Page 46 - My Clinic Employee Handbook Draft V.1

Jewellery - Employees may wear tasteful jewellery in moderation. Where job duties present any type of safety
risk, jewellery may be prohibited or severely limited. In other areas, moderate (including size and amount)
jewellery may be worn. No other visible body jewellery/body piercings may be worn while an employee is in the
workplace.

Tattoos - No visible tattoos or other body art (such as surgically implanted ball bearings, spikes, and the like) are
permitted in the workplace. Exceptions may be made for employees who have small, non-offensive tattoos that
cannot easily be covered by standard clothing (i.e., wrist, neck, etc.). All exceptions require the approval of a
MANAGER
Violations - Violations of this policy may lead to disciplinary procedure, up to and including dismissal.

Exceptions - Employees seeking an exception from any of the above standards should speak with a MANAGER
in advance.

3.6.3 Fitness for Work
Should you arrive in work and, in our opinion, you are not fit for work, we reserve the right to exercise our duty
of care if we believe that you may not be able to undertake your duties in a safe manner or may pose a safety
risk to others, and send you away for the remainder of the day without pay and, dependent on the
circumstances, you may be liable to disciplinary action.
3.7 TRAINING AND DEVELOPMENT POLICY
The Company recognises that continuous training for employees at all levels is essential to ensure its efficiency
and profitability, and the personal development of every employee.

3.7.1 Objectives
The main objectives of our training policy are as follows:
• To provide an effective induction programme for each employee ensuring an understanding
of the Company, his or her campaign, role and individual duties.
• To provide introductory and on-the-job training to enable new employees to reach the
required performance standards in the established time.
• To recognise that the best form of development is self-development and therefore designing
training plans to help employees improve their own performance.

Training is approved on the basis of:
A. Nature and purpose of business
B. Expected benefits for employee and the Company
C. Estimated cost and available funding
D. Potential time or performance impacts while employees participate in training

Prior to receiving training, objectives should be identified, which clearly state what the participants are expected
to know and/or to do afterwards. These objectives will be agreed upon through interactions between the
employee and a MANAGER.

Training records, identifying the following information, participants, subjects, objectives, training provider, date,
costs and acknowledgement receipt of training will be retained on employees' personnel files. Employees should
also keep a summary of their training records for tracking, reporting and planning purposes.

Training is generally conducted during paid working hours.

3.7.2 Responsibilities
Employees are responsible for meeting the training objectives by becoming actively involved during training and
providing evaluation immediately afterwards.
Company Directors are responsible for completing training and development needs together with the employee.
They are also responsible for planning and budgeting to meet individual learning needs. A MANAGER is
responsible for seeking the agreed upon training, either through internal or external resources.

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