Purpose
The Labour Relations Act of 1995 places increased responsibility on employers to accommodate employees who become incapacitated through illness or injury. The Act's Code of Good Practice supports continued employment rather than dismissal. The employer is obliged to investigate the nature and extent of the employee's incapacity or injury.
If the disability is temporary and likely to be of short duration, the employee should be reinstated upon recovery. If the disability is temporary and likely to be of long duration, the employer should investigate all possible alternatives before considering dismissal, taking into account the nature of the job, the period of absence, the seriousness of the illness and a temporary replacement.
Where the incapacity is likely to be permanent, the employer should also consider alternative employment, adapting the duties of the employee and \ or adapting the work circumstances of the employment.
This provides the opportunity to package a disability product that supports employers seeking to fulfil their obligation in terms of the Act.
Qualification Criteria
A total staff compliment of 500 is required.
Other Product Documents
