and/or TATA and can be produced in court in the same way as other kinds

of written statements.

Users must only use instant messaging for informal communication

where allowed by TATA Policy.

Users must not send e-mail messages, e-mail attachments or instant

messages, which could be construed as defamatory, harassing or

otherwise offensive. This includes the use of profanity, obscenities or

derogatory remarks relating to employees, customers or others.

Users must not access, download or distribute any material that could be

deemed pornographic, racist, sexist or otherwise offensive. The

display of any offensive or sexually explicit image or document on a

TATA system is expressly prohibited



Ensuring TATA resources are not used by non TATA personnel;

Ensuring that confidential information is not inadvertently viewed by third

parties (e.g. use of laptops on public transport or airport lounges);

The IT policy is available and employees have to familiarize themselves with the content

We trust that you will feel part of the TATA-family after reading this Employee Manual.

We advise that you familiarize yourself with the policies at the back of this

file. Policies and procedures are in place to ensure that all employees are

treated fairly and consistently. The policies were written to abide by the laws

of the country and where possible give better benefits. The policies and

procedures may be changed from time to time after consultation with

Management and Employees.