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COJ : ADMINISTRATION PORTFOLIO COMMITTEE
COJ : SEC 80 ADMINISTRATION COMMITTEE
OCCUPATIONAL HEALTH AND SAFETY
(CORPORATE SERVICES)
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MEDICAL EXAMINATIONS POLICY FOR THE CITY OF JOHANNESBURG
STRATEGIC THRUST
Service Delivery Excellence
OBJECTIVE
To ensure that the City of Johannesburg not only meets statutory requirements regarding the medical examinations of certain categories of employees but also formally embarks on a programme to promote and ensure employee wellness.
SUMMARY
In terms of the Occupational Health and Safety Act, the City of Johannesburg is required to ensure that its employees’ health is not placed at risk by their working environment or activities.
Section 8 (1) of the Act reads: “Every employer shall provide and maintain, as far as is reasonably practicable, a working environment that is safe and without risk to the health of his employees”.
The Regulations to the Act go on to be far more prescriptive regarding specific interventions to ensure the occupational health of employees as well as the mechanisms to monitor the success of those interventions. Medical examinations of some sort or the other are therefore entrenched in the Act.
In terms of the Regulations to the Road Traffic Act (93/1996), the drivers of certain categories of motor vehicles must qualify for a Professional Drivers Permit, which is renewable bi-annually. One of the requirements for this renewal is certification of the drivers’ fitness by an Occupational Medicine Practitioner which certification can only be based on a medical examination.
Line management throughout the Service is tasked with ensuring effective service delivery. The physical and mental fitness of employees to carry out their assigned duties are essential to meeting this objective.
A program of “ Fitness for Work” examinations is therefore required to ensure optimum workforce fitness and to ensure that the Councils commitments to service delivery remain viable.
POLICY IMPLICATIONS
This report serves to establish a policy that will regulate medical examinations throughout the Councils service.
FINANCIAL IMPLICATIONS
An already-invested amount of R5.7 million has been budgeted for this financial year to run the OHASA Directorate.
A portion of this amount will adequately cover the activities as indicated in the policy, therefore no additional funding is required.
COMMUNICATION IMPLICATIONS
An extensive promotional programme will be embarked upon to sensitise Council employees to the benefits and availability of the medical examination service offered by the Occupational Health and Safety Department.
This programme will include a roadshow, a poster programme and inclusion in the Human Resources newsletter and the Metronet. An Occupational Health and Safety Guide for Employees as well as a Newsletter are also planned.
CONSTITUTIONAL AND LEGAL IMPLICATIONS
a) The Constitution of the Republic of South Africa
The Constitution is the highest law in the Republic and employee health and safety is entrenched therein.
b) Occupational Health & Safety Act (85 / 1993):
This Act provides generally for the health of all employees relative to their working environment and activities but very specifically of those employees who are employed in high-risk occupations.
These provisions are addressed in the:
i) Asbestos Regulations,
ii) Hazardous Chemical Substances Regulations,
iii) Lead Regulations,
iv) Environmental Regulations for Workplaces,
v) General Safety Regulations,
vi) Draft Hazardous Biological Substances Regulations.
c) National Road Traffic Act (93/1996):
This Act provides for the medical examination of the drivers of all passenger carrying and heavy-duty vehicles every two years when they renew their Professional Driving Permit. This is to protect drivers, passengers and other road users against injury and/or death that could result from drivers’
sub-standard medical condition.
OTHER DEPARTMENTS AND/OR BODIES CONSULTED
Guidelines published by the Department of Health were consulted as well as those used by the National Occupational Safety Association (NOSA).
IT IS RECOMMENDED THAT:
1.The CITY of JOHANNESBURG adopt the Medical Examination Policy as detailed in ANNEXURE A attached to the report and that it be implemented throughout the service.
2.The Occupational Health and Safety Department compiles a comprehensive medical database of all Council employees.
3.A culture of employee wellness becomes part of all management activities.
(OCCUPATIONAL HEALTH AND SAFETY)
(CORPORATE SERVICES)
(DEPUTY DIRECTOR: OCCUPATIONAL HEALTH AND SAFETY)
(THULI VAN DER WATH)
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ED: CORPORATE SERVICESCHAIRPERSON: SECTION 80
RUEBEN DENGEADMINISTRATION COMMITTEE COUNCILLOR THOMAS PHAKATHI
ANNEXURE A
DIRECTIONS (GUIDELINES) THAT MUST BE FOLLOWED IN ORDER TO COMPLY WITH THE MEDICAL EXAMINATION POLICY
1.MEDICAL EXAMINATION POLICY
Council must ensure that all employees and categories of employees for whom medical examinations are prescribed are examined at the prescribed intervals and in the prescribed manner.
Council must further make the medical examination facilities of the Occupational Health Centre available to all other employees in the interest of employee wellness, reduced absenteeism and improved service delivery.
On adoption of the Policy, the contents must be communicated to all employees.
2. GENERAL
a)Council must provide and maintain a working environment that is without risk to the health of employees.
b)Council must protect drivers, passengers and other road users against injuries associated with the medical condition of drivers.
c) Council must monitor the medical condition of specified categories of employees.
d) Council must ensure that all employees are physically and mentally fit to carry out their assigned duties.
e) Council must endeavour to make medical examinations available to all employees.
f) Council must ensure that all newly appointed employees are medically examined by the OH&S Department;
g) Council must ensure that the OH&S Department carries out exit medical examinations of all employees leaving the service.
h) The responsibility for ensuring that periodical medical examinations are performed rests with line management, employees and the OH&S Department.
i) Council must ensure that employees with chronic medical conditions make use of the Occupational Health Centre in order to promote
employee wellness and reduce time lost due to these conditions not being controlled correctly.
ANNEXURE A
- MANAGEMENT RESPONSIBILITIES
a) In consultation with the OH&S Department, line management must evaluate all work activities with the purpose of specifying categories of employees under the following exposure headings:
i)Asbestos;
ii)Lead;
iii)Hazardous chemical substances;
iv)Hazardous biological substances;
v) Noise;
vi)Low temperatures;
vii)High temperatures;
viii)Vibration white finger
b) In consultation with the OH&S Department, line management must evaluate work activities with the purpose of establishing man job specifications. Specific physical attributes which need to be identified would include but not be limited to:
i) Colour-blindness;
ii) Vision acquity;
iii) Physical impairment
iv) Physical fitness; and
v) Hearing acquity.
c) In consultation with the OH&S Department, line management must establish man job specifications for all official drivers with special emphasis being placed on drivers of heavy-duty vehicles and buses. Specific medical conditions which need to be identified would include but not be limited to:
i)Diabetes requiring medication;
ii)Thrombosis or any other coronary diseases;
iii)Respiratory dysfunction;
iv) High blood pressure;
v) Loss of vision exceeding the limit stated in Road Traffic Regulation 241;
vi) Loss of limb (leg, foot, arm or hand);
ANNEXURE A
vii)Impairment of the use of the arm, hand or fingers, leg or foot;
viii)Epilepsy, muscular, vascular and neuro muscular diseases;
ix) Mental, nervous or functional disease or psychiatric disorder;
x)Excessive use of intoxicating liquor, amphetamines, narcotics or any habit forming drug;
xi) Alcoholism; and
xii) Hearing loss.
d) Line management must on request from the OH&S Department ensure that employees report for medical examinations
e) Line management must consult with the OH&S Department on receipt of any report indicating an adverse medical condition in order to facilitate the management of such condition.
f) Line management must encourage employees to make use of the Council’s medical examination facility.
- EMPLOYEE RESPONSIBILITIES
a)Employees must at al times consider the importance of their health and refrain from actions that might threaten such.
b)Employees must diligently report for medical examinations when due or requested.
c)Employees should avail themselves of the opportunity to consult with the medical personnel of the OH&S Department.
- RESPONSIBILITIES OF THE OH&S DEPARTMENT
a)The Department must provide a comprehensive medical examination service to all employees of the City of Johannesburg.
b)The Department must embark on a program of Executive Wellness to ensure continuity of administrative leadership. As part of this program the City Manager and the first two reporting levels will undergo full medical examinations annually.
d) Bus drivers and heavy-duty truck drivers must undergo the prescribed medical examination every two years to coincide with the renewal of their Professional Drivers Permit.
e) Legislation prescribes that workers exposed to pesticides, herbicides or fungicides must be examined on a regular basis. The annual examination will coincide with a blood test to establish the employee’s exposure level. Should an employee show early signs of exposure the Occupational Medicine Practitioner will request the removal of the
ANNEXURE A
employee from further exposure for a period of thirty days. At this point an investigation will be instituted by the OH&S Department in order to establish the following:
- Is safety equipment prescribed for the employee’s activities?
- Was the correct safety equipment issued to the employee?
- Did the employee wear the provided safety equipment when required?
Any safety equipment problems found will be remedied.
A repeat blood test will then be carried out.
Should toxicity levels remain too high the investigation will be expanded to establish possible causes. Causes could include liver dysfunction and alcohol abuse. Because these conditions distort the tests, other physiological symptoms would have to be relied on to confirm the high toxicity levels.
Should excessive toxicity levels still be indicated the investigation would have to be expanded to include possible off-the-job exposure. If such exposure were found it would then at least be recorded if not eliminated.
f) Employees that are exposed to excessive and loud noise are tested annually and categorised according to hearing loss:
- Category one workers have no problems.
- Category two workers must be retested 6 months later.
- Repeat category two workers must be removed from noise zones altogether.
- Category three workers are referred to an Ear Nose and Throat specialist and a COID claim can be considered if the hearing loss is work-related.
e)The OH&S Department must compile and maintain a database of all employees examined.
f) The Department must actively promote the use of its medical facilities amongst Council employees and the Municipal Business Enterprises.
g) Vaccination must be offered to Council and MBE employees against the identified diseases as follows:
- Tetanus Toxoid- 3 doses
1st- day 0
2nd- 4 weeks
3rd – 12 months
Booster every 10 years
- Typhoid- 1 dose
Booster every 3 years
ANNEXURE A
- Rabies- 3 doses
1st- day 0
2nd- day 7
3rd- day 28
Booster after 12 months, thereafter every 3 years
- Hepatitis A- 3 doses
1st- day 0
2nd- day 28
3rd- 12 months
Protection is extended for between 1 and 10 years
- Hepatitis B- 3 doses
1st- day 0
2nd- day 28
3rd- 5 months
Protection is extended for 5 years
h) All other employees and categories of employees for whom medical examinations are prescribed must be examined at least annually.
i) The Occupational Health and Safety Department in co-operation with Central Human Resources must create mechanisms within the SAP system whereby employees entering and leaving the Council’s service will be flagged. Prospective employees must then report for a pre-employment medical examination that will form a part of their sign-on procedure. Employees leaving the Service will be prevented from receiving their separation packages without an exit medical examination report from one of this Department’s Occupational Medicine Practitioners.
j)The OH&S Department must embark on specific projects to establish, improve and monitor certain physiological and psychological conditions among employees. These conditions would include hypertension, cholesterol, diabetes, poor vision acuity, obesity and stress disorders (traumatic incidents, HIV/AIDS, social).
4.MARKETING
a).The OH&S Department will embark on a roadshow to promote awareness.
b).Posters will be printed and displayed at all Council workplaces where employees normally report for duty.
c).The Human Resources Newsletter will carry articles in support of this initiative.
d).Information will be displayed on the Metronet.
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COJ : ADMINISTRATION PORTFOLIO COMMITTEE
COJ : SEC 80 ADMINISTRATION COMMITTEE
OCCUPATIONAL HEALTH AND SAFETY
(CORPORATE SERVICES)
______
EMPLOYEE WELLNESS WILL FORM THE FOUNDATION OF SOUND LOCAL GOVERNANCE AND EFFECTIVE SERVICE DELIVERY
Item Registration* Region / City of Johannesburg
* Committee Officer / Heather Williamson
Date Received (YYYY/MM/DD) / 2002/11/13
Date Final (YYYY/MM/DD) / 2002/11/13
Report Status / Final
Remarks /
Final Page No
Committee / COUNCIL
* Department / HUMAN RESOURCES
* Branch / CORPORATE SERVICES
* Item No / 5
* Meeting Date / 11/21/2002
* Report Heading / MEDICAL EXAMINATIONS POLICY FOR THE CITY OF JOHANNESBURG
Resolution / [1 That the City of Johannesburg adopt the Medical Examination Policy as detailed in Annexure A attached to the report and that it be implemented throughout the service.
2 That the Occupational Health and Safety Department compile a comprehensive medical database of all Council employees. ]
* Report No / COJ 1323\2002
* File No / 4/5/7/P
* Author Designation / DIRECTOR
* Author Name / Leonard Mavuso
Author Telephone No / 407-6926
Author Fax No / N\A
Author Cell Phone No / N\A
Previous Document No / M/0571/2002
* Unique Document No / C/0415/2002
* Word Processing Operator (Initials only) / rn