TUCKSHOP EMPLOYMENT CONTRACT

1. Date

1.1. This contract shall be received on this _____ day of September 2022 at Okahandja
Primary School. This contract shall apply retrospectively from, the day of the
commencement of the oral agreement between (names):
________________________________________________________________ (Id):
______________________________________ and Okahandja Primary School.

2. Employer: Name and Postal Address:

2.1. Okahandja Primary School, P.O.Box 44, Okahandja, Namibia

3. Employee: Name, Postal and physical Address; _________________________,

___________________, ___________________________, ________________________

4. Position and Commencement Date

4.1. Tuckshop Assistant herein shop assistant. The contract is effective from the 1st of
September 2022 and shall apply to replace the oral contract and the date so agreed
shall be deemed, the commencement date of this contract thereof.

5. Nature of Employment
5.1. This is a casual employment contract and shall apply based on percentages stipulated
hereof which shall be adjustable on the discretion of the employer (herein the school)
in consultation with the employee.

6. Term of Employment and the Place of Work

6.1. The contract shall be a fixed term of a 12 months cycle and shall be renewed every
after five months. Fix term from August 2022 to 31 November (excluding holidays) or
until the school term is closed whatever the soonest.

6.2. The address of employment shall be Okahandja Primary School Tuckshop as defined
in the school internal school plan.
7. Time of Work and Report to
7.1. The days and hours of employment shall be Monday to Friday the starting and finishing
times, may be 08h00 to 17h00 or whatever is reasonable to the discretion of the
employee unless otherwise stated. There shall be a lunch and rest breaks from 13h20
to 14h20 depending on the circumstances on the on the discretion of the employee.

7.2. The employee shall report to __________________________ the tuckshop

supervisor or the person delegated to perform the task as a tuckshop manager.

8. Award and classification

8.1. The conditions of your employment are derived from the Education Act 16 of 2001 (the
Act) and the Labour Act 11 of 2007 except where noted otherwise. The job shall be
classified school essential.

9. Responsibilities / Duties
9.1. The employee shall perform duties as described in the Job Description which shall be
provided by the tuckshop supervisor. Additionally to the duties and responsibilities
described in the job description, the employees shall be required to perform any other
duties as directed by the employer or the tuckshop supervisor.

10. Employee Remuneration

10.1. The monthly rate for this position shall be paid by commission at the rate of 30% made
on a monthly profit. The remuneration of the employee shall be calculated within two
days before the month ends to determine the monthly remuneration which shall be
paid at the end of the month. The Monthly remuneration shall be paid on the last day
of the month but not more than two days after the beginning of the preceding month.

10.2. The employees’ remuneration shall be reviewed annually and may be increased at the
employer’s discretion or in accordance with any school internal policies related to
employees’ remuneration.
10.3. Payment shall be monthly by electronic transfer into the employee’s nominated bank
account. The employee shall not be eligible for any allowances, or shift penalties or
loadings.
11. Reimbursement of Expenses and superannuation
11.1. The employee shall be reimbursed for any expenses he/she incurs on behalf of
Okahandja Primary School. However, the employee must obtain authorisation from
the tuckshop supervisor prior to incurring the expense or otherwise in accordance with
any delegations assigned to the employee. The possible expenses to be reimbursed
shall be limited to; funds added to purchase additional stock, transportation of stock
and other reasonable expenses that may accrue out of expectation and to which the
employee incurred personal expenses.

12. Leave Entitlements

12.1. Leave entitlements, including annual leave, maternity leave, compassionate leave,
sick leave will be granted in accordance with the school internal policies in conjunction
with the Labour Act 11 of 2007. All leaves shall be applied for on the school’s
prescribed form, recommended by the immediate tuckshop supervisor and approved
by the principal. All applications must be accompanied by medical certificate in case
of sick leave and death certificate in case of compassionate leave. Other forms of
leave shall be granted on the principal’s discretion.

13. Close-down
13.1. Full time and part time employees cannot be required to stand down on learners-free
days or days of school closure outside of the school holiday period. On these days (in
the case of part-time employees, if an alternative pattern of work cannot be agreed or
is not feasible for the week of the pupil free day or day of school closure) the employee
can either be paid in lieu of attendance, or can be directed to partake in alternative
duties. This clause only applied to employees who are paid wages outside commercial
rate payment.

14. Confidential Information

14.1. The employer shall be required to maintain strict and professional confidentiality
regarding all information gained through the course of her/his employment with
Okahandja Primary School. This requirement applies to written, verbal and all forms
of internet and social networking communication, both during the term of employment
and 12 months after employment ceases.
 15. Compliance with Policies & Procedures
15.1. The employee shall be required to comply with the employer’s policies and procedures
which may change from time to time. It will be the employer’s responsibility to ensure
that you are aware of these policies and procedures, but if you are in doubt regarding
a policy or procedure you should consult with your line manager.

16. Termination of Employment

16.1. Notice of termination shall be given to the employee in writing within 30 days before the
date of termination. On termination of employment the employee must return to the
employer all property belonging to the service.

17. Dispute Resolution

17.1. Where possible, disputes should be resolved at the school level (School Management)
by consultation and negotiation between the parties and in line with the service’s
grievance procedures. If the dispute is about a matter arising under this contract or in
relation to the terms in this contract and is unable to be resolved at the workplace, and
all appropriate steps outlined in the contract have been taken, a party to the dispute
may refer the dispute to the schoolboard (herein The Board) in writing within 14 days
after the last dispute resolution procedure has been carried out.

18. Privacy
18.1. You agree that Okahandja Primary School may collect and retain personal information
regarding any aspect of your employment directly from yourself or a third party. Under
the Privacy Act 1988 you may have rights and obligations and in particular right of
access to, and correction of, personal information (except insofar as it relates to any
exception provided by that Act).
19. Signatures
19.1. This offer is made by me ____________________________as the authorised
representative of Okahandja Primary School under the Ministry of Education Arts and
Culture.
Signed____________________________________________

Date______________________________________________
20. Acceptance
20.1. I, ____________________________________, accept the offer of employment and
agree to the terms and conditions as stated in this contract.

Signed____________________________________________

Date______________________________________________

21. Disclaimer
21.1. The school Management has undertaken all reasonable measures to ensure that the
information in this contract is accurate and specifically disclaims any liability, loss or
risk, personal or otherwise, which is incurred as a consequence, directly or indirectly
of the use and application of any of the contents.