IT Support Technician Sandton, Johannesburg, South Africa 23 April 2024 R 9 000.00 per month 23 April 2024 Contract Position 3 months 1 Position Required Intermediate Available Immediately IT Support Technician Cape Town, South Africa 23 April 2024 R 9 000.00 per month 23 April 2024 Contract Position 6 months 1 Position Required Intermediate/Junior Available Immediately Apply Apply Apply Sign up and we will communicate with you as soon as we have positions available Hanani Project Management Solutions (Pty) Ltd Privacy Policy Terms Of Use Policy POPIA Copyright © All Rights Reserved - 2007-2024

Sexual Harassment Policy Or sexual harassment policy includes: ​ A clear definition of what constitutes sexual harassment, including examples of unacceptable behaviours and actions Procedures for reporting sexual harassment, detailing how victims or witnesses can come forward and the steps the company will take upon receiving a complaint Measures to support victims of harassment, including options for mental health services, counselling, and ensuring their job and benefits remain unaffected Sexual harassment policy Policy brief & purpose Our sexual harassment policy aims to protect men and women in our company from unwanted sexual advances and give them guidelines to report incidents. We will also explain how we handle claims, punish sexual harassment and help victims recover. We won’t tolerate sexual harassment in our workplace in any shape or form. Our culture is based on mutual respect and collaboration. Sexual harassment is a serious violation of those principles. Scope This policy applies to every person in our company and based at any of our clients, regardless of gender, sexual orientation, level, function, seniority, status or other protected characteristics. We are all obliged to comply with this policy. Also, we won’t tolerate sexual harassment from inside or outside of the company. Employees, investors, contractors, clients, customers and everyone interacting with our company are covered by this present policy. For further details about how we deal with harassment from the outside of our company, please refer to our third party harassment policy . Policy elements What is sexual harassment? Sexual harassment has many forms of variable seriousness. A person sexually harasses someone when they: Insinuate, propose or demand sexual favours of any kind. Invade another person’s personal space (e.g. inappropriate touching.) Stalk, intimidate, coerce or threaten another person to get them to engage in sexual acts. Send or display sexually explicit objects or messages. Comment on someone’s looks, dress, sexuality or gender in a derogatory or objectifying manner or a manner that makes them uncomfortable. Make obscene comments, jokes or gestures that humiliate or offend someone. Pursue or flirt with another person persistently without the other person’s willing participation. Also, flirting with someone at an inappropriate time (e.g. in a team meeting) is considered sexual harassment, even when these advances would have been welcome in a different setting. This is because such actions can harm a person’s professional reputation and expose them to further harassment. The most extreme form of sexual harassment is sexual assault. This is a serious crime and our company will support employees who want to press charges against offenders. Our company’s rules on sexual harassment No one has the right to sexually harass any of our staff. Any person in our company who is found guilty of serious harassment will be terminated, no matter what position they are in. Also, if representatives of our clients or vendors sexually harass our employees, we will demand that the company they work for takes disciplinary action and/or refuse to work with this person in the future. Sexual harassment is never too minor to be dealt with. Any kind of harassment can wear down employees and create a hostile workplace. We will address every claim and punish offenders appropriately. Sexual harassment is about how we make others feel. Many do not consider behaviours like flirting or sexual comments to be sexual harassment, thinking they are too innocent to be labelled that way. But, if something you do makes your colleagues uncomfortable, or makes them feel unsafe, you must stop. We assume every sexual harassment claim is legitimate unless proven otherwise. We listen to victims of sexual harassment and always conduct our investigations properly. Occasional false reports do not undermine this principle. We will not allow further victimisation of harassed staff. We will fully support staff who were sexually harassed and will not take any adverse action against their perpetrators. For example, we will not move them to positions with worse pay or benefits or allow others to retaliate against them. Those who support or overlook sexual harassment are as much at fault as offenders. Managers and Hanani Recruitment Team are especially obliged to prevent sexual harassment and act when they have suspicions or receive such reports. Letting this behaviour go on or encouraging it will bring about disciplinary action. Anyone who witnesses an incident of sexual harassment or has other kinds of proof should report to Hanani Recruitment Team with the details. How to report sexual harassment If you are being sexually harassed (or suspect another person is being harassed), please report it to [your manager, Hanani Recruitment Team.] In serious cases like sexual assault, please call the police and inform Hanani Recruitment Team that you plan to press charges. We acknowledge it’s often hard to come forward about these issues, but we need your help to build a fair and safe workplace for you and your colleagues. If you want to report sexual harassment within our company, there are two options: Ask for an urgent meeting with your [manager or Hanani Recruitment Team or your supervisor.] Once in the meeting, explain the situation in as much detail as possible. If you have any hard evidence (e.g. emails, text messages etc), forward it or bring it with you to the meeting. Send your complaint via email. If you address it to your supervisor, please copy (cc) Hanani Recruitment Team to the email and attach any evidence or information that can be used in the investigation. Hanani Recruitment Team and your supervisor will discuss the issue and contact you as soon as possible. If you report an assault to the police, our company will provide any possible support you require until the matter is resolved. In any case, we will ensure you are not victimised and that you have access to relevant evidence admissible in court, like security video footage or emails (without revealing confidential information about other employees.) Inadvertent harassment Sometimes, people who harass others do not realise that their behaviour is inappropriate. We understand this is possible, but that doesn’t make the perpetrator any less responsible for their actions. If you suspect that someone doesn’t realise their behaviour is sexual harassment under the definition of this policy, let them know and ask them to stop. Do so preferably via email so you can have a record of it. Please do not use this approach when: Your manager, an upper manager, investor or customer is the perpetrator. Sexual harassment goes beyond the boundaries of off-hand comments, flirting or jokes. In the above cases, report to Hanani Recruitment Team as soon as possible. Disciplinary action and repeat offenders Staff found guilty of sexual assault will be terminated after confirmation of their conduct on the first complaint and investigation. Staff members found guilty of sexual harassment (but not assault) the first time may: Be reprimanded and fined. Get a “below expectations” performance review. See expected promotions and/or salary increases frozen for [a year.] We may also transfer harassers or take other appropriate action to protect their victims. We will terminate repeat offenders after the second claim against them if our investigation concludes they are indeed guilty. We apply these disciplinary actions uniformly. Employees of any sexual orientation or other protected characteristics will be penalised the same way for the same offenses. HR responsibilities First and foremost, Hanani Recruitment Team and managers should try to prevent sexual harassment by building a culture of respect and trust. But, when sexual harassment occurs and an employee makes a complaint, both Hanani Recruitment Team and managers must act immediately. Managers should talk to Hanani Recruitment Team and explain our company’s procedures to their team member who made the complaint. When Hanani Recruitment Team receives a complaint that staff harasses another employee, they will: Ask for as much detail and information as possible from the person(s) making the complaint. Keep copies of the report with dates, times and details of incidents and any possible evidence in a confidential file (separate from the personnel file.) Hanani Recruitment Team should update this file with all future actions and conversations regarding this complaint. Launch an investigation. If the matter is complex, the Hanani Recruitment Team person can defer to a more senior manager. Check if there have been similar reports on the same person. If there are, Hanani Recruitment Team should contact the perpetrator’s manager to let them know that their team member may get fired when the investigation is over. Inform the harassed employees of our company’s procedures and their options to take legal action if appropriate. Take into account the wishes of the harassed employee. Some might want the matter to be resolved informally and discreetly, while others might expect more radical actions (e.g. transferring the perpetrator.) Hanani Recruitment Team should consider the circumstances and decide on appropriate action. Contact the harasser and set up a meeting to explain the complaint and explicitly ask for this behaviour to stop, or, Arrange for mediation sessions with the two employees (harasser and perpetrator) to resolve the issue, if the harassed employee agrees or, Launch a disciplinary process depending on the severity of the harassment. In cases of sexual assault or coercing someone to sexual favours under threats, we will terminate the harasser immediately. We will terminate staff found guilty in a court of law of sexually assaulting another employee, even if Hanani Recruitment Team has not conducted its own investigation. Hanani Recruitment Team or managers must not, under any circumstances, blame the victim, conceal a report or discourage employees from reporting sexual harassment. If Hanani Recruitment Team or a manager behaves that way, please send an email to their own manager or a senior Hanani Recruitment Team leader explaining the situation. We welcome any feedback or complaints about our procedures and how our employees handled each case. Helping harassment victims Apart from investigating claims and punishing perpetrators, we want to support the victims of sexual harassment. If you experience trauma, stress or other symptoms because of harassment, consider: [Taking a few days of sick leave to restore your mental health.] [Asking your insurance provider whether they cover mental health services.] [Talking to our Hanani Recruitment Team to evaluate options.] [Request to speak to a designated counselor.] Your job and benefits will not be jeopardised or altered if you choose any of those options or other means to recovery. Speak up, we listen Sexual harassment can exhaust those who endure it. Speaking up about this issue is often tough for fear of not being heard, upsetting managers and challenging corporate culture. Please don’t let these fears deter you. Our company will do everything possible to stop sexual harassment and any other kind of harassment from happening, while supporting harassed staff. We need to know what’s going on so we can act on it. And by raising your voice on this issue, you help our company create a conducive workplace where everyone is able to thrive. Home Policies Privacy Policy Terms and Conditions POPIA Working from Home Policy Remote Work Policy Cellphone Policy Search Results Code of Conduct Policy Confidentiality Policy Constructive Dismissal Policy Cyber Security Policy Data Protection Policy Disciplinary Policy Dress Code Policy Email Policy Harassment Policy Health and Safety Policy Internet Policy Resignation Policy Sexual Harassment Policy Sick Leave Policy Smoking Policy Social Media Policy Temporary Lay-off Policy Job Board

Absenteeism Policy This Staff Attendance Policy template can help you manage absenteeism and gives you an insight on how to set up or improve your company attendance policy for staff. May also be referred to as an Attendance Management Policy, Absenteeism Policy, Tardiness Policy. This Staff Attendance policy should include: Definitions of absenteeism, tardiness, and presenteeism. Procedures for reporting unforeseen absences and the consequences of unreported absences. Guidelines for managers to monitor attendance and address issues. Staff Attendance Policy Policy brief & purpose Our staff attendance policy outlines our expectations about our staff’s coming to work. Being punctual when coming to work helps maintain efficiency in our workplace. Scope This company attendance policy applies to all non-exempt staff regardless of position or type of employment. Policy elements Most staff members need to collaborate with their colleagues to do their job. To make this collaboration easier, we expect you to be punctual and follow the schedule you and your manager have agreed on. If you are absent or late on occasion, you should have a good reason. Being consistently tardy or absent can cause problems to your colleagues who may have to shoulder your work. This behaviour may bring about a “bad attendance” record and you may need to go through progressive discipline . What is absenteeism and tardiness? Absenteeism refers to frequent absence from a staff member’s work responsibilities. This includes not coming to work frequently or taking excessive sick leave without being able to submit doctor’s notes. ​ Presenteeism refers to being present at work beyond your schedule even when we don’t require overtime. This can cause you to overwork and have an impact on your productivity and job satisfaction. We want to ensure that you keep your schedule both when coming to work and leaving. Tardiness refers to coming in late, taking longer breaks than you’re entitled to and constantly leaving earlier from work without reason. We probably won’t mind if you’re a bit late one morning or leave a little earlier on a Friday. But, we want to make sure you generally follow your schedule and you don’t cause disruption in our workplace. You are responsible for monitoring your working hours through our [timekeeping system/ software.] Please be diligent in recording your hours, so you can receive your due payment. Unforeseen absences If you can’t come in to work one day, notify your manager as soon as possible. If your manager is in a different time zone, contact Hanani Recruitment Team instead. Afterwards, you should draw from your remaining PTO or sick leave to cover this absence. Please record this in our Payroll software as quickly as possible. Unexcused or unreported absence for more than three days will be considered work abandonment. If you need to leave work early one day, inform your manager. We will understand if you have good reasons for being absent, even if you don’t report it. Those reasons usually involve serious accidents and family or acute medical emergencies. We may ask you to bring us doctor’s notes or other verification. In these cases, we will record your absence as “excused.” The following list, although not exhaustive, includes reasons that we don’t consider excused absence: Waking up late. Stopping on the way to work for personal reasons. Traffic or public transportation delays excluding situations that result in closing of roads. Bad weather, excluding extreme weather conditions like blizzards, hurricanes and floods. Holidays that haven’t been approved. Good attendance Staff who have less than [three incidents] of absenteeism or tardiness in a year will receive an additional paid day off for next year. You have a good attendance record when you: Report consistently to work. Come to work at the scheduled shift start time. Leave work at the scheduled shift end time (except when paid overtime is required.) Remaining at work during working hours (excluding breaks.) Take breaks that don’t exceed an expected length. Notify your manager when you need to be absent or late. Be absent or late with good reasons only. Manager’s responsibility If you manage employees you are responsible to monitor their attendance. If you notice that a team member is consistently late or absent, arrange a private meeting to discuss. Ask your team member whether they experience issues with their schedule or whether they need help balancing their personal lives with work. Flexible hours , work from home or time management training options may provide a solution. If you perceive a possible mental health issue that results in absenteeism or tardiness, ask your team member to contact our [mental health professional] and discuss what you can do to help them. If you suspect that your team member abuses their sick leave or is wilfully tardy, you should inform HR and start a progressive discipline process. Disciplinary action If your manager suspects you abuse your sick leave, you may need to submit doctor’s notes to avoid our progressive discipline process. If you’re being tardy unintentionally, corrective counselling will be our first attempt at a solution. We may take disciplinary action that goes up to and including termination if: Corrective counselling doesn’t work. We find that you are wilfully tardy. Your tardiness or absenteeism impacts your work. Unexcused and unreported absences don’t count as hours worked, so we won’t compensate them. ​ ​ ​ ​ Home Policies Privacy Policy Terms and Conditions POPIA Working from Home Policy Remote Work Policy Cellphone Policy Search Results Code of Conduct Policy Confidentiality Policy Constructive Dismissal Policy Cyber Security Policy Data Protection Policy Disciplinary Policy Dress Code Policy Email Policy Harassment Policy Health and Safety Policy Internet Policy Resignation Policy Sexual Harassment Policy Sick Leave Policy Smoking Policy Social Media Policy Temporary Lay-off Policy Job Board

Smoking Policy This smoking policy includes: Protection measures: Ensuring non-smokers are protected from second-hand smoke and maintaining a clean workplace image. Specific areas: Designating where smoking is allowed and prohibited, including indoor restrictions. Company’s responsibilities: Placing signs, communicating the policy, and offering smoking cessation programs. Smoke free workplace policy Policy brief & purpose Our staff smoking policy outlines our rules regarding smoking in the workplace. This policy aims to protect non-smokers without unreasonably depriving smokers from their right to smoke. What is covered under the Staff Smoking Policy? Our staff who smoke need to follow this policy so they will: Protect non-smokers from second-hand smoking Avoid setting off alarms and smoke detectors Preserve an image of a clean workplace Avoid fires from discarded cigarettes We’ll follow any legal guidelines regarding indoor smoking. Scope This policy applies to all staff of our company as well as to visitors, contractors and temporary staff. Policy elements Our policy refers to all tobacco products. As a general rule, smoking isn’t allowed indoors. This rules refers to: Working areas Hallways Staircases Restrooms Warehouses Company vehicles Kitchen and Cafeterias We may establish designated areas that are properly ventilated and secluded. Smoking is prohibited indoors at any time, not just during working hours. If a staff member stays late at work, they’re still obliged to follow this policy. Areas where smoking is permitted We permit smoking during normal breaks at: Designated smoking areas Balconies and open-air verandas Any outer premises including gardens, yards and sidewalks outside of our buildings We also advise our staff to: Extinguish their cigarettes and discard them only in appropriate containers Avoid smoking when they have scheduled meetings with clients or vendors Avoid smoking near flammable objects and areas Our company’s actions We will: Place signs at all areas where smoking isn’t allowed Communicate this policy through emails Offer smoking cessation seminars as part of our staff wellness program Any staff who has a complaint regarding this policy can contact our Hanani Recruitment Team. Disciplinary Consequences We expect staff to respect this policy and their colleagues. We’ll take disciplinary action towards staff who disregard this policy: Staff who violate this policy frequently or cause severe problems (e.g. fires) may face consequences up to and including termination. Staff who violate this policy infrequently or don’t cause major issues will face reprimands or detraction of benefits. Managers and our Hanani Recruitment Team are responsible for taking appropriate action after they investigate any incidents thoroughly. ​ ​ ​ Home Policies Privacy Policy Terms and Conditions POPIA Working from Home Policy Remote Work Policy Cellphone Policy Search Results Code of Conduct Policy Confidentiality Policy Constructive Dismissal Policy Cyber Security Policy Data Protection Policy Disciplinary Policy Dress Code Policy Email Policy Harassment Policy Health and Safety Policy Internet Policy Resignation Policy Sexual Harassment Policy Sick Leave Policy Smoking Policy Social Media Policy Temporary Lay-off Policy Job Board

Constructive Dismissal Policy Home Policies Privacy Policy Terms and Conditions POPIA Working from Home Policy Remote Work Policy Cellphone Policy Search Results Code of Conduct Policy Confidentiality Policy Constructive Dismissal Policy Cyber Security Policy Data Protection Policy Disciplinary Policy Dress Code Policy Email Policy Harassment Policy Health and Safety Policy Internet Policy Resignation Policy Sexual Harassment Policy Sick Leave Policy Smoking Policy Social Media Policy Temporary Lay-off Policy Job Board What is a constructive dismissal policy? ​ Constructive dismissal, also known as constructive discharge or constructive termination, occurs when a staff member resigns from their job due to a significant and negative change in their working conditions. ​ A constructive dismissal policy should include: The definition of constructive dismissal. The responsibilities of the Hanani and staff to prevent such situations. The process for staff to report issues that could lead to constructive dismissal. The steps Hanani will take to investigate and address such reports. The potential consequences for individuals or actions that lead to constructive dismissal. Policy brief & purpose Constructive dismissal policy provides a framework for understanding and addressing situations where a staff resigns due to a significant change in their work environment or employment terms. This policy provides practical advice to avoid issues that might arise from situations that could lead to constructive dismissal. Scope This policy applies to all staff members. Policy elements Understanding constructive dismissal Constructive dismissal occurs when an staff resigns because their employer’s behaviour has become so intolerable or made life so difficult that the staff has no choice but to resign. For instance, if we unilaterally change the terms of your contract (e.g., significantly reducing your salary, changing your working hours, or changing your job description without your agreement), this could potentially be seen as constructive dismissal. Avoiding constructive dismissal ​ We are committed to maintaining a positive work environment and treating all staff fairly. Therefore, we will: Ensure that changes to employment contracts are mutually agreed upon. Maintain open lines of communication with all staff to address concerns promptly. Provide support and resources to managers and supervisors to handle staff staff's issues appropriately. Regularly review and update our policies and procedures to ensure they are fair and transparent. Reporting and addressing constructive dismissal claims If you believe you are experiencing circumstances that could lead to constructive dismissal, we encourage you to: Document all incidents that contribute to your work environment becoming intolerable. Report these incidents to your supervisor or Hanani Recruitment Team as soon as possible. Seek advice and support from the Hanani Recruitment Team. We will investigate all reports thoroughly and take necessary actions to resolve the situation. This may include mediation, changes to work practices, or disciplinary action against those responsible. Disciplinary consequences If a manager or supervisor is found to have created an environment that leads to constructive dismissal, they will face disciplinary action, up to and including termination. Examples of such behaviour include, but are not limited to: Unilaterally changing the terms of an staff's contract without their agreement. Creating a hostile work environment. Failing to address reported issues that contribute to an intolerable work environment. Disclaimer This policy is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state, or federal laws and is not a legal document. Neither our recruitment Team nor Hanani will assume any legal liability that may arise from the use of this policy. ​ Home Policies Privacy Policy Terms and Conditions POPIA Working from Home Policy Remote Work Policy Cellphone Policy Search Results Code of Conduct Policy Confidentiality Policy Constructive Dismissal Policy Cyber Security Policy Data Protection Policy Disciplinary Policy Dress Code Policy Email Policy Harassment Policy Health and Safety Policy Internet Policy Resignation Policy Sexual Harassment Policy Sick Leave Policy Smoking Policy Social Media Policy Temporary Lay-off Policy Job Board

Job Board Hanani Project Management Solutions (Pty) Ltd Privacy Policy Terms and Conditions POPIA Copyright (c) All Rights Reserved 2007 - 2024

Email Policy This email usage policy includes: ​ Clear distinctions between appropriate and inappropriate email use. Security measures, including password requirements and strategies to identify phishing attempts. Guidelines for creating professional email signatures and the consequences of policy violations. ​ Corporate email usage policy Policy brief & purpose Our corporate email usage policy helps staff use their company email addresses appropriately. Email is essential to our everyday jobs. We want to ensure that our staff understand the limitations of using their corporate email accounts. Our goal is to protect our confidential data from breaches and safeguard our reputation and technological property. Scope This policy applies to all staff, vendors and partners who are assigned (or given access to) a corporate email. This email may be assigned to an individual (e.g. employeename@hanani.domain ) or department (e.g. recruitment@hanani.domain .) Policy elements Corporate emails are powerful tools that help staff in their jobs. Staff should use their company email primarily for work-related purposes. However, we want to provide staff with some freedom to use their emails for personal reasons. We will define what constitutes appropriate and inappropriate use. Inappropriate use of company email Our staff represent our company whenever they use their corporate email address. They must not: Sign up for illegal, unreliable, disreputable or suspect websites and services. Send unauthorized marketing content or solicitation emails. Register for a competitor’s services unless authorized. Send insulting or discriminatory messages and content. Intentionally spam other people’s emails, including their co-workers. Our company has the right to monitor and archive corporate emails. Appropriate use of corporate email Staff are allowed to use their corporate email for work-related purposes without limitations. For example, staff can use their email to: Communicate with current or prospective customers and partners. Log in to purchased software they have legitimate access to. Give their email address to people they meet at conferences, career fairs or other corporate events for business purposes. Sign up for newsletters, platforms and other online services that will help them with their jobs or professional growth. use Staff are allowed to use their corporate email for some personal reasons. For example, staff can use their corporate email to: Register for classes or meetups. Send emails to friends and family as long as they don’t spam or disclose confidential information. Download eBooks, guides and other content for their personal use as long as it is safe and appropriate. Staff must adhere to this policy at all times, in addition to our confidentiality and data protection guidelines. Email security Email is often the medium of hacker attacks, confidentiality breaches, viruses and other malware. These issues can compromise our reputation, legality and security of our equipment. Staff must: Select strong passwords with at least eight characters (capital and lower-case letters, symbols and numbers) without using personal information (e.g. birthdays.) Remember passwords instead of writing them down and keep them secret. Change their email password every two months. Also, staff should always be vigilant to catch emails that carry malware or phishing attempts. We instruct staff to: Avoid opening attachments and clicking on links when content is not adequately explained (e.g. “Watch this video, it’s amazing.”) Be suspicious of clickbait titles. Check email and names of unknown senders to ensure they are legitimate. Look for inconsistencies or style red flags (e.g. grammar mistakes, capital letters, excessive number of exclamation marks.) If an employee isn’t sure that an email they received is safe, they can ask our support team. We remind our staff to keep their anti-malware programs updated. Email signature We encourage staff to create an email signature that exudes professionalism and represents our company well. Salespeople and executives, who represent our company to customers and stakeholders, should pay special attention to how they close emails. Here’s a template of an acceptable email signature: [Employee Name] [Employee Title], [Company Name with link] [Phone number] | [Company Address] Disclaimer Hanani Project Management Solutions Pty Ltd is a Project Management Professional Services provider Registration number: 2007/030396. The information in this email is confidential and may have legal privileges. We intend it only for the use of the individual or entity we've addressed the communication to. If you have received this email by mistake please delete it and inform the sender. We forbid any unauthorised use, change, disclosure or sending of the contents of this email (including its attachments), whether in part or as a whole, unless consented to in writing by the sender, as it may be unlawful. We cannot guarantee this email has no malicious coding. We reserve the right to check, intercept and block emails or take any other action according to our email etiquette. Hanani Project Management Solutions Pty Ltd will not be liable for any delivery delay, loss, harm, disruption or data corruption that may arise from this email. Staff may also include professional images, company logos and work-related videos and links in email signatures. If they are unsure how to do so, they can ask for help from our Office Manager or their supervisor. Disciplinary action Staff who don’t adhere to the present policy will face disciplinary action up to and including termination. Example reasons for termination are: Using a corporate email address to send confidential data without authorisation. Sending offensive or inappropriate emails to our customers, colleagues or partners. Using a corporate email for an illegal activity. ​ Home Policies Privacy Policy Terms and Conditions POPIA Working from Home Policy Remote Work Policy Cellphone Policy Search Results Code of Conduct Policy Confidentiality Policy Constructive Dismissal Policy Cyber Security Policy Data Protection Policy Disciplinary Policy Dress Code Policy Email Policy Harassment Policy Health and Safety Policy Internet Policy Resignation Policy Sexual Harassment Policy Sick Leave Policy Smoking Policy Social Media Policy Temporary Lay-off Policy Job Board

Dress Code Policy This business dress code policy should include: ​ Clear guidelines on grooming and cleanliness, ensuring staff present themselves well. Specific rules on what constitutes work-appropriate attire, prohibiting clothes typical for workouts or outdoor activities. Provisions for special occasions or positions that may require different dress codes, such as meetings with clients. Business dress code policy Policy brief & purpose Our dress code company policy outlines how we expect our staff to dress at work. Staff should note that their appearance matters when representing our company in front of clients, visitors or other parties. An employee’s appearance can create a positive or negative impression that reflects on our company and culture. Scope This policy applies to all our staff members. Policy elements These dress code rules always apply: All staff must be clean and well-groomed. Grooming styles dictated by religion and ethnicity aren’t restricted. All clothes must be work-appropriate. Clothes that are typical in workouts and outdoor activities aren’t allowed. All clothes must project professionalism. Clothes that are too revealing or inappropriate aren’t allowed. All clothes must be clean and in good shape. Discernible rips, tears or holes aren’t allowed. Staff must avoid clothes with stamps that are offensive or inappropriate. What is Business Dress Code? ​ Our company’s official dress code is [ Business/ Business Casual/ Smart Casual/ Casual. ] We may change our dress code in special cases. For example, we may require staff to wear semi-formal attire for an event. Then, both male and female staff should wear suits, ties, white shirts and appropriate shoes. Our company may also introduce [dress-down Friday] when staff can wear more casual clothing like jeans, simple blouses and boots. This won’t apply if staff are meeting with clients, partners and other external parties. An employee’s position may inform their dress code. If staff frequently meet with clients or prospects, they should conform to a business dress code. Disciplinary Consequences When an employee disregards our dress code, their supervisor should reprimand them. The employee should start respecting our dress code immediately. In some cases, supervisors may ask staff to returning home to change. ​ Staff may face more severe consequences up to and including termination , if: Their appearance causes irreparable damage, like loss of a major client. They repeatedly violate our dress code. Home Policies Privacy Policy Terms and Conditions POPIA Working from Home Policy Remote Work Policy Cellphone Policy Search Results Code of Conduct Policy Confidentiality Policy Constructive Dismissal Policy Cyber Security Policy Data Protection Policy Disciplinary Policy Dress Code Policy Email Policy Harassment Policy Health and Safety Policy Internet Policy Resignation Policy Sexual Harassment Policy Sick Leave Policy Smoking Policy Social Media Policy Temporary Lay-off Policy Job Board

Privacy Policy Hanani Project Management Solutions (PTY) Ltd Registration: 2007/030396/07 Our website addresses are: https://hanani.academy https://hanani.international https://hanani.services https://hanani.co.za https://hanani.co.uk https://hananiprojects.com This Policy was last updated on 4 February 2024 What personal data we collect & why we collect it INTRODUCTION This Privacy Policy will help you better understand how we collect, use, and share your personal information. If we change our privacy practices, we may update this privacy policy. If any changes are significant, we will let you know (for example, by email). When visitors leave comments on the site we collect the data shown in the comments form, and also the visitor’s IP address and browser user agent string to help spam detection. Trust is the foundation of the Hanani platform and includes trusting us to do the right thing with your information. Three main values guide us as we develop our products and services. These values should help you better understand how we think about your information and privacy. 1. Your information belongs to you We carefully analyse what types of information we need to provide our services, and we try to limit the information we collect to only what we really need. Where possible, we delete or anonymize this information when we no longer need it. When building and improving our products, our engineers work closely with our privacy and security teams to build with privacy in mind. In all of this work our guiding principle is that your information belongs to you, and we aim to only use your information to your benefit. 2. We protect your information from others If a third party requests your personal information, we will refuse to share it unless you give us permission or we are legally required. When we are legally required to share your personal information, we will tell you in advance, unless we are legally forbidden. 3. We help merchants and partners meet their privacy obligations Many of the merchants and partners using Hanani do not have the benefit of a dedicated privacy team, and it is important to us to help them meet their privacy obligations. To do this, we try to build our products and services so they can easily be used in a privacy-friendly way. We also provide detailed FAQs, documentation and whitepapers covering the most important privacy topics, and respond to privacy-related questions we receive. Why we process your information We generally process your information when we need to do so to fulfil a contractual obligation (for example, to process your subscription payments to use the Hanani Academy platform), or where we or someone we work with needs to use your personal information for a reason related to their business (for example, to provide you with a service). European law calls these reasons “legitimate interests.” These “legitimate interests” include: preventing risk and fraud answering questions or providing other types of support helping merchants find and use apps through our app store providing and improving our products and services providing reporting and analytics testing out features or additional services assisting with marketing, advertising, or other communications We only process personal information for these “legitimate interests” after considering the potential risks to your privacy—for example, by providing clear transparency into our privacy practices, offering you control over your personal information where appropriate, limiting the information we keep, limiting what we do with your information, who we send your information to, how long we keep your information, or the technical measures we use to protect your information. One of the ways in which we are able to help merchants using Hanani is by using techniques like “machine learning ” (European law refers to this as “automated decision-making”) to help us improve our services. When we use machine learning, we either: still have a human being involved in the process (and so are not fully automated); or use machine learning in ways that don’t have significant privacy implications (for example, reordering how apps might appear when you visit the app store). Your rights over your information We believe you should be able to access and control your personal information no matter where you live. Depending on how you use Hanani, you may have the right to request access to, correct, amend, delete, port to another service provider, restrict, or object to certain uses of your personal information (for example, direct marketing). We will not charge you more or provide you with a different level of service if you exercise any of these rights. If you buy something from a Hanani-powered store and wish to exercise these rights over information about your purchase, you need to directly contact the merchant you interacted with. We are only a processor on their behalf, and cannot decide how to process their information. As such, we can only forward your request to them to allow them to respond. We will of course help our merchants to fulfil these requests by giving them the tools to do so and by answering their questions. Please note that if you send us a request relating to your personal information, we have to make sure that it is you before we can respond. In order to do so, we may ask to see documentation verifying your identity, which we will discard after verification. If you would like to designate an authorised agent to exercise your rights for you, please email us from the email address we have on file for you. If you email us from a different email address, we cannot determine if the request is coming from you and will not be able to accommodate your request. In your email, please include the name and email address of your authorised agent. If you are not happy with our response to a request, you can contact us to resolve the issue. You also have the right to contact your local data protection or privacy authority at any time. Finally, because there is no common understanding about what a “Do Not Track” signal is supposed to mean, we don’t respond to those signals in any particular way. While we do what we can to protect your information, we may at times be legally required to disclose your personal information (for example, if we receive a valid court order). 1. Media If you upload images to the website, you should avoid uploading images with embedded location data (EXIF GPS) included. Visitors to the website can download and extract any location data from images on the website. 2. Contact forms We collect information about you during the registration, enrolment, and checkout processes on our site. When you create an account, we will store your name, address, email and phone number, which will be used to populate the enrolment and checkout for future purchases and enrolments. We generally store information about you for as long as we need the information for the purposes for which we collect and use it, and we are not legally required to continue to keep it. For example, we will store order information for XXX years for tax and accounting purposes. This includes your name, email address and billing address. We will also store comments or reviews, if you chose to leave them. 3. Cookies If you leave a comment on our site you may opt-in to saving your name, email address and website in cookies. These are for your convenience so that you do not have to fill in your details again when you leave another comment. These cookies will last for one year. If you visit our login page, we will set a temporary cookie to determine if your browser accepts cookies. This cookie contains no personal data and is discarded when you close your browser. When you log in, we will also set up several cookies to save your login information and your screen display choices. Login cookies last for two days, and screen options cookies last for a year. If you select “Remember Me”, your login will persist for two weeks. If you log out of your account, the login cookies will be removed. If you edit or publish an article, an additional cookie will be saved in your browser. This cookie includes no personal data and simply indicates the post ID of the article you just edited. It expires after 1 day. 4. Embedded content from other websites Articles on this site may include embedded content (e.g. videos, images, articles, etc.). Embedded content from other websites behaves in the exact same way as if the visitor has visited the other website. These websites may collect data about you, use cookies, embed additional third-party tracking, and monitor your interaction with that embedded content, including tracking your interaction with the embedded content if you have an account and are logged in to that website. 5. Analytics Who on our team has access Members of our team have access to the information you provide us. For example, both Administrators and Site Managers can access: Order information like what was purchased, when it was purchased and where it should be sent, and Customer information like your name, email address, and billing information. Course and membership instructors can access your course progress and activities including: Enrolment dates for their courses and memberships Course progress and status information for their courses Quiz and assignments answers and grades for their courses Comments and reviews made on their memberships and courses Our team members have access to this information to help fulfil orders, process refunds, and support you. What we share with others We share information with third parties who help us provide our orders and store services to you; for example — How long we retain your data If you leave a comment, the comment and its metadata are retained indefinitely. This is so we can recognise and approve any follow-up comments automatically instead of holding them in a moderation queue. For users that register on our website (if any), we also store the personal information they provide in their user profile. All users can see, edit, or delete their personal information at any time (except they cannot change their username). Website administrators can also see and edit that information. What rights you have over your data If you have an account on this site, or have left comments, you can request to receive an exported file of the personal data we hold about you, including any data you have provided to us. You can also request that we erase any personal data we hold about you. This does not include any data we are obliged to keep for administrative, legal, or security purposes. Where we send your data Visitor comments may be checked through an automated spam detection service. Your contact information We collect information about you during the registration, enrolment, and checkout processes on our site. When you create an account, we will store your name, address, email and phone number, which will be used to populate the enrolment and checkout for future purchases and enrolments. We generally store information about you for as long as we need the information for the purposes for which we collect and use it, and we are not legally required to continue to keep it. For example, we will store order information for XXX years for tax and accounting purposes. This includes your name, email address and billing address. We will also store comments or reviews, if you chose to leave them. What we collect and store When you register an account with us, we’ll ask you to provide information including your name, billing address, email address, phone number, credit card/payment details and optional account information like username and password. We’ll use this information for purposes, such as, to: Send you information about your account, orders, courses, and memberships Communicate with you about courses and memberships that you’re enrolled in Respond to your requests, including refunds and complaints Process payments and prevent fraud Set up your account for our site Comply with any legal obligations we have Improve our site’s offerings Send you marketing messages, if you choose to receive them How you can reach us If you would like to ask about, make a request relating to, or complain about how we process your personal information, you can contact us by email at Support Team , or at one of the addresses below. If you would like to submit a legally binding request to demand someone else’s personal information (for example, if you have a subpoena or court order), please review our Guidelines for Legal Requests. Hanani Project Management Solutions (Pty) Ltd, ATTN: Hanani Websites P.O. Box 92417, 50 Jollify Main Road, Mooikloof Estates, Pretoria, South Africa, 0059 Home Policies Privacy Policy Terms and Conditions POPIA Working from Home Policy Remote Work Policy Cellphone Policy Search Results Code of Conduct Policy Confidentiality Policy Constructive Dismissal Policy Cyber Security Policy Data Protection Policy Disciplinary Policy Dress Code Policy Email Policy Harassment Policy Health and Safety Policy Internet Policy Resignation Policy Sexual Harassment Policy Sick Leave Policy Smoking Policy Social Media Policy Temporary Lay-off Policy Job Board

Temporary Lay-off Policy This temporary layoff policy should include: Definitions and reasons for “Temporary layoff” and “furlough.” Procedures for selecting staff for temporary layoffs or furloughs, ensuring non-discrimination. Guidelines for staff rehire after a temporary layoff and handling grievances related to the layoff process. Staff temporary layoff policy Policy brief & purpose Our Temporary Layoff policy outlines our rules for temporarily suspending our staff. We recognize that large-scale layoffs, both temporary and permanent, affect morale and job satisfaction. For this reason, we see layoffs as a last resort during hard times. Scope This policy applies to all our permanent full-time or part-time staff. Laying off exempt staff may be different than laying off non-exempt staff. We will comply with the law at all times. Policy elements “Temporary layoff” refers to reducing the number of our staff on a short-term basis. Sometimes, we may ask staff to take planned unpaid or partially-paid time off from work for a specific period (“furlough”). In the case of furloughs, staff may be eligible to maintain some staff benefits such as health insurance. We may decide to lay off staff to: Cut costs. Increase efficiency. Restructure our organization. This list is not exhaustive. We may have to take part in temporary layoffs for other reasons too. Examples are: Staff’ job duties are reduced. The branch staff work in needs to be restructured, moved or closed. Temporary layoff/furlough elements We will give our staff a written [one-month] notice, or as much as is specified by law, before the effective [temporary lay-off date. If we are unable to give notice before the staff has to stop working, we will pay our staff in lieu of the notice period. [Temporary layoffs may last from days to several months. We may set a [temporary layoff period (if it’s not set by law), during which we may recall [laid off staff to resume working for us. During that period, staff may continue to receive pay and benefits dictated by law (e.g. unemployment benefits or health insurance). This period may be extended due to unforeseen circumstances. We are obliged to give notice of extension in this case. If we recall a [laid-off staff within that period, there are two possibilities: The staff returns to work for us in the same or similar position. The staff does not wish to return and officially or unofficially resigns. In any case, staff should formally accept or refuse to return to work within [five days] after they receive a recall request. If an staff finds another permanent job during the recall period, they must notify Hanani Recruitment Team within [three days] of a recall request. In this case, they lose the right to be recalled. If we don’t recall a laid-off staff within that period, we will inform them with an official letter within [two days] that we are permanently terminating them. We will pay them what the law requires (e.g. severance pay) from the first day of termination. The first day of a staff's termination is the first day of their layoff, unless applicable law dictates otherwise. Selecting staff for temporary layoffs When collective [temporary layoffs/furloughs] are necessary, we will select staff according to the following criteria: [Levels of performance] [Length of service] [Workload] We will not discriminate against protected characteristics. Hanani Recruitment Team is responsible for ensuring that [temporary layoffs] will not have an adverse impact on protected groups. Branches, offices or departments may need to close if they aren’t profitable or critical to the business. Hanani Recruitment Team, senior management or Heads of Departments may initiate a [temporary layoff] process. Hanani Recruitment Team is responsible for ensuring legality and efficiency. Staff Rehire after a temporary layoff During the temporary layoff period, staff may apply to another department or branch of our company. We encourage supervisors to refer good staff to another assignment or position within our company. In the case of the laid-off staff being rehired, their temporary layoff period will end and they won’t be eligible for severance pay from their first day in a new role. If staff receive severance pay for a certain period, they must not work for our company during that period. If we rehire them in a different department or branch, before the severance period ends, they have to return the remaining portion of their severance payment. Staff may make arrangements for repaying that balance with Hanani Recruitment Team. In case of furloughs, staff returning to the company will not be eligible for unemployment benefits Grievances If staff have any questions they can contact Hanani Recruitment Team. If there are disagreements or complaints, we advise our staff to follow our grievance procedure. Procedure This general procedure should be followed: Hanani Recruitment Team identify the need for reducing staff. Hanani Recruitment Team select the positions, teams or departments that should be abolished, or branches that should close according to established criteria. Hanani Recruitment Team ensures that no discrimination has taken place and that there won’t be an adverse impact on protected groups. Hanani Recruitment Team/Senior management consults with an attorney to ensure legality of the process. Hanani Recruitment Team notify staff selected for [temporary layoff/furlough] through an official letter explaining the reasons for [laying off/furloughing] staff and whether they should expect to be recalled. Hanani Recruitment Team is responsible for discussing the [temporary layoff/furlough] terms with affected staff and addressing any outstanding payments and documentation. ​ ​ ​ Home Policies Privacy Policy Terms and Conditions POPIA Working from Home Policy Remote Work Policy Cellphone Policy Search Results Code of Conduct Policy Confidentiality Policy Constructive Dismissal Policy Cyber Security Policy Data Protection Policy Disciplinary Policy Dress Code Policy Email Policy Harassment Policy Health and Safety Policy Internet Policy Resignation Policy Sexual Harassment Policy Sick Leave Policy Smoking Policy Social Media Policy Temporary Lay-off Policy Job Board