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On 23 March 2020, the Settlement Commissioner published a notification confirming that the Compensation Fund will deal with instances of COVID-19 contracted by workers in the workplace during the course and scope of their work as a compensatable health problem, and which sets out the steps, to name a few, that need to be followed by companies and medical personnel when submitting claims and supporting medical reports for COVID-19 ().

What the Notice does need for a claim to be successful is an "occupationally-acquired COVID-19 diagnosis" which is dependent upon the following: "a) Occupational direct exposure to a recognized source of COVID-19; b) A reputable medical diagnosis of COVID-19 as per the WHO standards; c) An authorized authorities journey and travel history to countries and/or locations of high risk for COVID-10 on work task; d) An assumed high-risk work environment where transmission of COVID-19 is naturally common; and e) A chronological sequence in between the work exposure and the development of symptoms".

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In so far as the issue of company negligence is concerned, signature by an employee of a service warranty and indemnity type would go some way towards reducing any alleged carelessness, as would taking other fairly practicable measures as contemplated in area 8 of the OHSA regarding the working from home practices and risks.

Guidance should be sought from your lawyers concerning whether they are required to continue to pay their workers in these circumstances. In our assessment, during the Lockdown there will be 3 classifications of workers:; staff members who are but who, and who would accordingly and staff members who are and who.

Among the measures that is created to supply relief to employers and staff members is the C-19 TERS advantage. On 25 March 2020, the Minister of Employment and Labour provided a regulation under the Disaster Management Regulations that will manage these benefits (the ). View our accounting firms in south africa near you. Numerous changes to the Regulation have been provided (i.e.

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In addition, the advantages are subject to the terms of the memorandum of understanding or standard terms, which have likewise been published. The employer and the worker need to be factors to the UIF. Best management in accounting Africa. The company should have closed its operations, or part of its operations, as a direct outcome of the COVID-19 pandemic, for a duration of 3 (3) months or less. Search for consultant companies nearby.

Unique arrangements of the memorandum of arrangement use to companies with fewer than 10 employees. The employee should have remained in the employer's utilize on 27 March 2020, and should have suffered, or will suffer, a loss of income as an outcome of the closure, or must have been needed to take yearly leave.

The company needs to send the claim. However, in particular circumstances, such as where the company refuses or stops working to claim, the worker might send the claim. The benefit is identified with referral to a sliding scale. Workers may get a portion of their salary (between 38% and 60%). For purposes of this calculation, the relevant wage amount is the optimum of R17,712 per month, per worker.

The maximum amount of the C-19 TERS regular monthly payment will therefore be the quantity of R6,630. o If a worker's salary is less than the threshold quantity, e.g. R15,000, the staff member would receive a percentage of her/his wage of R15,000. The specific percentage that s/he would get, will be determined in accordance with the UIF calculator, which is offered on the UIF website.

o Employers may supplement these benefits, however employees might not get their complete income PLUS the advantage. The optimum that an employee may accordingly receive (from the UIF and their company) is 100% of their wage. Yes. The company may claim the benefit and may keep the value of the advantage already paid to the worker.

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If, as a gesture of goodwill, the company pays the worker's complete salary and does not require the staff member to take leave, the TERS benefit will not be readily available. This is because the benefit is just offered where the worker has suffered loss of income, or has actually been required to take leave.

The company should then pay over the benefit to the staff members worried (other than where they have actually currently been paid) within 2 days (see below). If the employer belongs to a bargaining council that has actually concluded a Memorandum of Contract with the UIF, the UIF will pay the total up to the bargaining council, and the bargaining council will administer the payments to the staff members.

The only exception to this is where a company employs less than 10 employees, in which occasion the UIF will pay the workers straight. The UIF will first validate the supporting files sent by the employer and, within 10 organisation days of the company's submitting all of the needed files and info, will transfer the funds into the employer's business account.

If the company has already paid their employees part or all of the benefit amount, the employer can recover those quantities from the funds deposited by the UIF and pay the balance if relevant - to the workers within 2 days. Employers must send evidence of payment to the UIF within 5 days of the payment by the UIF and return any funds not used (including interest) to the UIF within 10 days of its business operations recommencing.

The employer will receive an automated action describing the application procedure and the documents and info that is required. These files would consist of: o a letter of authority from the company; o the signed memorandum of contract, or electronic approval of the standard terms; o the UIF's design template which includes information of the company, the period of closure, the list of workers and their dates of work and ID numbers, the compensation received by the employees; o evidence of reimbursement to staff members for the previous 3 months; o verification of company checking account.

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The Contract is in force for 3 months from the date of verification by the UIF that it accepts the employer's COVID-19 TERS application.? Employers with FEWER than 10 staff members should send the individual savings account information of each of the staff members to the UIF. The UIF will pay these staff members directly.

This will allow them to be recognized on a standalone basis from the business-related accounting records. Companies must keep an appropriate audit trail of the UIF funds received and advantages paid to employees. Employers may not withdraw the funds paid by the UIF, or draw any cheques from the funds.

Yes, the info submitted by the company and workers should be kept confidential, unless it needs to be disclosed to a 3rd party in order for the Memorandum of Contract to be carried out. Our Risk management South African. The first action is for senior authorities of the UIF and the employer to fulfill to try to solve the dispute amicably.

The LRA makes provision for the classification of certain businesses as "vital services". These consist of the South African Authorities Providers, Parliamentary Solutions, and those services designated as necessary services by the Important Provider Committee. Workers in vital services may not embark on strike action, and their conflicts concerning matters of shared interests must be dealt with by arbitration.

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