IF YOU ARE:
THEN WE WANT YOU!
Extraction of clauses on 'Contracts of Employment' from
Employment Act Chap 47:01 of the Republic of Botswana.
THE LAW IS CLEAR. DO YOUR PART. THE COMPANY WILL DO ITS.
EMPLOYEE CONDITIONS OF EMPLOYMENT DEFINITION:
This is a legal document that outlines a set of acceptable behaviors individuals need to follow, towards others and the organization as a whole.
The employee member conditions of employment defines acceptable corporate behavior and social norms that individuals in an organization should adopt on a day-to-day basis. It reflects our company’s vision, core values and the overall culture of the company. It is important it is clear and comprehensive covering all the important areas for our organization including meeting international norms of acceptable corporate and social norms.
The key benefit of working conditional agreements is their enforceability. Since everyone has agreed to follow the rules, enforcing those rules becomes less awkward when infractions occur. For example, a team that has a rule that everyone should be attentive during meetings and stay off their phone.
This code of conduct is a legal agreement between the company and the employee upon you agreeing to sign up as a new recruit with us. In doing so, it now helps the organisation lay the foundation for the core company values and to maintain standards. This code of conduct is an essential part of our organization's employee handbook.
The organization does not provide advances to its employees.
Attendance is a standard measure of job performance. Punctuality and regular attendance is expected of all employees. Employees with excessive unexcused absences or repeated tardiness may be subject to a negative performance review or termination of employment.
Attendance will be discussed at performance reviews in an attempt to measure an employee’s commitment to position, and to determine if they are well suited for the position they hold.
All absences must be reported to the Human Resources Manager and the Department Manager, and recorded on the leave application system. All applications of leave are submitted four weeks before date of leave. Handover details are ironed out two weeks prior to the date. All handover is completed before the start of the leave days. When reporting an absence, please specify the nature of the absence and whether vacation days or paid time off (PTO) will be used.
While we do not provide the following currently, we would like to build an organization up with the ability and resilience to provide the following in the upcoming years:
CODE OF CONDUCT
There are four ground rules that govern our conduct while on employment with the organization:
#1 One will not question directions set by the Investor/Managing Director, behind or in front of her. You may ask questions or clarify as much as you would need to understand the directions so as to carry out the tasks effectively.
#2 One does not speak on behalf of anyone, except oneself, at all times. Only your own thoughts are expressed. If you do not have a thought, there is no need to express. Nor do you allow anyone to encourage you to speak on their behalf. Each will speak their thoughts. And you will say the same to the others. That you would not speak on their behalf. That they will speak for themselves.
#3 No taking of actions because of "I thought". All actions are clarified with supervisors & MD before actions are taken. Far too much time and resources are wasted when this code is not respected.
#4 Discussions at work will not include non-work related issues. No personal stories, etc. will be discussed.
#5 Anyone can be re-designated or take on and assume responsibilities other than the role that one was appointed for.
The member also hereby acknowledges he or she may be involved in or become aware of information that relates to the other members on a personal basis including information related to the members' pasts, future, present, customer names, marketing plans, project information and financial documents.
The member agrees to protect all of the above information and keep any information obtained confidential.
CONFLICT OF INTEREST / COMPETITIVE ENGAGEMENT POLICY
Conflicts of interest occur when an employee, contractor, or job applicant’s personal interests may not align with company needs or interests. If an employee uses their position for personal gain, engages in activities that will increase personal or competitor profits, or acts in ways that could compromise the company’s legal position, these behaviors are considered conflicts of interest.
Conflicts of interest may also occur during the hiring process. To prevent conflicts in the hiring process, employees are not allowed to recommend family members for positions within their own departments. All job applicants must apply the same way, through the applicant tracking system platform, before being interviewed.
If an employee feels that a conflict of interest is likely to occur, that employee is instructed to discuss conflicts with General Counsel. General Counsel is responsible for monitoring potential conflicts in the workplace, and working to prevent them. In the event that conflicts cannot be prevented, employees are instructed to work with General Counsel to mitigate risks and exposure to the greatest extent possible.
In general, personal and financial interests should be kept entirely separate from activities that may oppose the company’s interests. Violation of the conflict of interest policy may result in suspension or termination.
The office is a professional setting and professional business attire is required. The company expects that both men and women adhere to a professional dress code. On a normal day, employees are expected to wear pant or skirt suits. All employees are expected to demonstrate good judgment when selecting work attire. Clothing should not reveal much skin, cleavage, or other body parts. or outlines
Jeans, flip-flops, sandals, or uncollared shirts are prohibited. On casual dress days, it is acceptable to wear khakis with collared shirts or slacks and skirts with uncollared blouses. Under no circumstances is clothing with writing permitted. Brand logos on clothing are allowed, permitting that they are not offensive.
We keep go-getters. The employee or the company would not know for sure you will become a go-getter. That is for you to prove to us you are, with results. To aid in this process, we do not hesitate to adopt the following practices when hiring:
INTERNET AND SOCIAL MEDIA
Social media, which may include apps like Snapchat or Instagram, or other Internet networking applications like Facebook, will not be used during work hours except as it relates to the work of the organization. Employees who spend inappropriate amounts of time on personal social media accounts during work hours will be subject to poor performance reviews.
Employees are also expected to handle their personal social media accounts appropriately outside of the office. Employees should always work to ensure that their personal accounts clearly state that their views do not represent our organization. Employees should never share any intellectual property, or the status of any of their assignments on social media.
When representing the company, employees should always be respectful and avoid speaking in specifics about their work. Employees should never post discriminatory, offensive, or other illegal language on social media. Employees must always correct or remove statements posted to their social media that are made on behalf of the company.
We do not want to employ people and pay them a salary during the probation period and then discover they are not a fit for the organization and they have displaced other personnel who could have been a better fit for the position and therefore cost the company.
As such, employment of personnel in Pinnacle Foods is predominantly from persons who have interned with the organization for a minimum period of 12 months and have shown a good fit.
A common reason for using internship periods is that the standard recruitment process, which usually ends with a job interview or practical assessment, isn’t perfect. However thorough your process might be, you can still end up someone who underperforms or doesn’t fit your organization.
During this time, you are not entitled to leave days and severance benefits should you decide to leave during your internship. Should you decide to take days off from work that you will make up for that time.
Job rotation is a well-planned practice to reduce the boredom of doing same type of job everyday and explore the hidden potential of an employee. The process serves the purpose of both the management and the employees. It helps management discover the talent of employees and in determining what he or she is best at. Together, these activities are useful in orienting new employees, training employees, enhancing career and leadership development.
At PFS, where possible (given the demands on our time is high), each department member will be assigned either on short (for a few hours) or long-term (up to several weeks) basis or new tasks added on that involve another section or division or to an entirely new department for the reasons cited above. To anticipate such activities at short-notice.
LEADERSHIP SKILLS WE VALUE AT PFS (regardless of job position):
GOAL AND ACTION MANAGEMENT ABILITIES:
LEAVE APPLICATION PERIOD
Members are entitled to leave as per the list appended below. All applications for leave that exceed one (1) day except pre-approved breaks (e.g. end-of-year breaks), are required to be submitted no later than four-weeks prior to the start of leave dates. All decisions on hand-over functions are finalized two weeks prior to departure and preparations are made for the handover in the two-weeks leading to the leave period. Handovers are conducted to ensure no lapses occur during absences.
If you are unable to work for medical reasons, you must notify the organization and your immediate supervisor immediately and on conclusion of the visit to the medical facility, submit unfit for duty medical certificate or slip certificate showing being at the medical facility during the duration of the leave. In which case, the applicant will become entitled to medical leave. Unsubstantiated leave applications are not accepted and treated as absence without leave (AWOL) and hours used needs are to be replaced.
Leave entitlements will be as follows:
SPECIAL LEAVE - COMPASSIONATE LEAVE (NEW):
All employees (including casual employees) are entitled to compassionate leave (also known as bereavement leave). Compassionate leave can be taken when a member of an employee's immediate family or household:
Immediate family is an employee's:
This definition includes step-relations (for example, step-parents and step-children) as well as adoptive relations.
Employees will be able to take compassionate leave for other relatives (for example, cousins, aunts and uncles) if they are a member of the employee's household, or if the employer agrees to this.
AMOUNT OF COMPASSIONATE LEAVE
All employees are entitled to 2 days compassionate leave each time an immediate family or household member dies or suffers a life threatening illness or injury.
The compassionate leave can be taken as:
An employee does not accumulate compassionate leave and it doesn't come out of their sick and carer's leave (or annual leave) balance. It can be taken any time an employee needs it.
If an employee is already on another type of leave (for example, annual leave) and needs to take compassionate leave, the employee can use compassionate leave instead of the other leave.
LEAVE PAYMENT FOR COMPASSIONATE LEAVE
Full-time and part-time employees receive paid compassionate leave and casual employees receive unpaid compassionate leave.
Full-time and part-time employees are paid at their base pay rate for the ordinary hours they would have worked during the leave.
This doesn't include separate entitlements such as incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates.
Compassionate leave can't be cashed out.
NOTICE AND EVIDENCE
An employee taking compassionate leave must give their employer notice as soon as they can (this may be after the leave has started). The employee must tell the employer of the period, or expected period, of the leave.
An employer can request evidence about the reason for compassionate leave (for example, a death or funeral notice or statutory declaration). This request for evidence has to be reasonable. If the employee doesn't provide the requested notice or evidence they may not get compassionate leave.
SPECIAL LEAVE - MATERNITY LEAVE:
As per the employment contract.
SPECIAL LEAVE - PATERNITY LEAVE:
As per the employment contract. As per the employment contract. These are special leave. Eligible working fathers are entitled to 1 week (5 days) of paid paternity leave for all births if you meet the following requirements:
SPECIAL COVID-RELATED SELF-ISOLATION LEAVE (NEW):
Personnel travelling outside of the Greater Gaborone area will be subject to self-isolation on their return. All personnel will be entitled to one special leave of five days per annum that is allocated by the organization in view of one's need to attend funerals / hospitalization of an intimate member of their family. Any further isolations in the year will be subject to deductions from leave entitlements or unpaid leave. In the event the isolation is as a result the personnel is himself or herself directly infected, the personnel's isolation will be treated as medical leave.
Except in the instance of the medical leave, all other instances of leave related to this matter is not leave from work. It is a period of isolation from others to protect the interests of the organisation. It is essentially a personal lockdown. As it is with lockdowns globally, work continues to happen from your place of isolation and task targets continue to apply. That is now your responsibility. Works will be assigned to you during the isolation periods and submitted as counts towards meeting task targets.
NON-DISCLOSURE AGREEMENT (NDA)
The member agrees to receive and maintain confidential information in strictest confidence for the sole and exclusive benefit of the organization. The member agrees to not, directly or indirectly, make known, divulge, publish or communicate confidential information to any person, firm or corporation without the express written consent of the organization. Further, the member agrees not to use the information including recipes or any part of as a basis for the design, creation of any method, system, apparatus or device similar to any method, system, apparatus or device embodied in the information unless expressly authorized in writing by the organization.
Refer to section on payment below.
PAYMENT: PERFORMANCE-BASED REMUNERATION
(as distinct to sharing company reserves or how much one's personal needs are)
ALL CONTRACTS OF EMPLOYMENT, IN THE FIRST FIVE YEARS OF EMPLOYMENT IS ONE YEAR RENEWABLE. THEREAFTER, IT WILL BE TWO-YEARLY BASIS. CONDITIONS OF RENEWAL DEPEND ON MEETING CONDITIONS OF EMPLOYMENT.
THE BOTTOM-LINE: THERE ARE NO FIXED SALARIES. FURTHER, THEY ARE “Paid in arrears”. This means that payment is for work provided after the work has been rendered.
THE TAKE-HOME SALARY IS COMPUTED ON YOU PRESENTING & MEETING THE FOLLOWING CONDITIONS:
IF YOU BELIEVE IN YOUR ABILITIES AND HAVE THE CONFIDENCE WITHIN YOU TO LEARN, THEN YOU HAVE NO REASON TO DOUBT THAT YOU CANNOT MEET THE CRITERIA WE HAVE SET HERE. WHEN YOU LEARN TO MEET THESE CRITERIA, RATHER THAN RESIST THEM, YOU STAND TO GAIN FROM A STRONG CAREER WITH US.
At Pinnacle Foods we are a company on a growth curve. As such, the corporation is in transition and therefore investment-hungry. Given this, our remuneration policy is deliberately designed to ensure long-term sustainability of all sides of the organization but more importantly a way for go-getters to reach out to us and grow with us.
As a go-getter, each employee (including all on probation) will otherwise, enjoy the following structure to their payment:
There is never a dull moment in thinking up ideas and carrying out plans at My Farmhouse Kitchens.
Here's the short of it. When we make money, we take home more. When we make losses, we also take home the losses. We are not on charity, neither rely on government services for our revenue. And we are in transition. As such, there is no fixed salary nor overtime charges in Pinnacle Foods.
All remuneration fees and wage expenses incurred as an organization are capped at 10% of sales income of the organization. When the organisation does not earn profits, the wages paid out in the month is regarded as an advance. It is NOT salary. In which case, in the event the individual chooses to resign from the organisation, when it has not earned profits, the amount is returnable.
NB: It certainly won't look much when the numbers are small, but as you gain experience the pay begins to look much better. You will be paid according to how well you perform.
Have your own start-up amount to sustain you (including covering your own meals at work) till you are able to learn to perform to the capacity that allows My Farmhouse Kitchens to grow you and earn amounts commensurate with the remuneration that you want to enjoy. If you do not have the requisite startup needed to tide you, do not consider applying with us. The way forward is to work hard to draw in the sale to the organization and you earn more. No questions asked.
EMPLOYMENT CONFIRMATION CRITERIA
FOR THOSE WHO SIGN UP AS INTERNS:
DURATION OF TASK COMPLETION (NEW):
PHONE CALL USAGE
One cannot use the company phones for personal calls and that is intended to protect the profits of the organization when it comes to be shared by all. That time that detracts you from work we have seen is detrimental to your performance and therefore that of the organisation. When you do not allow yourself to be distracted, we have seen your performance improve.
And so when you take time off corporate hours to receive calls and read non work-related messages on your personal phones, these two actions do the same thing to our bottom-line.
Understand that persons whom we see are using personal phones will outrightly not enjoy anything more than 50% of the profits due to them. This is to protect others who do not allow such calls to detract from their performance.
Personnel Office will take note of instances that happen and bring to your attention that we are noticing it is so. And so, you are forewarned of the impact profit-sharing will have on you. Your actions sow your own outcome.
For personnel joining us with ten or more experience working in corporations, you will serve the first twelve (12) months of employment on probation. This does not apply to personnel with less than ten years working experience. During this time your performance will be monitored, assessed and evaluated for suitability to this role and your continued employment.
There is substantial evidence to suggest that probationary periods increase the probability that new employees will succeed in their new roles. The purpose of a probationary period is to allow a specific time period for the employee and employer to assess the suitability of the role after having first-hand experience.
On the one hand, it gives the employer opportunity to assess objectively whether the new employee is suitable for the job taking into account their capability, skills, performance, attendance and general conduct. On the other hand, it gives the new employee the opportunity to see whether they like their new job and surroundings.
The probationary period for skilled personnel will be twelve (12) months and three months for non-skilled personnel. The probationary period may be extended, though this would be mentioned in the contract of employment.
At the start of the probationary period, the manager will discuss the following with the new employee:-
The manager will structure the process so both parties are clear about expectations. The probationary period should commence with the manager reinforcing the core values of the organization with the new employee.
To be accorded the status of a confirmed personnel of PFS, you will command 10 times your salary for more than 3 months in a consistent manner. Failing which the confirmation status will not conferred and all investments in the personnel will be terminated.
The company does not prohibit personal relationships between personnel. However, the company prohibits intimate relationships that involve employees who are married or in long-term relationship with their partners. This act tantamounts to termination of employment. In doing so, the spouses of the employees involved will be part of the final arbitration leading to the dismissal of the personnel involved. Employees are expected to maintain professionalism in the workplace regardless of the status of their relationship.
During work hours, employees are expected to behave in a way that does not distract colleagues from their duties, take away from work hours, or create a hostile work environment. Employees that exhibit inappropriate behavior in the workplace may be subject to disciplinary action.
RIGHT TO CHANGE POLICIES
The organization reserves the right to change the policy at any time, with or without notice (subject to applicable law), that such policy (or employee handbook) is not a contract of any kind, and that it does not affect the at-will status (if applicable) of the employment relationship.
As it applies by the laws of the land in which the organization is registered with.
Either party may terminate this agreement at any time for any reason they deem necessary with a 30-day written notice subject to the following handover time periods:
While working hours are between 8 am and 6 pm, personnel are to complete the expected mandays needed to complete their tasks according to their salary payments. The employee completes 198 hours per month to be entitled to the full agreed pay. Times taken for tea-break (no more than 15 minutes) and lunch breaks (no more than 45 minutes) combined makes up one hour in total per day. Contract renewal depends on member's performance in terms of task completion, revenue generation and working hours.
Workplace safety is very important to us. As employees receive visitors on the premises, our company wants to ensure that visitors are not a threat to the workplace, do not distract from workplace focus, and are not exposed to danger. All visitors are required to register their entrance at the reception desk.
Employees who receive personal visitors must greet their visitors and stay with personal visitors throughout their visits. Personal visitors are allowed in the lobby or in restroom areas without an escort. Inappropriate behavior by personal visitors, including engaging in offensive speech, causing disruption in the workplace, or stealing company property, will not be tolerated. Personal visitors that behave inappropriately may be asked to leave the premises.
Occasionally, clients, contractors, or service vendors may need access to the office. The receptionist / administration office is responsible for receiving clients, contractors, or service vendors and ensuring that they are safely escorted to the proper place. The receptionist is also responsible for handling all of the deliveries that are brought to the office, and ensuring that they are properly stored and given to the correct person.
Visitors that enter the property in order to solicit sales or gather donations are only allowed as personal visitors. For example, children of employees that would like to collect donations or make sales may be permitted in the workplace. Permission for solicitation must be granted by the Operations Manager.
By joining our ranks and accepting monthly payouts from PFS, the parties agree that they have read, understood and will comply with the terms listed in this agreement.
Jan 9, 2021