On 7 December 2016, the Department of Labour (DOL) conducted a review of the University's Employment Equity (EE) Policy and Plan to determine compliance with the Employment Equity Act (EEA).
In order to comply with the requirements of the DOL, all employees are requested to declare their disability status. Over and above the requirements to comply with the recommendations of the DOL, the University is also aligning its diversity management initiatives to incorporate a focus on persons with disabilities. In order to accomplish this objective and to plan strategically, all employees are encouraged to disclose their disability status. This will enable the University to act on the information received not only for EE reporting purposes but also for the identification of areas where persons with disabilities are under-represented. It will further enable the University to track the career progression of persons with disabilities and to look at necessary support for such individuals.
The University recognises that the issue of disability is of a very personal and sensitive nature. In the collection and use of the information mentioned above, all employees are assured of the confidentiality of the information and of respect for the individual.
To ensure that a condition listed is recognised as a disability, the following definition of disability, as per the EEA, is to be used: "Persons with disabilities are defined in the Act as persons who have a long-term or recurring physical or mental impairment, which substantially limits their prospects of entry into, or advancement in employment."
A disability is further defined as being caused by an accident, trauma, genetics or a disease and as limiting a person's mobility, hearing, vision, speech or intellectual or emotional functioning.
Over and above the definition of disability as per the EEA and the Code of Good Practice: Key Aspects of Disability in the Workplace, the University also recognises the broader definition of discrimination on the basis of disability as per the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD). In terms of the UNCRPD, discrimination on the basis of disability means "any distinction, exclusion or restriction on the basis of disability which has the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise, on an equal basis with others, of all human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field. It includes all forms of discrimination, including denial of reasonable accommodation". Reasonable accommodation means "necessary and appropriate modification and adjustments not imposing a disproportionate or undue burden, where needed in a particular case, to ensure to persons with disabilities the enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms".
Following on the above, we therefore kindly request that you provide the disability information required through sun-e-HR, Employee Self Service, on the Personal Information function, by following this link. You can also follow the 'Updating Disability Information' link below to view the step-by-step process on how to update this information on sun-e-HR. Alternatively, you can complete and submit the attached declaration forms (EEA1) by scanned email to email@example.com or in sealed envelopes marked STRICTLY PRIVATE AND CONFIDENTIAL to the Manager: Employment Equity Human Resources Division, Admin C, for the attention of Mr Sello Molapo, by 21 April 2017.