Search this site

Dineo epitomizes the traits of a strategic thinker, proactive executor, and perpetual learner. With a multifaceted role spanning Administrative, Project Management, and Business Development spheres, she thrives on embracing cutting-edge technologies and delivering transformative services that leave a lasting impact. Her pursuit extends beyond mere competence; she aspires to be an exemplar, revered for her contributions. Central to her ethos is the belief in continuous personal improvement—a philosophy she ardently advocates. She champions the idea that our lives are sculpted by our actions, embracing the unvarnished truth of this principle with unwavering conviction. Dineo's faith in the profound efficacy of kindness is not just theoretical; it's grounded in her first-hand observation of its profound influence on individuals. Her tenure in the IT sector spans a decade, where she held diverse roles ranging from warranty administrator to projects coordinator. Notably, she contributed significantly to pioneering cashless and paperless solutions for a prestigious South African university, navigating through the challenges of a transitioning financial landscape. Transitioning into her current role as a Business Developer and Labour Consultant at EOHCB, Dineo focuses on fostering growth in the East Rand region of Southern Gauteng. Her responsibilities entail identifying and cultivating new revenue streams, leveraging market insights, forging strategic alliances, and spearheading membership expansion initiatives. Through seamless collaboration with internal stakeholders, such as marketing and finance departments, she ensures alignment with overarching organisational goals. Dineo actively promotes membership with EOHCB, citing a plethora of benefits for employers and legal owners. The organisation serves as a nexus for networking, facilitating valuable exchanges among industry peers that often culminate in fruitful collaborations. Moreover, EOHCB's commitment to continuous learning is evidenced through its comprehensive training and development opportunities and services offered to members, enriching members with the latest industry and employment insights and practices, thus enhancing their competitive edge. For any further information or enquiries please contact the EOHCB representative in your area by clicking HERE. EOHCB Contact Details Web: www.eohcb.co.za | YouTube: www.youtube.com/@eohcbsa7855 Facebook: www.facebook.com/eohcb | Twitter: twitter.com/eohcbsa Instagram: www.instagram.com/eohcbsa

Reuzel teamed up with @kyoneclippers to create the limited edition Reuzel x Kyone Clipper – a very specific design that will become more beautiful over time. Each dent and scratch will tell your story. Where you’re from, where you’ve been, where you’re going. Order your competitively priced living piece of art from your MHB sales rep or MHB Telesales and let your clippers make new memories … beginning today! FEATURES AND BENEFITS METAL BODY: Provides a durable, high quality product that ensures the clipper is very quiet and delivers less vibration than with a plastic body. BIGGER BATTERY: Allows for extended operating time without frequent recharging and reduces wear on the battery life span. POWERFUL PC-BOARD: Guarantees constant power from the 1st to the 240th minute without any setback. METALLURGY STEEL: Provides exceptional strength and durability. In addition, higher-density steel provides improved wear resistance, unmatched sharpness, and resistance to extreme heat. CHARACTERISTICS HIGH QUALITY STAINLESS STEEL FIXED BLADE AND MOVEABLE TITANIUM BLADE: Strong and wear resistant, for smooth and precise cutting. CUTTING BLADE METALLURGY and CERAMIC COOL BLADE TECHNOLOGY: Keeps the blade cold for maximum client comfort. SMARTCLIP TECHNOLOGY WITH ADVANCED LEVER LOCK FUNCTON: Prevents the machine from dragging or stopping. LEVER LOCK: With 5 settings for prolonged work (5 settings) BLADE SETTING: 0.5 to 3.5mm (can be adjusted to 0 mm) WHAT’S IN THE BOX? Taper Pro Blade on the clipper Fade Pro Blade in the box Blade shield Six magnetic combs: 1,5-3-4 mm, 5-6 mm, 10 to 13 mm Lubricant Cleaning brush User manual Plug adapter Charger adapter Limited stock is available for this limited edition, so HURRY! To order, contact Modern Hair & Beauty Telesales on 0860 104 109. Instagram Facebook Modern Hair & Beauty Facebook Instagram Website

A learnership agreement is a contract for a specific time period entered into between: A learner; An employer; and A training provider (Skills Development Provider). Such a Learnership Agreement must be registered (section 17 of the Skills Development Act) with the relevant Sector Education and Training Authority (SETA). In the instance of Hairdressing as an example, such an agreement will be registered with the Services SETA whose primary function is to facilitate skills development through learning programmes like learnerships, skills programmes, internships, and other learning programmes. The parties to a learnership agreement have legislative and contractual specified duties – Learners Duties: The learnership agreement must require the learner to – Work for the employer; and Attend classes at an accredited Skills Development Provider. Employer’s Duties: The learnership agreement must require the employer to give the learner – A job for a specific time period; Practical work experience; and Time off to attend classes at an accredited Skills Development Provider. Training Provider’s Duties: The learnership agreement must require the training provider to provide – Education and training; and Support to the learner. Learnership agreements are regarded as “fixed term” agreements. This means that the agreement has a predetermined date of commencement and termination. Learnership agreements may not be terminated before their end date unless – Learners: Complete all the work before the time; Are dismissed because of misconduct and or incapacity; or The SETA that the learnership is registered with approves it. Learnership Agreements legislatively comprise of provisions and prescriptions contained in the Skills Development Act, Basic Conditions of Employment Act, and the Unemployment Insurance Fund. In addition to these, the Main Collective Agreement of the National Bargaining Council for Hairdressing, Cosmetology, Beauty, and Skincare Industry also applies. A learner must – Carry out all related work experience activities specified in the workplace-based learning programme; Comply with the employer’s workplace policies and procedures; Be available for, and participate in, all knowledge, practical skills, and work experience activities required by the workplace-based learning programme; Complete timesheets and projects, and participate in all internal assessment activities that are required for the final external integrate summative assessment at the end of the workplace-based learning programme; Be available for the final external integrated summative assessment of occupational competence on the date and place scheduled. Final External Integrated Summative Assessment (EISA) – is a single national assessment leading to the awarding of an Occupational Certificate by the Quality Council for Trades and Occupations (QCTO). EISA ensures that the assessment of occupational qualifications, part qualifications, and trades is standardised, consistent, and credible. EISA is conducted by applying nationally standardised assessment instruments which are developed and administered by the QCTO-approved Assessment Quality Partner (AQP). For the Hairdressing Occupational Qualification, Services SETA is the AQP. EISA for a trade is what is commonly known as a Trade Test. For learners to qualify for entry to EISA, they must provide proof of completion of all required knowledge, practical, and work experience modules as stipulated in the qualification. The statement of results obtained from the Skills Development Provider serves as proof that the candidate has satisfied all the requirements to be admitted sitting for EISA. For any further information or enquiries please contact the EOHCB representative in your area by clicking HERE. EOHCB Contact Details Web: www.eohcb.co.za | YouTube: www.youtube.com/@eohcbsa7855 Facebook: www.facebook.com/eohcb | Twitter: twitter.com/eohcbsa Instagram: www.instagram.com/eohcbsa

For the youthful, self-confident and natural look that your male clients want. The first AMMONIA-FREE semi-permanent hair colouring cream for men. It gives grey coverage with natural results. BE INSPIRED BY THE NEW COLOURING TREATMENT BY DEPOT®. NO. 506 INVISIBLE COLOR - For Hair & Beard EASY TO APPLY -  AMMONIA-FREE In 6 Shades using 2 colour series: .01 Natural Ash .011 Intense Ash + With No. 507 Colour Activator Available in 6 shades in various intensities, dark - medium - light, for natural results without regrowth. Applied directly to dry beard or hair with a processing time of only 5 to 10 minutes according to the desired result. Create your client’s choice of natural or intense grey coverage. .01 NATURAL ASH for dark – medium - light NATURAL GRAPHITE ⇢ dark natural ash NATURAL STEEL ⇢ medium natural ash NATURAL TITANIUM ⇢ light natural ash .011 INTENSE ASH for dark – medium - light GRAPHITE ⇢ dark intense ash STEEL ⇢ medium intense ash TITANIUM ⇢ light intense ash Applied directly to dry beard or hair with a processing time of only 5 to 10 minutes according to the desired result. ACTIVE INGREDIENTS: Witch hazel extract, astringent, protective and conditioning for the scalp. Pro-vitamin B5, regenerating, soothing and conditioning for skin and hair. Rosemary extract, antibacterial and deodorizing. After processing, it’s recommended for hair to cleanse using NO. 103 HYDRATING SHAMPOO and finish with NO. 202 COMPLETE LEAVE-IN CONDITIONER. For beards, it is recommended to cleanse using NO. 501 MOISTURIZING & CLARIFYING BEARD SHAMPOO and conclude with NO. 202 COMPLETE LEAVE-IN CONDITIONER. From DEPOT® and The Male Tools & Co.: Ammonia-free semi-permanent colouring cream for beard and hair, suitable for hiding and blending naturally grey or white hair. Take Note Trading are distributors of DEPOT and Milk_shake in SA Contact details: Email: marku@z-one.co.za or georg@z-one.co.za www.z-oneconcept.com/en | Facebook | Twitter | Instagram

A masterclass in style and elegance, this collection epitomises everything Giuseppe Manco stands for. Crafted with true Italian flair and grace, La Dolce Vita combines precision cutting with feminine styling and finishes that celebrate the most glamorous interpretation of the female aesthetic. Hair: Giuseppe Manco at Giuseppe Manco Make up: Megumi Matsuno Styling: Anna Latham Photography: Andrew O’Toole

Just a pick-me-up balayage touch up from Danielle at The Hair Refinery. Click the image below to see the Instagram post. Stylist: Danielle Salon: The Hair Refinery, Cape Town Follow Danielle on Instagram @danielle_hairrfnry @hrfnry We'd love to feature your work! To get your styles, looks or colour formulas featured in Hairnews, send them either to brad@hairnews.co.za or DM them directly to our Hairnews Instagram page.

I am Enzo Cammarano, and I currently serve as the Divisional Manager for the KwaZulu-Natal division. Holding a Bachelor of Laws Degree from the esteemed University of KwaZulu-Natal, I bring a wealth of academic knowledge and practical experience to my role. Prior to this position, I garnered extensive experience in various facets of human resources, including labour relations, HR management, policy development, payroll administration, and staff recruitment. Within my responsibilities at the EOHCB, my daily tasks encompass a broad spectrum of activities central to effective human resources management. These include but are not limited to, overseeing HR operations, presiding over disciplinary hearings, advocating for employers during such proceedings, liaising with industry regulatory bodies such as the HCSBC, and collaborating with trade unions like UASA. Additionally, I provide consultancy services on labour relations, facilitate the implementation of collective agreements, handle HR-related disputes, and manage office operations and administration. Moreover, I engage in member recruitment and undertake legal drafting of pertinent documents. Enzo strongly advocates for employers and legal owners to consider becoming members of the EOHCB because: Our organisation offers compelling compensation packages and benefits tailored to meet the needs of employers. By joining our ranks, you gain access to a reservoir of expertise and industry knowledge in the realm of human resources, grounded in best practices. This expertise proves invaluable in navigating intricate HR challenges, ensuring compliance with labour laws, and adhering to industry collective agreements. Entrusting us to enhance your business not only alleviates the burden of grappling with legal complexities but also empowers you to focus on core operations with confidence. For any further information or enquiries please contact the EOHCB representative in your area by clicking HERE. EOHCB Contact Details Web: www.eohcb.co.za | YouTube: www.youtube.com/@eohcbsa7855 Facebook: www.facebook.com/eohcb | Twitter: twitter.com/eohcbsa Instagram: www.instagram.com/eohcbsa

Our best-selling product from our 500 range and our new DEPOT® fragrance combine to make a new favourite product that all our clients had been asking for. Specially designed for your male clients and their daily cleansing ritual. NO. 501 Moisturizing & Clarifying Beard Shampoo Limited Edition – Available in Sartorial Sage A purifying and moisturizing shampoo specifically for beard. Formulated with delicate surfactants without SLES. Purifies and hydrates the facial hair while helping to maintain the beard. Recommended for daily use. A delicate surfactant, balanced blend of innovative washing agents for an equilibrated cleansing Essential mint oil, toning, refreshing and perfuming Aloe vera extract, restorative, soothing and regenerating the skin Pro-Vitamin B5, regenerating, soothing and conditioning of skin and hair. So easy for your clients to use and love:Just apply to the wet beard, massage and rinse thoroughly. Recommend the Limited Edition Version to Your Clients and Give Them a Free Gift No. 739 Pocket Wooden Beard Comb With Case The Exclusive Depot® Beard Comb Its design with a two-sided comb makes it perfect both for short and long beards. It’s also useful when applying leave-in products and comes in a practical pocket size you can take anywhere. For the finest cleansing ritual products your male clients desire, speak to your DEPOT® rep about stocking your salon or barbershop. Take Note Trading are distributors of DEPOT and Milk_shake in SA Contact details: Email: marku@z-one.co.za or georg@z-one.co.za www.z-oneconcept.com/en | Facebook | Twitter | Instagram

Welcome to the FOURTH edition of THREESIXFIVE information blog.Thanks to those that have already asked to be recipients of our business blogs. If you find the articles interesting and even helpful in the day to day understanding of your business, please feel free to share our contact details with anyone you know might benefit from the service we offer. Buying and Selling a Salon Stress and trauma can be associated to almost everything that happens to us. Changing jobs, moving homes, marriages and divorces etc, the list is endless. For many reasons buying a salon or starting a new salon, or selling your existing salon rate highly in the stress department. Starting a new business is always a gamble and the more ‘due diligence ‘ (research) you do the less likely you are to fail. When you start a salon, you are taking on a liability to recover your initial start-up costs, and then, turning your investment into an asset. This ideology forces you to work on the Asset Value of your business. When you first open the Asset Value is very low due to the cost of setting up your new business. However, over time, as you recruit and develop your team, build your clientele and establish your image and reputation, the value of your business continues to grow. To a large degree you control this. Location - Traditional thinkers believe location is number one! While for ‘start-up’ business this is true, high rentals become an obstacle to profitability and high footfall is not always guaranteed. Once you have achieved a certain growth you should see yourself as a destination business. The Team - Build a strong team, sounds obvious, however high staff turnover is the greatest challenge to sustainable growth. You don’t just employ staff, you recruit the best candidate and invest in them. Normally called a ‘skills development programme’ that incorporates technical skills, mind skills (attitude) as well as social skills (hospitality). Staff are less likely to leave a job where they believe they are growing. Understand your clients - Forever my favourite. Clients go where they’re invited, stay where they’re valued and grow where they’re pampered (educated). YOU CANNOT ACHIEVE THIS UNLESS YOU ARE WORKING WITH A C.R.M. Promotion - Strangely enough this does not include discounts and special offers that only attract bargain hunters. It is much more about energy, enthusiasm, education, communication and showing how much you care. ‘Clients don’t always care about what you know, until they know how much you care’. Protect the Profit Line - Turnover is a direct reflection of your day to day business AND it is essential to set turnover targets for both the salon as well each staff member. The true value of your business is how well you control the overheads and running costs - that can only be achieved through DISCIPLINE. Over the years THREESIXFIVE has been able to assist many clients in the process of either buying into or selling their existing business. We believe ‘everything is negotiable’ INTERESTED IN KNOWING MORE? CONTACT: TERRY - 083 650 0954 - TERVAL@IAFRICA.COM Communication is as important to your business as oil is to your car! Communication is, by definition, as well as the role it plays “the sending and receiving of ideas, objectives, and strategies between the people who are ‘stakeholders’ in your success”. IN FACT COMMUNICATION IS ONE OF THE BUILDING BLOCK OF SUCCESS! I think one of the reasons is that people ASSUME the other party knows what they are referring to. For example, when a clients requests just the ends be cut, the stylist could cut right up to the shortest growth, as opposed to JUST THE ENDS. To avoid this problem SHOW the client how much you intend cutting off. Another problem is that people THINK in images - we just use WORDS to describe the picture you hope the other person will see. That probably explains when the other person is confused the speaker comments ‘you just don’t get the picture’. To avoid this the communicator needs to provide the other person with the stages of the communication as explained in the graphic below. If you think this is too much information, at least cover:- WHAT NEEDS TO BE DONE WHY DOING IT IS IMPORTANT & HOW ARE WE GOING TO BENEFIT FROM ITS DOING Armed with the above the person will understand (get the picture). If, under the HOW you are able to suggest the first step, you will be surprised by how much gets done as well as role COMMUNICATION plays. EVERY DAY I START WITH TWO POSITIVE THOUGHTS: I WILL FIND NEW OPPORTUNIES TO GROW MYSELF AND MY BUSINESS PEOPLE WILL DRIVE LIKE IDIOTS ON THE ROAD I am rarely disappointed! - Terry Miles GROWING YOUR BUSINESS In what way are Farmers similar to hair and beauty salons? Straight from the MIND POWER book is the concept of seeding. Similar to a farmer wanting to grow maize, you first have to plant maize seeds. Or tomatoes, or potatoes... or HOME CARE (Retail sales). Keep your client’s mind open to the importance of a home-care regimen (preparing the soil) Plant solutions in your clients’ minds to their problems, needs and desires (seeding) Remind your clients everytime they come in with their problem hair (watering the seeds) Understand that TIMING will take care of the rest (just don’t forget the watering) What, Why & How - Price Increases What happens when rent goes up, stock costs go up and the price of pretty much everything else goes up — but you don’t increase your prices . None of us like to hear that prices are increasing unfortunately, today, they are an everyday reality. AND very often the difference between survival and closure. The question is ‘how do you implement a price increase in your business without losing clients’? Start by using the term ‘price adjustment’. Secondly separate increases in retail prices from an adjustment of your services prices. When suppliers increase their prices, you need to amend the cost price on your pricelist immediately. You also need to re- price your retail products to the new RSP. This is normally in the first three months of the year. Should you advise clients of a pending price increase? Retail - Not for retail. After all consumers are never advised that prices of their favourite product are going up. If you have clients that are big users of certain brands it would be seen as a courtesy and probably much appreciated. Other than that there is no advantage in announcing changes in the price of retail. Services on the other hand are a completely different story. What you charge is a calculation to cover your time, overheads and, of course, what you think you are worth (you also need to earn a living). I would recommend adjusting your prices in September for the following reasons: It’s a fairly long time since you increased the price of retail - a decision over which you had absolutely no control; and most people have gone through cost-cutting in the first half of the year. Motivating your Price Adjustment Clients are still sensitive to price increases however, if they understand that paying a little more to help you stay in business I think they would rather that, than having to find a new service provider. This is not so much a salary increase for you as opposed to you making the right business decision to protect the service you provide for them. No matter what you charge, just make sure you’re worth it! Send all the above info to info@mysalonsoftware.co.za

Skills development is crucial for global employment, enhancing productivity, private sector growth, job creation, and poverty reduction. Diversifying the economy towards high-productivity sectors requires a skilled workforce to attract investment. Skill acquisition occurs through formal, informal, and non-formal learning, fostering adaptability to evolving markets. Establishing lifelong learning systems and supportive environments is essential. A company or individual who contributes to the payment of training or an apprenticeship would be entitled to the benefits set out below - for any employee registered in a learnership agreement.This would be an agreement registered with SETA (Skills Education Training Authorities) in accordance with the Skills Development Act. The Services SETA offers various learning programs for both unemployed and employed individuals. Employers benefit significantly from participating in skills development, leading to increased productivity, contribution to economic growth, and access to incentives such as tax rebates and improved BBBEE scores, especially for training unemployed and disabled individuals. The Skills Development Act, enacted in 1998, aims to fulfil the country's objectives of reducing poverty, and unemployment, and enhancing economic growth through skills development. The Act facilitates the National Skills Development Strategy by establishing a framework for workplace training and development, including the registration of learnerships by various SETAs. Incentives, such as tax breaks, were introduced to encourage job creation, skills development, and human capacity enhancement. These incentives were extended over time and tailored to support specific groups, such as disabled individuals. The tax relief is granted to employers who enter registered learnership agreements, including both new hires and existing employees, with greater deductions for agreements involving new hires. Special provisions were also introduced for longer- term apprenticeships to ensure the effectiveness of the incentive. In certain circumstances where a learnership agreement is terminated before its completion, the amount that was previously allowed as a learnership allowance may be recouped. The Learnership Allowance: Employers can qualify for a learnership allowance deduction if they meet certain requirements: Learnership Agreement: Employers must have entered into or completed a learnership agreement during the assessment year. This includes agreements completed within the same year they were entered into. Registered Agreement: The learnership agreement must be registered with a SETA or constitute a registered contract of apprenticeship. Unregistered agreements do not qualify. Timeframe: Agreements must be entered into between October 1, 2001, and October 1, 2011, to qualify for the allowance. Completion after October 1, 2011, still qualifies for the allowance. Original Employer: The employer identified in the agreement as the lead employer qualifies for the allowance. Substituting employers, except within a group of companies, do not qualify. No Replacement: A learnership agreement cannot be replaced by another for the same learner to claim additional allowances. The amount deductible depends on factors such as the duration of the agreement, remuneration, whether the learner was an existing or new employee and disability status. The maximum deductions vary based on the timing of the agreement and the disability status of the learner. Employers must complete a standard form (IT 180) for each agreement claimed and retain it for auditing purposes. Upon completion, the deductible amount considers the duration of the agreement and remuneration, subject to maximum limits based on timing and disability status. For contracts of apprenticeship entered into after January 1, 2009, deductions upon completion consider the training period and the annual equivalent of remuneration, also subject to maximum limits. EXAMPLE: Employer A is a company with a December year-end. All learners have no disabilities. Year-ended December 2016 Julie's annual allowance: R 30 000 X 8/12 months = R20 000 Michael's annual allowance: R 40 000 X 3/12 months = R10 000 Sipho's annual allowance: R 20 000 X 2/12 months = R3 333 Total Section 12H allowance for Employer A = R33 333 Year-ended 31 December 2017 Julie's annual allowance: R 30 000 X 12/12 months = R30 000 Michael's annual allowance: R 40 000 X 12/12 months = R40 000 Sipho's annual allowance: R 20 000 X 12/12 months = R20 000 Total Section 12H allowance for Employer A = R90 000 Year-ended 31 December 2018 Julie's annual allowance: R 30 000 X 10/12 months = R25 000 Julie completion allowance: R30 000 X 2 consecutive 12-month period = R60 000 Michael's annual allowance: R 40 000 X 3/12 months = R10 000 Michael completion allowance: R40 000 x 1 full 12-month period = R40 000 Sipho's annual allowance: R 20 000 X 10/12 months = R16 667 Sipho completion allowance: R20 000 X 2 consecutive 12-month period = R40 000 Total Section 12 H allowance for Employer A = R191 667 Another way an Establishment can recover some funds invested in employees is with - Employment Tax Incentive (ETI): ETI is a tax concession made to encourage employers to hire young people with no work experience. ETI is available to all employers who are registered for PAYE and have all tax affairs in order. ETI was implemented with effect from 1 January 2014 and will end on 28 February 2029. The ETI calculations are as follows: ETI per month during the first 12 months of employment of the qualifying employee is R1000. ETI per month during the second 12 months of employment of the qualifying employee is R500. In summary, investing in employee training and development is crucial for business growth. Tax Deduction offers financial relief to companies and individuals involved in registered learnership agreements. This includes both an annual and completion allowance, with higher benefits for disabled learners. Additionally, the Employment Tax Incentive (ETI) supports employers in hiring young, inexperienced individuals. These measures aim to encourage workforce development while providing financial incentives for businesses. For any further information or enquiries please contact the EOHCB representative in your area by clicking HERE. EOHCB Contact Details Web: www.eohcb.co.za | YouTube: www.youtube.com/@eohcbsa7855 Facebook: www.facebook.com/eohcb | Twitter: twitter.com/eohcbsa Instagram: www.instagram.com/eohcbsa

A beautiful copper end result from Izahn Marais at Painted Style. Click the image below to see the Instagram post. Hair: Izahn Marais Products: Schwarzkopf Professional Salon: Painted Style, Boksburg Follow Izahn on Instagram @izahn_painted_style @painted_style We'd love to feature your work! To get your styles, looks or colour formulas featured in Hairnews, send them either to brad@hairnews.co.za or DM them directly to our Hairnews Instagram page.

This salon boasts with a sassy sexy upmarket vibe and located in one of the town’s most prestigious buildings. This is an opportunity that will tick all the boxes when it comes to owning your own salon. The seller will pass on all 1300 clients and give you a very special intro to her most regular clientele. Bookings are made in advance thus ensuring a positive cashflow and opportunity to budget. The inventory is top class and included in the listing price coupled with all assets. The salon is owner managed and run with the most exceptional one-on-one personal care to each visitor! No wonder it is loved and cherished by all its loyal and regular clientele. All you need to bring to join in on the fun (and success), is your favourite pair of scissors and comfortable shoes because this salon GETS BUSY! Why would you sell such a remarkable opportunity? Not even this owner could say no to working on an island in the Atlantic Ocean! Selling at a very low R460,000.00. For more information, please contact Zenita on 082 054 4340.