SAPS Embrace Disability

Compensation for Disability due to Injury on Duty (IOD)

• Section 22 of the Compensation for Occupational Injuries and Diseases Act, 1993 (Act No 130 of 1993) sets out an employee’s claim to compensation.

• In the case of permanent disablement, the Compensation Commissioner awards a gratification or a pension.

• The allocation is calculated according to the degree of permanent disablement. If a pension is allocated, the salary of a member whose services are retained will not be affected.

• If an IOD results in the member’s discharge on medical grounds, or leads to his/her death, the most favourable benefits are allocated in consultation with the Compensation Commissioner.

• In the case of an injury, a commander must submit the forms directly to the Compensation Commissioner, and indicate on the leave form (SAP 26) which forms have been handed in.

Members who become disabled are encouraged to return to work

• Members who become disabled are encouraged to go for rehabilitation.

• During rehabilitation a team of professionals help a disabled member adapt to his/her new body and circumstances.

• Rehabilitation deals with all areas of a person’s life -medical, social, spiritual and emotional. As part of rehabilitation, disabled members are encouraged to return to work.

Support in Sport

• The sport policy does make provision for disabled sport activities.

Benefits from Medical Aid Funds

• Most medical aid scheme’s covers medication and assistive devices.

• Contact your medical aid scheme in this regard.

Insurance

• It is important that members are proactive and make provision for personal insurance against disability.

• Disability could strike any one at any time.

• Disabled and abled SAPS members should enjoy the same and equal opportunities.

• SAPS will do everything in its power to remove social and physical barriers ensuring accessibility of services and adequate service delivery to disabled members.

• SAPS focuses on skills and abilities of members, and to add strength to their disabilities. SAPS members should respect and talk to disabled members about issues affecting them.

Employment Equity and People with Disabilities

• The SAPS supports the Employment Equity Act, 1998 (Act No 55 of 1998) and respects the requirements of the law in terms of designated groups, including people with disabilities.

• Two percent of the SAPS work force should consist of people with disability. This target must be reached by 2005.

• The SAPS is committed to promote equality and to eliminate unfair discrimination against members with disability to ensure effective service delivery.

General Types of Disabilities

• A disability can be physical or mental. A person might suffer from multiple disabilities that include both types of disabilities.

• Physical disabilities include blindness, deafness, paraplegia, quadriplegia, deformation, amputation and cerebral palsy, etc.
  Mental disability relates to the inability to fully utilize one’s mind or brain.

• A person can be disabled from birth due to a genetic disorder, complications during birth or substance abuse by the mother.

• Disability can also be acquired as a result of an accident, attempted suicide, a gunshot wound, a medical condition (such as a stroke, arthritis or epilepsy) or natural disasters.

Injury On/Off Duty

• When a member becomes disabled due to an injury on duty, the SAPS carries all expenses relating to medical costs (eg operations, medication, assistive devices and making the environment accessible -eg ramps, bathroom facilities).

• When a member becomes disabled due to an injury off duty, the member is responsible for the resulting financial expenditure. The member and his or her medical aid fund must carry all medical costs.

Steps to be taken when a Member becomes Disabled

• The member or his/her family must notify the member’s commander.

• The commander must notify Social Work Services.

• Social Work Services will follow up the incident.

• Member to be referred to the most efficient resource (eg Spiritual Services, Rehabilitation Centres, Injury On Duty Section or Support Centre).

• The member will receive continued support and his/her case will be followed up regularly.

Legislation

• The Constitution of the Republic of South Africa, 1996

• The Employment Equity Act, 1998

• Promotion of Equality and Prevention of Unfair Discrimination, 2000

• Labour Relations Act, 1995

• Occupational Health and Safety Act, 1993

• The Integrated National Disability Strategy

• The Code of Good Practice on the Employment of People with Disabilities

• The National Building Regulations, 1993

• Basic Conditions of Employment Act, 1997

Useful Contact Numbers

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