1. INTRODUCTION
The Company views people and their performance as paramount to the success of its business. It abides by the principles of justice, fairness and reciprocity and upholds ethics and honesty in all its dealings. It will manage its recruitment in accordance with these principles. Recruitment efforts shall be designed to attract applicants who possess the strongest criteria required for successful performance of the duties and responsibilities of the vacant position. The appointing department shall review vacant positions, identify essential job functions and knowledge, skills, abilities and other criteria required for successful job performance. Recruitment efforts shall be based on these factors. Recruitment strategies shall emphasise the ability to work successfully in a team oriented, diverse workforce. All recruitment and employment activities for employees shall be conducted in accordance with applicable laws, regulations and policies concerning equal employment opportunity and affirmative action. Consistent with equal employment opportunity for all qualified applicants, recruitment processes shall include reasonable outreach efforts to attract employees from designated groups. The Recruitment Manager is responsible for the recruitment process. Review of recruitment efforts to achieve workforce diversity objectives shall be coordinated within the appointing department and the Human Resources Department.

2. APPLICANTS
Applicants who meet the minimum criteria of the positions for which they have applied will be considered for vacancies. Should circumstances warrant, the relevant Executive Director or Chief Executive Officer may designate that certain positions be filled only by qualified internal candidates and/or individuals with disabilities, and/or people from designated groups.

3. SELECTION
The selection of candidates for vacancies is the responsibility of the Recruitment Manager together with the Department Heads or their assignees and must also be approved by the relevant Executive Director. All Executive appointments are to be approved by the Chief Executive Officer. Not all external applicants have to be interviewed. However in order to ensure a fair and competitive selection process, it is recommended that a minimum of three (3) candidates be interviewed, provided at least that number apply. All internal applicants must be interviewed.

4. AGE
Employees’ appointments are normally limited to those 18 years of age or older; 16- and 17-year-old applicants may be employed in occupations when not prohibited by law and when such employment will not interfere with continuation of their education. Employment of anyone less than 18 years of age for a position must be approved in advance by the Board of Directors. There is no maximum age at which applicants are excluded from consideration for vacancies for which they are otherwise qualified, however preference will be given to applicants below the age of 65. Applicants over the age of 65 will be appointed on a fixed term contract basis.

5. EMPLOYMENT OF RELATIVES
NOTE: It is not Company policy to allow the employment of any family members unless in exceptional circumstances and with the CEO’s approval. No exception will be made in the following circumstances: when one member of a family is responsible for making decisions in personnel matters such as the hire, promotion, retention, or salary of another member of the same family. when one family member is responsible for supervising, directing, evaluating, or influencing the evaluation of, the work of another member of the same family. when other situations may exist that place members of the same family in circumstances of actual or reasonably foreseeable conflict between the interests of the Company and the interests of the family members.

6. DEFINITION OF RELATIVES AND FAMILY MEMBERS
For the purpose of this policy the terms ‘relative’ and ‘family member’ are defined as an individual related to another person or the person's spouse within the third degree. This includes parents, grandparents, great-grandparents, children, grandchildren, great-grandchildren, spouses and close relatives of spouses including step- or in-law relatives. NOTE: The Executive Director/CEO may determine that other inter-personal relationships between individuals that create a relationship similar to those described in the definition above, may be included under the provisions of this policy if one of the parties has influence over the other as described above.

7. PROBATIONARY PERIODS
A person employed in any position expected to continue for more than six (6) months shall serve a probationary period. The probationary period provides for assessment of employee criteria, performance and general suitability to successfully meet position requirements and standards. It likewise provides the employee with an opportunity to determine whether the position meets his or her expectations.

8. INITIAL PROBATIONARY PERIOD
A newly hired employee serves a probationary period of three (3) months. Probation periods of greater than three (3) months may be established for certain positions with the prior approval of the relevant Executive Director, together with the Group HR Executive. If during the probationary period the employee does not meet job requirements or performance standards, the employee must be notified in writing of the specific performance problems and the remedies, which must be effected within the probationary period. A copy of this memorandum shall be sent to Human Resources. Failure to satisfactorily meet the job requirements or performance standards at the end of the three (3) month probationary period may result in an extension of the probationary period for 30 days at the discretion of the employer. If such extension is granted, the employee shall be informed by memorandum that (1) the probationary period has been extended by 30 days and (2) if the employee still doesn’t meet job requirements, termination of the employment relationship may be pursued in accordance with Company policy. If the 30-day extension is not granted and the applicant fails to satisfactorily accomplish position requirements by the end of the probationary period, termination of the employment relationship may be pursued in accordance with Company policy.