Incompetence

<p>I have app**** for a loan with Capitec during the month of March and was assisted by Danielle Koopman. The last requirements which were requested was a letter of appointment and my pay slips. I sent my last 3 months pay slips as well as my employment contract but Danielle advised they are invalid as they do not contain the information she is looking for. Danielle contacted my HR department to confirm employment and my HR department did confirm employment but could not disclose further more info. Danielle advised she can’t proceed with the loan process because the documents I have sent to her don’t reflect the pay date, Contract expiry, occupation and commencement date of my employment and since the HR department can’t confirm those details she still can’t continue with the process. Danielle furthermore requested that in order for the loan application to proceed, I should send her a letter with my company’s letter head outlining the following: Contract commencement, Contract expiry, Pay date and my job occupation. I work for Liberty and I have contacted my HR department requesting this unfortunately as per the company policy, they do not draft employment confirmation letters outlining that information as they use a standard business template confirming employment.. I called Capitec from the number ********** 805 twice on the 05 April 2017 and asked to speak to Danielle’s manager. The first call was made around 14:37 lasted for about 4 minutes. This call cut while I was waiting for a manager. The second call was made at 14:43 and I managed to get through to the call centre again, this call lasted for about 10 minutes as the first agent I spoke to answered my call but was silent for about a minute., I could hear her talking in the background so I think that call should be listened to for the customer service to be improved. The agent put me through to Ishmael whom he claimed is Danielle’s manager. I did speak to Ishmael who checked on the last notes and advised they require the letter Danielle requested as a FAIS requirement. I explained to Ishmael that my company does not serve with a letter outlining what they require as they use a standard company template. Ishmael advised if I can’t get them that letter, there is nothing they can do but to stop the process. I contacted my payroll administrators and pleaded with them to make an exception but because of a company rule, they can’t provide with a letter outlining the requirements Capitec needs. My HR department agreed to assist should the Capitec team call them again. I sent Danielle an email on the 11th Of April to advise to contact my HR department for confirmations and followed up with her on the 12th. Danielle responded t o me saying they can’t assist.</p> <p> </p> <p>Looking at this scenario, it looks like the Capitecs team lack understanding or are simply delaying this process. Companies do not operate the same therefore I can’t tell my company how to do their job. If the company can’t supply with what a third party is requesting, then there is nothing I can do about it. I can’t be penalized for something that I can’t change. Obviously, I work for an insurance company that just can’t disclose my personal over the phone as they follow the rule of POPI.</p> <p>The information Danielle is looking for appears on the pay slip I’ve forwarded to her. The pay slip which has the company logo on the head reflects my salary and pay date as well as my occupation.. The letter of appointment was written in simple terms and clearly states my employment commencement date and my occupation. There is no expiry date as this is a letter of appointment, meaning appointment of permanency hence compulsory benefits are stipulated in the contract. This contract was even signed by my manager. According to me, I do not see any reason for all the delays and unnecessary drama as I submitted all the information requested so it’s either these documents were not read or this is just a del</p> <p>I have app**** for a loan with Capitec during the month of March and was assisted by Danielle Koopman. The last requirements which were requested was a letter of appointment and my pay slips. I sent my last 3 months pay slips as well as my employment contract but Danielle advised they are invalid as they do not contain the information she is looking for. Danielle contacted my HR department to confirm employment and my HR department did confirm employment but could not disclose further more info. Danielle advised she can’t proceed with the loan process because the documents I have sent to her don’t reflect the pay date, Contract expiry, occupation and commencement date of my employment and since the HR department can’t confirm those details she still can’t continue with the process. Danielle furthermore requested that in order for the loan application to proceed, I should send her a letter with my company’s letter head outlining the following: Contract commencement, Contract expiry, Pay date and my job occupation. I work for Liberty and I have contacted my HR department requesting this unfortunately as per the company policy, they do not draft employment confirmation letters outlining that information as they use a standard business template confirming employment.. I called Capitec from the number ********** 805 twice on the 05 April 2017 and asked to speak to Danielle’s manager. The first call was made around 14:37 lasted for about 4 minutes. This call cut while I was waiting for a manager. The second call was made at 14:43 and I managed to get through to the call centre again, this call lasted for about 10 minutes as the first agent I spoke to answered my call but was silent for about a minute., I could hear her talking in the background so I think that call should be listened to for the customer service to be improved. The agent put me through to Ishmael whom he claimed is Danielle’s manager. I did speak to Ishmael who checked on the last notes and advised they require the letter Danielle requested as a FAIS requirement. I explained to Ishmael that my company does not serve with a letter outlining what they require as they use a standard company template. Ishmael advised if I can’t get them that letter, there is nothing they can do but to stop the process. I contacted my payroll administrators and pleaded with them to make an exception but because of a company rule, they can’t provide with a letter outlining the requirements Capitec needs. My HR department agreed to assist should the Capitec team call them again. I sent Danielle an email on the 11th Of April to advise to contact my HR department for confirmations and followed up with her on the 12th. Danielle responded t o me saying they can’t assist.</p> <p> </p> <p>Looking at this scenario, it looks like the Capitecs team lack understanding or are simply delaying this process. Companies do not operate the same therefore I can’t tell my company how to do their job. If the company can’t supply with what a third party is requesting, then there is nothing I can do about it. I can’t be penalized for something that I can’t change. Obviously, I work for an insurance company that just can’t disclose my personal over the phone as they follow the rule of POPI.</p> <p>The information Danielle is looking for appears on the pay slip I’ve forwarded to her. The pay slip which has the company logo on the head reflects my salary and pay date as well as my occupation.. The letter of appointment was written in simple terms and clearly states my employment commencement date and my occupation. There is no expiry date as this is a letter of appointment, meaning appointment of permanency hence compulsory benefits are stipulated in the contract. This contract was even signed by my manager. According to me, I do not see any reason for all the delays and unnecessary drama as I submitted all the information requested so it’s either these documents were not read or this is just a delay tactic. Kindly look into this matter as this is a simple case, If my business is unwanted then no problem, But your employees need to be straight forward so we as customers can make other alternatives. </p> <p> </p> <p> </p> <p>ay tactic. Kindly look into this matter as this is a simple case, If my business is unwanted then no problem, But your employees need to be straight forward so we as customers can make other alternatives. </p> <p> </p> <p> </p>