1. Risk Assessment

Prior to commencing operations, employers must undertake a risk assessment to give effect to the health and safety directives issued by the government and the specific conditions of their workplace. This includes identifying all areas within the workplace that are a transmission risk for COVID-19

2. Appoint a Compliance Manager

All employers must appoint a compliance manager at each of their workplaces who will be responsible for supervising and enforcing the compliance with the workplace plan, and all directives and regulations issued by government.

3. Emergency Protocols

Employers must develop emergency protocols to contain an outbreak of COVID-19 in the workplace as well as a protocol to evacuate employees who screen positive for COVID-19. Hotline for the COVID-19 as per the Department of Health website: 0800 029 999

4. Employee Health and Safety Training

The health and safety directive issued by the government makes it mandatory for all employers to train their employees on the contents of the directive and the manner in which employers intend to implement the directive in their respective workplaces. Request a quote

5. PPE

Employers must make provision for employees to be provided with the relevant PPE for their role at no cost to the employee. Provide workforce with minimum two face masks to protect them against infection. Employees working in very high-risk occupations and high-risk environments should also be provided with Personal Protective Equipment (PPE), such as clothing, goggles and helmets. However, no matter the level of danger involved in the workplace, employees should wear face masks as a barrier against infection by the coronavirus at all times.

6. Social Distancing

Employers must ensure, where possible, that the workplace is re-organised in order to comply with social distancing rules. Employees must be advised as to social distancing rules and measures must be put in place to enforce social distancing.

7. Hygiene

Employers must maintain certain hygiene standards which include disinfecting their workplace prior to the commencement of operations.

8. Waste Management

A workplace plan must include a waste management system for the disposal of all COVID-19 related waste in a manner that does not present a transmission risk.

9. Communication

Employers must ensure that they have a communication plan in place to inform employees of any updates regarding protocols in the workplace as well as any other information as required by government.

10. Screening Process

All employers must develop a mandatory screening process for employees upon entry to the workplace to assess whether the employee exhibits any symptoms of COVID-19 prior to the employee being allowed access to the workplace. It is the Employer’s responsibility to prevent infection for workers returning to work. Under the COVID-19 Policy the following should take place. Screening of each employee returning back to work and daily screening results. Employees with any signs or symptoms should not be allowed to work and referred to the national Help Line for Testing as a matter of urgency. Anyone with COVID‐19-like symptoms such as a sore throat, fever, sneezing, or coughing must self‐isolate at home for a minimum of 10 days from onset of symptoms, until their symptoms are completely resolved. Proper disinfecting of their work stations should be administered.

Hotline for the COVID-19 as per the Department of Health website: 0800 029 999

11. COVID-19 Policy

The OSH Act achieves self-regulation by requiring organizations to develop effective workplace policies (section 7) and procedures. The law also requires commitment from both parties (employer and employee) to ensure that these policies (e.g. Health and Safety policy, Rules for visitors and contractors, Alcohol and Substance policy, Dreaded diseases policy - Dealing with Infectious diseases like COVID-19 at work) and procedures are applied. The method used for achieving this is the health and safety committees and the health and safety representatives. The OHS Act is the only Labour Act that regards the consequences of non-compliance as a criminal offence (section 38-presumption in law). This means that in situations that result in serious injuries or death, both the employer and employee can be criminally prosecuted if they did not comply with the OHS Act.

12. Working from Home Policy

In terms of the social distancing, Working from home is the preferred option as prescribed by Government. A Work from home policy has been developed by SHEQ Solve (Pty) Ltd. If you can work during this period and it is possible in terms of your position, then there is no requirement to submit a sick leave or annual leave request. You are, however, required to report daily to your line manager. Should you become sick during this period, the normal sick leave policy will apply. The purpose of this policy is to govern employee work from home in such a way that it is beneficial to The Employer.

Please note the following in terms of this policy:

It caters for the health and safety of employees deemed eligible to perform work from home during times that work is carried out from home.

Acceptance of this ‘Working from Home Policy’ does not alter the employee’s duties, obligations, responsibilities and/or conditions of employment with the Employer, unless specifically agreed upon in writing