Page 1 | Soloris Administration Processors Initial: ______ FIXED - TERM CONTRACT OF EMPLOYMENT ENTERED INTO BETWEEN: SOLORIS ADMINISTRATION PROCESSORS Registration Number: 2024/730385/07 ("the Employer") and Name: ___________________________________ ID Number: ___________________________________ ("the Employee") Address: ___________________________________ ___________________________________ ___________________________________ ___________________________________ Page 2 | Soloris Administration Processors Initial: ______ 1. DEFINITIONS AND INTERPRETATION 1.1 "the Employer" means Soloris Administration Processors (Registration Number 2024/730385/07), and includes its successors and assigns. 1.2 "the Employee" means the person named on the first page of this contract. 1.3 "the NCA" means the National Credit Act, 2005 (Act 34 of 2005), as amended. 1.4 "the NCR" means the National Credit Regulator established under the NCA. 1.5 "the BCEA" means the Basic Conditions of Employment Act, 1997, as amended. 1.6 "the LRA" means the Labour Relations Act, 1995, as amended. 1.7 "Log Book" means the Employer's training and competency record maintained to track the Employee's progress toward Administrator accreditation. 1.8 "File" means one completed, one - page client onboarding form submitted by the Employee for processing. 1.9 Clause headings are for convenience only and do not affect the interpretation of this contract. 2. BASIS OF AGREEMENT 2.1 This contract is concluded on the basis that: 2.1.1 the Employer operates as, or provides administrative processing services to, a Debt Review Company as contemplated in section 17(1)(c) of the NCA; 2.1.2 the Employee will, during the course of this contract, work towards accreditation and registration as an Administrator/Account Executive in accordance with the Employer's internal requirements and those of the NCR; and 2.1.3 the Employer is an approved service provider as contemplated in the Employer's internal governance framework. 2.2 Should any basis set out in clause 2.1 permanently cease to apply, the Employee shall be entitled to terminate this contract summarily by written notice to the Employer. 3. CONDITIONS OF EMPLOYMENT 3.1 The Employee's conditions of employment are governed by the BCEA, the LRA, and other applicable South African labour legislation. 3.2 Should any term of this contract conflict with existing or future legislation, the legislation shall prevail only to the extent of the conflict; all other terms remain valid and binding on the parties. 3.3 No indulgence, extension or condonation granted by the Employer constitutes a waiver of any of the Employer's rights under this agreement. 3.4 No amendment to this contract is valid unless reduced to writing and signed by both parties. 4. COMMENCEMENT AND DURATION 4.1 Employment begins on 13 Jul y 2026 ("the Commencement Date") and continues on a fixed - term basis until terminated in accordance with clauses 4.2, 6 and 17. 4.2 The duration of this fixed - term contract is linked to the Employee's achievement of accreditation as an Administrator. This contract terminates automatically on the earlier of: 4.2.1 the date on which the Employee successfully completes, and receives management sign - off on, all required sections of the Log Book; or Page 3 | Soloris Administration Processors Initial: ______ 4.2.2 the third anniversary of the Commencement Date, unless renewed, or converted to a permanent contract, by written agreement between the parties. 4.3 This contract may terminate earlier than clause 4.2 in accordance with clause 6 (Probation) or clause 17 (Termination of Service). 5. EMPLOYMENT, POSITION AND DUTIES 5.1 The Employee is employed as a Remote Data Capturer within the Employer's Administrator training track, and reports directly to the Account Executive or such other manager as the Employer designates. 5.2 The Employee agrees to obey all lawful and reasonable instructions given by the Employer. 5.3 The Employer may transfer the Employee between areas or divisions of the business as operational requirements dictate. 5.4 The Employee may be required, from time to time, to perform reasonable additional duties as directed by the Employer. 5.5 The Employee's core duties as a Remote Data Capturer include the following: • Accurate Data Entry: input information from source spreadsheets/documents into the Employer's provided digital form with precision. • Data Validation & Quality Control: verify, correct and ensure the accuracy of data before submission. • Database Maintenance: update and manage records to keep the database current. • Error Identification & Resolution: detect inconsistencies or errors and correct them promptly. • Confidentiality & Compliance: adhere to the Employer's data security and confidentiality policies. • File Management: organise and store digital files systematically for easy retrieval. • Reporting: generate and submit periodic reports on progress and accuracy. • Communication & Collaboration: remain reachable to team members via email, chat or virtual meetings. • Task Management & Deadlines: prioritise and complete work efficiently within set deadlines. • Self - Motivation & Productivity: work independently, maintaining high productivity in a remote environment. 6. PROBATION 6.1 The Employee is appointed for a paid probation period of three (3) months from the Commencement Date. 6.2 The Employer may terminate this contract during probation on grounds of misconduct, incapacity, or operational requirements, subject to following a fair procedure in accordance with Schedule 8 of the LRA. 7. TRAINING AND DEVELOPMENT 7.1 The Employer undertakes to train the Employee during the period referred to in clause 4.2 so as to enable the Employee to work towards registration as a Soloris Administration Processors Account Executive. Page 4 | Soloris Administration Processors Initial: ______ 7.2 The Employer may conduct digital inspections, during working hours, of the work performed and the training provided to the Employee. 7.3 The Employer bears the full cost of this training. The Employee has no obligation to repay any training costs incurred by the Employer, irrespective of when or why the employment relationship ends. 7.4 The Employer will pay the Employee's costs of attending seminars required to complete training, as determined by the NCR. 8. PLACE OF WORK 8.1 The Employee will report for duty digitally via the Employer's CRM system. 8.2 The Employee works remotely and must be available for scheduled video calls. 9. REMUNERATION 9.1 The Employee will receive: 9.1.1 a monthly basic salary of R5,500.00, which covers the first 100 files processed per working day; and 9.1.2 a commission of R 10 .00 per file for every file processed above the daily 100 - file threshold. 9.2 Salary is paid into the Employee's nominated bank account on the 25th of every month. 9.3 The Employer will deduct from the Employee's salary: 9.3.1 all statutory deductions, including PAYE and UIF, once applicable following probation; and 9.3.2 any other deduction authorised in writing by the Employee. 9.4 Expenses, including phone calls and mileage where applicable, are reimbursed monthly at the Employer's agreed rate, subject to relevant tax legislation. 9.5 Payment of an annual bonus is not a condition of employment. Any bonus is paid entirely at the Employer's discretion, having regard to the general economic climate, company performance, and the Employee's individual performance. 10. HOURS OF WORK 10.1 The Employee must process a minimum of 100 files/forms per working day. 10.2 Core hours for communication are 08:00 – 16:00, Monday to Friday. Subject to meeting daily output requirements, the Employee may otherwise structure their own working hours. 11. PUBLIC HOLIDAYS 11.1 The Employee is entitled to all official public holidays on full pay. 11.2 Where the Employee works on a public holiday, they are paid at the rate prescribed by the BCEA. 12. ANNUAL LEAVE 12.1 The Employee accrues one day's leave for every 17 days worked (or 1 hour's leave for every 17 hours worked), amounting to 15 working days per annual leave cycle. 12.2 Leave must be taken in accordance with the Employer's operational requirements and at a time convenient to the Employer. Page 5 | Soloris Administration Processors Initial: ______ 12.3 Leave may not be accumulated and must be taken within 6 months of the end of the applicable leave cycle. 12.4 Where the Employer implements an annual shutdown during December/January, the Employee may be granted up to 2 additional days' leave at that time, at the Employer's discretion. 13. SICK LEAVE 13.1 The Employee is entitled to thirty (30) days' sick leave in every three (3) - year sick leave cycle. 13.2 During the first six months of employment, the Employee accrues one day's sick leave for every 26 days worked. 13.3 The Employer may require the Employee to undergo a medical examination, conducted by a practitioner it nominates, to establish the need for sick leave. 13.4 A medical certificate is required for sick leave of two or more consecutive days, for any single day taken adjacent to a weekend or public holiday, or where the Employee has been absent more than twice within an eight - week period. 13.5 Absence without a required medical certificate is treated as unpaid leave. 13.6 The Employee must notify the Employer of an illness - related absence on or before 08:00 on the day in question. Failure to do so may result in disciplinary action. 14. FAMILY RESPONSIBILITY LEAVE 14.1 Once the Employee has completed four months of continuous service and works at least four days a week for the Employer, the Employee is entitled to three days' family responsibility leave per leave cycle, in accordance with the BCEA. 14.2 The Employee must provide reasonable proof that such leave is required. 15. STUDY LEAVE 15.1 For subjects forming part of an academic course required for admission as a member of the Institute of Administration and Commerce (IAC), the Employee is entitled to one day's leave to prepare for, and one day's leave to write, the final examination in the subject concerned. This entitlement applies only to the first occasion on which a subject is written, and is capped at 10 days per annum. 15.2 Sick leave, family responsibility leave and study leave do not accumulate. 16. GRIEVANCE AND DISCIPLINARY POLICY 16.1 The Employee must raise any grievance through the Employer's standard grievance procedure. 16.2 Disciplinary matters are handled in terms of the Employer's disciplinary procedure and code, which may be amended from time to time. 17. TERMINATION OF SERVICE 17.1 Either party must give the other written notice of termination as follows: 17.1.1 one week, where the Employee has been employed for six months or less; 17.1.2 two weeks, where the Employee has been employed for longer than six months but less than one year; 17.1.3 four weeks, where the Employee has been employed for one year or longer. Page 6 | Soloris Administration Processors Initial: ______ 17.2 The Employer may terminate the Employee's employment summarily, without notice or compensation, where the Employee materially breaches an obligation under this contract, or in other circumstances justifying summary termination in law. 17.3 Where the Employee gives notice of resignation, the Employer may elect, at its discretion, to pay the Employee in lieu of the notice period instead of requiring the Employee to work it. 18. ELECTRONIC COMMUNICATIONS AND MONITORING 18.1 The Employee consents to the Employer monitoring, and where lawful intercepting, communications sent or received using the Employer's equipment, or otherwise in the course and scope of employment. Monitoring is conducted in line with applicable legislation , including the Regulation of Interception of Communications and Provision of Communication - Related Information Act (RICA) and the Protection of Personal Information Act (POPIA). 18.2 The Employer will develop and update policies governing electronic communication use from time to time. By signing this contract, the Employee accepts that the regulation and monitoring of electronic communication may be varied as appropriate. 19. CONFIDENTIALITY 19.1 The Employee must not disclose confidential information to any third party, during this agreement or after its termination, unless the Employer specifically agrees in writing. 19.2 Confidential information includes, without limitation, trade secrets, business plans, strategies, financial information, client information, and any other information that would affect the competitive position of the Employer or its current or past clients 20. RESTRAINT OF TRADE 20.1 For a period of between 18 and 24 months after termination of employment (as the Employer may elect in writing), the Employee may not, directly or indirectly, render services for reward to any person or entity who was a client of the Employer at any time d uring the Employee's employment. 21. OTHER / PRIVATE WORK 21.1 The Employee may render private professional services for reward during the period of employment, provided this does not impair the Employee's work for the Employer. 21.2 The Employee may take up other employment during the term of this contract without the Employer's written consent, provided the Employee's work for the Employer does not suffer as a result. 22. CODE OF CONDUCT 22.1 The Employee's employment is governed by the Employer's rules, policies and procedures, copies of which are available from the Employee's manager. The Employee must familiarise themselves with, and comply with, these policies at all times. 23. GENERAL 23.1 The Employee's terms and conditions of employment may be varied from time to time to meet the Employer's operational requirements, or those of its clients. By signing this contract, the Employee acknowledges and accepts this. Page 7 | Soloris Administration Processors Initial: ______ 23.2 This agreement constitutes the entire agreement between the parties relating to its subject matter. No amendment, alteration, addition, variation or consensual cancellation has force or effect unless reduced to writing and signed by both parties. 23.3 No other terms or conditions, whether oral or written, express or implied, apply beyond those set out in this agreement. Page 8 | Soloris Administration Processors Initial: ______ SIGNATURE PAGE SIGNED at ___________________________ on this _______ day of July 20 26 FOR THE EMPLOYEE: Full Names: ___________________________________ Signature: ___________________________________ FOR THE EMPLOYER — SOLORIS ADMINISTRATION PROCESSORS: Full Names: ___________________________________ Signature: ___________________________________ Page 9 | Soloris Administration Processors Initial: ______ ANNEXURE A — SUPPORTING DOCUMENTS Please submit your signed contract together with the following supporting documents: • Certified ID Copy: not older than 3 months. • PEP Report: Politically Exposed Persons Report, from an accredited provider. • Bank Confirmation Letter: confirming the account into which salary and commission will be paid. PEP Report costs are reimbursed after onboarding is completed.