Pay and Benefits

S T I F E N E B & Y A P

PAYMENT AND COMPENSATION POLICY

It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable national jurisdictions. To ensure that you are paid properly for all time worked and that no improper deductions are made, you must record correctly all work time and review your paychecks promptly to identify and to report all errors. You also must not engage in off-the-clock or unrecorded work.

Occasionally, however, inadvertent mistakes can happen. When mistakes do happen and are called to our attention, we promptly will make any correction that is necessary. Please review your payslip when you receive it to make sure it is correct. If you believe a mistake has occurred or if you have any question, please address them to the administration.

Accurately recording time worked is the responsibility of every employee. Employment laws require Ainsfield School to keep an accurate record of time worked in order to calculate employee pay and benefits. Altering, falsifying, or tampering with any time records may result in disciplinary action, up to and including termination of employment. If corrections or modifications are made to the time sheet, the supervisor must verify the accuracy of the changes by initialising the time record. Employees must sign all time readings.

7.2 MINIMUM WAGE

The national minimum wage payable to a full-time worker is MUR 10,075. Over and above the national minimum wage, full-time workers should be paid an additional remuneration of MUR 500 effective as from 1 January 2022.

For part-time workers, the national minimum wage, inclusive of additional remuneration payable as from 1 January 2021, shall be: 10,075 / 195 x number of hours worked in a month x 1.10.

An employee will be required to use the school van to the pre-determined “drop-off” locations as stipulated in the transport itinerary. In case the school cannot provide this facility, the employee will be refunded the amount of bus fare. Employees should be on their respective pick up or drop-off points at least 5 minutes in advance. Any change of address should be communicated to the Administrative department. The school does not bind itself to provide transport to employees not residing in the pre-determined catchments area. All employees should behave themselves in an appropriate manner; using foul language, intimidating other colleagues or any other misconducts are not allowed while using the school van. Any misbehaviour will result in Disciplinary Action.

7.4 END-OF-YEAR BONUS

An employee is entitled to end-ofyear bonus equivalent to one-twelfth of total earnings for each calendar year. An employee will be paid a prorata end-of-year bonus if joining service in the course of the accountable year. A pro-rated bonus is payable to an employee who wishes to resign from the service of the company or who has been dismissed by the company prior to date that the bonus is officially paid.