SayPro Human Capital Prayer Management Policies, Procedures, Processes, Templates, Documents, and Forms

Document Code: SayProP365
Approved By: Neftaly Malatjie, Chief Executive Officer
Last Reviewed: 14 January 2025
Next Review Date: Every 6 months and whenever needed

---

1. Policy Overview

SayPro recognizes the importance of religious and spiritual practices in fostering an inclusive and supportive work environment. This policy outlines guidelines for prayer management within SayPro workplaces, ensuring respect for diverse religious beliefs while maintaining productivity and operational efficiency.

---

2. Objectives

• To provide a respectful and inclusive environment for employees to observe prayer.
• To establish clear guidelines on the use of prayer spaces and time allocation for religious practices.
• To balance religious accommodations with SayPro’s operational requirements.
• To ensure compliance with diversity, inclusion, and workplace rights policies.

---

3. Scope

This policy applies to:

• All SayPro Human Capital, contractors, and visitors.
• All SayPro offices, facilities, and event locations.
• Any designated prayer spaces within SayPro premises.
• SayPro prayer is Voluntary and no SayPro Human Capital is forced to oblige or attend the Prayer. No SayPro Human Capital should punish or be offended if any SayPro Human Capital does not attend the SayPro Prayer
• SayPro is a Corporate not a church. SayPro prayer does not replace church and should not be classified as a church.
• SayPro has been built on top of Christianity and will oblige to Zion Christianity Values and principles. Any employee who feels and does not fall under these principles are welcome to leaving SayPro to avoid them being confused of their rights be violated
• It is mandatory that as from 1 January 2025 SayPro Human Capital must be fully fledged members of the Zion Christian Church as operations and Corporate Governance at SayPro aligns and abides to the Zion Christian Church rules, regulations and injunctions.

---

4. Key Prayer Management Guidelines

4.1 Prayer Space Allocation

1. SayPro may designate quiet spaces for prayer, meditation, or personal reflection where feasible.
2. Employees may request a designated prayer space through the Prayer Space Request Form (SayProF365-01).
3. The use of prayer spaces should be respectful and non-disruptive to others.
4. It is necessary to use the SayPro Training Rooms, SayPro Conference Rooms and SayPro Boardrooms as Prayer rooms

4.2 Prayer Time Allocation

1. Employees requesting time for prayer should do so in a manner that does not disrupt their work responsibilities.
2. Flexible break arrangements may be considered to accommodate prayer schedules.
3. The songs must be from the Hymn Book avoid singing Celebrities Songs as per SayPro Culture
4. Managers should coordinate with employees to ensure work coverage while allowing prayer time.
5. First Prayer time for offices starting at 08:30 is 08:30 to 08:45 also use Teams for others to join in remote areas.
6. First Prayer time for Buildings starting at 08:00 is 08:00 to 08:15
7. Second Prayer time is 12:00 – 12:15 also use Teams for others to join in remote areas. This is company wide
8. Prayer Agenda is Opening Prayer, Songs and Closing Prayer
9. People who will lead the morning prayer should be informed in time. Otherwise use people are who are capable for prayer or leading songs to avoid people being confused.
10. The prayer should be coordinated by a Pastor. If the pastor is not available a consistent prayer leader must be used.

4.3 Respect for Religious Diversity

1. SayPro promotes inclusivity by accommodating various religious practices without favoritism.
2. Employees must respect each other’s beliefs and refrain from coercing or pressuring colleagues into religious activities.
3. Discrimination or harassment based on religious beliefs will not be tolerated.

4.4 Use of Prayer Spaces

1. Prayer spaces should be kept clean and free from distractions.
2. No loud music, political discussions, or promotional religious materials should be left in the space.
3. Users should follow the Prayer Space Usage Guidelines (SayProD365-02).

4.5 Special Religious Observances

• Employees observing extended religious rituals, fasting periods, or holidays should notify their managers in advance.
• SayPro may consider reasonable accommodations such as flexible work hours or remote work where operationally feasible.

4.6 Compliance with Workplace Policies

• Prayer breaks must align with SayPro’s general break policy and operational requirements.
• Employees should submit special requests for religious accommodations through the Religious Accommodation Request Form (SayProF365-03).

---

5. Procedures and Processes

5.1 Requesting Prayer Space

1. Complete the Prayer Space Request Form (SayProF365-01).
2. Submit the form to the Human Capital Department for approval.
3. If approved, use the designated space respectfully according to the Prayer Space Usage Guidelines (SayProD365-02).

5.2 Requesting Prayer Time Accommodation

1. Discuss with your manager to agree on a flexible break schedule.
2. If additional accommodations are required, submit the Religious Accommodation Request Form (SayProF365-03).
3. The request will be reviewed by the Human Capital Department and management.

5.3 Managing Prayer Spaces

1. Employees using prayer spaces should keep them clean and organized.
2. Usage of the space should be scheduled where possible to avoid conflicts.
3. The facility team will conduct periodic checks to ensure the space remains suitable for use.

---

6. Roles and Responsibilities

• SayPro Human Capital Department:
  • Oversees prayer space requests and accommodations.
  • Ensures compliance with inclusivity and workplace diversity policies.
• SayPro Facilities Management:
  • Maintains the cleanliness and accessibility of designated prayer spaces.
  • Coordinates scheduling for multi-use spaces.
• SayPro Employees:
  • Use prayer spaces respectfully and in accordance with company guidelines.
  • Communicate any religious accommodation needs to their managers.
• SayPro Managers:
  • Support employees’ requests for religious accommodations while balancing operational needs.
  • Ensure fairness and inclusivity in handling religious diversity in the workplace.

---

7. Templates and Documents

• Prayer Space Request Form (SayProF365-01)
• Prayer Space Usage Guidelines (SayProD365-02)
• Religious Accommodation Request Form (SayProF365-03)

---

8. Compliance and Review

• Any misuse of prayer spaces or failure to adhere to this policy may result in disciplinary action.
• This policy will be reviewed every six months to ensure alignment with SayPro’s workplace diversity and inclusion policies.

---

9. FAQs

Q1: Can employees pray at their desks?

A: Yes, employees can engage in silent prayer at their desks as long as it does not disrupt workflow or colleagues.

Q2: What if an employee needs extended time for religious observances?

A: Employees can discuss flexible break arrangements with their managers or submit a Religious Accommodation Request Form (SayProF365-03).

Q3: Are prayer spaces available at all SayPro locations?

A: Prayer spaces are provided where feasible. Employees can request one using the Prayer Space Request Form (SayProF365-01).

Q4: Can employees use prayer spaces for non-religious activities?

A: Yes, designated spaces can also be used for meditation or quiet reflection, provided they remain respectful and inclusive.

Q5: What should employees do if they feel discriminated against due to their religious beliefs?

A: Employees should report any concerns to the Human Capital Department or use SayPro’s grievance resolution process.

---

Approved By:
Neftaly Malatjie
Chief Executive Officer