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RECRUITMENT

                                          "Fitness 4 Work" Act On the Interest of Both the Employee and the Employer :


Employee:
  • To break the stigma associated with appointment of people with disability in formal employment
  • To ensure that the people with disabilities are properly placed in formal employment to ensure successful reintegration into their role.

  • Employer:
    Assist the employer to comply with the South African legislature i.e. Employment Equity Act and therefore meet the BEE ratings


    RECRUITMENT

                                              "Fitness 4 Work" Act On the Interest of Both the Employee and the Employer :


    Employee:
  • To break the stigma associated with appointment of people with disability in formal employment
  • To ensure that the people with disabilities are properly placed in formal employment to ensure successful reintegration into their role.

  • Employer:
    Assist the employer to comply with the South African legislature i.e. Employment Equity Act and therefore meet the BEE ratings


    RECRUITMENT

                                              "Fitness 4 Work" Act On the Interest of Both the Employee and the Employer :


    Employee:
  • To break the stigma associated with appointment of people with disability in formal employment
  • To ensure that the people with disabilities are properly placed in formal employment to ensure successful reintegration into their role.

  • Employer:
    Assist the employer to comply with the South African legislature i.e. Employment Equity Act and therefore meet the BEE ratings


    RECRUITMENT

                                              "Fitness 4 Work" Act On the Interest of Both the Employee and the Employer :


    Employee:
  • To break the stigma associated with appointment of people with disability in formal employment
  • To ensure that the people with disabilities are properly placed in formal employment to ensure successful reintegration into their role.

  • Employer:
    Assist the employer to comply with the South African legislature i.e. Employment Equity Act and therefore meet the BEE ratings


    Incapacity Assessment



    According to Labour Relations Act 66 OF 1995, Schedule 8: Code of good Practice, if an employee is temporarily unable to work due to a medical condition, the employer should investigate the following:
  • The extent of the incapacity or the injury.
  • If the employee is likely to be absent for a time that is unreasonably long.
  • The employer should investigate all the possible alternatives short of dismissal.
  • When alternatives are considered, relevant factors might include the nature of the job, the period of absence, the seriousness of the illness or injury and the possibility of securing a temporary replacement for the ill or injured employee.
  • In cases of permanent incapacity, the employer should ascertain the possibility of securing alternative employment, or adapting the duties or work circumstances of the employee to accommodate the employee's disability.

  • The role of an occupational Therapist is vital in the above process. An Occupational Therapist has skills and knowledge required to establish if an employee can perform own occupation or not, if not what alternative occupation can he perform, for how long can he be placed in alternative occupation and the least but not last, an OT can advise if the medical condition will permanently incapacitate an employee or not.

    The Occupational Therapist will compile a detailed report including recommendations with reference to the above. This report assists the employer during the incapacity process.