march/april chamber bulletin 2016

MARCH / APRIL 2016

7 THINGS YOU NEED

TO KNOW ABOUT THE

OCCUPATIONAL

HEALTH & SAFETY ACT

pg 12

5 THINGS EVERYONE GETS WRONG ABOUTTHE EMPLOYMENTEQUITY ACT

pg 17

A BEGINNERS

GUIDE TO THE

CHAMBER

OF COMMERCEpg 31

INCOME AND PENSIONSINCREASE MORE THAN

INFLATION DESPITEECONOMIC OUTLOOK

pg 47

How does Eskom affect LabourWhat is Statutory DeductionsOccupational Health and Safety Act14 Benefits of having a business plan forecastThe importance of soft skills training courses in the workplaceB-BBEE Dissent is NOT RacismValidity period of WarningsHelp with budgeting

15

I N D E XMarch / April Issue

30

B-BBEE Verification Agency

Tel:�011�814�2752011�814�2753

Cell:�083�268�5114Fax:�086�513�0744

For�more�informationwww.cenfed.co.za

We want to encouragemembers of the East

Rand Chamber ofCommerce & Industry to

submit any and all material we can publishwithin out next Chamber

Bulletin.

The purpose of theChamber Bulletin is to

give you the opportunityto put your company,your products and orservices into a well

compiled document,being sent out to all ourmembers and newsletter

subscribers.

We also want toencourage members to

make sure that theirwebsites are up to date,

if you have new information, or photos,

send them [email protected] or arrange for acompany representativeto come visit you. He willalso be able to take somephotographs we can use

in both the ChamberBulletin and as updates

within your website.

Make use of the servicesyou have at your

disposal.

If you are unsure whatexactly the extent of theservices are you qualify

for as an ERCOCmember, please let us

know and we will get youup to date.

With 2016 well underway,make sure that you havecovered all the necessaryangles of your companyand that everything is upto date so that you can

run at full speed.

page 8 The 9 Scariest things about First Aid Training

page 12 7 Things you need to know about the OccupationalHealth & Safety Act

page 14 Introduction to the East Rand Chamber of Commerce & Industry

page 17 5 Things everyone gets wrong about the Employment Equity Act

page 19 7 Things your boss wants to know about Health & Safety Courses

page 21 10 Compelling reasons why you should do Health & Safety Training

page 23

13 Common Misconceptions about Website Maintenance

page 31 A Beginner’s Guide to the Chamber of Commerce

page 34 First Aid Training: 10 Things I wish I’d known earlier

page 36 The Biggest Problem with Constructive Dismissal and how youcan fix it

page 42 Company Report on Signarama Kempton

page 47 Income & pensions increase more than inflation despiteeconomic outlook

page 53 Company Report on O.V. Electronics

Business News

page 27

Property Barometer - Q4 GDP Growth

page 45 FNB Sector outlook for 2016

CLAIM YOUR ERCOC SUBSIDYTO START YOUR OWN

INBOUND MARKETINGDEPARTMENT

Interest free for 5 yearsThe East Rand Chamber of Commerce and Industry (ERCOC) and their American Inbound Marketing partner HubSpot, has embarked on a job- creation project by subsidising member companies to start their own Inbound or Electronic Marketing Department.

They believe that if a business entity earns more revenue they will obviously have to employ more staff, and due to the fact that the buying process now starts on the internet, it stands to reason that the astute business owners will want to increase their exposure in Cyber space.

Marketing Departments is a luxury that smaller enterprises cannot afford. To employ an Electronic Marketing Consultancy Company, at budgets of in access of R 400,000.00 per annum is in most instances not an option.

This limited offer to 10 membersonly, is as follows

www.chamberlink.co.za

R2500 per month excl. VATfor 24 months

The following services will be performed:1. Target market analysis, creating buyer persona to properly direct marketing efforts. 2. A complete competitor analysis.3. K eyword research to ensure that correct keywords may be used to direct traffic to the newly designed website.4. C urrent website analyses to assist in the development of the new or altered website.5. R esearch and development of prime content (downloadable E-books) offer to be downloaded by website visitors.6. W riting of 4 Blog posts per month with market related content aimed at enhancing the image and expertise of the member in their related field of business.7. D esigning of a landing page to convert visitors into leads when downloading prime content.8. D esign and research Call to action to entice visitors to download prime content offer.9. D evelopment of a fully responsive website, capable to impress visitors.

First aid training is a necessary part of workplace life,required under South African labour law. At some pointyou may be asked, as a nominated employee orsupervisor, to take part in a first aid course on behalf ofyour team. It may seem intimidating, or you might worrythat you will go green around the gills and not be ableto handle it. But first aid training is very rewarding,and can actually be enjoyable. It is hoped that this listof the 9 scariest things about doing a first aid coursewill dispel any fears you might have.

1) PRESSURE TO PERFORM

Being selected to represent your workplace may make you feel pressured. Under current labour law, in a company with more than ten employees, at least one person must be qualified in first aid. In shops and offices, there needs to be at least one first aider to every 100 employees, and in other workplaces, one to every 50. If you are the sole first aider, you might feel overwhelmed. But you wouldn't have been chosen if you werent trusted, so try to have some confidence. You can encourage other staff members to undergo training too.

2) REMEMBERING THE STEPS

Because of the seriousness of what you are learning, you might feel stressed if you cannot remember all of the steps right away. The basic steps are not complicated; they are called the ABCs, representing Airway, Breathing and Circulation. The airway needs to be checked for obstructions, breathing must be checked and assisted where necessary, and circulation stimulated as needed with chest compressions and mouth-to-mouth. Try to keep repeating the ABCs, and they will soon be committed to memory.

3) PRACTISING ON DUMMIES

Some people find it unsettling practising checks, chest compressions and mouth-to-mouth techniques on a dummy torso. Try to focus on the tasks at hand, and remember that the dummy is simply a piece of training equipment.

4) PRACTISING ON PEOPLE

When it comes to practising on people, for example, putting a volunteer into the recovery pose, you may feel concerned about inadvertently hurting them. However, the course instructors will be monitoring everything and will assist you to ensure that practice goes smoothly.

5) GETTING OVER ANY SQUEAMISHNESS

If you are someone who gets queasy easily, you might be concerned about checking airways and learning how to work with bandages. However, many people find that the urgency of the tasks makes them forget about any such problems, and they can very efficiently perform the techniques.

08 Bulletin Blogswritten by Koot van der Walt

The 9 Scariest ThingsAbout First Aid Training

6) TAKING THE END EXAM

Tests of any kind can cause fear, but as long as you pay attention on the course you should have no problems at all.

7) THE THOUGHT THAT YOU MIGHT HAVE TO USE THE SKILLS SOMEDAY

This is perhaps the scariest part of first aid training – the thought that someone might get injured or ill at your workplace or elsewhere, and you might have to step in and help them. It can feel like a big responsibility. However, try to focus on the fact that you would have the ability to help, rather than having to stand by and be helpless.

8) THE THOUGHT THAT YOU MIGHT NOT BE AROUND IF SOMETHING HAPPENS

Many trainees find that they leave a course with a sense of responsibility and a desire to help. You might worry about something happening when you are not around to intervene. This is why first aid training is recommended for as many people as possible, so that there will always be someone able to step in and help.

9) THE THOUGHT THAT YOU MIGHT FORGET WHAT YOU LEARNED

Over time, you may find that you forget the steps and techniques. For this reason, it is important to requalify every 2 years.

If you are given the opportunity to do first aid training, there is no reason not to take it. A course will equip you with the knowledge and skills to potentially save a life – not only in the office, but at home too.

09Bulletin Blogswritten by Koot van der Walt


The Occupational Health and Safety Act (No. 85 of 1993) is partof South African labour law and regulates health and safety inworkplaces. Because employers are responsible for protectingtheir workers, it is critical that they have a good understanding ofwhat the Act says, and how it applies to their situation. This willhelp them ensure legal compliance, and avoid being found negligent and penalised. Here are seven things you need to know about the Act.

1) THE OCCUPATIONAL HEALTH AND SAFETY ACT APPLIES TO ALMOST EVERYONEThe legislation applies to all employers and workers, including farm, government and domestic workers, with a few exceptions. Mines and mine workers are excluded, as are employees on fishing, sealing and whaling vessels, and so are those who work on floating cranes. Such employees are covered by separate legislation.

2) THE OCCUPATIONAL HEALTH AND SAFETY ACT SETS OUT EMPLOYERS’ DUTIESThe Act places the burden for providing a safe workplace squarely on the employer. As a result, they must, among other duties, identify hazards and sufficiently warn workers thereof, issue free protective clothing where necessary, provide adequate training to ensure safety, perform required maintenance on machinery, select safety representatives, and not allow workers to undertake work that is potentially dangerous.

3) THE OCCUPATIONAL HEALTH AND SAFETY ACT SETS OUT EMPLOYEES’ DUTIESWhile the bulk of the responsibility lies with the employer, employees are also obliged, under the Act, to take reasonable safety precautions at work, as well as report dangerous conditions and any accidents to their safety representatives as soon as possible, and cooperate with their employers in matters of health and safety. If an employee deliberately damages safety equipment or otherwise jeopardises the safety of the work environment, the employer can take legal action.

4) THE OCCUPATIONAL HEALTH AND SAFETY ACT PROVIDES FOR SAFETY REPRESENTATIVESThe Act stipulates that at least one safety representative must be designated once the number of staff members in a workplace exceeds 20. In the case of shops and offices, there needs to be at least one representative for every 100 employees, and in all other cases, one for every 50 employees. The employer must provide health and safety training for the selected representatives, and ensure that they understand how they were chosen, and the extent of their responsibilities and potential liabilities. Where there are two or more health and safety representatives, the Act provides for the establishment of health and safety committees.

5) ALL ACCIDENTS AND INCIDENTS MUST BE RECORDEDUnder the Act, detailed logs need to be kept of any accident or incident in the workplace. Depending on the severity, they may need to be reported to the Department of Labour within seven days.

6) THE OCCUPATIONAL HEALTH AND SAFETY ACT IS ENFORCED BY INSPECTORSInspectors from the Department of Labour can perform checks, searches and interviews without prior notice. They have the authority to issue notices of prohibition, contravention and improvement and can also fine and prosecute employers.

7) EMPLOYERS ARE MADE RESPONSIBLE FOR THEIR COMMUNITIESAccording to the Act, the responsibilities of employers do not end at their workplace, but extend to the health and safety of people affected by their company’s activities, such as visitors, people who live in the surrounding community, and even people who pass by the company.

7 Things you need to knowabout the OccupationalHealth and Safety Act

The East Rand Chamber of Commerce and Industry (ERCOC) is a dedicated organisation aimed at supporting businesses in and around the East Rand. Through the provision of expert advice and professional services, the Chamber has been able to bolster the functioning of more than 550 companies over the past ten years, since its establishment in 2005. It is the largest Afrikaans Handelinstituut-affiliated chamber in the country.

Unlike the case in some European countries, membership of a chamber of commerce and industry is neither compulsory for businesses nor governmentally subsidised in South Africa. It is estimated that 60% of local businesses do not belong to any chamber of commerce and industry – this is unfortunate, as membership of one provides access to a wide variety of services and benefits, and allows a company to be part of a strategic business network.

The first major advantage for members of ERCOC is access to the services provided by their website department. A company can kickstart or advance their web presence with the Chamber’s professional web design and hosting, emails, and customised inbound marketing tips and tools to leverage Google searches. ERCOC can also provide support on social media platforms like Facebook and Twitter; increasing company exposure. In addition, there is a digital bulletin that is published once every two months. It contains news, events and special offers, and is distributed to all Chamber members, as well as over 1500 independent subscribers. This can be a useful place to advertise services or products.

The second key service on offer is the labour consulting services of the Chamber. Companies can seek advice and assistance in the drafting of employment contracts, as well as matters like employment equity, skills development and action dismissals. The Chamber can provide representation at the Commission for Conciliation, Mediation and Arbitration (CCMA), for example in constructive dismissal cases, as well as offer other legal advice, assist with the chairing of hearings, and ensure the company is fully compliant with all laws and regulations so that operations can proceed smoothly.

Whether a company is big or small, BEE compliance is what facilitates its success and growth in South Africa, but the rules and regulations can be confusing. The Chamber of Commerce is able to help in this area, through consultations, pre-auditing, and training prior to attempting BEE verification.

Other services include occupational health and safety training, creation of company profiles, business reports (and related videos) datadex listings, and assistance with the obtaining of Certificates of Origin, required for any international trade. The Chamber of Commerce also arranges prestigious business awards for top performing members, helping companies gain the recognition they deserve. And if a member needs representation at municipal or government departments, this can be provided.

Becoming a member of the ERCOC is a cost-effective decision that opens up access to a variety of useful services. Size does not matter – the Chamber of Commerce has members with just two employees to members which have more than 500 staff.

The Chamber is service-driven and reliable, and has received extensive positive feedback on the work that it does.


Introduction to theEast Rand Chamberof Commerce and

Industry

R 4838.00

R 6384 (12 x R532)

To receive all the services from the Chamber,

member companies Pay a Once off fee of R 4838 and receive these services annually

A monthly fee of R532 for the total 1st year value of R23250.00

17 Bulletin Blogswritten by Christine Du Plessis

The Employment Equity Act (No.55 of 1998) is part of the South African labour law landscape, but it can be a source of stress and confusion for businesses. Failure to comply with the legislation can result in heavy fines, but meeting equity requirements can be challenging. Here we look at five common mistakes and misunderstandings about the Act, with a view to making compliance a little easier for companies.

1) The Employment Equity Act applies to all organisations in South AfricaIf you run a small business, have you checked that the Act actually applies to you? The Employment Equity Act mainly regulates the operations of organisations that have more than 50 employees or have a turnover above that designated in Schedule 4. This includes NGOs, trade unions, co-operatives, sports organisations, organs of the state, and even churches. Notable exceptions are the National Defence Force, National Intelligence Agency, and the South African Secret Service.

2) Only employers and senior management need to understand the Employment Equity ActIt is of vital importance that employees have a good grasp of the Act and equity practices in their workplace. Inspectors from the Department of Labour, who are charged with enforcing the Act, can interview any worker to find out how much they know. If the inspector finds that their understanding is lacking, there is a good chance your compliance will be too. For this reason, employees need to receive training, information brochures, and other means of knowledge acquisition. In addition, a summary of the Employment Equity Act must be clearly displayed in the workplace.

3) Record-keeping is not that importantA major issue that employers face is incomplete or disorganised records of employment equity measures and practices. However, under the Employment Equity Act, the Department of Labour needs to see all current documentation in order to confirm that a company is compliant. This means that all employment equity training records, member acceptance forms from employment equity committees, logs of employment equity-related complaints, employment equity report forms (EEA2 forms), and even minutes of employment equity meetings, need to be carefully stored.

4) It is the employee's responsibility to prove discrimination claimsDuring 2014, when a number of changes were made to the Employment Equity Act, the burden of proof was shifted strongly to the employer. It is their responsibility to prove that discrimination did not take place, or, if it did, that it was fair and justifiable. The Act outlaws all forms of unfair discrimination – the definition of which has been expanded and is now very broad.

5) The Employment Equity Act is complex and very difficult to deal withEnsuring that your company fully complies with the requirements of the Act may seem difficult, but it is an important part of doing and promoting business in South Africa. If the help of labour consultants, like those available in partnership with the East Rand Chamber of Commerce and Industry, are enlisted, the compliance process can be greatly simplified. It is easier and more reliable to outsource some of this work.

5 Things Everyone GetsWrong about the

Employment Equity Act

Tel: 011 397 7729/1271

Fax: 011 397 1139

Email: [email protected]

Web: www.exval.co.za

Unit 9 & 10

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A boss is a leader, not only in the sense of taking a business forward, but also in taking responsibility for the safety and welfare of their staff, as well as, to an extent, the broader community in which their company operates. This necessitates a firm understanding of workplace health and safety regulations. Occupational Health And Safety Courses like those run by the East Rand Chamber of Commerce and Industry (ERCOC) can help employers get up to speed and ensure their place of business meets legal requirements. Here are seven things to note about these courses.

1) The courses are designed within a legal frameworkAll of ERCOC's health and safety courses are designed in line with the Occupational Health and Safety Act of 1994, which sets out the rights of workers to health and safety in the workplace, and governs the appointment of safety representatives. The Act outlines requirements for all aspects of the workplace; everything from toilet facilities to first aid, fire prevention, noise and electric equipment.

2) Representative staff members must be selected carefullyIt is very important that employers explain how staff members are chosen to take part in health and safety courses. When it comes to basic training, the more employees that have a working knowledge of health and safety regulations, the better for the workplace. However, at a more advanced level, anyone appointed as a dedicated safety representative could face civil and or criminal penalties should something happen in the workplace and they are found to have been negligent. The position comes with serious responsibilities, which the selected employees need to be aware of.

3) The courses cover a wide range of topics The health and safety courses cover general topics like first aid, basic fire fighting, emergency evacuations, good housekeeping practices, and hazard identification.

4) The courses include health and safety support subjectsThere are sections on useful supplementary actions and materials to support health and safety in the workplace. Things like posters and signage, and liability insurance are explored in the courses. There is also a focus on the importance of providing and checking relevant compliance certificates.

5) The courses are broken up into componentsA course is not run all at once, but divided into manageable one or two-day training sessions, making it easier for employees to attend. For example, first aid training would take place over two days, and then firefighting training would be scheduled for another day.

6) The courses help ensure complianceThe health and safety courses are run by experts and are comprehensive enough to make sure a company complies with legal requirements.

7) The courses show commitment to staff membersDoing the health and safety courses is not only good for workplace accident prevention and management, but also shows that the employers and senior management, in an organising or participatory capacity, are committed to looking after their employees.

7 Things Your Boss Wants to Know about

Health and SafetyCourses


Health and safety considerations are an essential aspect of any business. Employers and employees alike spend the bulk of their waking lives in the workplace, so it goes without saying that their environment needs to be a safe one. It is not enough simply to pay lip service to the idea, however; adequate health and safety training is needed. You might not think the training is relevant to you personally, but here are ten reasons why it is.

1) It's the law

Health and safety training is legally required under the Occupational Health and Safety Act (No. 85 of 1993), which regulates health and safety in workplaces in South Africa. Businesses need a certain number of properly trained staff members in order to comply with labour laws.

2) It protects employers

If you are an employer, health and safety training can provide protection from fines and other penalties resulting from failure to comply with the legislation. It helps employers to understand the specific requirements of the Occupational Health and Safety Act and how they apply to their situation.

3) It protects employees

If you are an employee, health and safety training can help you to identify, and protect yourself and your colleagues from, hazards at work. It also gives you a firm understanding of your rights and responsibilities under the law.

4) It expands skillsets

Health and safety training boosts leadership skills and general skillsets. At the end of the day you are obtaining extra certification, for example in first aid and basic firefighting, which can only enhance your CV.

10 Compelling Reasons Why YouShould Do Health and Safety Training

5) It is enjoyable and rewarding

The training can mean a change of scenery, and fun activities like practising chest compressions on first aid dummies, or getting to grips with fire extinguishers. You will go home feeling like your course was time well spent, and you have learned something.

6) It is important to re-qualify

If it has been a while since you underwent health and safety training, it may be necessary to do some of the courses again. For example, a Level One First Aid certificate is only valid for two years. It is not just about keeping the paperwork up to date, though; as time passes we forget techniques and need to brush up.

7) Accidents happen in the workplace

While it is not a topic that many wish to discuss, the reality is that there is always a risk of accidents happening at work. Health and safety training helps ensure that staff members are ready and equipped to respond, and can follow correct procedures.

8) Accidents happen elsewhere

Many of the skills learned in health and safety training are applicable elsewhere, such as first aid training. Should you be on the scene of an accident outside the workplace, you would be able to respond and possibly even save someone's life.

9) It helps businesses function smoothly

Having a workplace that is as hazard-free as possible results in a sense of reassurance among staff members, and lower risks of dangerous accidents occurring. This has positive effects on productivity.

10) It is affordable

With comprehensive health and safety training provided as part of membership of the East Rand Chamber of Commerce and Industry, there is really no reason not to do it.


PROPERTY BAROMETER – Q4 GDP GROWTHGDP growth slowed in the 4th quarter of 2015 The broad year-on-year slowing growthtrend since 2012 is still intact, and wage bill growth may have to be trimmed throughlabour shedding.

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27 Bulletin Blogswritten by Christiaan Swanepoel

A company's website needs to be functioning smoothly at all times, or visitors may become frustrated, with potentially negative consequences. Effective website maintenance is a vital part of business, but unfortunately it is misunderstood in many ways. Here we dispel 14 popular misconceptions.

1) Website maintenance is quick

In some instances, such as when working on very small, simple sites, it may be. However, because it is often an involved, complex process, maintenance can take a lot of time. That is why it is important to be understanding of your website design team and their workload.

2) Website maintenance is optional

Some people are under the impression that once they have paid for web design and have a site, that is all they need. They do not see the benefit in additional financial outlays. But if you have a website, maintenance is a necessity – without it, the site will slowly break down and disappear from search results.

3) A website can be complete

This is a myth. A website is actually a continual work in progress. It is always in need of monitoring, updates, tweaks and fixes.

4) Creating new content is not part of maintenance

If you want to be found in the upper ranks of search engine results, then adding new content to your website is crucial. It is also necessary to keep visitors interested. In this way, updating your content can be seen as part of what keeps the site going.

5) Analytics is not part of maintenance

Looking at your website statistics to determine traffic numbers, visitor patterns and trends falls under the monitoring aspect of website maintenance, and is important to determine strategies for the success and growth of your site.

6) It doesn't need fixing until it is broken

Some feel that maintenance work can wait until there is a big issue. However, websites constantly need attention to prevent issues arising.

7) Maintenance schedules are not necessary

The idea that maintenance can be performed occasionally, without a regular schedule, is problematic. Setting up and sticking to a set schedule is a reliable and effective way to ensure necessary maintenance happens and your website always functions smoothly.

13 Common Misconceptionsabout Website Maintenance

8) Malware is something that happens to other people

The reality is that malware can stealthily infect any website, so regular checks need to be performed. The presence of malware can have very damaging effects on your clients and your reputation.

9) Hacking is something that happens to other people

Again, any website can be hacked. Hackers take whatever opportunities they can get. You might not even know that you have been a victim if you are not performing regular maintenance.

10) You need to perform maintenance yourself

It is not necessary to undertake this on your own. Maintenance work can be outsourced to dedicated website design departments.

11) Backups are only necessary occasionally

Making a backup of your website should be done according to a fixed schedule, to minimise the risk of loss and damage should a server crash – which is unpredictable.

12) Website speed is constant

Speed can fluctuate, so it needs to be monitored. If your site becomes sluggish, visitors may become frustrated and traffic could decrease. Speed tests and fixes need to be done as part of routine maintenance.

13) You can leave old entries up forever

It is important to take down or archive outdated information, such as on events that have already happened. Keeping content fresh and relevant means more satisfied visitors and better search rankings.


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Becoming a member of a chamber of commerce is a strategic decision for companies large and small, and one that brings with it broad benefits. It effectively means joining a well-established network of businesses and having access to a variety of support resources to assist with the smooth functioning and growth of your company.

In certain European countries, businesses are legally required to join a chamber of commerce, and membership fees may be subsidised by the government. This is not the case in South Africa, and approximately 60% of companies do not belong to any chamber of commerce. This is a great pity.

The East Rand Chamber of Commerce and Industry, ERCOC for short, was established in 2005 to meet the need for a dedicated chamber in the East Rand region. It has grown to have over 550 members and is the largest Afrikaans Handelinstituut-affiliated chamber in the country. Member companies range in size from micro-enterprises with just two employees to big operations employing over 500 workers.

Members of ERCOC are provided with a range of support services. A major category of these services is website related. The Chamber will develop, host and maintain a professional website for each member company if required, as well as supply personalised email addresses.

A second group of services includes administrative assistance such as the compilation of a comprehensive, professional company profile that can be used as required, drafting and registration of a legally-required Access of Information manual, listing on ERCOC's national datadex (an online directory) of companies, Certificates of Origin for exports, and help drawing up business plans and budgets. In addition, companies are eligible for prestigious business awards. Members are also featured and promoted (and can advertise) in ERCOC's bulletin, which is published every second month.

Another benefit offered to members of ERCOC is training and advice in complying with the legal requirements regarding health and safety in the workplace, as well as health and safety courses. Companies can send delegates to take part in first aid training, basic firefighting, accident and incident investigation, and other health and safety courses throughout the year.

These services are included in basic membership of the Chamber. Extra services are also on hand, should they be required. These can be divided into three sections. The first is labour consulting. Companies can seek advice and assistance with, amongst other things, contracts, employment equity, skills development and action dismissals. If necessary, the Chamber can also represent the member company at the Commission for Conciliation, Mediation and Arbitration (CCMA), for example in constructive dismissal cases.

The next section is focused on BBBEE support; the Chamber can offer consulting services and make recommendations on how the member company can become compliant, as well as upgrade their BEE status. This is particularly helpful considering the complexity of the current legislation.

The Chamber also offers inbound marketing services – a field still in its infancy in South Africa. Members can opt for full campaigns or limited strategies to boost their website rankings in search engines, generate new customer leads, and keep people informed about their products or services.

Joining a chamber of commerce like ERCOC is an affordable decision that has multiple positive consequences for companies, and makes for smoother, more efficient business functioning in the long term.

A Beginner’s Guide to theChamber of Commerce


Before I signed up for a basic course in first aid, I was apprehensive. I didn't know what to expect. Would it be difficult? Would it make me feel uncomfortable? Would I not be able to do some of the components? Would it be boring? Would the skills even be relevant? A lot of questions and concerns went through my mind. But soon after starting the course, those doubts dissipated. These are ten things that I learned, and wish I had known earlier, about first aid training.

1) First aid training can be funThe courses have engaging, enjoyable practical components, for example, practising CPR techniques and the Heimlich Manoeuvre and putting people into the recovery position.

2) Chest compressions are not as easy as they lookScenes from movies make CPR chest compressions seem easy, but you actually need some practice to get them right, as well as a fair amount of strength and stamina.

3) First aid training won't make you squeamishI was initially worried that some parts of the course, like learning about choking or bandage work, might make me feel a bit green around the gills. But none did. I was so absorbed in what I was learnng that I forgot about those concerns entirely.

4) First aid training is not difficultAnyone can learn and perform first aid. Nothing in the course was overly challenging or difficult to grasp. It just requires practice.

5) The more people that know first aid, the better After completing basic first aid training, you may find yourself wondering why it isn't compulsory for everyone. I realised just how useful the skills are, and wished I had taken a colleague along with me to benefit as well.

6) It leaves you wanting moreOnce you have done the basics, you will probably find yourself feeling curious about more advanced first aid. I didn't want to stop after the Level 1 course; I wanted to further my training to better equip me to handle accidents.

7) It gives you confidenceKnowing that you have the ability to respond to, manage, and assist in an emergency situation boosts your confidence. Whereas prior to the training I would have been unable to step in and help in the event of a workplace accident, I now feel like I could make a positive difference.

8) It fosters leadership skills and respectBoth during the first aid training, as well as afterwards, back in the workplace, you may find that you are engaging in a leadership role. Particularly if no one else is qualified in first aid, all eyes may be on you for accident response.

9) It helps your company When staff members obtain certification in first aid, their skills give the company a boost. First aid training helps companies to ensure compliance with national labour laws.

10) First aid training is professionally doneThe course I attended was run by expert trainers from the East Rand Chamber of Commerce and Industry (ERCOC), who were attentive, approachable and thorough.

First Aid Training: 10 ThingsI wish I’d known earlier

Constructive dismissal, also known as forced resignation, constructive discharge or constructive termination in some parts of the world, is the result of a situation where an employee's working conditions become intolerable, and they have no alternative but to resign. Cases of constructive dismissal can be referred to the Commission for Conciliation, Mediation and Arbitration (CCMA) for compensation claims. Fortunately many cases are thrown out – for one key reason.

The CCMA formally defines constructive dismissal as the resignation (with or without notice) or leaving of employment due to unfair pressure, unreasonable instruction, or unbearable conduct on the part of the employer. Constructive dismissal cases are treated the same as other unfair dismissals, and under Section 186(1)(e) of the Labour Relations Act, an employee is entitled to relief.

A case of constructive dismissal can be referred to the CCMA within 30 days of the resignation or last day of work. Taking a case to the CCMA is easy enough; it is winning that is the challenge. This is because the burden of proof rests on the employee; they must be able to show that conditions at their workplace were truly intolerable, and that the employer caused them to be – and they need to have evidence. In most cases that are dismissed, there is a lack of proof. In many instances, there is also a lack of understanding as to what actually constitutes constructive dismissal.

As a result, any employee wishing to make a case of constructive dismissal needs to ensure that they understand the requirements and can provide sufficient supporting evidence. Before resigning, the employee should obtain legal advice. When they do resign, it is useful to do so in writing – otherwise the employer could deny that they were given notice. The reasons for leaving should be stated clearly. The employee also needs to be able to show that they exhausted all possible internal procedures to try and rectify the problem situation at work, for example, by lodging a grievance with senior management. For a claim of constructive dismissal to be upheld, it is not enough that the employee simply feels the situation was intolerable, or that they disliked their bosses or were given a written warning or other disciplinary measure. The CCMA exists to protect both employees and employers, and checks very carefully that a disgruntled employee is not trying to take advantage of the system.

Grounds considered legitimate for constructive dismissal include the following: non-payment of salary (with the employer being to blame), unlawful salary deductions, assault, abuse, forced transfers, demotions, offers of inferior employment with threats, dismissal of an employee if they do not oblige with unreasonable demands, sexual harassment or failure to investigate and protect employees from it, threatening an employee with allegations of misconduct and then not allowing them to challenge those allegations in a formal disciplinary enquiry, and offering an employee a retrenchment package with the alternative of dismissal.

At the East Rand Chamber of Commerce we have assisted many of our clients in successfully proving that their employees did not have a claim with reference to constructive dismissal. The reason for our success is due to the effective guidance in terms of the implementation of procedures such as grievance procedures. Call us today for sound legal advice about that employee who is unhappy about his or her working situation. Our independent chairpersons will provide an objective outcome which will assist in an harmonious working environment.

36 Bulletin Blogswritten by Christine Du Plessis

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Company Overview

Ernst Müller purchased the Sign-A-Rama Kempton franchise in 2007. This decision marked a new venture in a successful corporate career spanning more than twenty years. Five employees of the previous Sign-A-Rama owner stayed on to work with Ernst. The business has grown over the past nine years, in spite of the recession and major economic challenges. With Ernst at the helm, Sign-A-Rama has decided to focus on corporate signage as their main business vehicle.Their first motor franchise business client was East Rand Hyundai in Boksburg in 2008. The signage included banners, cromadek, vehicle signage, point-of sale and various other signage solutions. That got the ball rolling; a range of other car dealership clients quickly came onboard with orders for a wide variety of signage products and solutions.

Sign-A-Rama operates in the corporate advertising and branding arena, where strict corporate identity guidelines govern signage and advertising material. This makes the requirements for signage service delivery in the corporate field highly specialised, and it is therefore a niche market for Sign-A-Rama.Indeed, Sign-A-Rama's competitors regard them as a major player in the field. The company's success lies in the dedicated and professional products and services that they provide to their clients.

Ernst Müller's extensive corporate and business experience stood him in very good stead when he took the reins at Sign-A-Rama. Today, with his nine years of hands-on signage experience at the company, he is able to stay ahead in the corporate signage and branding industry. He wouldn't get far without his team, however; the Sign-A-Rama staff together have over 60 years of signage experience, of which a collective 23 years has been gained at Sign-A-Rama itself.

Ernst's entrepreneurial drive to attain commercial independence and self-determination, together with the satisfaction he finds in finding solutions for clients' business challenges, is what propels his company. In the corporate signage world, that means one has to understand exactly what clients want, as well as the parameters within which you have to operate.

The endurance and professionalism of the Sign-A-Rama team, together with their customer focus and strong sense of business ethics, never fails to instil confidence in their customers. Clients feel secure entrusting even the most complex of orders to Sign-A-Rama. The company also takes care to ensure that their business environment is secure and safe for clients, as well as their own employees.

Sign-A-Rama has always relied on word-of-mouth referrals to grow their business in the close-knit corporate signage industry. One-on-one business and sales meetings are also a key part of their strategy – Ernst finds that this helps to consolidate customer relations.The importance of an internet presence and professional web-based interaction with prospective clients and business partners has come to the fore lately, with businesses realising more and more that the sales decision process has moved online. In keeping with this, Sign-A-Rama has focussed on strengthening their web presence, uploading and maintaining content that attracts new customers.

1. History

2. Nature of Business

3. Industry Expertise

4. Motivation

5. Security

6. Marketing Strategy

Kempton

The team at Sign-A-Rama maintains contact with the client from the start of the sales process right up

until the final delivery and thereafter, to ensure client satisfaction. This benefits the company in that it

helps them obtain follow-up business with existing clients. Most of Sign-A-Rama's clients are ongoing

business, which, as Ernst knows well, requires constant nurturing and communication.

Sign-A-Rama's employment of a dedicated in-house graphic designer, together with the company's

technical expertise, enables them to provide a complete professional one-stop service to even the most

demanding and professional of corporate clients. The whole process, from concept to delivery and

installation, is handled by the Sign-A-Rama team. This ensures that Sign-A-Rama has control from

start to finish. No third party involvement means minimising the risk of sub-standard service and

product delivery. In addition, ongoing professional and safety training provides clear guidelines to all

staff members, helping them to work efficiently and effectively.

Various motivational incentives and monetary rewards exist to encourage employees to maintain loyalty

and dedication to their work. Ernst finds regular small incentives to be very effective in building team

spirit and creating a positive atmosphere in the workplace.

Sign-A-Rama has an open-door policy. Because their team is small, it is possible to ensure that issues

are resolved in an open and constructive manner. In addition, key company information and updates

are shared with all staff members. Everyone in the team is involved with the sales process, keeping

them well informed of what is happening at the business.

The motto at Sign-A-Rama is, “The client always comes first”. Under the leadership of Ernst, staff

members are committed to working together to make sure that clients have a great experience when

dealing with Sign-A-Rama. Sign-A-Rama has a relatively small workforce, but everyone is dedicated to

their customers, their work, each other and the overarching goal of obtaining success in a tough,

competitive environment.

Sign-A-Rama is, firstly, committed and driven to attaining financial success. This goal can only be

reached if the company builds a base of good customers and keeps them satisfied. Continuing to

concentrate on the development of excellent relations and business agreements with customers will

enable Sign-A-Rama to grow and increase their market share. The company wants to maintain their

business growth rate, which is already 30% higher than the previous year. Building partnerships,

networking and delivering products at more than acceptable levels to customers are the principles that

will ensure Sign-A-Rama reaches their goals in the future.

There have been many notable achievements and milestones in Ernst's time at Sign-A-Rama.

Corporate deals with Hyundai, ACSA Airport Company, East Vaal Motors, Volvo, Enterprise Foods,

Metropolitan Life and Coastal Hire are just a few of them. Sign-A-Rama also has well-established

relationships with various marketing companies that make use of Sign-A-Rama's professional services.

These partnerships have led to various signage projects for well-known international pharmaceutical

companies, as well as manufacturing giants such as Aspen and LG.

7. After Sales Service

8. Professionalism

9. Incentive Schemes

10. Communication Channels

11. Company Culture and Style

12. Company Goals

13. Company Achievements

Kempton

14. Flexibility

15. Engagement with Social Issues

A good deal of the equipment as well as consumables needed in the signage trade are imported

from overseas. To maintain standards, as well as operational fitness, meticulous planning and

procurement policies are required. Foreign exchange rates combined with client requirements and

fluctuating customer demands can make it challenging for Sign-A-Rama to maintain constant

operational preparedness.

However, a measure of flexibility, years of experience and well-established business relations with

clients have enabled Sign-A-Rama to consistently deliver top-notch products. The strict rules and

constraints of corporate branding and advertising that Sign-A-Rama works within have made it all

the more important for them to be adaptable when it comes to customer demands and

requirements.

The Sign-A-Rama team works together to achieve the common goals of the company. They

concentrate on customer requirements while respecting and taking into consideration the

differences among both colleagues and clients. There is a core emphasis on human dignity at Sign-

A-Rama.

Contact Details

Unit 9, Spartan Minifactories,

6 Newton Street, Spartan

Kempton Park, 1619

Phone: 011 394 7556Fax: 086 656 3147

[email protected]

The outlook for South Africa’s economy hasdeteriorated markedly since our last sector outlook,in the wake of significant policy misstepsand political uncertainty. Slowing Chinesegrowth and potential for further US interest rateincreases aren't helping, but our challenges arenow, more than ever, home-grown.

Despite a well received budget, we remain ofthe opinion that a sovereign credit downgraderemains probable due to the historical disconnectbetween planned public sector wage expenditureceilings and their implementation.We expect a sharper contraction in the primary sector as the full impact of the drought takes

hold and miners continue to reel on the back oflower commodity prices. Manufacturing remainsbeset by weak export demand, and wage negotiationsscheduled for later this year in severalsub-sectors pose even further downside risk.

It is the tertiary sector, however, where we expectthe biggest adjustment to play out. Highertaxes, inflation and interest rates are all set tocrimp disposable income growth further andweigh heavily on the retail, financial and personalservices sector. We remain particularly concernedabout the employment outlook giventighter fiscal conditions and a lack of private sectorinvestment due to flagging business confidence

FNB forecasts GDPgrowth of 0.5% in2016

• Commodity prices remain under significant pressure• Prices unlikely to rebound until more supply comes offline• Further job losses expected• Wage negotiations and labour unrest pose downside risk

• Large drops in crop estimates across variety of soft commodities• Downturn may be prolonged as herds are restocked• Administered prices / input costs set to increase

• Mild export support from weaker rand, import substitution• Little investment impetus, job creation

• Big projects nearing completion• Funding constraints for new capacity

• Rising inflation, rates, taxes to constrain spending, particularly on durables

• Lower transport volumes as mining, manufacturing remain depressed• OTT services driving down revenue

• Tighter credit conditions, rising NPLs• Property sector to remain subdued

• Sovereign downgrade raises borrowing costs• Fiscal slippage as unions flex their influence

• Households to cut back on discretionary spending• Education and health spend to provide support

The Primary Sector

The Secondary Sector

The Tertiary Sector

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East RandChamber of Commerce

Guiding & Representing Chamber Members Since 2004

Olof Vorster, where the name OV Electronics originated from, started the business in 1997, as a one man

organisation doing all the work himself. Growing the business to a household name and currently providing

work for 9 employees.

Taking into account the financial input required to create one job opportunity nl; R140, 000 this achievement

should by no means be underestimated.

What is more impressive is the client list this business entity can boast with. O.V. Electronics is a project

management company that manages the installations of surveillance systems in Casino's, Shopping

Centres and also do work currently for the Edcon Group.

Due to the extreme security requirements of this industry O.V. do supply their own workforce. Their

dedication ensures the neat and professional installations of 4, 8, 16, 32, 64 and above camera channel

systems as per the requirements of the client.

They seem to successfully specialise in projects where CCTV surveillance is of the utmost importance such

as systems in Casinos requiring more than 600 channel cameras systems.

As mentioned before O.V. Electronics is operating in an extremely sensitive but highly competitive market,

where service-excellence and attention to the smallest detail is of utmost importance.

Many successful convictions has been achieved in criminal cases, where their surveillance equipment and

recordings were used as evidence.

One can explain the different CCTV main components by comparing it to the human body;

● The Network video recorder (NVR) or the Digital video recorder (DVR) The Brain

Digital hard drives record and store incoming video data to be analysed when

needed.

High end NVR systems are server mounted computers which can among other features identify and

follow selected targets, warn users when there have been items removed or added to a room and identify

and log vehicle number plates.

● CCTV Camera's (The Eyes) The quality of the camera be it IP or Analogue will determine the quality of

the image being feedback across the network and into the NVR or DVR unit. High quality cameras can

record in HD clarity over distance of more than 100 meters, and may include features such as

East Rand Chamber of Commerce Company Reporton

O.V. Electronics cc t/a Cam-Tec1. History

2. Nature of Business



microphone listening, night vision, full fish eye image recording and internal SD card recording.

● Cabling network (The arteries)

Being the backbone of any security installation, will determine the accuracy and clarity of the system. A

high end CCTV solution will typically have a fibre backbone particularly in South Africa due to the adverse

electric storms. Fibre cabling has longevity and is not as susceptible to lightning strikes and can be run

over longer distances. Sundries include network POE switches, Power Supply Units and Trunking and

Piping. The best CCTV solutions include not only high end peripherals but a world class data network.

When looking at what can be defined as the “best Security Camera CCTV System” one cannot only consider

one or two components but need to consider the importance of excellent workmanship that will complete the

system, not excluding the high quality esthetical finishes required by these upmarket venues.

O. V. Electronics boasts a proud 49 years total experience in CCTV installations. This is evident in their

excellent and high quality craftsmanship displayed on every completed project.

The obvious answer would be to make profit, but we all know that unless you eat drink and sleep what

your interest are, you most likely won't succeed, and this is evidently, the driving force behind the

management team of this business entity. They are visibly working towards a better future for all staff

members and their families, never losing site of the obvious, no business can survive without a profitable

income extending from service excellence.

When entering the premises of O.V. Electronics it is obvious that they use their own expertise and

products to safeguard the premises. CCTV cameras are installed in abundance and they also make use

of the latest technology in an alarm and armed response .They also practise a proper access control

system ensuring the safety of staff, equipment and visitors.

Upon request to produce their Occupation health and safety manual it became apparent that the manual

supplied by The East Rand Chamber of Commerce and Industry with all its requirements of

appointments of key personnel such as dedicated first aider and Fire-fighter is in place.

The fact that O.V. Electronics has been sub-contracting to one company for the past 17 years and has

not needed to do any marketing since inception is extremely fortunate for them, and they should to be

congratulated in the fact that that they must have impressed their principal to be awarded repeat projects

in abundance.

3. Combined Experience

4. Reason for being in Business

5. Security

6. Marketing



Aftersales service of O.V. Electronics includes a time limit of being on site within 48 hours after a problem

with the system has been logged by the user. If the equipment is un-fixable on site they will remove

faulty equipment and install loan units until the repaired equipment can be re-installed.

There may not be any technical or university degrees or diplomas evident on the CV's of the

management team but what is required is dedication to perfection and that can be found in abundance

amongst all roll players within this entity. O. V. Electronics send their Technicians on training courses

whenever new releases on cameras and recording devices occur.

O.V. Electronics do promote from within if the expertise and or capabilities exist. Promotion would

typically be from Jnr Technician to Senior Technicians and then to Team Manager.

Compulsory annual medicals for all staff members is a company policy within O.V. Electronics which

management insist on religiously.

As from 2016 dedicated staff members will be attending the 6 OHS courses provided by The East Rand

Chamber of Commerce and Industry.

To promote productivity and timeously delivery of projects O. V. offers a KPA (Key Performance Area) thbonus system for a 13 cheque.

One of the East Rand Chamber membership privileges received by O. V. Electronics was the compilation

and registration of their Access of information manual with the Commissioner of human rights. All other

relevant and compulsory display of labour law notices are evident within the workplace.

Project goals and timelines are discussed with staff prior to the start of a new project, more especially the

unique requirements of the customer relating to the said project.

Does CCTV reduce crime? There is evidence that CCTV is more effective in some contexts than others,

and certainly more effective against some types of crime than others. Generally speaking, property

crimes seem more susceptible to the impact of CCTV (e.g. Brown, 1995) especially thefts from and of

vehicles (e.g. Skinns, 1998; Tilley, 1993), while personal crimes such as assault are less likely to be

influenced (Deismann, 2003). Welsh and Farrington's (2002) review found that CCTV had no effect on

crimes of violence, but a significant impact on vehicle crime.

A comprehensive review of the effect of CCTV on crime rates has been undertaken by Welsh and Farrington

(2002). They reviewed 22 studies that met the minimum acceptable standards of the Campbell Collaboration

(see, Farrington, 1997; Welsh and Farrington, 2002). Specifically, this lays down that studies must meet Level

3 of the Maryland Scientific Methods Scale

7. After Sales Service

8. Professionalism

9. Human Resources Priorities

10. Transparency

11. Company Culture & Style



(Sherman et al. 2002) and this requires a measurement of the incidence of crime before and after the

installation of CCTV, in both a target and control area.

Welsh and Farrington concluded that 11 showed a desirable effect on crime, five an undesirable effect,

that no clear evidence of effect was apparent in another five, and that in one case it 3 CCTV in

perspective 6 Clearly, an assessment of the attitudes towards the threat posed by CCTV to civil liberties

may be informed by a better understanding about its effectiveness, including its cost-effectiveness was

not possible to tell. The meta-analysis added the detail that of the 18 studies included, half showed a

desirable effect and half did not.

The location and focus of the scheme were found to be important. Studies of the city centre and public

housing7 (a somewhat strange merging of contexts) showed that CCTV had a small overall positive

effect; approximately two percent better in experimental areas than in control areas. On public

transportation there was again a mixed message; overall there was a reduction in crime in experimental

areas, but it was not significant, and of the four studies, one found no effect and another a undesirable

effect.

In car parks the findings were clearer; CCTV had a statistically significant effect, in that there was a 41 per

cent reduction in vehicle crimes, although in all the studies other measures, such as street lighting, were

in operation alongside CCTV. However, Welsh and Farrington (2002:45) offer qualifications of the

tempting, but simplistic, conclusion that CCTV works better in car parks: …the success of the CCTV

schemes in car parks was limited to a reduction in vehicle crimes (the only crime type measured) and all

five schemes included other interventions, such as improved street lighting and notices about CCTV

cameras.

Conversely, the evaluations of CCTV schemes in city centres and public housing measured a much larger

range of crime types and the schemes did not involve, with one exception, other interventions. These

CCTV schemes, and those focused on public transport, had only a small effect on crime. Could it be that

a package of interventions focused on a specific crime type is what made the CCTV-led schemes in car

parks effective? Given what is known about the effectiveness of situational measures (see Ekblom, 1992),

the answer to their question is almost certainly 'yes'. And Welsh and Farrington's (2002) work is not

without its critics, not least given its focus on a narrow range of studies, which ignores qualitative work. Be

that the case, the review of previous work does not offer conclusive evidence that CCTV on its own

impacts positively on crime levels.

Does CCTV reduce the fear of crime? This question is foremost in the minds of policy makers, but 'fear of

crime' has a range of possible definitions (Farrall et al. 2000). While some studies define it in terms of

'feelings of safety' (see Hale, 1996), others are concerned with 'worry about being a victim of crime'

Assessing the impact of CCTV 4 7 The 'public housing' schemes referred to here involve cameras being

located inside and on buildings, monitoring the buildings themselves, rather than the area, as is the case

with the present report. (See Hale, 1996; Furstenburg, 1971).



However, neither definition is perfect. Whilst feelings of safety can be influenced by a range of different

factors, many of which are unaffected by crime, levels of worry are highly subjective and 'worry' can

mean different things to different individuals. More recent studies measuring public attitudes towards

CCTV have been concerned mainly with public 'feelings of safety', but here too the findings are mixed.

While some studies have concluded that CCTV does make people feel safer (Sarno et al., 1999), this

is not necessarily the whole story.

Ditton (2000) found that one of the main impacts was making those who already feel safe, feel even

safer. Moreover, relatively low percentages say they would use public areas more as a consequence of

feeling safer; 22 per cent after dark and eight per cent during the day in Bennett and Gelsthorpe's

(1996) study, and 15 per cent in both Ditton's (2000) and Spriggs et al. 's (2005) work. But these results

were not tested after the event. In any event, in order to feel safe, people need to notice the cameras,

and it seems that many do not (Ditton, 2002; Dixon et al. (forthcoming); Honess and Charman, 1992).

Also, there is some evidence that a belief in the value of cameras in increasing feelings of safety is

linked to generally positive views about CCTV (e.g. Spriggs et al., 2005). Does CCTV deter crime?

Phillips (1999) underlined the need to demonstrate the deterrent effect of CCTV by publicising the risk

it poses to offenders. But what do offenders think? Short and Ditton (1998) found some scope for

optimism, in that some offenders said they were deterred and others resorted to less serious offences.

Evidence from Gill and Loveday (2003) suggests that, in general, offenders take a blasé attitude to

appearing in court and do not perceive CCTV to be a serious problem. The one optimistic sign is that

those who had been caught on camera were significantly more likely to view CCTV as a threat.

Perhaps as more are caught on CCTV, and as offenders become aware of this, the threat it is seen to

pose will increase.

Understanding whether this will stop them offending or influence their behaviour in some other way

must await further research. Does CCTV help in catching and prosecuting offenders? Early concerns

that CCTV might become a substitute for police officers (Honess and Charman, 1992) do not appear to

have been realised; indeed the public appear to favour 5 CCTV in perspective more police on the beat

rather than CCTV when given a choice (Bennett and Gelsthorpe, 1996).

Also, when police officers are asked about their views of CCTV they are very positive (Gerrard, 1999;

Gill and Hemming, 2004; Levesley and Martin, 2005). Yet there is some evidence that this enthusiasm

is not always matched by the officers' actions. Norris and McCahill (2003) noted that operators were

not always native speakers and this limited the extent to which they could communicate with the police.

And there have been practical difficulties in using images in court: both police and the parties involved

in the prosecution of offenders are suffering from information overload. With over four million cameras

(Norris and McCahill, 2003) processing information, this represents a real challenge for the future.



In 2016 O.V. Electronics would like to enter the private sector in supply & installation of CCTV systems

to new companies and also ensuring that service contracts are enabled.

● Profitability

A common business goal is to run a profitable operation, which typically means increasing revenue

while limiting expenses. The Revenue objectives of O. V. Electronics is to increase annual sales by

10 percent and landing at least three new accounts annually.

● Customer Service

Examples of customer service goals aimed at by O. V. Electronics are to develop a perception that

their company is easy to do business with and to improve their response time to customer

complaints. Objectives to help meet these are to increase their customer service staff from nine to

fifteen workers by the end of 2016 and implementing a policy where customers are guaranteed to

receive the service excellence that made this company famous.

12. Company Goals

13. Achievements

Projects done from 1996 – 2009

Grand Palm Casino Gaborone

Botswana

ABB Powertech Pretoria

Gaborone Sun Refurbishment

Botswana CCTV

Mpumalanga Gaming Board

Nelspruit

Sun City Main Hotel

Park Station Johannesburg

Graceland Temp Casino

Secunde

Emerald Temp Casino Van der

Bijl Park

Caesars Gauteng Maingate

Graceland Main Casino

Secunda

Monte Vista Temp Casino

New Castle

Thabanchu Sun Casino

Ungrade Bloemfontein

Monte Casino Gaming System

Randburg

Monte Casino Non-Gaming

Security Randburg

Emerald Main Casino Van Der

Bijl Park

Emerald Main Casino non-

Gaming

Flamingo Main Casino

Kimberley

Punyu Casino

Suncoast Main + Non-Gaming

Monte casino Teatro Phase 1

Carnival City Hotel

Monte Casino Digital Fast

Ungrade

Monte casino Teatro 2nd Phase

Emperors Non-Gaming Control-

room

GRCC Lyric Theatre CCTV

Park Station Digital Upgrade

Grand Palm Casino Digital

upgrade

Sun City Phase 2

Emnotweni Casino Fast Digital

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Monte Casino Gaming Security

Fast Upgrade

The Ridge Casino Gaming Fast

Upgrade

Sandton Sun CCTV Installation

Tusk Rio Hotel Installation

Emperors Fast Upgrade

The Ridge Non-Gaming

Witbank Stay Easy Hotel CCTV

Hydepark Stay Easy Hotel

CCTV

Gold Reef City Casino Security

CCTV

Viva Bingo Kolonnade CCTV

Viva Bingo Northgate CCTV

Emerald Casino Fast Digital

Upgrade Gaming

Projects done in 2010



Emerald Casino Fast Digital

Upgrade Security

Tusk Rio Single Channel Sanyo

Digital Upgrade

Garden Court Millpark CCTV

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Garden Court Sandton CCTV

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Garden Court Hatfield CCTV

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Garden Court Eastgate CCTV

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Garden Court Polokwane CCTV

Upgrade

Garden Court OR Tambo CCTV

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Monte Casino Complex Fast

Upgrade

Gold Reef City Gaming Server

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Xtrata Mine Brits CCTV

Installation

Gaborone Sun Security System

Total Malelane North and

South

Reserve Bank of South Africa

Active Lydenburg

Mall of the North CNA

Boardmans and Edgars

Edgars Jubelee Mall

Edgars Knysna

Active Maseru

Projects done from 2011

Edcon CCTV Installations in

2011

Edgars Wernhill Windhoek

CNA East Rand Mall

CNA Eastgate

Edgars Maponya Mall

Edgars Mall at Carnival

CNA The Glen

Edgars Zambia

Edgars Greenstone

Projects done in 2012

Emperors Casino Various

projects

Graceland Casino Secunda

Gaming

Batsalani Office Park

Monte Casino various projects

Emerald Casino various

projects

Stone Ridge Shopping Centre

The Ridge Casino

Gabarone Sun Casino

Hydepark Shopping Centre

African Sun Casino

Silverstar Casino various

projects

Viva Bingo Atterbury

Kolonnade Reds Centurion

Lake, Alberton, Westgate

Tusk Rio Casino

Toyota New warehouse

Gold Reef City Casino various

projects

Carousel Casino

Garden Court Millpark

Kalahari Sands Casino

Grand Palm Casino Botswana

Protea Glen Shopping Centre

Fingoland Buttersworth

Sun City Sky Train CCTV

Edgars & Jet Jabulani Mall

Edgars Mamelodi

Edgars Plettenburg Bay

Edgars, Jet & Legit Middelburg

Edgars Clearwater Mall

CNA Phalaborwa

CNA Swaziland

Edgars Mamelodi

Legit & Jet Lepele

Edgars Gabarone

CNA Village View

Edgars & Jet Highveld Mall

Active Bochum

CNA Machodo

Active Bara Mall

Edgars Schweizer Reineke

Act Tsakane

Edgars, Legit & Jet Protea Glen

Jet, Legit & Active Siyabuswa

Edgars, Jet & Active

Burgersfort Mall

Jet Postmasburg

Jet Atlyn Shopping Centre

Active Embalenhle

CNA Victory Park

Edgars Sandton

Jet Windhoek Namibia

Edgars, Jet & Legit Nonesi

Queenstown

Footloose Benoni & Kerkstraat

Active Keyarone Bapong

Legit Musina

Legit Mall @ Embalanhle

Edcon CCTV installations 2012



Jet & Active Lephalale

Jet Brixton

Cna Victorian

Active Bushbuck Ridge

Jet Matsamo Schoemansdal

Jet Ke-ya Rona Bapong

Edgars, Jet & Legit Pioneer

Mall Swaziland

Edgars, Jet, Legit & Cna Maseru

Mall-Lesotho

Jet & Active Zimpeto Mozambique

Jet & Active Avenid de Angola

Jet & Cna Carlton Centre

Edgars Standerton

Jet Tonga

Boardmans Highveld Mall

Legit Attridgeville

Jet Yeoville

Project done in 2013

Toyota

Monte Casino various projects

Stone Ridge Shopping Centre

Hydepark Shopping Centre

The Ridge Casino various projects

Emperors Casino various projects

Grand Palm Casino

Graceland Casino

Gold Reef City Casino various projects

Total Garage Witbank Highway

Park Station Johannesburg

Emerald Casino

A-Thermal new CCTV installation

& Alarm system

Protea Glen Shopping Centre

Garden Court Millpark

Garden Court Airport

Sun City Casino

Edcon CCTV installations in 2013

Edgars Westgate

Edgars Active Protea Glen

Edgars Polokwane

JMT Dobsonville

Jet, Active & Legit Elim

Jet & Active Mahwelereng

Edgars, Legit &

Jet Bethlehem

Edgars Atlyn

Jet & Active Marikana

Edgars Active Thabong

Sebokeng

Edgars Active Sontonga

Legit Crossroads Kwa

Mlanaga

Edgars Active Whiteriver

Legit Carltonville

Legit Standerton

Jet, Active & Legit Kinako PE

Jetmart Manzini

Active Tzaneen

Jet & Active Copperhill Zambia

Active Malemulele

Edgars Highveld mall

Active Tramshed

Edgars Cresta

Edgars Eastrand mall

Edgars Active Lephalale Mall

Edgars, Jet, Legit & Cna Burgersfort

Edgars Shoe Gallery Phalaborwa

Active Campus Square

Edgars Jane Furse

Boardmans Centurion

CNA Boskruin

CNA JHB Station

CNA Southdale

CNA Rosebank

Edgars Boksburg

CNA Epsom Downs

CNA Wonderpark

CNA Quagga's

CNA Sancardia

CNA Cornwall View

CNA Meyerton

CNA Bryanston

Edgars Active Hammanskraal

Edgars Active Evaton

Legit Soshanguve

JMT Dobsonville

Edgars Church Street

Edgars Rustenburg

CNA Safeways

Edgars Highveld mall

Edgars Menlyn

Jetmart Silverton

Cna Safari Gardens

Cna Attridgeville

CNA Mafikeng

CNA Lichtenburg

CNA Bethlehem

CNA Komatipoort

Legit Malelane

Legit Tonga

Legit Schoemansdal

Jet Boksburg

Jet & Legit Alexandra



Jetmart Bree Street

Jet Mabopane

Edgars Fourways

Edgars The Glen

Jet Kudube

Jetmart Moloto

Big Tree

Jet & Active

Olievenhoutbosch

Edgars Festival Mall

CNA Sandton

Tom Tailor Sandton

Jet Tembi Mall

Boardmans Bedfordview

CNA Rivonia

MAC Sandton

Dune Sandton

Jetmart Evaton

Active Delmas

Jet Namakgale

Jet The Grove

Boardmans Brooklyn Pta

Jet & Active The

Gables Swaziland

Legit Rosebank

Legit Jane Furse

Active Moratiwa

Edgars, CNA & Jet Kalahari

Mall Upington

Edgars Northgate

Red Square Rosebank

CNA Kollonade

Active Middelburg

Jet Towermall Klerksdorp

Jet, Legit, CNA &

Edgars Secunda

Jet & Active Modi Mall

Edgars, Jet & Legit Moruleng

Jet & Active Elukwatini

Jet & Active Circle Centre

Jetmart Acornhoek

Jetmart Carletonville

Legit Wonderpark

Jet Bushbuckridge

Tom Tailor Clearwater Mall

Edgars, Jet, CNA & Legit

Cradelstone Mall

Edgars Brooklyn

Edgars Evaton

Active Rustenburg

Active Braamfontein

Edgars & Jet Jubilee Mall

Jet Southdale

Jet Rosebank

Shoe Gallery Westgate

Lucky Brands Eastgate

Active Diepsloot

CNA Kolonnade

Edgars Menlyn

Jetmart Hartswater

Jet Westonarea

Jet Alberton

CNA Randfontein

Boardmans Kolonnade

Red Square Campus Square

Jet Mookgophong

Jet Manhica Mozambique

Edgars Lock Logan

Bloemfontein

Jet Motola Mozambique

CNA Randvillage

Project done in 2014

Emerald Casino

SVS Head Office New

A-Thermal

Sun City Casino

Monte Casino

Toyota

Silverstar Casino

Gold Reef City Casino

Emperors Casino

Sandton Convension

Centre

Thabo Moshate Casino

Burgersfort

Edcon CCTV installations in 2014

Edgars Menlyn

CNA Lichtenburg

CNA Highlands Mews

CNA Saveways

CNA Dundee

Active Secunda

Edgars Jubilee Mall

JET Z Mall Zambia

Active & Jet Twin

Palms Botswana

Red Square Lakeside Mall

Jet & Active Letlhabile Brits

Lucky Brands &

Dune Centurion

Active, Legit & Jet Kwa-Guqa

Jet & Active Bloedstreet

Jet & Active Mahalapye

Jet & Active Mongala

Mall Kanye

Jet Francistown

Jetmart Southgate

Boardmans Northgate

Jetshoe Lakeside mall

Edgars & Jet Lebowakgomo

Tel: 011 979 5242 * Fax: 086 697 2759

Email: [email protected] * [email protected] * [email protected]

Tel: 011 914 2210 / 11 * Fax: 011 914 2209 / 086 653 1605

23 Haggie RoadDunswart, BoksburgGauteng

P.O. Box 6669Dunswart

1508

Email: [email protected]: www.umholi.co.za

Umholi offers a wide range of services to our customers in the Lifting and Rigging field such

as: On site inspection, Proof loading of all steel wire rope etc.

Umholi is the sole distributor of the Indian based company Usha Martin for the supply ropes

for STS and mobile harbor cranes, the mining industry and for Tirfors / Rigging.

For the Port and Crane Lifting industry Umholi manufactures customised products such as;

Spreader slinging or chain systems, Steel Wire Rope Slings, Chain Slings etc.

For the Lashing and Securing industry Umholi supplies; Shackles, Turnbuckles, Thimbles

etc.

Umholi also supplies a second-to-none Health, Safety and Environment (HSSE) policy

whereby it renders to the Ports and Lifting Industries that includes Safety Seminars,

Inspection Services etc.

All our products are supplied with a Test Certificate underwritten by HWSETA, L.T.I, L.M.E.,

L.E.E.A.S.A. and SASCO.

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[email protected]

send your designs to:

[email protected]

R485 (excl. VAT)