The Ruby Rose TSiBA & Northeastern Business Consulting Project Consultants: Jessica Young, Ciana Bonfiglioli, Stacey Mitchell, Aqeelah Safiedien, Taariq Gabriels, & Leon Davids

Table of Contents

Marketing Segmentation................................................................................................................... 3

Marketing Segmentation: Wellness Coaching.......................................................................................3

Target Market.................................................................................................................................................................... 3Becoming a Wellness Coach........................................................................................................................................3Responsibilities of a Wellness Coach......................................................................................................................4Revenue Potential............................................................................................................................................................5

Marketing Segmentation: Wellness Workshops...................................................................................5

Target Market.................................................................................................................................................................... 5

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Marketing Strategy..........................................................................................................................................................6Revenue Potential............................................................................................................................................................7

Marketing Segmentation: Corporate........................................................................................................ 8

Target Market.................................................................................................................................................................... 8Profit Potential..................................................................................................................................................................9

Marketing Segmentation: Tourism........................................................................................................... 9

Target Market.................................................................................................................................................................... 9Marketing Strategy.......................................................................................................................................................10Competitive Analysis and Pricing..........................................................................................................................11Revenue Potential.........................................................................................................................................................13

Online Marketing............................................................................................................................... 13

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Social Media Guide........................................................................................................................................ 13Website Guide................................................................................................................................................ 14

Human Resources.............................................................................................................................. 16

Employment and Free Lance Contracts.................................................................................................16

Resources............................................................................................................................................. 17

Exhibits................................................................................................................................................. 18

Exhibit 1: Pricing Structure....................................................................................................................... 18Exhibit 2: List of Potential Corporate Clients......................................................................................18Exhibit 3: Website Design.......................................................................................................................... 19Exhibit 4: Employment Contract..............................................................................................................19Exhibit 5: Freelance Contact Information................................................................................................................24

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Marketing Segmentation

Marketing Segmentation: Wellness CoachingThe Ruby Rose is integrating wellness coaching into the business. Wellness coaching is

about giving people individualized attention to help them discover and develop their goals to a

healthier living.

Target MarketThe Ruby Rose has to look at what their clients are looking for in a wellness coach. Most

people are looking for someone who will give them individual attention, who will keep them

motivated, and who will correct their bad habits. Just about everyone has a vision of his or her

ideal life and a wellness coach can help.

The Ruby Rose will be able to serve this target market because the business is not only

about healthy living; it is about helping people discover their true beauty from the inside out.

This is what makes The Ruby Rose so unique. People will be attracted to the core essence of

feeling beautiful because “If you feel good, you will look good, and you will do good”.

Becoming a Wellness Coach There are four steps that The Ruby Rose must complete in order to become the best

wellness coach. Step one is to decide on what area you want to focus. Most wellness coaches

tend to offer general advice on nutrition, life style, goal setting, stress management and exercise.

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In order to become the best wellness coach, you should focus on what you are truly passionate

about. Step two is to enroll in a recognized program for wellness coaches so that people will feel

comfortable about using them as a source of guidance for the total body and inter beauty

transformation. Step three is to find a mentor who can help guide you. Step four is to gain

experience in wellness coaching because many people seek help by experienced wellness

coaches. The Ruby Rose should consider taking photographs of clients when doing body

transformation sessions and get testimonials from clients who have discovered their true inner

beauty. This will help The Ruby Rose establish its credentials.

Responsibilities of a Wellness Coach A wellness coach is one who is trained to help peers reduce high-risk behaviors and risk

factors such as smoking, poor illness, self-management, inequity nutrition and infrequent

exercise. A wellness coach is there to help guide and mentor clients with their physical aspects

and poor mental conditions. A wellness coach can influence peers by focusing on personal

health, wellness, strengths and the needs of the individual.

In order to be an effective wellness coach, you can write down ideas about wellness goals

and exercise programs that the clients can do in order to achieve their goals. Additionally, you

can help your client find their own solutions for the health problem or concerns that they are

faced with by asking them questions that will help them understand their situation. Lastly, you

need to help people understand that wellbeing is a lifestyle, which consists of good nutrition,

productivity and exercise, adequate sleep, participation in meaningful activities and connecting

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with people that are supportive. A basic understanding of the eight-wellness dimensions will also

be beneficial so that you can better understand your client’s experiences, intentions and needs.

The eight elements are spiritual, environment, financial, occupation, social, intellectual,

emotional and physical.

The Ruby Rose should follow this link: (www.webmd.com/balance/guide/life-and-

wellness-coaches) in order to learn more about becoming a wellness coach. This research and

knowledge will help you become the best wellness coach in Cape Town. Based on the session

we had with you, we can see that wellness coaching is one of your passions and we believe that

you should pursue it because becoming a wellness coach will keep you motivated in a job that

you love.

Revenue Potential After completing competitor research on wellness coaching, we believe The Ruby Rose

can charge people R500 per month. The Ruby Rose has the ability to charge this price because

the company is providing an individual service. The Ruby Rose can also consider an alternative

payment where clients can choose to spend a minimum of R 500 on HerbaLife products in place

of the R 500 monthly fee. Based upon this pricing structure, The Ruby Rose can make R 5000 if

it takes on 10 clients in one month.

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Marketing Segmentation: Wellness Workshops

Target MarketThe Ruby Rose’s target market would ideally be the middle to lower income market, as

many customers would enjoy a seminar/talk for a reasonable price. What they are paying for isn’t

a product or a service, instead it is more like an interactive talk that focuses on the needs of the

customers.

It is advisable that The Ruby Rose focus on five different client-types, one type could be

directed at the women who have self-confidence challenges. This workshop could include topics

such as how to carry yourself and how to be comfortable in your own skin. It could also address

simple topics such as doing affirmations in the mirror. This topics could be included in a

workshop titled, “Extraordinary Jane”. Another client-type that The Ruby Rose may consider

including in the workshop program would be focused on the ordinary guy who wants to lose

weight. Being overweight can be contributed to a lack of self-confidence and self-worth. This

segment would be the exact same as the “Extraordinary Jane”, the difference would be that it is

directed at men. This client-type could be called the “Extraordinary Joe”. The Ruby Rose should

also consider having a workshop that is directed at youth. These talks could include topics such

as peer pressure, dating, body image, etc. This client-type could possibly be called the “Wise

Youth”. The Ruby Rose could also be interested in is a topic that would focus on men who want

to increase their physical stature. This workshop could include nutritional talks and teaching men

the best methods to accomplish their goals. Many men are in the dark when it comes to weight

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training and body building, so this workshop could be a very good platform for them to do things

the right way. This category of workshop could be called “Building Muscles”. A similar offering

could be made for women who have similar goals concerning their muscle tone. This class could

be called the “Woman Tonic”.

There are many workshops that The Ruby Rose can offer to fit the client they are

targeting. The few suggestions that were provided are a starting point for what The Ruby Rose

can offer. The Ruby Rose shouldn’t be limited to the above suggestions; there are endless

possible topics that could be covered, as long as the right people are employed to do the talks. As

time goes on and The Ruby Rose grows to be a reputable company they can choose to expand to

other workshops such as food workshops on how to make healthy meals where the customers

can interact and make their own dishes at the workshop.

Marketing Strategy The Ruby Rose has hosted several workshops in the past but it wasn’t enough to enter the

market. The competition currently isn’t that big when it comes to workshops that are focused on

health, fitness and wellness. In order to successfully enter this segment, The Ruby Rose must

clearly identify who the customers will be. This step has been addressed in the target section of

the workshops. It is also important to set a clear timeframe within which the desired target share

is to be obtained. Once a clear market share has been identified, it is crucial to identify potential

points of entry. With this also comes the responsibility of finding out who the competition is and

determining if the new solution is strong enough to compete with the existing competition. The

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Ruby Rose will then also be required to set a price for the workshops. The different workshops

should ideally be the same price for now. The price that is set up has to have a balance between

the affordability of the customers and the feasibility of the business. The Ruby Rose must also

has to take into consideration what the competition is charging. The Ruby Rose should clearly

define milestones such as market share and sales targets so that everything can be tracked in

order to see if the workshops are a success or not.

Revenue Potential The Ruby Rose can choose a pricing strategy that caters to both the middle/lower income

gap, as well as, for the middle-income gap. The lower pricing could be for workshops that focus

on a bigger audience such as those that are open to the public. The private and slightly higher

priced workshops could be targeted at the middle class. Under this pricing strategy, if The Ruby

Rose does two workshops a month and does a workshop for approximately 30 customers at the

price of R 100 per person, she would make a profit of R 3000. Seeing that The Ruby Rose would

ideally do two workshops a month, her income would be a total of R 6000 excluding expenses

incurred. If The Ruby Rose wants to host private workshops, the prices could possibly range

from R200 to R250 per person. The private workshops would usually accommodate less

customers at a time so if 10 customers sign up for a workshop, The Ruby Rose would have the

opportunity to earn R 2000 to R 2500.

The Ruby Rose intends on hosting more workshops in the future, as it is an easy way of

making a profit, as not much cost is involved in the initial set up of the workshop. This could

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prove to be a profitable portion of the business as there are numerous client-types that can be

reached.

Marketing Segmentation: Corporate

Target MarketCurrently, The Ruby Rose believes that the Corporate Segment is the most valuable

segment in which to infiltrate its product offerings. The product offerings that the Ruby Rose

offers are workshops as well as spa zones. The workshops offered are as follows: wellness

workshops, aesthetics workshops, image workshops, and wine tasting workshops. The Ruby

Rose offers these workshops and spa zones to corporate offices. However, consistent deals are

not prevalent with the corporate offices. Therefore, this market segment is not providing the

business with a continuous source of revenue.

Included in the Exhibits is a list of corporations that have shifted their organizational

culture to that of wellness and good health practice. According to the research done on these

Corporations, The Ruby Rose could get in contact with the relevant HR departments and

establish a network that could in turn lead to future business dealings. As Candice, the owner of

The Ruby Rose believes that this segment is the most valuable segment to target.

The Ruby Rose has not been able to get into contact with the relevant target market that

would boost its revenue. Therefore, as Consultants, we have helped Candice to identify her target

market by putting her in the shoes of the Business’ prospective clients. Candice originally

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thought that targeting the corporate sector was ideal because it had the highest revenue potential.

However after investigating the revenue that has come in from corporate events over the past

year, we have identified that The Ruby Rose has not had enough corporate programs to have

been profitable. Whenever Ruby does a corporate event, it is used more as a way of marketing

the business so that it could attract potential clients.

Profit Potential Ruby Rose has not been charging a sustainable fee for the services that they offer.

Therefore, after doing some research and through the guidance of Professor Shaughnessy we

suggest charging three times the cost price as the best pricing strategy as it offers the business

sustainability long term. However, with all the expenses that Ruby Rose incurs on an event day,

we have agreed that setting the price of product offerings to four times the cost is relatively more

effective for Ruby Rose in the Long Term.

This strategy will allow the business to operate more successfully in the long run both

financially and operationally. This segment can be extremely profitable to the business, therefore

if Candice can network successfully with the list of corporates that are given in the exhibits

section, then the Ruby Rose will be increase its market share within this segment.

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Marketing Segmentation: Tourism

Target MarketIn order to successfully reach the tourism segment, The Ruby Rose must cater to a

younger age demographic and provide offerings that are relevant to both international and

domestic tourists. According to WESGRO’s 2014 Regional Tourism Trends Report, Cape Town

welcomed a share of 42% oversees visitors and 58% domestic visitors. Top international markets

include visitors from Germany, the United Kingdom, and the United States. Top domestic

markets include visitors from Gauteng, the Western Cape, and the Eastern Cape. Additionally,

The Ruby Rose must have a strong online presence as most visitors are young and are

conducting research through the web and word of mouth. On average, visitors are between the

age range of 21 – 35. This young age range supports the rising trend in youth/backpacker travel

and educational tourism.

Marketing Strategy In order to successfully market to the tourism segment, The Ruby Rose should focus on

strengthening its relationships with local hotels while also advertising at the V & A Waterfront

and online via Trip Advisor and a custom website. After conducting research on the top rated

luxury hotels in the Cape Town area, we recommend that The Ruby Rise network with the

following hotels: 2 Inn 1 Kensington, Manna Bay, Blackheath Lodges, An African Villa, and

Kensington Place. If The Ruby Rose is not currently in contact with representatives at these

hotels, The Ruby Rose should consider reaching out to the hotel manager or hotel concierge via

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phone or e-mail. Once in contact with a representative from the hotel, The Ruby Rose should

request a brief meeting in order to introduce the company and its offerings. The Ruby Rose

should come prepared to this meeting with brochures of the wine tour offerings and spa ad on

packages. It would also be beneficial to provide a portfolio of client reviews. Once a relationship

is formed with a hotel representative, The Ruby Rose should ask the hotel to recommend the

Ruby Rose Wine Tours to their hotel guests and place brochures in the lobby.

The Ruby Rose should also consider placing advertisements and brochures at the V & A

Waterfront. The V & A Waterfront is in the heart of Cape Town’s working harbor and offers

visitors a place for indoor shopping, dining, and live entertainment. If The Ruby Rose wishes to

advertise on in-mall banners or outdoor billboards, contact infor@waterfront.co.za. If The Ruby

Rose wishes to advertise on the touchscreen & plasma displays, contact Fabian January at

fjanuary@waterfront.co.za.

Additionally, The Ruby Rose should consider advertising via Trip Advisor. Most

competitors of The Ruby Rose have travel pages on Trip Advisor. The Ruby Rose may consider

making a business page with this travel orientated site. This site targets travelers who want to

research what they can set up on their own without the help of a travel agent. The site also

chooses businesses who perform well and satisfy to win “certificates of excellence” for

businesses, in a way recommending their service to tourists. Getting into this segment of travel

would be helpful to The Ruby Rose in expanding their clientele. 

The TripAdvisor site has made the process of making a business page for The Ruby Rose

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relatively simple and has no cost. From the home page, the option is located on the bottom of the

page and is labeled “owners”. When you click the “owners” section, it will transfer to a page

where a business can be added. The Ruby Rose would be in the “attractions” category. The

requirements from Trip Advisor are personal and contact information for the business, places of

departure and destinations must be provided on a website or brochure, and that the services are

offered on a consistent basis. To fit these requirements The Ruby Rose will be required to

generate a website that exhibits these traits.

Competitive Analysis and Pricing The Ruby Rose offers wine tours, as well as, spa add on packages to its tourism segment.

It is important to understand the competitors in the wine tour and spa industries in order to

determine an appropriate pricing strategy for the tourism segment. Two top competitors stand out

in the wine tour industry. African Story Wine Tours and Wine Flies both received a certificate of

excellence from Trip Advisor for its wine tours. Both companies offer full day public wine tours,

seven days a week, for R 650 per person. Competitor research helped determine that R 650 is the

competitive price for full day public wine tours. Competitors also offer private wine tours and do

not disclose pricing on their websites. Customers must inquire for pricing information based on

the number of people in their party.

The top wine tour competitors offer a basic wine tour with the ability to add on chocolate

tasting, cheese tasting, and an a la carte lunch. At this time, research of available tours did not

show that any companies offered a similar addition of spa treatments to their available packages.

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The Ruby Rose could consider this gap in the market s their competitive advantage over other

wine touring companies.

Life Day Spa and Rouge Day Spa are top competitors that stand out in the spa and

wellness industry. Life Day Spa is a luxury spa that caters to clients in the greater Cape Town

area. Their services include massage, manicure/pedicure, and other body wellness treatments.

Life Day Spa of Cape Town offers a 30-minute back/neck/shoulder massage for R 350, a 45

minute back of body massage for R 410, a 60 min Swedish massage for R 510 and a 60 minute

hot stone massage for R 560. Life Day Spa of Cape Town offers a 30 minute manicure for R

160, a 60 minute luxury manicure for R 260, a 30 minute pedicure for R 190, and a 60 minute

luxury pedicure for R 280.

Additionally, Rouge Day Spa, offers a 30 minute sweetish back massage for R 260, a 60

minute Swedish full body massage for R 400, a 30 minute hot stone back massage for R 280 and

a 60 minute hot stone back massage for R 420. Rouge Day Spa offers a 20 minute manicure for

R 80, a 30 minute express manicure for R 150, a 60 minute spa manicure for R 250, a 30 minute

express pedicure for R 170, and a 60 minute spa pedicure for R 270. The Rouge Day Spa

differentiates itself by offering a “SPA-RTY” that targets young girls who are celebrating

birthdays and other private events. The “SPA-RTY” package is R 250 per guest and includes a

facial cleanse, face mask, mini manicure/pedicure, lunch, and assorted desserts.

Ultimately, The Ruby Rose should consider taking a competitive pricing strategy when

setting prices for all wine tours and add on spa packages to maintain its premier brand

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positioning. The Ruby Rose may also consider offering private spa offerings for birthdays and

events for all ages. Lastly, The Ruby Rose may consider offering wine tours and spa ad on

packages to its corporate partners.

Revenue Potential The profit potential of the tourism segment can be analyzed with the assumption that The

Ruby Rose utilizes a competitive pricing strategy. The Ruby Rose has the potential to earn an

estimated R 13,000 if the company manages to book two wine tours that consist of 10 people per

tour. Based upon a competitive pricing model, The Ruby Rose has the ability to charge R 650

per person, per tour. Therefore, The Ruby Rose can earn an estimated R 13,000 by booking two

wine tours that consist of 10 people per tour.

Adding on a spa packing to the wine tours will help increase the revenue potential of the

tourism industry. Based upon a competitive pricing strategy, The Ruby Rose has the ability to

charge R 350 for 30 minute back/neck/shoulder massage. Assuming that the 10 people on each

tour want to add on the spa package to their wine tour, The Ruby Rose can earn as estimated R

7,000.

In total, The Ruby Rose has the potential to make a profit of R 20,000 per month if the

company manages to book two tours of 10 people who choose to add on the spa package. The

Ruby Rose must take into consideration that the profit potential is dependent on the number of

tours that are taken out, the number of customers on each tour, and the number of customers who

chose to add on a spa package. The Ruby Rose should also note that they can use the add on spa

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package as a way to boost its profit potential. The Ruby Rose can charge a higher price for a

more luxurious spa treatment or for a spa treatment with a longer duration.

Online Marketing

Social Media GuideMarketing also includes the social media section. The Ruby Rose should try to keep the

same branding for all parts of the marketing strategy(such as the website, social media, and any

physical brochures or business cards). The Ruby Rose can create an Instagram account to market

its business and also use it as a platform for any deals or specials it may want to advertise once it

reaches a large enough following. Guidelines for posts such as color scheme, content, and font

style should be kept uniform. The same guidelines should be used by The Ruby Rose when

operating its Facebook page. It is recommended for The Ruby Rose to create an email list for its

clients and send out weekly or monthly emails to keep the company in their minds and think of it

when planning events.

A platform for The Ruby Rose to widen its audience could be local wellness and lifestyle

blogs. The Blogging community has great potential to reach a larger variety of people that may

be interested in the services The Ruby Rose has to offer. After some research, it was found that 4

blogs in particular could be a good starting off point to test this type of advertising; 3 are based

in South Africa. “MissCassLee.com” is a lifestyle blog that caters to mothers in SA. Being

featured by this blog could be helpful in that readers could connect on a personal level to The

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Ruby Rose as Candice is a single mother to a two year old son named Jude. “All4Women.co.za”

and “Lipglossismylife.com” are lifestyle blogs aimed at women and wellness enthusiasts, an

audience who would be very interested in The Ruby Rose. “A Luxury Travel Blog ” is slightly

different in that it is a travel blog, but one aimed at a luxury travel experience. It is not aimed

specifically at SA but would very likely have an audience who would be interested in a luxury

version of already available tours. To be featured on these blogs, most have pages where they

encourage contact to let them know of business that readers think would be appropriate to be

featured of if they have a business and want to be featured. To find out the details The Ruby

Rose would need to enquire directly with them about the requirements of being featured.

Website GuideWhen creating a layout for the website, The Ruby Rose wanted to emphasize calmness

and tranquility through its advertising. With these guidelines, an example website layout was

created. The colors of sand, walnut brown, soft white and a light ruby where used to create the

feeling desired by The Ruby Rose. It is important for the website to include all the information

that a potential consumer would find relevant such as descriptions of available services, prices,

and directions on booking a tour or other service in the “Services” tab. The Ruby Rose may also

consider adding a “Calendar” tab to their website that holds information about dates that are still

available for bookings or workshops that are open to the public to attend. Also pivotal to the

website would be a general mission statement of The Ruby Rose in an “About Us” tab to give the

viewer a sense of what is important to the business and what it would be like to work with them.

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The Ruby Rose may consider adding a personal statement about their view of the work the

business does and information about its founder and her qualifications, to further cement to the

viewer that the business is highly professional and has a passion for the work thy do. It may be

worthwhile to include around 3 prior statements or reviews from prior clients to validate the

good experience that the site promises in their “Home” tab. An “Enter” page should also be

considered as a way to solidify the new branding for The Ruby Rose and to familiarize the

viewer with the logo. A “Contact” tab should be provided to ensure the viewer will have the

information necessary to contact the business for bookings and any other questions that may

arise. 

To design a suitable website, the Ruby Rose should consider contacting the web designer

who works in the TSiBA Ignition Center, Gordon White. He will be able to help design the

website that the business needs to further its market reach.

Human Resources

Employment and Free Lance Contracts A contract of employment is a written document which entails all the necessary

information the job requires. Through this document a relationship is formed between the

employee and the employer. The employee is then given remuneration for the activities

performed under the supervision of the employer until the termination of the contract.

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When consulting with our client, our group discovered that the business is still in its developing

stages and there are certain aspects of the business that the owner had not yet looked into. The

business is still in its developing stages and the operations are delegated in a relaxed atmosphere.

Dealing with members of the staff and potential employees are handled verbally and where a

written document is required, verbal agreements are made in its place. According to the basic

conditions of employment act, all employees are to be provided with a written document,

underlying the specific terms and conditions of the acquired job on their first day of employment.

In the past, The Ruby Rose has only hired freelance workers and it’s continuing to do so, due to

business being slow in certain months and because the business is a seasonal business and only

peaks in certain months. The other reason for hiring freelancers is because it is cost effective for

the business and the business saves much more than if it were to hire permanent workers. If the

business hired permanent workers it may take a loss for when there is not enough money to

cover the salaries of the employees. Hiring freelance is much more effective for they can be

called on at any time of the month and they usually get paid by the hour compared to permanent

workers getting paid at the end of the week or month after all expenses are paid. When hiring a

freelancer the same rules apply and the employee needs to be provided a contract in order to

protect the business and the employee before work can commence.

Ruby rose can therefore follow these steps to draw up her contacts of employment for her

employees, to ensure that her employees are satisfied and to ensure that a fair agreement is

reached and both parties involved are satisfied, protected and work can commence. And when

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contacting corporate clients having a written agreement made is more effective than having a

verbal agreement, for clients in the corporate sector strict on having agreements done with a

written document like proposals for doing wellness and healthcare session in the workplace.

Resources

• http://www.capetown.travel/content/page/research-and-statistics

• http://www.africanstorytours.com

• http://www.wineflies.co.za

• http://www.lifedayspact.co.za

• http://www.rougespa.co.za

• http://www.waterfront.co.za/contact-us/enquiries

• http://www.entrepreneurial-insights.com/enter-new-market/

• (www.webmd.com/balance/guide/life-and-wellness-coaches)

• ( www.intergration.samhsa.gov )

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Exhibits

Exhibit 1: Pricing Structure

Exhibit 2: List of Potential Corporate Clients

We have identified the following Corporates and Golf Estates that would be worthy of approaching in order to expand on your Customer Base.

Old Mutual Sanlam Vodacom group LTD Unilever South Africa Western Province Rugby Union Arabella Country Estate Devonvale Golf and Wine Estate Atlantic Beach Golf Club

Wellness CoachingR 500 on HerbaLife Products per month or R 500 per month (includes 3 sessions)

Wellness WorkshopsR 100 per personR 200 per person (private session)

Corporate 3 x the costdepending on variances

TourismWine Tour: R 650 per personAdd on 30 Minn Spa Package: R 350

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All the information on these Entities may be found online if you are going to be contacting them in the future. We hope this helps as to generating a bigger customer base for you to network with the above mentioned businesses. Exhibit 3: Website Design

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Exhibit 4: Employment Contract Employment Contract: Small Business

Entered Into Between : (herein after referred to as "the employer")

Name &Address of employer:

and(herein after referred to as "the employee")

Name &Address of employee:

1. Commencement

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This contract will begin on _____________and continue until terminated as set out in clause

2. Place of work _____________

3. Job description Job Title _____________

Duties

4. Termination of employment (See Guidelines 1 and 2)Termination of this contract will be_____________weeks. Notice must be given in writing. In the case where an employee is illiterate notice may be given by that employee verbally.The parties agree that on termination of the contract of employment, the employer shall furnish the employee with a certificate of service and the UIF card.

5. Wage(See Guidelines 3 and 4)

5.1 The employees wage shall be paid in cash on the last working day of every week/month and shall be: R_____________

5.2 The employee shall be entitled to the following allowances/payment in kind: R_____________

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5.2.1 A weekly/monthly transport allowance of R_____________

5.3 The total value of the above remuneration shall be R_____________

(The total of clauses 5.1 to 5.2.3)(Modify or delete clauses 5.2.1 to 5.2.3 as needed)

5.4 The employer shall review the employee’s salary/wages once a month.6. Hours of work (See Guidelines 5) 6.1 Normal working hours will be from_____________a.m. to_____________p.m. on Mondays to Fridays and from _____________a.m. to_____________p.m. on Saturdays.6.2 Overtime will only be worked if agreed to between the parties, from time to time.6.3 The employee will be paid for overtime at the rate of one and a half times his/her total wage as set out in clause 5.3.

7. Meal Intervals (See Guideline 6)The employee agrees to a lunch break of one hour/30 minutes(delete the one that not applicable). Lunchtime will be taken from_____________ to_____________daily.

8. Sunday work (See guideline 7)Any work on Sundays will be by agreement between the parties from time to time. If the employee works on a Sunday he/she shall be paid double wage for each hour worked as in 5.3.

9. Public Holidays (See Guideline 8)The employee will be entitled to all official holidays on full pay.If an employee does not work on a public holiday, he/she shall receive normal payment for

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that day.If the employee works on a public holiday he/she shall be paid double.

10. Annual Leave (See Guideline 9).10.1. The employee is entitled to_____________days paid leave after every 12 months of continuous service. Such leave is to be taken at times convenient to the employer and the employer may require the employee to take his/her leave at such times as coincide with that of the employer.

11. Sick leave (See Guidelines 10). 11.1 During every leave cycle of 36 months the employee will be entitled to an amount of paid sick leave equal to the number of days the employee would normally work during a period of six weeks. 11.2 During the first six months of employment the employee will be entitled to one day’s paid sick leave for every 26 days worked. 11.3 The employee is to notify the employer as soon as possible in case of his/her absence from work through illness.

12. Maternity leave (See guidelines 11)(Tick the applicable clauses in the space provided). 12.1 The employee will be entitled to_____________days maternity leave without pay; or12.2 The employee will be entitled to_____________days maternity leave on _____________pay.

13. Family responsibility leave (See Guideline 12) The employee will be entitled to three days family responsibility leave during each leave cycle.

14 Deductions from remuneration (See Guideline 13). The employer may not deduct any monies from the employee’s wage unless the employee has agreed to this in writing on each occasion.

15. Other conditions of employment or benefits 16. General Any changes to this agreement will only be valid if they are in writing and have been agreed to and signed by both parties.THUS DONE AND SIGNED AT _____________ ON THIS _____________ DAY OF_____________20_____________EMPLOYEE

___________________EMPLOYER

___________________

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Witnesses:

___________________

___________________

GUIDELINES.

1. Notice period and termination of employment. In terms of the Basic Conditions of Employment Act, any party to an employment contract must give to the other written notice of termination as follows:One week, if employed for four weeks or less; Two weeks if employed for more than four weeks but less than one year; and Four weeks if employed for one year or more.

2. Procedure for termination of employment. Whilst the contract of employment makes provision for termination of employment, it must be understood that the services of an employee may not be terminated unless a valid and fair reason exists and fair procedure is followed. If an employee is dismissed without a valid reason or without a fair procedure, the employee may approach the CCMA for assistance.Pro-rata leave and severance pay might be payable. In the event of an employee being unable to return to work due to disability, the employer must investigate the nature of the disability and ascertain whether or not it is permanent or temporary. The employer must try to accommodate the employee as far as possible, for example, amending or adapting their duties to suit the disability. However, in the event of it not being possible for the employer to adapt the employee and/or to find alternatives, then such employer may terminate the services of the employee.The Labour Relations Act, 66 0f 1995, sets out the procedures to be followed at the termination of services in the Code of Good Practice, in Schedule 8 3. Wage/remuneration/Payment There is no prescribed minimum rate of remuneration. Additional payments (such as for overtime or work on Sundays or Public Holidays) are calculated from the total remuneration as indicated in clause 5.3 of the contract.4. Transport allowances, bonuses, increases These are not regulated by the Basic Conditions of Employment Act and are therefore open to negotiation between the parties.

5. Hours of work 5.1 Normal hours (excluding overtime) An employee may not be made to: Work more than 45 hours a week; Work more than nine hours per day for a five day work week; Work more than eight hours a day for a six day work week; and

5.2 Overtime

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An employee may not work more than three hours of overtime per day or 10 hours per week. Overtime must be paid at 1.5 times the employee’s normal wage or an employee may

5.3 Daily and weekly rest periods 5.3.1 A daily rest period of 12 consecutive hours and a weekly rest period of 36 consecutive hours, which must include Sunday, unless otherwise agreed, must be allowed. 6. Meal intervals An employee is entitled to a one-hour break for a meal after not more than five hours work. Such interval may be reduced to 30 minutes, by agreement between the parties. If required or permitted to work during this period, remuneration must be paid.7. Sunday work Work on Sundays is voluntary and an employee can therefore not be forced to work on a Sunday. If the employee works on a Sunday he/she shall be paid double the daily wage. If the employee ordinarily works on a Sunday he/she shall be paid one and one-half time the wage for every hour worked. 8. Public Holidays The days mentioned in the Public Holidays Act must be granted but the parties can agree to further public holidays. Work on a public holiday is entirely voluntary and an employee may not be forced to work on such public holiday.The official public holidays are: New Year’s Day, Youth Day, Human Rights Day, National Women’s Day, Good Friday, Heritage Day Family Day, Day of Reconciliation, Freedom Day, Christmas Day, Worker’s Day and Day of Goodwill.Any other day declared an official public holiday from time to time should also be granted.These days can be exchanged for any other day by agreement. If the employee works on a public holiday he/she shall be paid double the normal day’s wage.9. Annual leave Annual leave may not be less than 21 consecutive days for full-time workers or by agreement, one day for every 17 days worked or one hour for every 17 hours worked. The leave must be granted not later than six months after completion of the period of 12 consecutive months of employment. The leave may not be granted concurrent with any period of sick leave, nor with a period of notice of termination of the contract of employment.10. Sick leave During every sick leave cycle of 36 months an employee is entitled to an amount of paid sick leave equal to the number of days the employee would normally work during a period of six weeks.During the first six months of employment, an employee is entitled to one day’s paid sick leave for every 26 days worked. The employer is not required to pay an employee if the employee has been absent from work for more than two consecutive days or on more than two occasions during an eight-week period and, on request by the employer, does not produce a medical certificate stating that the employee was unable to work for the duration of the employee’s absence on account of sickness or injury.

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11. Maternity leave The employee is entitled to at least four consecutive months` maternity leave. The employer is not obliged to pay the employee for the period for which she is off work due to her pregnancy. However, the parties may agree that the employee will receive part of her entire salary/wages for the time that she is off due to pregnancy.

12. Family responsibility leave Employees employed for longer than four months and for at least four days a week are entitled to take three days’ paid family responsibility leave during each leave cycle when the employee’s child is born, when the employee’s child is sick or in the event of the death of the employee’s spouse or life partner or parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling. 13. Deduction from the remuneration The Basic Conditions of Employment Act prohibits an employer from deducting any monies from the employee’s wages without his/her written permission. 14. Other issues There are certain other issues which are not regulated by the Basic Conditions of Employment Act such as probationary periods, right of entry to the employer’s premises, afternoons-off, week-ends-off and pension schemes, medical aid schemes, training/school fees, funeral benefits and savings account. However, the aforementioned may be negotiated between the parties and included in the contract of employment.15. Prohibition of Employment The Basic Conditions of Employment Act prohibits employment of any person under the age of 15 and it is therefore important for an employer to verify the age of the employee by requesting a copy of the identity document or birth certificate.16. Other Conditions of Employment There is no provision, which prevents any other conditions of employment being included in a contract of employment but any provision which sets conditions which are less favorable than those set by the Act, would be invalid.

NB: These guidelines are not meant to be a complete summary of the Basic Conditions of Employment Act and/or legal advice. Should there be any doubt as to rights and/or obligations in terms of the Act or terms of any clause of the suggested Contract of Employment, such queries can be directed to the local office of the Department of Labour, who will gladly assist.

Exhibit 5: Freelance Contact Information

• Full name of the employer• Address of the employer• Place of employment• Commencement date

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• Days and hours of work• Salary (per day or hour)• Other addition payments• Frequency of payment• Expectations of both parties• Scope of the job to be completed

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