Employees have a contractual agreement with Nazareth House African Region and must refrain from participating in any other business venture and/or render services to any other entity (other than Nazareth House), without first having obtained Nazareth House’s written permission to do so.  This prohibition is applicable to all work performed by you on any day or night of any week whilst in the employ of Nazareth House African Region.

Source: HR Policy written on Moonlighthing.

Employees will not be allowed during any business hours, to use their cellular phones for calls, SMS, MMS, MXIT or any other purposes.  Employees will only be allowed to utilise their cellular phones during tea and lunch breaks. Employees will furthermore not be allowed to use earphones for cellular phones or MP3 players during working hours.

In the event that any employee is found in contravention of this rule the necessary disciplinary action will be taken in accordance with Nazareth House African Region’s disciplinary code.

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The employee acknowledges that during the course of employment with Nazareth House African Region, the employee will become familiar with its confidential information including commercial and technical secrets and/ or the confidential information of Nazareth House.  The employee consequently agrees that during the period of employment and subsequent thereto, the employee will not disclose to others (including employees of Nazareth House), or make use of directly or indirectly, any confidential information of Nazareth House or confidential information of a resident of Nazareth House or of others who have disclosed it to Nazareth House under conditions of confidentiality, unless for a purpose authorised by Nazareth House.  If there is any doubt whether any disclosure or use is for an authorised purpose, the employee is to obtain a ruling in writing from Nazareth House and is to abide by it.

For the purpose of this clause, confidential information will be deemed to extend to all confidential technical and commercial information, including, but not limited to the contents of reports, specifications, quotations, formulae, computer records, patient lists, cost manuals and price schedules, customer lists, customers and the like and including but not limited to trade secrets, know-how of any other tangible or intangible assets of Nazareth House and/ or its patients.

The employee is required to deliver to Nazareth House, whenever required to do so, or in any event when leaving the employment of Nazareth House, all books of account, records, correspondence, notes, computer disks, and the like concerning or containing any reference to the business of Nazareth House or the patient.

Employees of Nazareth House African Region agree that the information of Nazareth House and the patient remain the property of Nazareth House after termination of employment

INTRODUCTION

E-mail is now an indispensable business tool within Nazareth House African Region.  Despite its benefits, unrestrained e-mail usage can be a serious business liability. Employees can use Nazareth Houses African Region e-mail system to infringe copyrights, violate trade secrets and trademarks, defame people and businesses, harass co-workers, and commit Nazareth House African Region to contract.  This can cause massive damage to the organisation, as it is generally liable for the acts of employees if they are committed within the course and scope of employment.  In order to protect both your and Nazareth House’s interest, it is important that you be made aware of the limitation placed on your access to the organisational  E-mail system, which is the purpose of this policy.

Forbidden content of communications

You are strictly prohibited from using Nazareth House African House e-mail access for gaining access to, viewing, transmitting, retrieving or storing any communication that included language, remarks, pictures or graphics that may be construed as:

• discriminatory, harassing or defamatory;
• obscene, abusive, profane or offensive;
• derogatory, disparaging, insulting or inflammatory;
• disruptive or harmful to morale; or
• constituting a trademark violation.

Forbidden use of the system

In addition to the above, you are strictly prohibited from using Nazareth House African Region e-mail and Internet for:

• soliciting for commercial ventures, religious, political or personal causes or outside organisations;
• gossip, including personal information about yourself or others;
• emotive responses to business correspondence or work situations;
• forwarding messages likely to embarrass the sender or recipient;
• personal purposes in breach of the limitations set out below; or
• transmitting organisational information without the permission of the relevant organisation official.

Limitations on personal usage

Nazareth House African Region’s e-mail access is available to you for the purposes of assisting you in the performance of your job and is aimed at the conducting of official organisational business.  Personal use of organisation e-mail and Internet access is prohibited.  The following controls shall be strictly enforced in relation to personal usage:

• the conditions applicable to the forbidden content of communications set out above;
• the conditions applicable to the forbidden use if access set out above;
• the conditions applicable to monitoring set out below;
• it shall be restricted to incidental and occasional use;
• it shall not entail any amount of personal activity or pleasure;

The laptop/desktop computer is the property of Nazareth House African Region and as such it can be requested access to a Laptop / PC at any stage to investigate possible abuse, negligence and/or do maintenance on the equipment.

Copyright and license agreement

You must respect all copyrights over materials belonging to entities other than Nazareth House African Region and are prohibited from copying, retrieving, modifying or forwarding such materials on Nazareth House’s e-mail system except with the permission of the copyright holder.  You are, however, entitled to save a single copy for reference purposes only.

You must also respect license agreements over computer software and are prohibited from downloading and using any software in breach of a license agreement.

Computer Viruses

You are obliged to take all possible precautions to avoid a virus attachment, including:

• the continuous updating and running of protective software provided to you;
• the rejection of messages from unidentified or suspicious sources; and
• refraining from downloading software or opening an “.exe” file from an outside source without the permission of the relevant organisation official.

Reporting obligations

In the event of you receiving e-mail in breach of this policy, whether from a co-worker or an outside source, you shall immediately upon receipt thereof communicate your rejection of the transmission to the sender and request him/her to refrain from sending you any such material in the future.  Should you again receive e-mail in breach of the policy from the same sender, you must report this to your direct superior who shall take the appropriate action.

Security

Nazareth House African Regionroutinely monitors its e-mail usage patterns and reviews electronic files and messages to ensure that these media are being used in compliance with the law and organisation policy.  Nazareth House reserves the right to monitor access and disclose as necessary all communications created, transmitted or stored on the e-mail system, which is the property of the organisation.  Users should not have any expectation of privacy with respect to the materials and information stored on the system.

Disciplinary action

A breach of this policy may result in disciplinary action being taken against you, which may include dismissal.

Under the National Credit Act 2007employee loans are classified as credit agreements, and as Nazareth House is not a registered Credit provider as defined under the Act, we cannot give financial loans to employees.

In addition, SARS Income Tax Act paragraph 2(f) of the 7th Schedule prescribes that a taxable benefit shall be deemed to have been granted if an interest free or low interest loan (below the official rate) has been granted to the employee by the employer. Benefits tax would have to be calculated and deducted on such loans.

In view of the above legislation, the Facility policy is that we do not give financial loans or salary advancements to employees.

All staff needs to take note that it is against organisation policy to take any foodstuff from the kitchen. This includes left-over food/”dog food”.

Staff are also not allowed to make use of the kitchen for the purposes of preparing their own food. The only time when such “dog food” may be removed from the premises is when permission was given on paper by the Kitchen Manager and another permission slip was given by the Facility Manager/Sister Superior to provide authority to remove it from the premises.

Failure to abide by this rule will result in disciplinary action

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The Employee hereby acknowledges that he / she is fully competent for their tasks. If it appears that the employee during his / her application was dishonest in providing information, this could result in disciplinary action.

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All staff have to take note that no staff member of Nazareth House African Region is allowed to receive any gift from a resident or their families without adhering the necessary procedures.

Staff will be required to obtain a letter from the patient and/or family that clearly indicate the gift that was given. Such gifts are defined as any articles of food, clothing, furniture, monies and any other possessions belonging to the patient and/or their families. The said gift along with the letter has to be presented to the Manager/Sister Superior who will then also provide a permission slip before any such article can be removed from the premises.

Under no circumstances are staff allowed to buy items from or sell items to residents of the institution.  

Failure to adhere to this procedure will carry severe disciplinary action and will not be tolerated in any way.

Source: HR Policy on …

Applicants/personnel with HIV / AIDS have the same rights as all other applicants / personnel, and shall not be discriminated against.

HIV status won’t be a reason to prevent any person from working.

No applicant or personnel member will be asked to submit to a HIV test. Where a test is carried out at the request of an individual, it shall be with his / her considered permission and in conjunction with counselling.

Confidentiality with regards to the HIV status of any individual, will at all times be maintained.

HIV / AIDS shall be treated in the same manner as any other condition. No employee shall be dismissed purely on the strength of having AIDS or for testing positive for HIV.

ln order to create the necessary awareness and to dispel any false ideas, the Facility shall ensure that personnel are sufficiently informed about the nature and implications of HIV / AIDS.

• All organisational vehicles have to be returned to workplace at the end of each workday.
• No employee will be allowed to use any vehicle for any private use whatsoever.
• Abuse or misuse of any organisation vehicle will be managed in accordance with the provisions of Nazareth Houses disciplinary code.
• Permission to use a organisation vehicle has to be obtained from the Facility Manager/Sister Superior.
• Employees making use of Nazareth Houses vehicles will be responsible for any traffic fines incurred. It also has to be noted that should an employee be found to be grossly negligent resulting in the incurrence of such fines disciplinary action will be taken against the said employee.
• Any damage to organisations vehicles as a result of the actions or negligence of an employee will result in the insurance excess being recovered from the said employee and possible disciplinary action being taken.
• Employees making use of organisations vehicles have to ensure that vehicles are clean and presentable at all times.
• Employees need to ensure that any damage found to a vehicle prior to driving it must be reported to the Departmental Head, prior to driving the said vehicle.  Failure to do so could result in the employee being held accountable for the damage.
• Employees need to ensure that they adhere to all traffic rules and speed limits as failure to do so can result in Nazareth House name being brought into disrepute.
• No organisations petrol will be used for private use of any kind.
• The designated driver of Nazareth Houses vehicle remains responsible to ensure that the relevant Departmental Head  is informed of routine vehicle services, maintenance and/or repairs at all times.
• The driver of Nazareth Houses vehicle is under no circumstances allowed to deviate from his planned route without the prior approval of the departmental head. Failure to adhere to this rule will result in disciplinary action being implemented.
• Employees making use of vehicles during business hours to travel will be covered for Occupational Injuries and Diseases (COIDA) as this is regarded as on duty time.

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All employees need to take note that under no circumstances are they allowed to use any organisational laundry equipment for personal use. Staff will also not be allowed to take any personal clothing or washing into Nazareth Houses African Region’s laundry.

Failure to abide by this rule will result in disciplinary action.

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The Facility wishes to bring to the attention of their employees that the nature of certain jobs are of a physical nature, and that failure to be able to perform such duties can result in incapacity procedures taken that could result in termination of employment if such light duty is of a permanent and/or on-going nature.

As an employee of Nazareth House you have contractually undertaken to perform certain physical job functions and failure to perform these can result in disciplinary action being taken.

 The employee hereby declares that there is no medical condition, either physical or psychological, of which he/she is aware that would impede his/ her performance on the job, or hold an actual or potential risk to the health and safety of the employee himself/ herself, a fellow employee or a member of the public.

Nazareth House African Region may at its discretion require the employee to undergo medical examinations from time to time should this appear to be necessary or justified.  Moreover, Nazareth House African Region reserves the right to compel an employee to retire at the age of 65.  Employees who wish to continue to work beyond the above mentioned retirement age would only be allowed to do so with the express written permission of management and  contracted under a limited duration agreement.

A needlestick injury is not viewed as an injury on duty by law until the employee cera convert.  If the employee should become HIV positive due to the needlestick then it will be considered as an injury on duty.

If a needle stick injury occurs as result of negligence i.e. re-capping a needle or incorrect disposal of sharps the employer WILL NOT be held responsible for any expenses incurred due to any negligence or failure to follow correct procedure.

The employee is responsible for, as per the policy, for all accounts and not the employer.

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Any late coming will be managed in accordance with Nazareth House African Region’s disciplinary code.  Staffs are therefore required to be productive from the time that their shift is supposed to start and any refreshments should be consumed before the official starting time.

Employees are provided with a lunch break as per the provisions of the Basic Conditions of

Employment Act (BCEA).  Although tea breaks are not legislated by law, 15 minute breaks may be provided at the discretion of management during working hours.  Employees have contractually agreed to work overtime from time to time and it is therefore a reasonable expectation of the employer to expect that employees will work overtime when requested.

1. To clarify the different circumstances under which a staff member may retire and the benefits associated with the retirement.
2. To identify the circumstances under which an individual may be appointed after reaching the Facility retirement age (i.e. Age 65).

Definitions and approval Process

Retirement

This is normal retirement whereby the employment contract ends at the point of the year in which-the staff member turns 65.

Early retirement

Early retirement arises when a staff member applies for retirement before the year in which he/she turns 65. A staff member may elect to retire at any time after attaining the age of 55 years, provided that he/she gives the required notice, and that the Facility Manager approves such retirement, including specifically the date of commencement of retirement benefits.

Pre-early retirement (i.e. leave without pay pending retirement)

Pre-early retirement arises when a staff member applies for early retirement before the year in which he/she turns 55. Pre-early retirement is highly unusual and will ordinarily only be considered in situations of long service and outstanding performance. All applications must obtain the approval of the Facility Manager. An application must be submitted at least six months prior to the desired retirement date. This will be managed and administered as a case of leave without pay pending retirement.

During the period of dormancy the staff member will:

• not be eligible for death or disability benefits during the period of dormancy;

Incentivised early retirement

Incentivised early retirement arises when, for operational and/or transformational reasons, a Facility Manager applies for the incentivised early retirement of a staff member, with the support of the staff member. This would take place any time after the staff member attains the age of 55 and before the year in which they turn 65. A package would be negotiated with the Facility Manager, and be subject to the approval of the Management Committee.

Reasons for incentivised early retirement:

• To facilitate the reorganisation of an area or unit; and /or
• ln order to retain or advance staff who are promotable; and / or
• ln order to advance an employment equity plan, or for employment equity reasons.

Appointment post retirement

The appointment of an individual after the age of 65 may only take place on approval of the CEO, on the following grounds:

• The post retirement contract must specify an end date in all cases, i.e. a limited duration contract.
• The post retirement contract shall not be longer than one year, although the contract may be renewed annually.

Post retirement contracts will cease / not be allowed under any circumstances once an individual reaches the age of 65 years.

Appointment post early retirement

The appointment of an individual after early retirement is possible subject to the following conditions:

• The individual has not attained the age of 65.
• The contract will not extend beyond the year in which the individual turns 65.
• The appointment is subject to normal recruitment and selection criteria including EE criteria.
• Conditions of service pertaining to the contract will be adhered to

Appointment post incentivised early retirement

The appointment of an individual after an incentivised early retirement, will not take place unless as part of the contract of agreement of the incentivised early retirement as approved by the CEO.

The following conditions will apply:

• The contract will not extend beyond the year in which the individual turns 65.
• Conditions of service pertaining to the contract will be adhered to.

The employee expressly agrees to submit his/ her person and personal belongings to a search by any person designated by Nazareth House African Region whenever they deem it necessary.

No large bags only that of a small size handbag is allowed on to the property.  Larger items are to be kept at security.

Any person found in possession of any unauthorised organisation property will be formally charged in accordance with the provisions of the disciplinary code.

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Nazareth House Afrivcan Region believes that you should be afforded the opportunity to work in an environment free of sexual harassment. Sexual harassment is a form of misconduct that undermines the employment relationship. No employee, either male or female, should be subjected verbally or physically to unsolicited and unwelcomed sexual overtures or conduct.

Sexual harassment refers to behaviour that is not welcome, that is personally offensive, and that debilitates morale and, therefore, interferes with work effectiveness.

Behaviour that amounts to sexual harassment may result in disciplinary action, up to and including dismissal.

Definition:
Nazareth House has adopted, and its policy is based on, the definition of sexual harassment set forth by ruling Labour Legislation. This defines sexual harassment as unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature when:
• submission to such conduct is made either explicitly or implicitly a term or condition of your employment
• submission to or rejection of such conduct by you is used as the basis for employment decisions affecting you
• such conduct has the purpose or effect of unreasonably interfering with your work performance or creating an intimidating, hostile or offensive working environment.

Employer’s Responsibility:
Nazareth House wants you to have a work environment free of sexual harassment by management personnel, by your co-workers and by others with whom you must interact in the course of your work as a employee. Sexual harassment is specifically prohibited as unlawful and as a violation of Nazareth House’s policy. Nazareth House is responsible for preventing sexual harassment in the workplace, for taking immediate corrective action to stop sexual harassment in the workplace and for promptly investigating any allegation of work-related sexual harassment.

Complaint Procedure:
If you experience or witness sexual harassment in the workplace, report it immediately to the Fcaility Manager/Sister Superior. You may also report harassment to any other member of Nazareth Houses’ senior staff. . All allegations of sexual harassment will be quickly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, you will be informed of the outcome of that investigation.

Retaliation Prohibited:
Nazareth House African Region will permit no employment-based retaliation against anyone who brings a complaint of sexual harassment or who speaks as a witness in the investigation of a complaint of sexual harassment.

Harassment Investigation Guide
Getting the employee to describe the claim:
 Listen to the charge. Do not make comments like, “You’re overreacting.”
 Acknowledge that bringing a harassment complaint is a difficult thing to do.
 Maintain a professional attitude.
 Gather the facts; do not be judgmental.
 Ask who, what, when, where, why, and how. Find out if the employee is afraid of retaliation. How does the employee want the problem resolved?
Conducting an investigation of the claim—general rules to follow:
 Investigate immediately. Delaying or extending an investigation can make witness testimony increasingly unreliable.
 Remember that the manner in which the investigation is handled can itself furnish grounds for a hostile environment claim, so carefully document every step.
 Treat all claims seriously—even those that seem frivolous—until you have reason to do otherwise.
 Keep the investigation confidential. Emphasize to those involved that your discussions are not to be shared with unconcerned parties. Warn of possible disciplinary action, if necessary.
 Limit the number of persons who have access to the information. Communicate strictly on a “need to know” basis.
 Ask questions so that information is not unnecessarily disclosed. For example, instead of asking, “Did you see Paul touch Joan?” ask “Have you seen anyone touch Joan at work in a way that made her uncomfortable?” Remember—the purpose of the investigation is to gather facts, not disseminate allegations.
 If there is more than one allegation, treat each separately.
 To avoid defamation liability, never broadcast the facts of a given situation or the results as an example to others or as a training tool.
Interviewing the complainant (Can be done when employee first reports charge):
 Get specific details.
 Find out whether there was a pattern of previous episodes or similar behaviour toward another employee.
 Get the specific context in which the conduct occurred. Where? What time?
 Determine the effect of the conduct on the complainant. Was it economic, non-economic and/or psychological?
 Determine the time relationship between the occurrence of the conduct, its effect on the complainant, and the time when the complainant made the report.
 Prepare a detailed chronology.
 Analyze whether there might have been certain events that triggered the complaint, i.e., promotion, pay or transfer denial.
 Determine whether there were any possible motives on the part of the complainant.
 Find out what the complainant wants.
 Explain to the complainant that the charges are serious, that you will conduct a thorough investigation before reaching any conclusion, and that he or she will not be retaliated against for making the complaint.
 Do not make any statements about the accused employee’s character, job performance, or family life.
Interviewing the accused:
 Obtain a statement from the accused.
 Identify the relationship of the accused to the complainant.
 Was there any prior consensual relationship between the parties? How long have they known each other? Is there a history of group or individual socializing?
 If the individual was a supervisor, indicate the individual’s job title, obtain a copy of the individual’s job description, and determine the individual’s specific duties at the time of the alleged harassment.
 Determine whether the accused directed, or had responsibility for the work of other employees or the complainant, had authority to recommend employment decisions affecting others or was responsible for the maintenance or administration of the records of others.
 You can expect the accused to deny the charges. Observe the reaction. Note whether there is surprise, anger, or disbelief. Describe the details of the allegation and note the areas of disagreement between the testimonies of both parties. If the accused denies the allegations, probe further to determine with the accused the background, reasons, and motivation that could possibly trigger the complaint.
Interviewing witnesses:
 Obtain statements from any witnesses who support or deny any of the complainant’s allegations. Be aware that witnesses are often reluctant to come forward out of fear of reprisal.
 Assure all witnesses that their cooperation is important, that their testimony is confidential and that they will not be retaliated against for testifying.
Resolving the complaint:
 Apologize for the incident occurring, if that is appropriate.
 When attempting to remedy the conduct, avoid requiring the claimant to work less desirable hours or in a less desirable location. If you offer to transfer the complainant, try to get the complainant’s consent and make sure the transfer position is substantially similar to the complainant’s prior position. This helps ensure that the complainant is not being illegally punished for reporting discrimination or harassment.
 Consider the severity, frequency and pervasiveness of the conduct when imposing discipline on the harasser. There are several disciplinary options available, including:
— verbal and written warning
— reprimand
— suspension
— probation
— transfer
— demotion
— dismissal
 When imposing discipline on the accused, any forms of discipline short of discharge should be accompanied by a warning that similar misconduct in the future may result in immediate discharge. If no discipline is imposed, document the reasons why.
 Provide remedial counselling and training on sexual harassment, if appropriate. Also, take the opportunity to re-communicate your policy.
 Carefully and fully document the investigation, the discipline imposed, and any remedial steps taken.
 Conduct follow-up interviews with the parties to inform them of Nazareth House African Region’s actions.

Nazareth House African Region disciplinary code clearly stipulates that an employee found sleeping whilst on duty will be disciplined and in line with the code the first offence carries a sanction of a Final Written Warning whereas the second time an employee is found guilty of this offence Nazareth House can terminate their employment.

All employees are requested to adhere to this organisation rule as failure to do so will result in very serious action being taken.

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Nazareth House African Region maintains a smoke and tobacco-free office. No smoking or other use of tobacco products (including, but not limited to, pipes, cigars, snuff, or chewing tobacco) is permitted in any part of the building organisationWhen smoking outside, do not leave cigarette butts on the ground or anywhere else. Dispose of them properly in the receptacles provided for that purpose.

Failure to comply with all of the components of this policy will result in disciplinary action.

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In general, Nazareth HouseAfrican Region views Internet social networking sites such as Facebook, MySpace, Twitter, YouTube and Linked In, as well as personal web sites, podcasts, wikis and blogs (individually and collectively “social media”) positively and respects the ability of employees to use them as a medium of self-expression. However, because social media can also be abused by some individuals who enter information on it or by those who access and read it, with a result that the organisation or its employees could be viewed in a negative light or be subject to other adverse consequences, the following guidelines apply to any Nazareth House African Region employee who engages in social media:

•     Employees must be respectful in all social media communications. Employees should not use obscenities, profanity, or vulgar language, nor may they engage in threatening behaviour online or make defamatory statements.
•     Employees may not comment through social media in any manner that conveys an impression that he/she is acting as a representative or spokesperson for Nazareth House.
•     Employees must not use social media to disparage the products or services of Nazareth House.
•     Employees must not use social media to disclose any confidential or proprietary information of Nazareth House, its employees, residents, suppliers or affiliates, including but not limited to confidential personnel information or financial information of Nazareth House. 
•     Employees must not use social media to harass, threaten or intimidate other employees. Behaviours that are prohibited include, but are not limited to, comments that are derogatory as to race, sex, religion, colour, age, disability or any other protected status, or any sexually suggestive, humiliating, or demeaning comments. In addition, threats or bullying comments (such as threats to stalk, haze or physically injure another employee) are prohibited as well.
•     Employees must not use social media to discuss engaging in conduct that is prohibited by Organisation policies, including but not limited to the improper or illegal use of drugs or alcohol, or any harassing, discriminatory or retaliatory behaviour that might violate Nazareth House’s policy against harassment and discrimination.
•     Employees must not post pictures or videos of supervisors, managers or other employees, or of our residents, suppliers or affiliates, on a web site or other social media venue without first obtaining written permission from the person or entity whose picture or video is being used.
•     Employees must comply with any applicable federal or state trademark, copyright, trade secret or other intellectual property laws. The use of Nazareth House name, logo or any copyrighted material of our organisation is NOT allowed.
•     Employees must not access or use any of the social media sites during working time at Nazareth House.

Failure to adhere to this policy will carry severe disciplinary action and will not be tolerated in any way.

Should the employee terminate the employment contract without tendering the written contractual notice period, Nazareth House will deduct an amount equal to the period of notice not given from the final payment to the employee.

An employee’s notification of termination of service is subject to written notification, either way of:

• 1 week for employment of 6 months or less
• 2 weeks for employment of 6 – 12 months
• 4 weeks for employment of 12 months or longer

Except –

• where specifically agreed to the contrary or where other contractual obligations were concluded.

Should the employee terminate the employment contract without tendering the written contractual notice period, the Facility will deduct an amount equal to the period of notice not given from the final payment to the employee.

The onus of completing the attendance register rests with the employee and it will not be the responsibility of the Manager/Department heads to request the completion of such a register. Failure to complete the attendance register/use clock in machine timeously resulting in incorrect entries can be viewed as timesheet fraud and will be dealt with in accordance with Nazareth House African Region’s disciplinary code.

Failure to “sign in” and “sign out” will result in unpaid days as the payroll department will assume that the days were not worked.

Leave forms therefore also have to be completed and signed by the employee and their respective Manager. No employee will be allowed to commence with their annual leave unless their Facility Manager/Department Head has authorised their leave in writing. In the absence of leave forms the payroll department will assume that there was unauthorised absence and such days will remain unpaid.

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All employees are reminded that Nazareth Houses African Region disciplinary code clearly state that any absence from work for three (3) days or more without good reason or authorisation will be addressed in a formal disciplinary hearing in accordance with Nazareth Houses disciplinary code. The appropriate sanction for such a transgression is also dismissal.

Please ensure that any absence from work is reported prior to the commencement of your shift and authorisation is obtained from the relevant manager/supervisor for any absence.

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• Any uniforms remain the property of Nazareth House African Region, the employee will be required to hand back any uniform pieces should they leave the organisation.
• Uniforms are regarded organisations property and employees are therefore required to take proper care of such uniforms as failure to do so, outside of normal wear and tear will be regarded as abuse of organisations property.
• Employees are required to be dressed in full uniform at all times when on duty and failure to meet this requirement will be regarded as disciplinary offence.
• Where a uniform is not required or given, staff are requested to be suitably attired for work.  Outfits may not be low cut and short (above the knee) and must be respectable for the environment.  Jeans, strapless or thin strapped tops, see through garments, shorts, and hats are viewed as NOT SUITABLE.

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