20181119 BS EDITED TechStream Handbook WIP

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1.14.6 Working at Home: Health & Safety It is your responsibility to ensure that health and safety, welfare and ergonomic considerations are met satisfactorily, and that the requirements of TechStream’s Health and Safety Policy are followed. Staff must ensure that their working patterns and levels of work both over time and during shorter periods are not detrimental to their health and wellbeing. You will be responsible for monitoring your working time and ensuring that you take breaks of at least 20 minutes every six hours. Staff working at home have the same health and safety duties as other staff. They must take reasonable care of their own health and safety and that of anyone else who might be affected by their actions and omissions. Staff working at home must not have meetings in their home with customers or clients and must not give customers or clients their home address. TechStream requires that you have taken all reasonable precautions to maintain adequate standards for welfare, and health and safety purposes. TechStream reserves the right to take all reasonable steps necessary to verify that you have taken all reasonable precautions to maintain adequate standards for welfare, and health and safety purposes. Staff must use their knowledge, experience and any training to identify and report any health and safety concerns to their line manager. TechStream Global Limited, Annexe A, Long Kloof Studios, Darters Road, Gardens, Cape Town, South Africa, 8001 Tel: +27 (0) 21 422 0851 W: www.TechStreamglobal.com Prod 03/2017. Page | 18
Section 2 – Performance, Discipline & Grievances 2.1 Discipline 2.1.1 Introducion of Disciplinary Codes and Procedures • The implementation of a disciplinary code and procedure (“disciplinary code”) by the company is essential for the efficient running of the company’s business, the safety and the treatment of its employees and sound industrial relations. • The disciplinary code is intended to ensure that employees have knowledge of the disciplinary rules governing their employment and it accordingly describes the action which may be taken by the company should an employee commit an offence. • Please note that this disciplinary code is not exhaustive of the standards of behaviour expected and does not set out all the grounds justifying termination of employment. The common-law grounds for discipline and termination of employment will exist hand-in-hand with the disciplinary code. • Notwithstanding the fact that certain unacceptable behaviour is prescribed to receive a specified number of warnings in terms of this disciplinary code, an employee may be dismissed for accumulated misconduct of varying nature even though he or she might not otherwise have been dismissed in respect of any one particular category of misconduct or in the case of misconduct which would justify summary dismissal at the common law. • All the forms referred to herein are obtainable from the manager responsible for personnel matters and only those forms may be used. 2.1.2 Progressive Discipline The company generally adopts the principle of progressive discipline which is the idea that depending on the circumstances, an employee who breaches this disciplinary code and/or whose conduct is unacceptable may be rehabilitated through a system of discussions/warnings and/or a process that helps the employee correct his or her behaviour. Please note however that the company adopts a zero-tolerance attitude to certain acts of misconduct. Accordingly, the progressive discipline principle may not apply in all circumstances. 2.1.3 General Rules • An employee who is required to render his services at the premises of the company’s client, shall in addition to this disciplinary code be bound by the disciplinary code and procedures, rules, regulations and standards of that client • If it appears that the company’s client intends to institute disciplinary action against an employee of the company, it is incumbent upon that employee to timeously inform the company of the client’s intention to institute disciplinary procedures against him. • The managers responsible for exercising disciplinary action will use their discretion and on occasions may prefer to give a lesser sanction depending on the circumstances. • Written warnings for different offences will be accumulative. This means that the company is entitled to take into account the entire operative disciplinary history of the employee. TechStream Global Limited, Annexe A, Long Kloof Studios, Darters Road, Gardens, Cape Town, South Africa, 8001 Tel: +27 (0) 21 422 0851 W: www.TechStreamglobal.com Prod 03/2017. Page | 19
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Page 11 and 12: 1.6.8 Contractual Benefits You will
Page 13 and 14: 1.8.3 Considering a request for fle
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Page 17: Working at or from home may affect
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Page 29 and 30: The chairperson of the grievance he
Page 31 and 32: 2.3.8 Time limits The following sch
Page 33 and 34: DESCRIPTION OF OFFENCE Willful loss
Page 35 and 36: DESCRIPTION OF OFFENCE Transport of
Page 37 and 38: 3.3 Electronic Information and Comm
Page 39 and 40: • Staff should not send abusive,
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Page 43 and 44: • All employees are obliged to pr
Page 45 and 46: to restrict or prevent access to ce
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Page 49 and 50: any drugs or alcohol at the workpla
Page 51 and 52: Mandatory Drug Testing Where client
Page 53 and 54: 3.8 Anti-Bribery & Corruption Polic
Page 55 and 56: (d) accept a gift or hospitality fr
Page 57 and 58: Management at all levels are respon

20181119 BS EDITED TechStream Handbook WIP

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