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MATRIC TIPS What can I do if I cannot go to Varsity ?

Congratulations to all who passed their Matric. If you are not happy with your results, check as soon as possible at your school to : - register for a re-mark or a rechecking. Candidates from no-fee schools are exempt. - apply to pass again 2 subjects (in February or March) if you failend your Matric ; You can also redo your Matric (or some subjects) end of the year. You do not need to attend school on a full-time basis. To get ready, free extra classes were offered last year: 1. The Gauteng department of Education - or call 0800 00 5174 2 The Science Bono discovery centre, in Newtown. Private lessons (pricey but good) are offered by School Stars at Wits: http://www.starschools. - O11 403-3390). The Denel Youth Foundation (Kempton park) also runs bridging programs for matric students to prepares them for Science and Engineering degrees. If you cannot go to Varsity this year, you can: Enrol in a private college/FET college – example: Enrol in a nursing college ( –012 343 54 00) ; Do a learnership ; Become a police officer ( - 012 393 1000) or work in a prison (012 307 2000) or enrol in the army (012 339 53 95/012 339 4000) ; Take a gap year and do a computer course, learn a new language, pass your driving licence, volunteer in an Ngo/community organisation ( ; Work part or full time (check “Students village” website) ; Start your own business ( To get more info, contact Sizanani mentorship programme (www.beststudentsofalexandra@

ARE YOU CREATIVE? CAN YOU TURN IDEAS INTO A VISIBLE REALITY? IF YES, THEN PIONEER ENTERPRISE NEWSPAPERS IS LOOKING FOR YOU! Pioneer Enterprise Graphic Designer Vacancy Salary: Negotiable Experience in these areas Selection Criteria •Matric. •A tertiary education in graphic design. •2 year experience newspaper/magazine layout design. •Adobe in design, illustrator, Photoshop and coral draw. •Basic knowledge of photography. •Have a good command of the English language. •Excellent presentation and communication skills. •Have a flair for creativity and design. Job responsibilities: •Liaise with advertising clients for material submission. •Ensuring meeting production deadline. •Design of newspapers, digital advertising for Netlocal website. •Will be required to design business cards, signage, letterheads, e-mail signatures (including hyperlinks), design online banner adverts. •Designing layouts, following style sheets, ensuring accurate corrections and understanding the reproduction process of printing. •Website management. •Assess visual aspects, such as type face, colour, position and formatting. •Ensuring that text and images are appropriate, caption and visually appealing. •Achieve all set targets. •Assist in other areas when necessary. Shortlisted candidates will be required to do a spelling and dictation test. This appointment will be in line with Pioneer News Marketing/Sales Targets. Interested applicants who meet the criteria should submit a letter of application and CV to by no later than 26 February 2014. “If you have not heard from us within 6 weeks please note that our application was

29 January 2014 Pioneer Mirror PAGE 5



ll persons are entitled to a working environment that is healthy and safe. In South Africa, occupational health and safety is regulated by statute and common law. South Africa has, like many other countries, legislated extensively on occupational health and safety. Despite the body of legislation, the common law continues to play an important role as far as it concerns contractual, delictual and criminal liability. The common law means the law of South Africa that does not originate from legislation. It is the body of law that we inherited from the Netherlands and which our courts have developed over time. In terms of the common law, an employer must take reasonable care for the safety of employees. That duty includes the provision of safe premises, safe machinery and tools, as well as safe systems of work. This obligation on the part of an employer is, however, not an absolute one but is restricted by the concept of reasonableness. There are two major statutes which regulate occupational health and safety in South Africa. The statutes are the Occupational Health and Safety Act, No. 85 of 1993 (“the OHASA”) and the Mine Health and Safety Act, No. 29 of 1996 (“the MHSA”). The MHSA applies to mines and works as defined. The OHASA applies to other industries, but does not apply to employers in workplaces to which the MHSA applies. For the purposes of this article, we will place an emphasis on the OHASA. The provisions of the OHASA apply to a “workplace”. The aforementioned concept is defined as meaning “…any premises or place where a person performs work in the course of his employment”. Obligations are imposed on both an employer and an employee. The term “employer” is defined as meaning “…any person who employs or provides work for any person and remunerates that person or expressly or tacitly undertakes to remunerate him, but excludes a labour broker…”. The term “employee” is defined as meaning “…any person who is employed by or who works for an employer and who receives or is entitled to receive any remuneration or who works under the direction or supervision of an employer or any other person”. Section 8 of the OHASA pro-

vides a primary obligation on an employer to ensure a workplace that is safe and without risk to the health of its employees. Section 8(1) of the OHASA provides as follows: “Every employer shall provide and maintain, as far as is reasonably practicable, a working environment that is safe and without risk to the health of its employees”. Section 8(2) of the OHASA refers to a large number of matters which must be attended to by an employer to ensure compliance with the above obligation. These matters include, amongst others, the following: • the provision and maintenance of systems of work and plant and machinery that, as far as reasonably practicable, are safe and without risk to health; • he performance of appropriate risk assessment(s);

ployees; • safe equipment; • safe systems of work; • safety procedures; • supervision; • discipline; • maintenance procedures; and • the fact that the employee also has a duty to take reasonable care for his own health and the safety of others. Employees are also required to ensure, as far as reasonably practicable, that a workplace is safe. The obligations and duties of employees must be taken into account when considering the question whether the workplace was safe as far as reasonably practicable. An employee must take cognisance of his/ her own health and safety and the health and safety of other persons. In this regard, section 14 of the OHASA provides that whilst at work, every employee shall:

• take reasonable care for his/her • the provision of information, own health and safety and that instruction and training to em- of other persons who may be ployees; and affected by his/her acts or omissions; • the provision of supervision. The obligations of an “employ- • co-operate with his/her emer” are limited by the concept of ployer or any person to ensure “reasonably practicable”. The that a duty/ requirement in terms aforementioned term is defined of the OHASA is performed or as meaning: complied with; “Practicable having regard to – • carry out any lawful order given (a) the severity and scope of the to him/her, and obey the health hazard or risk concerned; and safety rules and procedures laid down by his/her employer (b) the state of knowledge rea- or by anyone authorised thereto sonably available concerning by his/her employer, in the interthat hazard or risk and of any ests of health and safety; means of removing or mitigating that hazard or risk; • if any situation which is unhealthy or unsafe comes to his/ (c) the availability and suitably her attention, report (as soon as of means to remove or mitigate practicable) such situation to his/ that hazard or risk; her employer or to the health and safety representative for his/her (d) the costs of removing or workplace; mitigating that hazard or risk in relation to the benefits deriving • if he/she is involved in any intherefrom”. The OHASA read cident which may affect his/her with the common law allows, health or which has caused an and to a great extent compels, injury to himself/herself, report the employer to adopt a holistic such incident to his/her employapproach to safety management. er or to anyone authorised thereThe employer may use a number to by the employer, or to his/her of measures, forming part of a health and safety representative safety management system, to as soon as practicable. ensure a reasonably safe working place. The employer may Both employers and employees rely on, amongst others, the fol- are responsible to maintain a lowing: culture of health and safety, to ensure, as far as reasonably prac• risk management; ticable, the health and safety of • formal and informal training of persons at the workplace. employees; • an organisational structure of experience and competent em-

Pioneer Mirror 29 01 14  

Pioneer Mirror 29 01 14

Pioneer Mirror 29 01 14  

Pioneer Mirror 29 01 14