Recruitment Temps Booklet - VIP Payroll

vip placements
temp introduction

Introduction to Softline VIP Placements
The success of Softline VIP’s products has seen a
tremendous growth in the demand for skilled
employees to manage VIP Payroll solutions for
companies.
VIP Placements assists companies to place
employees skilled on the VIP system in temporary
and permanent positions
We are an innovator and industry leader and
have established partnerships with VIP clients to
provide an individually customized and personal
approach to employment.
We don’t just place people; we offer a
comprehensive recruitment solution to suit the
unique and individual needs of the employer and
the candidate.
Why does VIP offer this service?
Due to South Africa’s changing workplace
environment, recruitment has become a major
component of successfully managing a business.
Softline VIP is uniquely placed to evaluate
potential candidates in our assessment centre
where experienced VIP consultants evaluate a
candidate’s level of experience on the VIP
system.
Peace of Mind
VIP Placements will customize the recruitment
process according to individual requirements.
This ensures that we deliver the best results all
the time.
VIP Placements invite you to contact us at any
time. We give honest feedback at every step of
the recruitment process.
Why you get peace of mind:
We administer on‐site written and
computer‐based technical testing
(included as part of your recruitment
solution)
All our placement consultants are
experts on the VIP Payroll software
We screen the applicants, schedule
interviews and ensure that applicants
arrive on time.
Our aim is to manage any career
transition with the appropriate
discretion and professionalism
Services
The complete rage of services offered by Softline
VIP Placements:
Placement of permanent and temporary
personnel
Extensive screening and interviewing of
all candidates with a VIP specific
emphasis
Sourcing VIP‐skilled payroll, human
recourses and financial administrators or
managers with the necessary level of
expertise required by companies
Interviewing applicants to establish that
basic requirements are met
Comprehensive VIP assessment centre
Criminal and ITC checks
References
About Softline VIP
We are Africa’s leading supplier of payroll and
human resource management solutions. Founded
in 1985, the company now boasts more than 600
employees and more than 24 000 companies use
our software.

Welcome!
Welcome to the VIP Temporary Placements team. This guide will provide you with helpful information to
aid you during your time as a VIP temporary employee.

Index
1. Introduction
Vision statement
Core purpose
Core values
2. Professionalism
Dress code
The way we speak
Body language
3. Leave Application
4. Hours Worked / Timesheets
5. Temporary Assignment Report
6. Temporary Placement Process
7. Confidentiality
8. Discipline
9. Temporary Placement Staff Procedures
10. Restraint
11. Telephonic Support (TS)
12. The role of a Softline VIP Placements Temporary Employee
13. Useful Tips
Questions commonly asked in an interview
Useful interview questions that you can use
Preparation
Practice interviewing
Research the company
Dress for success
Guidelines for working with your placement consultant
14. Contact Details for Placement Consultants
15. Annexure
a. Labour Broking Agreement
b. Labour Broking Agreement Annexure B
c. Employee Contract
d. New employee information sheet
e. Timesheet
f. Assignment Report
g. Leave application form

1. Introduction
Softline VIP sells a service and we differentiate ourselves from other companies in our industry in
the way we render our services. Our clients don’t only buy our exceptional software they also buy
our knowledge and practical expertise.
Since service delivery forms the cornerstone of our business your professionalism must always be
in line with our company’s customer intimacy discipline. This forms the basis of long‐term
relationships with our clients.
Every individual’s attitude towards service delivery is crucial factor at Softline VIP because it has
such a great influence on our client’s perceptions. We believe that if everyone renders a
professional, high quality service we will continue to grow stronger in our role as the leader of the
payroll and HR industry in Africa.
Temporary placement staff procedures play a vital role in our culture and are changed and
adapted on continuous basis to keep up with the ever‐changing work environment in South
Africa.
In order to promote our established professional image we have to adhere to strict standards and
procedures. Every Softline VIP temporary employee needs to believe in these standards and
follow them constantly.
Vision statement
To become the only significant service company in the Payroll and HR Market.
Core Purpose
To help companies manage their employees more successfully by providing a superior
payroll and HR solution.
Core Values
Caring for people
Service excellence
Commitment to quality
Honesty and integrity
Innovation
2. Professionalism
Professionalism is one of the most important requirements for a successful Softline VIP
temporary employee. When a client pays for a service, they expect to see someone who
complies with their standards.
Think about how quickly you form an impression of someone when you first meet. This
impression is probably not accurate and it won’t be fair or justified, but it exists nonetheless. It’s
part of our nature. Time is the only element that gives us the benefit of changing this first
impression.
Dress code
What we wear is important – a professional image is not negotiable. Softline VIP has a
few rules regarding office wear and you should use them as a guideline.

Always dress professional on the first day of arrival at a client. It’s better to show up in a
suit and find the company has a casual dress code than to arrive in a pair of jeans and
finding everyone else in formal business wear. Assess the company’s dress code in the
first few days dress accordingly in the future.
The way we speak
This includes not only your language use, but also the way you speak and address other
people. Speak slowly (not too slowly), clearly (not too softly) and with confidence. Your
self confidence and your confidence in our software system put the client at ease. Don’t
become too casual – always address others with the utmost respect.
Patience, friendliness and courtesy are three important building blocks of professionalism.
No matter what the circumstances, always listen patiently and react in a friendly manner.
Temporary employees should project an image that says “Nothing is asking too much”!
Body language and smoking
This is the way we walk, sit, stand, eat, drink etc. Clients notice small things like chewing
gum, slurping your tea or juice, constantly fiddling with your hair or any other habit. Make
sure that your body language always shows your professionalism. Sitting slumped back in
your chair may indicate a lack of interest, energy and concern. This position shows that
you are unapproachable or disinterested.
An important note if you smoke: Under NO circumstances may you smoke while you’re
busy working at a client. Ask the client if he or she would mind if you take a smoke break
and where the appropriate place is e.g. a smoking room, balcony etc. (Do not proceed to
chain –smoke!) Remember that the client is paying for the time that you spend at the
premises.
Avoid the following
Repeated Gestures – flicking your hair back, etc.
Fists – this is perceived as a signal of hostility
Folded arms – shows you are unapproachable and disinterested
Picking fluff, etc. of your clothes as you speak. This can be interpreted as a
gesture of distaste or a desire to get rid of whoever is there at the time.
Tapping your feet or fingers ‐ can be interpreted as impatience.
Raising your voice or allowing a sarcastic or ironic tone into it.
3. Leave Application
All the details regarding your leave are in the contract you signed and we will give you a copy of
the contract for your records. If you do need to take any leave, please fill in a leave application
form (see the annexure), have it signed by the client and fax it to your placements consultant.
Should you be sick on a Friday or Monday or the day before or after a public holiday a sick note
from a doctor will be required. Annual leave must be approved by both the client you are
assigned to as well as VIP placements. This has to be requested at least 24 hours in advance.
Annual leave
Annual leave must be taken in accordance with the client’s policies and
procedures. Always confirm your leave arrangements with the client and your
placements consultant at Softline VIP

You will accrue leave at an amount equal to 1 day for every 17 days that you work
at your assigned client.
A leave application form needs to be filled in and signed by the client and then
faxed through to your placements consultant
Sick leave
You will be entitled to sick leave of 1 day for every 26 days that you worked for
the period which you worked at the client where you have been placed. If you are
absent for more that 2 days or an a Monday or Friday of any day linked to a public
holiday, due to illness or injury, a doctors medical certificate must be obtained
and submitted to Softline VIP placements
Family responsibility leave
The provisions for family responsibility leave do not apply to workers who work
less than
4 months for their employer
4 days a week for a one employer
24 hours a month
Leave over and above that provided for by the act (based on legislation in
section 27, of the basic condition of employment act)
Reasons for leave – you may take family leave:
When your child is born
When your child is sick
In the event of the death of your
Spouse of life partner
Parent or adoptive parent
Grandparent
Child or adopted child
Grandchild
Sibling.
Proof – employers may require reasonable proof of the birth, illness or death
for which a worker requests leave.
4. Hours worked
Timesheets – A timesheet needs to be filled in for all hours worked. Cutoff dates for time sheets
have to be met to ensure correct payment of hours. Payment for a particular month is for the
hours worked up to and including the cutoff date. A reminder in the form of a sms will be sent to
you to inform you of when the cutoff date will be. Please contact your placements consultant if
you are unsure. Your timesheet should run from the day after the last cutoff date up to and
including the current cutoff date. All leave days taken must be detailed on the timesheet. Should
you not send your timesheet through we will not be able to pay you. A copy of your timesheet on
Excel must be completed, printed and signed by the client and then faxed or scanned and emailed
to your placements consultant.

No salary advances can be made unless arranged with the Placements Manager.
Before working overtime you should confirm with the client that you are allowed to work
overtime and that the client will pay you for the overtime that you worked.
5. Temporary Assignment Report
An assignment report must be submitted on a monthly basis or when the contract ends at the
client. This report needs to be signed off by the client. This is a detailed description of your duties
and responsibilities at the client that you are working for and also a tool to keep record of any
changes or any instructions given by the client. We need this information to update your CV and
to keep your details as current as possible. (Annexure 6)
6. Temporary Placement Procedure
The following process is followed when we receive a new contract from a client:
Softline VIP Placements will contact you and will give you a job specification over the
telephone.
The client’s company name, contact person and telephone number will be given to you if you
are interested in the temporary position.
We would prefer it if you contact the client regarding directions and parking arrangements
A fixed or variable contract of employment will be forwarded to you before commencing
work at the client. A new contract needs to be signed for each temporary position available.
(Annexure 1 and Annexure 2)
The employment contract contains information about working hours, and the personnel that
you need to report to. Please confirm lunchtime arrangements with the client. (Annexure 3)
A timesheet will be provided, please complete all hours worked carefully. Hours are
recorded in hours and decimals and not hours and minutes. All timesheets have to be filled
in electronically and sent through via email of fax and has to be signed by your client.
(Annexure 5)
Please complete your personal information and banking details carefully to avoid delay with
salary payment
Your temporary placements consultant will phone you regularly to make sure that everything
is in order at the client. Please feel free to contact the consultant if you need any
information
All salary information is confidential, please do not discuss salary issues with your client.
Please see Annexure 4 for the New Employee information sheet – this needs to be filled in
ASAP so that we can load you onto our payroll.
An assignment report must be submitted on a monthly basis or when the contract ends at
the client. We need this information to update your cv and to keep your details current.
(Annexure 6)
7. Confidentiality
You may not during or after your employment divulge or communicate to any person the trade
secrets of the client where you are placed or any other confidential information which you may
have or acquire in relation to the client’s affairs and operations or the affairs and operations of its
clients, customers or suppliers.

8. Discipline
You will be subject to the disciplinary procedures and rules of the client as determined from time
to time. Also, since you are a Softline VIP temporary employee you will also be subject to the
disciplinary procedure and rules of Softline VIP, if and where applicable (Please refer to your
employee contract).
9. Temporary placement staff procedure
Phone the client beforehand to introduce yourself, confirm the date and time of the
appointment
Get directions where applicable
Be on time – if you realize that you are going to be late due to traffic, phone your temporary
placements consultant and the client to apologize for the inconvenience.
When introducing yourself to the client, make sure that you meet all the parties involved
Make sure that you understand what is expected of you. Always ask if you are not sure what
the assignment entails
Complete the assignment report and discuss the report with your client and ask the client to
sign
Submit your timesheet and assignment reports
10. Restraint
You hereby undertake that you will not work for or render any service directly or indirectly to the
client where you are placed for a period of 12 (twelve) months after the termination of this
agreement for whatever reason without the prior written consent of Softline VIP. (see Annexure)
You agree that the restraint as discussed above is reasonable and necessary to protect VIP
Softline‘s business interests.
11. Telephonic Support
When using our telephonic support service makes sure you are always friendly and at no
stage ever lose your patience. We are working for the same company.
Communicate with the client if you need to phone VIP’s support line. Don’t let the client
think that you are on the phone the whole day.
Tell the VIP support consultant that you are a VIP Placements temporary employee and ask
the support consultant to phone you back. Alternatively ask your VIP Placements consultant
to assist you with support queries
Ensure that you are at a PC where the VIP software has been loaded when phoning
Have your site code ready (this number appears on the Softline VIP screen where all
companies are listed)
Keep a Softline VIP “log book” (log the date, the consultant name, problem and answer,
reference number)
Make sure that you understand the solution and feel satisfied with the answer before putting
down the phone.
12. Your role as a VIP Placements temporary employee
A Softline VIP temporary employee is an employee of Softline VIP. A temporary employee is not a
Softline VIP consultant and therefore cannot act as a consultant. A temporary employee may not

make any payroll set‐up changes e.g. adding earning and deduction lines, changing methods of
calculation, changing or writing reports.
A temporary employee will be held responsible for all the payroll changes that have been made.
The client must sign the assignment report if they ask you to make changes that you are not
comfortable with. If not sure then please contact your placements consultant
13. Useful Tips
Most frequently asked questions in an interview:
Q: Tell me about yourself.
A: Use this time to outline your qualifications, career history and your range of skills. Place
a specific focus on those skills that are relevant to the job on offer.
Q: What have been your achievements to date?
A: Select an achievement that is as recent as possible. Identify skills you used in this
achievement
Q: Tell me the most difficult situation you have had to face and how you tackled it?
A: Select a difficult work situation that was not caused by you. Explain how you identified
the problem and outline any solutions that you applied to overcome the problem.
Q: What are your strengths?
A: A common interview question that will certainly be put to you. Ensure that you are as
prepared for this question. Mention 2‐3 of your main strengths that you believe will
benefit the employer on a personal and professional level.
Q: What are your weaknesses?
A: Either use a professional weakness such as a lack of experience (not ability) on your
part in one area that is not vital for the job, or use a personal weakness and show the
steps that you have taken to combat it.
Q: Why do you want to leave your current employer?
A: State how you are looking for more challenge, responsibility, experience and a change
of environment and explain why you feel you are no longer receiving these things from
your current role and reinforce that you believe the role you are interviewing for can
provide this.
Useful questions that you can use in an interview
What will my responsibilities be?
How will you assess my performance?
What would your expectations be of me in order to be a success?
Who will I report to and are there persons reporting to me?
What encouragement is given to undertake further training?
What is the company culture and working environment

Preparation
Unfortunately, too many candidates are unprepared to talk about themselves. You may be
dressed for success on interview day, but if you can’t convince the interviewer face‐to
face that you are right for the job, you won’t get the job. It’s that simple and that tough.
The only way to distinguish yourself from the competition is to present your qualifications
and yourself more effectively and persuasively than the other applicants do.
Practice interviewing
A simple way to overcome the stress associated with interviews is to do some practice
interviewing. Ask your recruiter, a spouse, a relative or a friend to provide constructive
criticism and conduct realistic interviews.
Do the practice interview in a context as close to a real interview situation as you can.
Give the interviewer your resume. Tell him/her to assume that they’ve never met you.
Play it straight. After the interview is over, discuss your performance and ask for honest
critiques. Get suggestions on how to improve your presentation. Remember, once you
start doing real interviews you will almost never get direct, candid feedback, so take
advantage of the opportunity during this practice stage.
Research the company
Find out as much about the company’s history, competitive environment and future as
you can. Candidates who arrive at interviews completely unprepared are remembered for
all the wrong reasons. Instead of showcasing their competence and thoroughness, they
display a “wing‐it” mentality that doesn’t bode well with employers.
Dress for success
Be sensible about how you dress. Many experts on interviewing give countless tips on
what to wear, which colors to shy away from, what to carry, etc. The real rule for how to
dress and what to carry is to use common sense. Look neat and clean. Perfumes or
cologne should be kept to a minimum. Dress appropriately for the position for which you
are applying. Jewellery should be minimal and in good taste. Don’t wear jewellery that is
going to dangle or distract. Please do not smoke or chew gum even if offered. Make sure
your shoes are polished.
Your failure to use common sense in the area of dress is likely to have two effects, neither
of which will help you get a job. First, it may make the interviewer uncomfortable. Second,
and more important, it will mark you as lacking in good judgment. If you are still unsure
about the most appropriate attire for an interview, ask your placements consultant to
help you make the right decisions.
Remember: Attitude is everything. Be confident in yourself and the skills you are selling.
Believe you can achieve anything!
Guidelines for working with recruiters
The key to a successful relationship with your Temporary Placements consultant is
honesty and trust. Here are some guidelines you can follow to get the most from the
relationship:
Be sure that you are serious about looking for a new job before approaching an
agency

Ask recruiters openly if they think they can help you and how. In turn, share your
relevant search activities with them.
Offer names of other candidates who may fit a search firm’s profile. In appreciation
they may set up more interviews for you.
Be honest about your financial needs and goals.
Accept their role as intermediary. Until you are hired by an employer, a recruiter’s
job is to function as a go‐between.
Constant feedback on how the assignment is progressing will keep the placements
consultant informed to decrease any negative situation.
14. Placement Consultants Contact Details
Sanett Potgieter
012 420 7047
sanettp@vippayroll.co.za
Marizelle Vogel
012 420 7047
marizellev@vippayroll.co.za
Anja Pretorius
012 420 7171
anjap@vippayroll.co.za
15. Annexure
Find the following documents below:
a. Labour Broking Agreement
b. Labour Broking Agreement Annexure B
c. Employee Contract
d. New employee information sheet
e. Timesheet
f. Assignment Report
g. Leave application form

Attention: «pers_salutation» «pers_firstname» «pers_lastname»
«comp_name»
«addr_address1»
«addr_address2»
«addr_postcode»
Date: 12 May 2008
Tel: «pers_phonefullnumber»
Fax: «pers_faxfullnumber»
Email: «pers_emailaddress»
Dear «pers_salutation» «pers_lastname»,
LABOUR BROKING AGREEMENT
Entered into by and between:
«comp_name»
Registration No.: «comp_regno»
(Hereinafter referred to as the “CLIENT”)
And
SOFTLINE VIP
A DIVISION OF SOFTLINE (PTY) LTD
Registration No.: 2003/015693/07
(Hereinafter referred to as the “LABOUR BROKER”)
(Please initial)
Page 1 of 10

WHEREAS:
The CLIENT is a natural person, or juristic person
or statutory body duly incorporated in accordance
with the laws of the Republic of South Africa.
SOFTLINE VIP, A DIVISION OF SOFTLINE (PTY) LTD
LABOUR BROKER is a temporary employment
service as contemplated in terms of Paragraph
198(1) of the Labour Relations Act, 66 of 1995 or
any statute for the time being replacing, extending
or modifying same.
AND WHEREAS:
The CLIENT and the LABOUR BROKER have agreed
to enter into a Labour Broking Agreement on the
terms and conditions as set out as follows:
THE PARTIES AGREE AS FOLLOWS:
1. Appointment
1.1 The CLIENT hereby appoints the LABOUR
BROKER for the provision of labour
according to the requirements as set out in
Annexure “A” (Position Requirements)
hereto based on the provisions as set out in
Annexure “B” (“Placement Provisions”)
which contains the details of the
appointment at the CLIENT.
2. Duration
2.1 This agreement shall commence on the date
of signature hereof and shall continue until
automatically terminated upon expiry of
the period stipulated in clause 6 of
Annexure “B” or as otherwise terminated in
accordance with the provisions of this
agreement.
3. Labour Broker’s Obligations
3.1 The LABOUR BROKER agrees and undertakes
that at all times during the continuance in
force of this agreement it shall:
3.1.1 make use of its best endeavours to ensure
that the contract labourers are either
citizens of the Republic of South Africa or
alternatively, immigrants, who possess the
necessary Work and Residency Permits;
which shall be valid for the duration of the
contract with the CLIENT;
3.1.2 prior to supplying any labour, take such
steps, as are reasonably practicable, and do
not offend the rights of individuals so as to
ensure that none of the contract labourers
have a record of serious misconduct from
previous employers that would negatively
impact on the inherent requirements of the
position as stipulated in Annexure “A”
hereto;
3.1.3 all contract labour supplied to the CLIENT
by the LABOUR BROKER shall be on the
terms and conditions of employment, as
agreed between the CLIENT and the
LABOUR BROKER from time to time;
3.1.4 insofar as it is reasonably practicable
manage and monitor the human resources
function in so far as contract labour is
concerned;
3.1.5 conduct the industrial relations function in
so far as the contract labour is concerned in
accordance with the requirements of fair
labour practice and the Labour Relations
Act, 66 of 1995 or any statute for the time
being replacing, extending or modifying
same;
3.1.6 make use of its best endeavours to ensure
that contract labour complies with the
CLIENT's requirements and instructions and
in the absence of any such requirement or
instruction, in relation to any particular
matter, to act in such manner as it
reasonably considers to be the most
beneficial to the CLIENT's interests;
3.1.7 make use of its best endeavours to ensure
that it, its employees, agents, associates or
representatives take reasonable steps to be
acquainted with current safety and security
regulations of the CLIENT as well as the
provisions of the Occupational Health and
Safety Act, 85 of 1993 or any statute for the
time being replacing, extending or
modifying same and abide thereby;
3.1.8 ensure that it is insured against claims
arising out of injury to any of its own
employees or agents and provide the
CLIENT with the necessary documentary
proof in this regard, on request;
3.1.9 comply with current legislation and fair
labour practices insofar as all and any
safety regulations are concerned and
provide information to the CLIENT in this
regard upon request and insofar as contract
labour is implicated;
3.1.10 pay all contract labour monthly (calculated
in arrear and paid no later than the last
working day of the month) by way of
payment into their respective banking
accounts;
3.1.11 accept responsibility for and to make
payment to all contract labourers on due
date of payment and make such payments
and effect such deductions and company
contributions in respect of contract
labourers as required by law or statute,
including but not limited to PAYE,
Unemployment Insurance Fund
contributions, Skills Levy as well as
Workmen’s Compensation;
3.1.12 keep full, proper and up to date books of
account records, including attendance
records and time sheets showing clearly
all enquiries, transactions and
proceedings relating to the parties’
relationship, and will allow any person
authorised by the CLIENT to have access
to the books and records concerned
Page 2 of 10

4. Indemnities
4.1 The LABOUR BROKER hereby indemnifies
and holds the CLIENT harmless against loss
and/or damage due to any claim arising
from and directly related to the
employment relationship (or its
termination) that shall exist between the
LABOUR BROKER and the contract labour
whilst the contract labour is placed with
the CLIENT in terms of this agreement,
which may be instituted against the CLIENT
by the contract labourer.
4.2 The indemnity in clause 4.1 above is
dependant on the CLIENT’S compliance with
its duties as set out in clause 5 below.
4.3 Subject to the provisions of clause 4.1
above and by virtue of the fact that the
contract labour will fall under the direct
control and supervision of the CLIENT in the
performance of duties, the LABOUR BROKER
shall not be liable for loss and/or damage
suffered by the CLIENT arising from the
provision of contract labour or any other
service by the LABOUR BROKER to the
CLIENT in terms of this agreement,
irrespective of whether such loss and/or
damage may be attributed to the
negligence of the LABOUR BROKER.
5. Client's Duties
5.1 The CLIENT hereby agrees and undertakes
that it will at all times during the
continuance and force of this agreement:
5.1.1 notify the LABOUR BROKER of any
requirement or change in any requirement
(as set out in Annexure “A”) timeously, so
as to allow the LABOUR BROKER a
reasonable opportunity of complying with
any request in this regard;
5.1.2 ensure that at all times when dealing with
contract labour, to comply with any
collective agreement, arbitration award,
the Basic Conditions of Employment Act, 75
of 1997 and the relevant provisions of the
Labour Relations Act, 66 of 1995 or any
statute for the time being replacing,
extending or modifying same, as well as any
reasonable change in a contract labourer’s
terms and conditions of employment
effected by the LABOUR BROKER; provided
that the LABOUR BROKER shall not alter or
amend any contract labourer’s terms and
conditions of employment without
canvassing the matter with the CLIENT;
5.1.3 at all times comply with current legislation
and fair labour practices insofar as all and
any safety regulations are concerned and
shall take such steps as may be necessary to
ensure that the contract labour is made
aware of current safety regulations and that
they comply with such regulations;
5.1.4 keep full, proper and up to date books of
account and records showing clearly all
enquiries, transactions and proceedings
relating to the fulfilment of this agreement
and will allow any person authorised by the
LABOUR BROKER to have access to these
records and make such copies thereof as
may be required in the format and manner
as prescribed in the Promotion of Access to
Information Act, 2 of 2000 or any statute
for the time being replacing, extending or
modifying same.
6. Fees
6.1 The CLIENT shall pay the LABOUR BROKER a
rate per hour for the particular contract
labourer as stipulated in clause 7 of
Annexure “B”, which amount shall be
payable by the CLIENT to the LABOUR
BROKER within 10 (ten) calendar days of
the date of the invoice free from all and
any deductions save any expressly
sanctioned by this agreement.
6.2 The contract labourer concerned shall
record the hours worked for the CLIENT on
behalf of the LABOUR BROKER. The CLIENT
shall note its approval of the recorded
hours through the signature of an
authorised person together with a company
stamp. The LABOUR BROKER shall invoice
the CLIENT in accordance with the
approved hours recorded by the contract
labourer.
6.3 Should there be a discrepancy between the
hours recorded by the contract labourer and
those as recorded by the CLIENT, then the
CLIENT shall pay to the LABOUR BROKER the
amount equivalent to the hours recorded by
the CLIENT, where after the parties will be
entitled to investigate the discrepancy and
subsequently demand an adjustment to the
invoiced payment from the other party,
where necessary. Accordingly, the CLIENT
may not withhold payment to the LABOUR
BROKER of approved hours agreed upon by
the LABOUR BROKER and the CLIENT.
6.4 Should the parties not be able to reach
agreement in respect of the amount due
and payable (in terms of clause 9.3 above)
then the dissatisfied party shall be entitled
to refer the matter to a suitably qualified,
independent third party, approved by both
parties hereto or failing which designated
by the chief executive officer of the
Association of Personnel Service
Organisations of South Africa (APSO), who
shall upon investigation decide the matter
finally; provided that the party against
whom the decision substantially runs shall
be obliged to carry the costs of
appointment of the independent third
party.
7. Management of Employment Benefits and
Entitlements
Page 3 of 10

7.1 The CLIENT acknowledges that all contract
labour placed with the CLIENT shall in
terms of their employment contract with
the LABOUR BROKER be entitled to leave
benefits in accordance with the relevant
provisions of the Basic Conditions of
Employment Act, 75 of 1997 or any statute
for the time being replacing, extending or
modifying same. However, -
7.1.1 the LABOUR BROKER undertakes to make
reasonable alternative arrangement(s) with
the CLIENT if an assigned contract labourer
is to utilise any of such leave benefits in
terms of clause 7.1 above during the
placement with the CLIENT;
7.1.2 the LABOUR BROKER undertakes to confirm
the alternative arrangement(s) with the
CLIENT in writing in order for this
arrangement to be authorised by the
CLIENT;
7.1.3 the LABOUR BROKER confirms herein that
the CLIENT shall not be accountable for any
costs relating to the utilisation of leave
benefits by the employee.
7.2 The CLIENT undertakes to log and approve
any overtime worked by the contract
labourer and this amount shall be payable
to the LABOUR BROKER over and above the
hourly rate agreed upon with the CLIENT in
terms of Annexure “B” hereto, in the
following instances:
7.2.1 all contract labour shall be entitled to all
gazetted Public Holidays and shall be
entitled to overtime payment when
overtime is worked on such days at the
request of the CLIENT;
7.2.2 all contract labour shall furthermore be
entitled to overtime payment when
overtime is worked at the request of the
CLIENT based on the working hours set out
in Annexure “B” hereto.
8. Services provided by Contract Labourer
8.1 The CLIENT may with good reason terminate
the assignment of any contract labourer
placed with it provided that the CLIENT
gives written notice of not less than 24
(twenty four) hours that the assigned
contract labourer is required to leave the
CLIENT's premises.
8.2 The LABOUR BROKER undertakes to affect
the termination of the contract labourer’s
assignment with the CLIENT fairly both
substantively and procedurally as envisaged
by the Labour Relations Act, 66 of 1995 or
any statute for the time being replacing,
extending or modifying same.
9. Arbitration
9.1 In the case of any dispute or difference
arising between the parties hereto with
regard to the construction of this
agreement or the rights, duties or
obligations of either party hereunder, or
any matter arising out of or concerning
same, or any dispute or matter (with the
exception of a dispute to be dealt with in
terms of the provisions of clause 6.4
above), such difference shall be referred to
arbitration in accordance with the
provisions of the Arbitration Act 42 of 1956
or any statute for the time being replacing,
extending or modifying same.
9.2 The arbitrator shall be agreed upon
between the parties involving the dispute
provided that where the dispute is –
9.2.1 primarily an accounting matter, an
independent Chartered Accountant of 5
(five) years standing; or
9.2.2 primarily a legal matter, a practising
Attorney or Advocate of 5 (five) years
standing.
9.3 Should the parties fail to reach agreement
in terms of the appointment of an
arbitrator in terms of clause 9.2 above
within 30 (thirty) calendar days after
arbitration has been demanded, the
aggrieving party may request the president
of the controlling body of the arbitrator
concerned to appoint an arbitrator.
9.4 The arbitration shall be held in an informal
manner with a view to resolving the dispute
expeditiously, the decision of the arbitrator
being final and binding upon the parties.
9.5 Whilst each party will be responsible for
their own costs to bring the matter to
arbitration, the cost for the arbitrator to
attend to the dispute shall follow suite in
the matter decided.
10. Employment of contract labour by the
Client
10.1 Should the CLIENT at any stage during the
existence of this agreement or within 12
(twelve) months of its termination for
whatever reason, indicate an intention to
employ any of the contract labour that has
been placed with the CLIENT by the LABOUR
BROKER, a fee as provided for in clause 9 of
Annexure “B” shall be payable by the
CLIENT to the LABOUR BROKER.
10.2 The fee referred to in clause 10.1 above
will become immediately due and payable
to the LABOUR BROKER once the contract
labourer concerned accepts the offer of
employment with the CLIENT or once the
employment relationship between them
commences, whichever occurs first, and the
LABOUR BROKER has furnished the CLIENT
with an invoice in this regard.
10.3 As soon as the CLIENT contacts any of the
candidates and or temporary employees, or
subsequently introduces any of the
candidates and or temporary employees to
a third party within 12 (twelve) months
commencing as and from the date of the
Page 4 of 10

initial introduction by Softline VIP
Placements, it automatically agrees to the
abovementioned terms and conditions. For
purposes hereof, an introduction can take
place either telephonically or in writing,
including, but not limited to, the receipt of
a CV or similar document.
11. Termination
Without prejudice to any other remedies
that either party may have against the
other at law, and subject to automatic
termination as provided for in clause 2
above, either party shall have the right, by
giving notice in writing to the other, to
terminate this agreement forthwith in any
of the following events:
11.1.1 On Breach:
If either party commits a material breach of
any of the provisions of this agreement and
fails to remedy same within a reasonable
period as specified in a written demand
served by the other party on it.
11.1.2 On Liquidation, Insolvency etc.:
If either party enters into liquidation or
sequestration whether compulsory or
voluntarily, or compounds with its
creditors, or takes or suffers any similar
action in consequence of a debt, or if the
estate of either party is liquidated or
sequestrated, or if either party enters into
any agreement with its creditors, or takes
or suffers any similar action in consequence
of debt.
11.1.3 On Prevention of Performance of Duties:
If from any cause beyond its control either
party is prevented from performing its
obligations hereunder for a total period of
one (1) month in any twelve (12) month
period, where the contracted period exceed
twelve months.
11.1.4 Operational Requirements:
In the event of the operational
requirements of the CLIENT necessitating
termination of the services of the contract
labour; provided that the CLIENT shall
reimburse the LABOUR BROKER for any
amount which the LABOUR BROKER may be
compelled by law (including remuneration)
to pay the contract labourer pursuant to
such termination; and provided further, if
applicable, that in the event of the CLIENT's
operational requirements only requiring the
termination of the services of certain of the
contract labourers, then the number of
contract labourers supplied by the LABOUR
BROKER will be decreased accordingly and
the provisions of this agreement shall
remain in force insofar as the remaining
contract labour is concerned.
12. Domicilium Citandi Et Executandi
12.1 The parties choose as their domicilia citandi
et executandi for all purposes under this
agreement, whether in respect of court
processes, notices or other documents or
communication of whatsoever nature
(including the exercise of any right), the
following physical address:
12.1.1 The CLIENT
«physaddr1»
«physaddr2»
«physaddr3»
«physaddr4»
«physcity»
12.1.2 The LABOUR BROKER
291 Sprite Avenue
Menlyn Woods Office Park
Faerie Glen – Pretoria
12.2 The parties choose for purposes of
communications and the furnishing of
notices under this agreement (including the
exercise of a right), the following facsimile
address and or e-mail address:
12.2.1 The CLIENT:
«pers_faxfullnumber»
12.2.2 THE LABOUR BROKER:
086 509 7068 Sanett Potgieter
086 508 6897 Marizelle Vogel
086 504 0469 Anja Pretorius
12.3 Any notice or communication required or
permitted to be given in terms of this
agreement, shall be valid and effective only
if it is in writing, but either party shall be
competent to give notice by facsimile.
12.4 Either party may by notice to the other
party change the physical address chosen as
its domicilium citandi et executandi to any
other physical address in South Africa,
provided that the change shall become
effective on the 7th day from the deemed
receipt of the notice by the other party in
terms of clause 13 below.
13. Notices
13.1 Any notice to a party:
13.1.1 sent by prepaid registered post (by airmail
if appropriate) in a correctly addressed
envelope to its domicilium citandi et
executandi shall be deemed to have been
received on the 7 th business day after
posting (unless the contrary is proved);
13.1.2 delivered by hand to a responsible person
during ordinary business hours at its
domicilium citandi et executandi shall be
deemed to have been received on the day
of delivery; or
Page 5 of 10

13.1.3 sent by facsimile to its chosen facsimile
number, shall be deemed to have been
received on the date of despatch (unless
the contrary is proved).
13.2 Notwithstanding anything to the contrary
herein contained, a written notice or
communication actually received by a party
shall be an adequate written notice or
communication to it, notwithstanding that
it was not sent to or delivered at its chosen
domicilium citandi et executandi,
14. General
14.1 This document reflects the entire
agreement between the parties including
Annexure “A” and “B” hereto.
14.2 No party shall have any right or claim of
action arising from any undertaking,
representation or warranty not included in
this agreement.
14.3 No agreement to vary, add to or cancel this
agreement, including this clause 14.3, shall
be of any force and effect unless reduced to
writing and signed by or on behalf of the
parties to this agreement.
14.4 No party may cede any of its rights or
delegate any of its obligations in terms of
this agreement, unless the prior written
consent of the other party is obtained.
15. Details of Officer
15.1 Full name(s) and position of person making
the offer for and on behalf of the LABOUR
BROKER:
Karen Ekron
Manager – VIP Placements
Softline VIP
15.2 Contact details of person making the offer
for and on behalf of the LABOUR BROKER:
Tel: (012) 420 7371
Fax: (086) 509 5496
karene@vippayroll.co.za
15.3 Signature of person duly authorised to make
the offer:
15.5 Full name(s) of persons confirming signature
in terms of paragraph 15.4 above:
Marizelle Vogel
Sanett Potgieter
Anja Pretorius
VIP PLACEMENTS: Temporary Placement
Consultant
16. Details of Acceptance
16.1 Full name(s) and position of person(s)
accepting the offer for and on behalf of the
CLIENT:
__________________________________
__________________________________
16.2 Contact Details of person accepting the
offer for and on behalf of the CLIENT:
Tel:
__________________________________
E-Mail-Address:
__________________________________
16.3 Signature of person duly authorised to make
the acceptance:
__________________________________
16.4 Signature of person confirming signature of
person in paragraphs 16.1 to 16.3 above:
__________________________________
16.5 Full name(s) of persons confirming signature
in terms of paragraph 16.4 above:
15.4 Signature of person confirming the
signature of the person in paragraphs 15.1
to 15.3 above:
Page 6 of 10

ANNEXURE “A” (POSITION REQUIREMENTS)
The CLIENT shall complete the following information
or
Attach an existing Position requirement marked Annexure “A”
Position Available
Positions Title:
Computer Literacy:
(excluding VIP)
Size of Payroll and Frequency:
Wages:
(Indicate number of employees and pay
frequency e.g. weekly)
Salaries:
(Indicate number of employees and pay
frequency e.g. weekly
Geographical Working Area:
(Town and Suburb)
Stipulate date that position is to be
filled:
Period for which contract labour is
required:
Hours of work:
(These periods include an hour meal
interval per day)
Budget for Placement cost, per hour
How did you (the CLIENT) hear about
us (LABOUR BROKER)
(Please initial)
Page 7 of 10

POSITIONS SPECIFICATIONS
PLEASE SELECT YES OR NO IN APPLICABLE BLOCK X
PREPARING AND COLLECTING INPUT DATA.
APPROVING ALL INPUT DATA.
CHANGES TO THE COMPANY PARAMETERS, METHODS ETC.
ADD NEW APPOINTED EMPLOYEES AND TERMINATE EMPLOYEES
COMPLICATED SETUP E.G. COST TO COMPANY, CUSTIMISATION
INPUT FOR THE PERIOD
MODIFY EMPLOYEE FIXED INFORMATION
ENTER AND WORK WITH MEMO’S
PROCESS INCREASES
LEAVE PROCESSING
COUNCIL (PLEASE SPECIFY) …………………………………………………………………..
UPDATE MODULES
o EQUITY
o SKILLS
o GENERAL LEDGER
o PERSONNEL MODULE
o JOB COSTING
o ESS
PRINT REPORTS
ODBC REPORTS
BIM REPORTS
RECONCILIATIONS AND PAYMENTS TO EXTERNAL PARTIES
PAYE, SKILLS AND UIF
ALL THIRD PARTY PAYMENTS E.G. MEDICAL AID, PROVIDENT FUND, LOANS, GARNISHEES’ ETC.
LEAVE
GENERAL LEDGER, CASHBOOK
PRINT THE PAYSLIPS
PAYMENTS TO EMPLOYEES
CASH
CHEQUE
ACB/EFT (PLEASE SPECIFY WHICH SYSTEM IS BEING USED)………………………………………..
HANDLING OF ALL EMPLOYEE QUERIES.
PAYMENTS TO EXTERNAL PARTIES
COMMUNICATION WITH ALL EXTERNAL PARTIES.
EXPORT INFORMATION FROM THE PAYROLL FOR:
o
GENERAL LEDGER
(Please initial)
Page 8 of 10

o
o
o
UIF DECLARATION FILE
EXTERNAL PAYMENTS E.G. GARNISHEES’, INSURANCES ETC.
COUNCIL FILES
SUBMITTING STATUTORY RETURNS
SUBMITTING ALL MONTHLY EXPORTS
FILING OF ALL APPROPRIATE DOCUMENTATION AND REPORTS
INFORMING ALL APPROPRIATE PARTIES, IF AN EMPLOYEE’S SERVICE IS TERMINATED (ATTORNEYS, INSURANCE
COMPANIES ETC.).
IMPORTING OR SUBMITTING ALL EXPORT FILES (GENERAL LEDGER, ACB, COUNCIL EXPORTS ETC.).
MAKING BACKUPS AND ARRANGE FOR SAFEKEEPING.
RECONCILIATION OF ALL PAYROLL DATA, TO ENSURE THAT THE CORRECT PAYMENTS ARE MADE.
IF APPLICABLE, RUN AND REFRESH ALL ODBC REPORTS.
I the undersigned hereby agree to the responsibilities as specified above.
Client Signature: ___________________________
Print Name: ________________________________
CUSTOMISED DETAILS FOR CLIENT’S ATTENTION
GENERAL COMMENTS
(Please initial)
Page 9 of 10

Sample
of
ANNEXURE B TO THE LABOUR BROKING AGREEMENT
1 Name of Temporary employee: To be confirmed.
2 Position / Designation: Payroll Administrator.
3 Place of work: Company’s name.
4 Reporting to:
To be confirmed will supervise the Temporary employee, will ensure work meets the Client’s standard
required and sign off timesheets. Received signed timesheets will be accepted as final approval of hours
worked and no adjustments will be accepted.
5 “Daily working hours” are from: to be confirmed, and consists of:
Normal working hours: 8 hours (paid at standard rate per hour)
Lunchtime: 1 hour (not paid for, not worked)
Hours at work:
9 hours
Any hours worked that exceed the 8 normal working hours per day, are charged according to the Basic
Conditions of Employment Act, at overtime rates of 1.5 times the standard rate per hour.
Note that overtime rates are charged on a daily basis irrespective of whether the normal working hours
for a week are worked or not (Basic Conditions of Employment Act sections 9, 10 and 14).
6 Duration of placement: To be confirmed.
7 Rates payable to Softline VIP to be confirmed per hour.
8 Temporary contract fees: All fees will be charged at the end of each month for the duration of the
contract, or at the end of the contract, and become payable within 10 (ten) days of the invoice date.
9 Conversion of Temporary employment to Permanent employment: A fee of 17 (seventeen)% (exclusive of
VAT) of the annual total cost to company (annual total package) is charged. This includes total earnings,
total company contributions (excluding statutory charges) and fringe benefits. A Permanent Placement
fee becomes payable within 30 (thirty) days of the invoice date.
10 Quality Assuring Programme: Please note that this service is not available at all branches. Temporary
employees that are part of a quality assuring programme, is on a year contract and are therefore not
available for a temporary to permanent placement.
The above appointment is confirmed subject to the terms and conditions as contained in the Labour
Broking Agreement between «comp_name» and Softline VIP a division of Softline (Pty) Ltd.
(Please initial)
Page 10 of 10

Attention: «CandidateTitle»«CandidateSurname»
«CandidateAdd1»
«CandidateAdd2»
«CandidatePostalCode»
«Date»
Tel: «CandidateTel»
Dear «CandidateTitle» «CandidateSurname»
RE: FIXED TERM CONTRACT OF EMPLOYMENT
BETWEEN
SOFTLINE VIP, A DIVISION OF SOFTLINE (PTY) LTD
AND
«CandidateTitle» «CandidateName» «CandidateSurname»
(ID Number: «CandidateID»)
We have pleasure in confirming your appointment as an employee of SOFTLINE VIP
A DIVISION OF SOFTLINE (PTY) LTD on a fix-term contract with effect from
«StartDate»
The written particulars of your employment are as follows:
1. Position and Duties
1.1 You are appointed to the position of Payroll Administrator / Payroll
Clerk and you will be placed at «Company» where you will be working
for the term of the contract. You will be reporting to «ReportsTo» at
the specified company.
1.2 You may be required to perform other duties that may reasonably be
required by the Client you are going to be placed at.
2. Fixed Term and Renewals
2.1 Your employment will be for a fixed term from «StartDate» to
«EndDate» for the period of your placement with the Client.
2.2 This contract of employment may be renewed by agreement at the end
of the fixed term for a further term or terms on the same or different
terms and conditions, subject to the provisions of paragraph 2.3 below.
(Please initial)
Page 1 of 5

2.3 It is expressly agreed that any renewals of this contract will not create
any expectations or rights to further renewals in the future. Neither
will you acquire any right to permanent employment if this contract is
not renewed by SOFTLINE VIP A DIVISION OF SOFTLINE (PTY) LTD
2.4 You may terminate the assignment provided that you give SOFTLINE VIP
A DIVISION OF SOFTLINE (PTY) LTD reasonable written notice of not
less than 1 (one) week.
3. Place of Work and Reporting
3.1 Your normal place of work will be at the Client’s work place where you
will be placed.
3.2 You will also receive your instructions from the Client, and SOFTLINE
VIP A DIVISION OF SOFTLINE (PTY) LTD where applicable.
3.3 You will report to the Client who is your immediate superior and
SOFTLINE VIP A DIVISION OF SOFTLINE (PTY) LTD where applicable.
3.4 You are required to complete the Temporary Assignment Report
provided by SOFTLINE VIP A DIVISION OF SOFTLINE (PTY) LTD on a
weekly basis and furnish same to SOFTLINE VIP A DIVISION OF
SOFTLINE (PTY) LTD by telefacsimile to number (012) 420 7330 every
Friday.
4. Hours of Work
4.1 Your normal working hours will be from «HoursFrom» to «HoursTo».
4.2 The periods stipulated paragraph in 4.1 above includes an hour meal
interval per day.
4.3 By signing this contract, you undertake and agree to perform such
overtime duties as may be reasonably required of you from time to
time, provided this does not exceed the limitations laid down in
relevant legislation.
5. Wage / Salary
5.1 You will be paid «RateHr» per hour calculated in arrear and will be paid
no later than the last working day of the month.
6. Deductions (if applicable)
The following deductions will be made from your wage/salary payments:
6.1 All statutory deductions (PAYE/SITE; UIF)
6.2 You hereby authorise any deduction to be made for any monies still due
to SOFTLINE VIP A DIVISION OF SOFTLINE (PTY) LTD at the time of
termination of your employment.
(Please initial)
Page 2 of 5

7. Annual Leave
You must arrange any leave with the Client and in accordance with the
relevant legislation.
7.1 Leave will accrue to you at an amount equal to 1 (one) day every 17
(seventeen) days actually worked while working at the Client where you
have been placed.
8. Sick Leave
You will be entitled to sick leave in accordance with the provisions of the
Basic Conditions of Employment Act, i.e. 1 (one) day for every 26 (twenty
six) days worked, for the period during which you work at the Client where
you have been placed. If you are absent for more than two (2) days or on a
Monday or Friday or any day linked to a public holiday, due to illness or
injury, a doctor’s medical certificate must be obtained and submitted to
SOFTLINE VIP A DIVISION OF SOFTLINE (PTY) LTD.
9. Family Responsibility Leave
The provisions for family responsibility leave do not apply to workers who
work less than –
4 months for their employer
4 days a week for one employer
24 hours a month, or to
Leave over and above that provided for by the Act (Based on Legislation
in Section 27, of the Basic Conditions of Employment Act)
Reasons for Leave – You may take family responsibility leave:
when your child is born
when your child is sick
in the event of the death of your
- spouse of life partner
- parent or adoptive parent
- grandparent
- child or adopted child
- grandchild
- sibling.
Proof – Employers may require reasonable proof of the birth, illness or
death for which a worker requests leave.
10. Discipline
You will be subject to the disciplinary procedure and rules of the Client as
determined from time to time, provided that being a SOFTLINE VIP A
DIVISION OF SOFTLINE (PTY) LTD temporary employee you will also be
subject to the disciplinary procedure and rules of SOFTLINE VIP A DIVISION
OF SOFTLINE (PTY) LTD, if and where applicable.
(Please initial)
Page 3 of 5

11. Company Policies and Procedures
Other than conditions of service detailed in this document, you will be
subject to the conditions of service laid down in the Client’s company
policies and procedures as amended from time to time.
12. Termination of Employment
12.1 Your employment terminates at the end of the fixed term referred to
in paragraph 2.1 or at the end of any agreed period of renewal as
contemplated in paragraph 2.2.
12.2 Your employment may be terminated before the end of the fixed term
of any renewal period for misconduct, incapacity, operational
requirements or for any other reason which is recognised by law as
being sufficient.
13. Confidentiality
You may not during or after your employment divulge or communicate to
any person the trade secrets of the Client where you are placed or any
other confidential information which you may have or acquire in relation to
the Client’s affairs and operations or the affairs and operations of its
Client’s, customers or suppliers.
14. Restraint
14.1 You hereby undertake that you will not work for or render any services
directly or indirectly to the Client where you are placed for a period
of 12 (twelve) months after the termination of this agreement for
whatever reason without the prior written consent of SOFTLINE VIP A
DIVISION OF SOFTLINE (PTY) LTD.
14.2 You agree that the restraint in paragraph 13.1 also is reasonable and
necessary to protect SOFTLINE VIP A DIVISION OF SOFTLINE (PTY)
LTD’s business interests.
(Please initial)
Page 4 of 5

I trust that your association with the Client will be a fruitful one.
Yours sincerely
Karen Ekron
Placement Manager
Softline VIP
+27 12 420 7371
+27 12 420 7330
karene@vippayroll.co.za
Acceptance Paragraph
By my signature hereto, I accept the conditions of employment as set out in this
letter.
_______________________ ____________________ ______________
Name (please print) Signature Date:
Please complete the following for payment purposes:
Bank Name
Branch Code
Account Number
Type of account e.g. cheque etc
Bank Account Details
Page 5 of 5

PERSONAL DETAILS:
Title:
Initials:
Surname:
First name:
Second name:
ID Number:
Date engaged:
Employee tax number:
PAYMENT DETAILS:
Type of account:
Branch code:
Account number:
Acc holder name:
Acc holder relationship:
RESIDENTIAL ADDRESS:
Unit Number:
Complex:
Street Number:
Street Name:
Suburb:
Town/City:
Postal Code:
POSTAL ADDRESS:
Postal Service:
Postal Number:
Street Number:
Street Name:
Suburb:
Town/City:
Postal Code:
EMERGENCY CONTACT DETAILS:
Emergency Contact Name:
Emergency Telephone Number:
Emergency Cell Phone Number:
EMPLOYEE CONTACT DETAILS:
Employee Home Number:
Employee Business Number:
Employee Cell Number:
Employee Fax Number:

Timesheet for VIP Placement Services
Please e-mail electronic copy and fax signed copy to your
Temporary Placement Consultant
Candidate Name
Client Name
Month Applicable (e.g.
June 2008)
Emp Code
Duration (from, to dates)
From:(ccyymmdd)
End: (ccyymmdd)
Date (ccyymmdd) Day
Start Time
(e.g. 08:30
hrs&min)
End Time
(e.g. 17:00
hrs&min)
Lunch Hour not
worked
(e.g. 1:00)
Total Hours per
day
Normal
Hours
worked
Normal
hours less
lunch Overtime 1.5
Overtime
2.0
Mo 00:00 - - - 0
Tu 00:00 - - - 0
We 00:00 - - - 0
Th 00:00 - - - 0
Fr 00:00 - - - 0
Sat 00:00 - - - 0
Sun 00:00 - - - -
Total for week 1
- - -
Mo 00:00 - - - 0
Tu 00:00 - - - 0
We 00:00 - - - 0
Th 00:00 - - - 0
Fr 00:00 - - - 0
Sat 00:00 - - - 0
Sun 00:00 - - - -
Total for week 2
- - -
Mo 00:00 - - - 0
Tu 00:00 - - - 0
We 00:00 - - - 0
Th 00:00 - - - 0
Fr 00:00 - - - 0
Total for week 3
Total for week 4
Total for week 5
Sat 00:00 - - - 0
Sun 00:00 - - - -
- - -
Mo 00:00 - - - 0
Tu 00:00 - - - 0
We 00:00 - - - 0
Th 00:00 - - - 0
Fr 00:00 - - - 0
Sat 00:00 - - - 0
Sun 00:00 - - - -
- - -
Mo 00:00 - - - 0
Tu 00:00 - - - 0
We 00:00 - - - 0
Th 00:00 - - - 0
Fr 00:00 - - - 0
Sat 00:00 - - - 0
Sun 00:00 - - - -
Km 0.00 R 0.00 0
Tollgate 0.00 R 0.00 0
Other 0.00 R 0.00 R 0.00
- - -
Total for Month incl Travel hours
- - - -
LEAVE DETAILS
FROM TO HOURS LEAVE DETAILS FROM
TO HOURS
Annual Leave 1
Annual Leave 2
Annual Leave 3
Sick Leave 1
Sick Leave 2
Sick Leave 3
Public Holiday 1
Public Holiday 2
Public Holiday 3
Public Holiday 4
Family Leave 1
Family Leave 1
Totals (excl leave) Quantity Amount Totals
Public Holidays;
Normal Hours 0.00
Checked By:______________________
Travel Hours 0.00
If you worked on a public holiday,
O/T 1.5 0.00
remember to input a "p" in column A on that
O/T 2.0 0.00
specific line. This will automatically
Sign:
calculate the day at double rate. If you
haven't worked, capture the dates under
"Leave Details" for public holidays.
Remarks:

TEMPORARY ASSIGNMENT REPORT
Name of Client: ____________________________________________________________________________
Name of VIP Placements Temporary Employee: _________________________________________________
Date: ____________________________________________________________________________________
Return this document to your Placement Consultant at the end of each week or at the end of each assignment.
ASSIGNMENT DETAIL
Signature of the Client is required to confirm that the above-mentioned information is correct.
Signature of Client:
_______________________________________
Signature of Employee:
_______________________________________

LEAVE APPLICATION FORM
Employee Name: ___________________________________________________________________
Company currently temping at: ________________________________________________________
Type of Leave applied for Start date End date Number of days
1 Annual Leave
2 Sick Leave
3 Family responsibility Leave *
4 Study Leave *
5 Maternity/Adoption Leave *
6 Unpaid Leave *
7 Other (please specify)
Please note:
A Doctor’s note is required for any sick leave taken.
Study leave requires an exam timetable and confirmation of enrolment from the institution.
Family responsibility, Maternity and Unpaid leave may also require proof/justification.
Please ensure that both you and your direct supervisor (at the client) signs below.
Please fax the completed form to 012 420 7330.
Name of Client:
_______________________________________
Signature of Client:
_______________________________________
Signature of Employee:
_______________________________________