All in-house training for all employees at a

All
employees are encouraged to bring in new clients and to expand services offered
to present clients. The management team will carefully evaluate each potential
client before accepting a new appointment. The major criteria by which
potential clients are evaluated before being accepted include:

·        
Financial
Strength: Financially strong clients represent
less risk to the company, in terms of potential lawsuits and fee collection.

·        
Ability
To Pay: The potential client must be able to
meet the company’s current fee rates and have the ability to meet future
increases in fee rates.

·        
Services
Compatibility: MST employees
must have the expertise to fulfill the client’s requirements.

·        
Attitude
and Integrity:  The potential respect for MST as a BUSINESS
ADVISORS and not view them as “necessary evil”. The company must be
comfortable with the potential client’s business ethics and integrity.

·        
Confidentiality:
All employees must use extreme caution to ensure that client
information in their possession does not become available to anyone not
entitled to receive it.

·        
Technical
Competence: Every employee
is expected to maintain a high level of competence. The company conducts
in-house training for all employees at a certain period of time.

·           
Conduct
at the Clients Office: Maintain a
friendly, courteous and respectful attitude when dealing with clients. Avoid
undue familiarity with clients or their 
personnel. Relationships with clients should be restricted to business….

·        
Professional
Ethics: Each employee must become familiar
with the ICode of professional Conduct which are consistent in all material
aspects with the IFAC Code of Ethics for Professional Accountants and must
abide by them at all times.

 

 

 

·        
Dress
Code: Employees are expected to dress in a
manner suitable to a professional Practice.

·        
Independence:
It is a fundamental principle of MST profession that they remain
independent from their clients. Independence is carefully considered in
relation to every new assignment, which they undertake. It is the employees
direct responsibility to bring to the attention of the management team any
issue, which comes to their attention, which may impair the independence of the
company.

·        
Attitude:
Any employee in MST, is a privilege to have joined one of the top
10 accounting and consulting networks. MST reputation is jealously guarded. As
a thinking, responsible adult, employees are charged with espousing MST culture
of excellence, tolerance, and service.

 

Personnel
Issues

·        
Employment
and Promotion: All terms and
conditions of employment, compensation, advancement and promotions are decided
without regard to race, religion, color, sex national origin,… or any other are
protected by law.

·        
Staff
Evaluation:  Each employee’s performance is evaluated continuously,
and employees are advised of their progress at regular intervals.

·        
Termination
of Employment: All employees
of the Company are employed on the basis of their ability to competently render
the services for which they were employed. Involuntary termination of
employment will only be in terms of normal fair labor practice with specific
reference to the Company’s Code of Good Practice, Performance Management Policy
and Disciplinary Policy and procedures. Voluntary termination of services
requires a notice period as laid down in the individual’s contract of employment.
The Company will not allow employees to take annual leave during their notice
period.

·        
Resolutions
of Disputes: The Company
encourages employees to maintain cordial interpersonal relationships with each
other and to resolve any disputes in a mature and amicable basis. Disputes that
are not able to be resolved on this basis should be referred to the Management
Team who will mediate between the parties. Their decision in this regard will
be regarded as final and binding. Please see the Company’s Grievance Policy for
further information regarding resolution of disputes.

 

Career
Development

 

Succession
and Experience Planning

It is the duty and responsibility of directors and Managers to
perform succession and experience

Planning, Should the Company require specific experience and skills
to enable the Company to meet the requirements of clients, operations and
succession planning, the directors will determine: whether the Company has
employees who will be best suited once they have received additional training;
or whether the necessary skills and experience should be obtained from an
external source. The directors should invite employees to apply in writing for vacancies.
These written applications, together with personal interviews and performance
records should be used to select a best suitable candidate. The selection
committee will inform the successful candidate of their decision. Management
should engage in negotiations with the relevant employees to determine a
mutually agreed upon employment plan, remuneration and employment benefits accompanying
the new appointment. A new employment contract should be prepared and signed.
The employment contract should clearly stipulate the employee’s new
responsibilities, duties, remuneration and employment benefits. Where a
decision is taken that an existing employee should be trained to specialize in
certain fields, management will discuss the effect of the required training on
an employee’s career with the Employees who have been earmarked. Where a
decision was taken to obtain the necessary skills and experience from an
external source, Management will determine whether they should appoint a
permanent employee or outsource the service.

Promotions

The directors and Managers should invite employees to apply in
writing for vacancies. These written applications, together with personal
interviews and performance records should be used to select a best suitable
candidate. The selection committee and management will inform the successful
candidate of their decision. Management should engage in negotiations with the
relevant employees to determine a mutually agreed upon employment plan,
remuneration and employment benefits accompanying the new appointment. A new
employment contract should be prepared and signed. The employment contract
should clearly stipulate the employees new responsibilities, duties,
remuneration and employment benefits.

Continued
Professional Development

It is a requirement of various professional bodies that their
members obtain a specific number of CPD hours within a specified period. All
employees who belong to a professional body are required to acquaint themselves
with the CPD requirements and ensure they obtain the necessary CPD hours.