ATC220831: Report of the Portfolio Committee on Employment and Labour on an oversight visit to the Eastern Cape Province that took place on 18 – 22 April 2022, dated 31 August 2022

Employment and Labour

Report of the Portfolio Committee on Employment and Labour on an oversight visit to the Eastern Cape Province that took place on 18 – 22 April 2022, dated 31 August 2022

The Portfolio Committee on Employment and Labour, having conducted an oversight visit to the Provincial Office of the Department of Employment and Labour; labour centres; the Commission for Conciliation, Mediation and Arbitration; and Supported Employment Enterprises on 18 – 22 April 2022, reports as follows:

Introduction

The Portfolio Committee on Employment and Labour undertook an oversight visit to the Eastern Cape’s provincial office; labour centres; CCMA and SEE on 18 – 22 April 2022. The purpose of this report is to highlight the issues raised by the stakeholders as well as service delivery observations made by the Committee Members during the visit and to make some recommendations.

Background

The decision to embark on this oversight visit was informed by, among other things, the following facts:

It is the responsibilities of members of Parliament to conduct oversight;
Members of Parliament receive complaints related to the Department and its entities from the public; and
The Compensation Fund and the Unemployment Insurance Fund have been receiving negative audit opinions.

Objectives of the visit

The main objectives of the oversight visit to the Eastern Cape province are to:

Observe, advice and objectively criticise;
Communicate with management and staff of the province; and
Communicate with members of the public.

The Committee’s oversight approach entails continued monitoring and overseeing the implementation of labour legislation.

Delegation

Portfolio Committee on Employment and Labour

The delegation comprised the following five Members:

Hon ML Dunjwa, MP (ANC) (Chairperson and Leader of Delegation)
Hon M Nontsele, MP (ANC)
Hon Makhubela, MP (ANC)
Hon K Mkhonto MP (EFF)
Hon N Hinana MP (DA)

4.2 Delegation from Department of Employment and Labour

Ms N Douw-Jack, Chief Director Provincial Operations

Parliament staff

Mr Z Sakasa, Committee Secretary
Ms P Ntabeni, Committee Assistant
Mr T Mokoena, Committee Researcher
Mr S Ngcobo, Committee Content Advisor

Visit to the provincial offices of the Department of Employment and Labour

5.1. Opening remarks

The Chairperson of the Portfolio Committee on Employment and Labour made the opening remarks where she introduced the Parliament staff members accompanying the delegation and asked members to introduce themselves. The Chief Director Provincial Operations introduced herself and her staff. The Chairperson then outlined the purpose of the oversight visit. The delegation received a presentation from the official of the provincial Department. The delegation, then undertook a walk-about of the Labour Centre and interacted with personnel and clients visiting the Labour Centre, which has various units and sections situated in different floors of the building, as listed below. After the walk-about, the delegation came back to the board-room to interact with personnel of the Department.

5.2 Briefing by the Department of Employment and Labour Gqeberha - Eastern Cape

The presentation of the Department can be summarised as follows:

Eastern Cape in context
- The unemployment rate in the Eastern Cape was 47.1% in Q4 of 2021, while the national rate was 35.3% during the same period.
- The population of the province was estimated at 6.7 million or 11.1% of the national population during Q4 of 2021.
Establishment and footprint
- The province has the establishment of 908 personnel and 44 vacancies, translating to a vacancy rate of 4.85%
- There are 16 labour centres, 5 satellite offices and 88 visiting points in the province.
2021/2022 Performance: Eastern Cape
- Administration - 75%
- Inspection and Enforcement Services - 67%
- Public Employment Services - 100%
- Labour Market Information and Statistics - 100%
- Unemployment Insurance Fund - 75%
- Compensation Fund - 92%
- Overall Performance - 86%
2021/2022 Governance status update: Eastern Cape
- All 14 items from the Governance Lekgotla (Director General’s marching orders) were implemented in the Eastern Cape as at 31 March 2022.
- 21 requests for information (RIF) were received from Auditor General of South Africa (AGSA) and responded to within 1-2 days.
- 3 communication of audit findings (COAF) were received.
- 1 RIF was received from Internal Audit and responded to within the same day.
- 1 COAF was received about SSA matters, SBD forms and contract dates-busy with evaluation of evidence.
2021/2022 Budget and payment of invoices
- The province spent R337.4 million or 99% of the allocated R342.0 million, resulting to a variance of R4.7 million.
- The province paid all 1851 received invoices amounting to R22.2 million.
Challenges and possible solutions

Table 1: Challenges and possible solutions in the Provincial Office of the DEL

CHALLENGES	POSSIBLE SOLUTIONS
ICT challenges	Look at options that would assist DEL with network stability
Shortage of copiers/printers	OCIO has been engaged to verify with NT with respect to the inefficiencies of the new RT contract i.e. SP indicating the A4 paper used is lighter hence the paper jam
DPW turnaround time	Non efficiency with respect to repairs and procurement of alternative accommodation.

Walk about in the Gqeberha Labour Centre

The delegation went on a walk-about in the Labour Centre and interacted with personnel and clients of the centre. The following are some of the observations made by the delegation.

There were about five officials, four males and one female, in the Compensation Fund (CF) section of the Centre.
One of the Client Service Officers (CSO) took the delegation through the process of claim’s registration.
The delegation was informed that the Comp-Easy system that is used by the CF is linked to the system of Home Affairs Department.
The delegation was then taken to the Unemployment Insurance Fund (UIF) section.
The delegation was informed that the CSOs of the UIF sometimes go to companies to register employees for UIF. The officers recently registered employees of Mercedes Benz and VW for UIF.
One of the clients informed the delegation that she visited the centre for the first time and said she had arrived at 05h00. The time was about 11h00 and she said she was instructed to go to the bank for some information that was required for registration of her claim.
The second lady said she was there for the third time. She said she was given the form to be completed by the employer during her previous visit.
The third lady said she is a regular visitor to the centre and she was given the form to be completed by the doctor on her previous visit.
Another lady said she started working in 1995 but the date reflected on her form was 1 March 2009.
Another lady reported that she was employed as a cooker at the school and did not receive money for breakfast in the two years that she was employed there.
A gentleman from KwaZakhele reported that he spent R18 for a single fare to come to the centre.
The intern who works in the CF section told the delegation that her work is to register claims. She has been an intern for a period of 24 months. She told the delegation that for the claim to be registered four documents must be available, which are WCL2; payslip; CCA2 by the employer; and progress report from the doctor. Once the registration process is completed, the claim is forwarded to the adjudicator. The adjudicator checks the date of the accident, first medical report and adjudicate the claim. The outcome of the adjudication process can be acceptance of the claim; request for more information; or repudiation of the claim if it is not injury on duty.
In response to the question about road accidents after work, the delegation was informed that such accidents can fall under the Road Accident Fund or UIF if the employee was authorised by the employer to be on that trip.
In response to the question on why there were backlogs, the delegation was informed that some of the reasons were decentralisation of CF services from Head Office to labour centres; and submission of incomplete information by employers and employees. Backlog was estimated to be between 2000 and 3000 in the Eastern Cape. It was also reported that clients sometimes submit already paid claims.
The delegation went to the UIF section where they met the CSO who introduced them to the Siyaya system and informed them that it is linked to the Department of Home Affairs system.
The delegation was informed that the period for applying for sick leave benefits is six months, while the period is 12 months for other benefits. This is an anomaly since an indisposed person has more reasons to not be able to get to the Labour Centre.

Unannounced visit to the CCMA offices

The delegation made a short unannounced visit to the CCMA in Gqeberha, which is a walking distance from the Labour Centre.

The delegation was met by the management and case management officers.

They were informed about the threshold to representation as regulated by the Basic Conditions of Employment Act.

Visit to the Supported Employment Enterprises in Gqeberha

The delegation was met by the Chief Executive Officer (CEO) of the Supported Employment Enterprises (SEE) and the factory manager. The leader of the delegation explained to the SEE management that the purpose of the visit by Parliament was to see what the SEEs are doing and the visit was long overdue. The visit should have been undertaken earlier but was shelved as a result of COVID-19 outbreak.

The CEO took the delegation through the presentation, which covered the following aspects:

SEE Performance Indicators

Provision of work opportunities
- Ten additional people with disabilities added to the establishment
- Job creation
- Employment equity
- Economic transformation
Increase sales revenue by 3.75%
- Financial liquidity and sustainability
- Revenue growth that turns into profitable growth
Increase SEE’s market share
- Five customer agreements
- Customer acquisition and retention
- Market penetration
- Increase distribution footprint

The presentation was followed by the walkabout of the factory, where the delegation interacted with the workers. Some of the issues raised by the workers are listed below:

There is a reduction in tenders the factory used to get from government departments. The leader of the delegation responded by informing the workers that the Portfolio Committee has been advocating for government departments to procure things from the SEEs.
The factory workers were 370 in 1994 and they have been reduced to 80.
The Provident Fund is too low for workers to survive after retirement considering the rising cost of living.
The office furnisher that has been manufactured is stored in the factory for years because of the low demand.

The delegation went back to the boardroom after the walkabout where engagement in the form questions and proposals took place. The highlights of the engagement are listed below.

The demographic profile of the SEE establishment is as follows:
- Total establishment - 1024. Blacks - 522, Whites - 289, Coloureds - 199 and Indians - 14
- 60% of the establishment are males and 40% are females
- 36% of the establishment is youth
SEEs are receiving minimal support from government departments. The Western Cape Department of Health has been supporting the factories through procuring hospital linen in accordance with the memorandum of understanding (MOU).
SEE recruit their staff from special schools and train them in preparation for open labour market. Mpumalanga province still does not have a factory.
The entity is working on an open day to market its products.
Some of the problems experienced by the entity includes orders that are not honoured. The Provincial Department of Basic Education placed an order amounting to R100 million. When the production was completed and ready for delivery it was discovered that some of the schools for which the desks were meant did not exist.
The entity has to defend itself in court for cases like the above-mentioned one when the department demanded that the SEE must return the money. However, SEE successfully defended the case in court.
The proposed solution to the predicament faced by the SEE is for it to be accorded a preferential procurement status.
The Chief Director of provincial Operations informed the delegation that the provincial Department of Employment and Labour also procure from the SEE.

Visit to the King Williams’s Town Labour Centre

The Parliament delegation was met by the Deputy Director Operations of the King William’s Town Labour Centre.

6.1. Presentation on Annual Performance of the King William’s Town Labour Centre

The delegation received a presentation on the annual performance of the Centre for the period 1 April 2021 to 31 March 2022.

The Centre achieved all 16 planned indicators translating to an overall performance 100%.

The Centre has an establishment of 39 and all 39 posts were filled translating to a vacancy rate of 0%. There are seven queue marshals employed for a contract of six months and two interns. There is one visiting point in Takastad, which is visited once a week. There is another visiting point in Stutterheim, which is visited twice a week. There is a plan to open this visiting point Monday to Friday. There is one satellite office in Pedi. Keiskamahoek satellite office is visited once a week.

The Management Support Services had a target of submitting six risk reports in the first and second semester and all risk reports were submitted translating to an achievement of 100%.

The Inspection and Enforcement Services business unit employs 14 inspector. The inspectors are categorised into BCEA and OHS specialities.

The Inspection and Enforcement Services business unit conducted 1218 BCEA inspections against a target of 1212, translating to an achievement of 101%.

The business unit conducted 853 OHS inspections against a target of 756 translating to an achievement of 113%.

The Public and Employment Services business unit register work-seekers and do placement and counselling of work-seekers. In the first semester the branch registered 2871 work-seekers against a target of 2711, translating to an achievement of 106%. In the second semester it registered 2220 work-seekers against a target of 1908, translating to an achievement of 116%.

The branch registered 1539 work-seeker opportunities against a target of 979, translating to an achievement of 156%. A total of 716 opportunities were filled by registered work-seekers against a target of 888, translating to an achievement of 147%.

A total of 93% of valid UIF claims benefits with complete, verified and accurate information were approved or rejected within 15 working days against a target of 90%.

A total of 97% of valid claims (in-service, illness, parental, commissioning and adoption benefits) with complete, verified and accurate information were approved or rejected within 10 working days against a target of 92%.

A total of 99% of payments’ documents were processed after receipt within five working days against a target of 95%.

The CF received and registered 31 claims with complete and accurate information and documentation, translating to an achievement of 100%.

The challenges that were identified include the lack of tools of trade, Information and Communication Technology, inadequate office space and long queues.

The table below lists all the challenges identified and possible solutions in King William’s Town Labour Centre.

Table 2: Challenges and possible solutions in the King William’s Town labour Centre

SUB-UNIT	CHALLENGES	POSSIBLE SOLUTIONS
REGISTRATION	Laptops and cell-phones for supervisors General ICT challenges (Photocopy machines and network) Long queues at Stutterheim visiting point. Inadequate office space.	Procure cell-phones and laptops for CS supervisors Procure photocopiers and enhance systems. Planning to open the visiting point five days a week. HO/ Public Works to procure more office space.
PES	System challenges	Enhance systems
UIF	System challenges Laptops and machines	Procure photocopying machines and extra laptops with scanners
IES	ICT (Copy machines) System challenges Shortage of vehicles	Procure photocopying machine for IES Upgrade network system Allocate extra 8 vehicles
MSS	System challenges Shortage of vehicles	Upgrade network system Allocate extra 8 vehicles

6.2. Walk-about King William’s Town Labour Centre

The delegation was taken on a walk-about thorough the Labour Centre where members of the delegation interacted with Centre personnel and clients.

The delegation met the Client Service Officers (CSO) of the UIF. They were informed that on first visit clients are given a checklist of required documents for claim’s registration.
The delegation also met officials of the Public Employment Service business unit. These officials are responsible for registration of work-seekers and job opportunities on Employment Services South Africa (ESSA) database. This branch is also responsible for career counselling and teaching work-seekers job hunting and interview skills. The branch also matches work-seekers to registered work opportunities. The delegation was informed that the Labour Centre has local campaigns to alert the public of its services.
Some of the forums under the Management Support Services are the Management-Union and the Human Resource Development forum.
The delegation was taken to the IES branch of the Labour Centre. This is the branch that house labour inspectors, who are categorised into OHS and BCEA. The Provincial Office has UIF and COIDA inspectors. The requirement for these UIF and COIDA inspectors is to have audit skills. These inspectors conduct proactive and reactive inspections. The delegation was informed that when inspectors do inspections they interview both managers and workers.
The delegation was also shown the UIF bus, which is vehicle for taking UIF services to the people.
The delegation was also shown the waiting shelter for the CCMA clients.

Visit to the Supported Employment Enterprises (SEE) Factory in East London

The delegation was met by the CEO of the SEE and the management of the East London SEE factory. The delegation interacted with workers at the factory floor and management of the factory at the meeting held after the walk-about. Most of the issues raised were similar to those raised in Gqeberha factory. Some of the issues were:

The factory has an establishment of 60 personnel with a possibility of expansion.
Workers complained of low salaries and other working conditions. However, the delegation was informed that the basic salary is above the national minimum wage. Workers qualify for RDP houses but, like other applicants, they have to wait for their turn. They cannot qualify for home loans from the banks because of their salary levels.
The workers complained that their medical aid scheme (Makoti Medical Aid Scheme) does not cover some of the medical benefits. The factory management explained to the delegation that the medical aid scheme was introduced three years ago and workers do not contribute to the scheme. Workers are aware that they can only go to some doctors approved by the scheme. During the COVID-19 lockdown some workers were unable to go to doctors that are on the database.
One worker complained that she acted in the position as an instructor for several years but was not considered for appointment when the position was filled. The factory manager explained to the delegation that the post of a controller became vacant about 4-5 years ago. The manager applied unsuccessfully for the acting allowance for the lady who was acting in the post. The application was unsuccessful because the lady did not meet the requirement of having a persal number. The lady was promoted to salary level 4 after failing to meet the requirement to be appointed in the controller post.
The entity used to be called Sheltered Employment Factories (SEF) but later changed to Supported Employment Enterprises (SEE). When the entity changed the name, some personnel were transferred to the Department of Employment and Labour while others went to SEE. Those who were transferred to SEE are mostly people with disabilities who could not meet the requirements for employment in the public service. They are employed under a different contract to that of the Public Service. The SEE workers use the clocking system where they are paid according to the hours they work.
A concern was raised of the Eastern Cape government departments not procuring from the provincial SEEs. The factories are sustained by producing hospital linen for the Western Cape Department of Health. The factory manager explained that when they were still operating as SEF they used to be told that their documents were not in order when they apply for tenders. The same happened after migrating to SEE in 2014. The SEE meet the BBBEE criteria.
The entity was established in 1943 to take care of men and women who went to war and came back with disabilities, which made it impossible for them to compete in the open labour market. The Committee researcher was requested to provide the historical background of the entity.

Visit to the East London Labour Centre

The Parliament delegation was met by the Deputy Director of the East London Labour Centre and the provincial leadership of the Department.

7.1. Presentation on Annual Performance of the East London Labour Centre

The delegation received a presentation on Annual Performance of the Labour Centre. The presentation covered the following:

Management Support Services-Of the 99 posts in the establishment of the labour centre, 96 were filled translating to a vacancy rate of 3%
The IES branch inspected 5219 workplaces against a target of 5184. All 530 non-compliant employers of those inspected were served with notices in terms of relevant employment law within 14 calendar days. Of the 50 non-compliant employers who failed to comply with served notices, 45 were referred for prosecution within 30 calendar days, translating to an achievement of 90%. A total of 1740 workplaces were inspected for compliance with OHS legislation against a target of 1872, translating to an achievement of 92%. All 245 non-compliant workplaces inspected were dealt with in terms of OHS legislation.
The PES branch registered 11538 work-seekers on ESSA against a target of 11878, translating to an achievement of 97%. It registered 1956 employment opportunities against a target of 3148, translating to an achievement of 62%. A total of 1827 registered work-seekers were provided with employment counselling against a target of 2179, translating to an achievement of 84%. A total 980 registered employment opportunities were filled by registered work-seekers against a target of 973, translation to an achievement of 100.7%.

Table 3: Challenges and possible solutions at East London labour Centre

OPERATIONAL CHELLENGES	POSSIBLE SOLUTIONS
Reluctance by employers to submit job opportunities to the DEL, especially government departments	Intensive canvassing and employer sessions by Public Employment Services
ESP 2 and CC unable to contact work seekers when airtime is exhausted as L/C lines are not working.	Seek permission for monthly airtime to be increased for ESPs and CC
Not suitable venue in the LC to provide career services as the kiosk does not have ventilation.	Fast tracking the submission to the Department of Public Works through the Provincial Office for revamping the kiosk.
Work-seekers not availing themselves for career services.	Arrange career services to be provided in the communities.
Shortage of printers, there is only one printer for the entire office having five floors.	Procurement of printers so that each section to have its own printer.
Shortage of vehicles.	Needs analysis for vehicles has been submitted to transport PO.

7.2. Walk-about at the East London Labour Centre

The delegation was taken on a walk-about of the Labour Centre where it interacted with personnel and clients of the Centre.

The delegation was taken through the Unemployment Insurance claims process from registration of a claim, processing, adjudication and payment of a claim. There are personnel designated for each stage of the claims process e.g. client service officers are responsible for registering a claim but not for processing it. There is specific information that is required and time frames to be adhered to for a claim to be successfully registered. An application for dependant benefits must be made within 18 months and 14 days of the date of death of the contributor, in terms of the Unemployment Insurance Act. It is the responsibility of the employer to complete and submit a UI-19 declaration to the Labour Centre. For an independent child age 21 and under 25, the following documents are required:
- Application form UI-2.6 to be completed
- Banking details
- Death Certificate
- Proof of parent-ship
- Proof of schooling for the year prior to date of death
- ID copy of the deceased
- ID copy of the applicant
- UI-53
- Burial order if the date of death does not appear on Siyaya system
- 3-page independent child affidavit
- 13-digit bar coded ID or birth certificate
- Affidavit from family member confirming whether or not the deceased had other children or life partner to be completed in front of a Commissioner of Oath
These requirements differ with specific applications, e.g. Application by a spouse; Application by a guardian for children under 21 at the time of death; Application by a South African life partner; Application by a life partner who is a foreign national; Application by proxy South African on behalf of minor nominee (under 18 at the time of death); and Application by proxy Foreign National on behalf of minor nominee under 18 at the time of death.
Employers can apply to the UIF if they don’t have sufficient funds to pay for their employees. However, this is a disadvantage to employees in terms of their credits.
Where a delay in payments of the UIF is anticipated, an employee may be paid an advance of three months and then normal payments in successive months.
Most of the clients who were interviewed in the queue had come for UIF applications or follow-ups.
The delegation was also taken through the Compensation Fund claims section of the Centre. The process involves reporting of the incident by the employee to an employer, which must be done within one day of the incident. The employer must report to the Compensation Fund within seven days of the accident. The incident is classified on the Comp-Easy system in accordance with the International Classification of Diseases (ICD). The employer name and the employer business process (BP) number must be captured correctly on the Comp-Easy system.
The users of the system were asked to relate their experiences of using both the uMehluko and the Comp-Easy system. What mainly differentiates the two systems, according to the users, is that Comp-Easy has capacity to store documents thus making it easy to trace payment and that employers can register claims on the Comp-Easy system. UMehluko did not have these features, which made it susceptible to being defrauded. However, users say that there are still work flow challenges with the new system. There are still old claims from uMehluko system.
Medical Service Providers (MSP) submit their claims through Comp-Easy system. The Fund pay for medical expenses to the doctor who treated the client and pay for days not at work to the employee. The Fund does not make payments to third parties. Some doctors represented by Compsol and COID-Link want the Fund to pay these third parties. There are some former employees of the Fund who now work for third parties.
There are two employees of the Fund who were caught committing fraud and were dismissed and criminal charges laid against them.

Overall Committee Observations

The Committee made the following overall observations:

There are good interpersonal relations between managers of the Eastern Cape Provincial Department of Employment and Labour and its personnel.
Women are well represented at all levels of the organization. However, people with disabilities are not well represented.
Clients queue for long hours sometimes exposed to intolerable weather conditions and queues don’t appear to be well managed.
The UIF bus takes services to the people, especial those who live in far flung areas where it is difficult to get to labour centres. However, the bus does not provide services such as CCMA services.
The Comp-Easy system has capacity to store documents thus making it easy to trace payments and employers can register claims on the Comp-Easy system. Department officials are therefore able to identify repeat claims that are submitted fraudulently. UMehluko did not have these features, which made it susceptible to being defrauded.
The performance targets of the Department are set low, which makes it to appear as if the Department is over-achieving.
The Department set aside approximately R200 million for tools of trade during COVID-19 lockdown. However, shortage of tools of trade is still a problem in most labour centres the delegation visited. The Laboria Office building appears like it has not been well maintained and the renovation costs are estimated at R86 million.
There is lack of ventilation in some offices in Gqeberha and King William’s Town.
Some centres don’t provide space for staff to have refreshments resulting in personnel having meals at their desks.

The SEEs do not have adequate support in terms of procurement of their products, whereas there is a general outcry for orders of linen and school furniture but that are never honoured and are gathering dust at the factories. Only the Western Cape Health Department is procuring hospital linen from the SEE of the Eastern Cape.

Some of the issues raised by the employees of SEEs include:
- Unavailability of special government sponsored transport to take employees to and from work.
- Lack of skills development programs to capacitate SEE employees for senior positions at work.
- SEE employees qualify for houses under Reconstruction and Development Program (RDP) but have to wait long like all other applicants.
- SEE employees belong to Makoti Medical Scheme and are not contributing to it. The scheme does not cover some of the benefits and they can only consult doctors that are approved by the scheme.
Gqeberha SEE is surrounded by Livingstone Hospital, Dora Nginza Hospital and Port Elizabeth Hospital but they are not procuring supplies from them.

It is noted that there are 16 Labour Centres and 5 satellite offices but it is not indicated where these are located.
Also of concern is the nature of the 44 vacancies in the province and whether they are funded.

9. Committee Recommendations

The Committee made the following recommendations, that the Minister of Employment and Labour ensures that:

The provincial department work with stakeholders of people with disabilities to ensure that people with disabilities are equitably represented in the establishment of the provincial department.
The queues in labour centres are properly managed and shelters provided for clients to protect them from extreme weather conditions.
If possible, comprehensive services are provided at the bus that provide UIF services to the community.
The performance targets are set in accordance with the available resources to the provincial department.
The tools of trade are made available to the labour centres to ensure that they meet their performance mandate.
The working conditions, including ventilation and refreshment spaces are improved to ensure appearance of professionalism to the public.

The Department of Employment and Labour continues with negotiations to ensure that the National Treasury Department grants preferential procurement status to the SEEs.
SEEs are supported by advertising their products broadly since there are so many schools that lack school furniture.
The Department of Employment and Labour intervenes to formalise the prioritisation of its disabled employees in allocation of RDP houses, since many departments prioritise people with disabilities.
The Department explore the possibility of providing transport for people with disabilities employed by SEEs.
SEE employees who belong to Makoti Medical Scheme are made aware of the package of benefits for which they qualify and the list of doctors approved by the scheme.
The Department has a national strategy with all public and private work places to prioritise optimal utilisation of skilled disabled persons.
There are public engagements with members of the communities through Public Outreach Programmes to empower and educate people about relevant labour laws, including UIF, COIDA, OHSA, BCEA and CCMA powers and functions.
The role of labour inspectors is understood by everyone involved in the labour sector.

The Department of Employment and Labour should report back to the Portfolio Committee on Employment and Labour on progress made with regard to the above-mentioned recommendations within one month after the report has been adopted in the National Assembly.

Report to be considered.

Documents