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Dear Hiring Manager I just concluded my Marketing Management studies and it would be a privilege to contribute to the company’s growth and future successes in the position by accepting me in your company. I believe my academic strengths and passion for creative solutions will be a positive addition to your team and support your organization. I enjoy innovation and love to experiment with different ideas and I am known for inspiring and devising original, thought - provoking concepts. I have cultivated talents in product demonstration, book keeping and admin through diverse experiences. These skills, along with my passion for this field, align with the qualities you desire. I excel in a workplace that promotes a culture of consensus - driven and high energy teamwork. I have an artistic eye and strong work ethic, but I also like to foster an element of fun. I offer experience in communication, critical thinking and problem - solving. I strongly believe that my creative talents will prove to be a valuable resource for your organization, and I look forward to an interview with you and the opportunity to create and grow as your new employee. Sincerely, Masondo, Buhle

General worker Driver code 8 Promoter Marketer Sales person Store person Merchandiser Call centre Assistant driver Delivery Bus ticket inspect Packer

I strive to provide a service to Employers in the Hospitality and Business sectors. I cover all aspects of Employment Law and provide training to personnel. Some of the aspects of Employment Law covered by me: Grievances Grievances MUST be handled as they arise. If they are not they will become much bigger problems. You could end up having to defend yourself at the CCMA or the Labour Court if the employee feels you’ve done nothing to resolve his or her problem. Resolve every grievance as soon as reasonably possible. What is reasonable will depend on the complexity of the issues, but make sure you address them all. The first step to dealing with grievances is to construct a Grievance Policy and Procedure. • Draft your grievance policy • Investigate grievances lodged by employees • Mediate to resolve grievances Dismissals & Disciplinary Hearings When dismissing an employee, the CCMA will look at the following aspects of the Dismissal. Was there an employment contract, as per law needs to be signed on the first day of commencing work. Does the company have policies, procedures, disciplinary code in place and was the employee aware of any of these rules or could have had access to it? When dismissing was the rule applied consistently and was that the only appropriate sanction. Refer to schedule 8 of the Labour Relations Act. Often what would otherwise be a justifiable dismissal is overturned because employers have failed to follow the correct procedures. I provide you with advice including, but not limited to, assisting in drawing up contract, disciplinary code, policies and procedures, ensuring that it’s properly implemented and that management is fully trained. Before all that, did you conduct your Disciplinary Enquiry according to procedure? Suspended employee if needed, allowing employee to prepare for the Disciplinary Hearing after investigation is concluded and Notice to attend issued, advising the employee of his/her rights, ensuring evidence is available to employee, independent chairperson. I am a specialist in chairing disciplinary hearings and providing training to chairperson’s and to the initiator’s preparing for the disciplinary hearing. Industrial Action, Retrenchment and Unions Assisting in reducing the risk of industrial action and litigation following retrenchment and ensuring that all the necessary procedures are complied with as per the Labour Relations act. Section 189 Unions, both parties are governed by the same rules and regulations as set out in the Labour Relations Act. The question then arises, should we just sign the agreement or negotiate the agreement. When will a trade union be entitled to organisational rights, and what rights are they entitled to. I will assist in full negotiations with any trade union in your industry Poor Performance Management The Labour Relations Act allows for a person after probation period to be placed on poor performance management if not performing, I supply a detailed step by step policy, documents and training on poor performance. Training Courses for Personnel • Managers • Supervisors • Head Housekeepers • Housekeepers • Reservations (convert the call) • Front of House • Breakfast only I managed the Staff at Safari Postal and Internet café at Safari Gardens centre. • Day to Day training of staff. • Customer service. • Admin and filing • Customer service and answering calls • Printing, Scanning, Faxing and general emails • Type CV’s and documents • Distributing and sorting of mail • Binding and laminating • Customer compliments and complaints