2.6 Temporary / Casual Labour / Locums

2.6 TEMPORARY / CASUAL LABOUR / LOCUMS

2.6a Policy Statement

1. Objectives

1.1 To lay down the guidelines according to which Locums, temporary and casual labour will be employed within the Company.

1.2 To ensure that al statutory and legal obligations are satisfied when employing temporary labour.

2. Policy

2.1 In order to ensure that the stipulations and requirements of the recruitment policy are satisfied all request for the recruitment of casual, temporary labour and locums will be channelled through three Human Resources Function.

2.2 The recruitment of locums, casual and temporary labour should occur within the constraints of the budget framework.

2.3 Employment of persons to temporarily fulfill a certain function or project, will be paid the minimum wage of R1800.00. Temps will be paid per month.

Employment of persons to casual labour to fulfill a certain function will be paid to the minimum of R11.53 per hour. Casual labour will be paid per hour on a weekly basis.

Employment of persons to Locums to fulfill the pharmacist duties will be paid R45.00 per hour. Locums will be paid per hour on a weekly basis.

of 8 Ref : 08/09/97 2.3.1 Earnings will be subjected to tax as per the Income Tax Act.

2.3.2 Employment of temporary staff members will only be considered and require the approval of Function Head, where:

a) a vacancy exists and the position is budgeted for. b) the temporary employee replaces an existing employee for a special period and fulfills the exact same function. c) the temporary employee is employed to carry out a certain project, that is a specified and structured task with a measurable end result that must be presented to the satisfaction of management at the end of the employment period.

2.4 Retrenched Employees

2.4.1 Retrenched employees should as a rule be considered for temporary employment within the Company as the need arises.

2.4.2 If retrenched employees satisfy the skills, experience and knowledge criteria associated with the temporary position, they should re receive preference in being considered for the temporary position. It is however stressed, that the final appointment remains the prerogative of the line management.

2.4.3 In order to obtain current data on retrenched employees, line management is requested to inform the employees of an up coming temporary position in advance. Details of the ex-employee will the be forwarded to the Human Resources Function for inclusion on the short list for the position.

2.4.4 Under no circumstances will an appointment be delayed due to insufficient, incomplete or late information being received in respect of the retrenched employee. Retrenched employees will only be considered if Human Resources Function and line management are in possession of all relevant data.

of 8 Ref : 08/09/97 2.5.1 In the case of temporary employment the period of which he/she will be employed for, will under no circumstances exceed a period of three months. In any year the temporary employee will not work for more than 6 months for the Company.

2.5.2 In the case of casual labour the employee/casual will under no circumstances work for more than 3 days per week.

2.5.3 In the case of a Locum the same applies as in 5.2.

of 8 Ref : 08/09/97 2.6.b PROCEDURE

NO. ACTIVITY FLOWCHART RESPONSIBLE OFFICIAL

1. The need for a temporary/casual labour arrangement becomes Input apparent.

2. A ‘Request for Temporary Labour’ form or ‘Request for Line Management Casual Labour’ form is Store Document obtained from the Human Resources function and completed.

3. The form is approved/not Division/Function/ approved. If not approved the Unit Head Terminate Decision process is terminated.

4. The Human Resources Function’s assistance may be Recruitment & enlisted to search for the Process Training Manager required person.

5. Candidates are taken through the selection process. Process 6. The choice is made as to the Line Management most suitable candidate and an offer of temporary employment is made to either Decision him/her or his/her agency.

7. The candidate accepts/rejects the offer of employment. If Appointee rejected the process is re- Decision activated again.

of 8 Ref : 08/09/97 2.6.b PROCEDURE continued

NO. ACTIVITY FLOWCHART RESPONSIBLE OFFICIAL

8. If the temporary period of employment for an individual is Recruitment & no longer than 3 months or as Document Training Manager stipulated by his contract ...... Human Resources 9. All casuals, locums and Function (Admin) temporary staff will be included Process in the formal pay roll system.

10. The appointee commences work. Output

of 8 Ref : 08/09/97 2.6.c GENERAL INFORMATION

1. Casual and Locum Vs Temporary

Upon the recruitment of transitory labour for a brief period of time a clear understanding needs to be prevalent on the differences and implications between the appointment of casual and Locum Labour. The following table clearly distinguishes between the two types of non-permanent labour forms:

of 8 Ref : 08/09/97 CRITERIA CASUAL / LOCUMS TEMPS

1. Qualification Criteria Employment for no longer Employment for longer than than 3 days per week three days per week.

2. Employment Basis Ad-hoc and diverse Specific and defined

3. Working Hours As per BCEA As per appointment contract

4. Remuneration Daily / Weekly Weekly / Monthly

5. Overtime, Public Holidays Yes, as per BCEA Yes, as per BCEA

6. Statutory deductions Tax / UIF / WCA Tax, UIF, WCA

7. Conditions of service None Leave, sick leave

8. Notice Period 24 Hours As per BCEA

9. Employment Documentation None Temporary contract

10. Exclusions All conditions of service and Pension, medical aid, death fringe benefits and disability cover and all other remaining conditions of service and fringe benefits

Note: BCEA = Basic Condition of Employment Act

of 8 Ref : 08/09/97 2.6.d DOCUMENTATION

The following example(s) of documentation are applicable to this subject and a copy thereof is given.

2.6.d (i) Request of Casual, Temporary Labour 2.6.d (ii) Application form for Casual Labour.

Please note that the temp and locum will complete the normal application for employment, example:

2.6.d (iii) Contract for Temporary Employment

of 8 Ref : 08/09/97