Stellenbosch University provides an Occupational Health Service (OHS) as part of Campus Health Service (CHS). The specialist team provides independent advice and services to staff and postgraduate students concerning the relationship between health and work, and the effect which the one has on the other.
We work to prevent work-attributable ill-health by advising on the control of potential health hazards at work, detecting occupational disease at an early stage, and advising on ill-health in the workplace.
Explore the sections below to discover the full range of services we provide to the University.
Elements of service:
As well as its own defined role, the OHS team works jointly with other central services, such as Human Resources and Facilities Management, to maintain the health, safety and welfare of all employees at the University.
The OHS supports the University in complying with health and safety legislation, conditions of employment legislation and forms part of the University's risk management process.
We maintain a high level of confidentiality and the service is at no cost to the individual.
The objective of occupational HRA is to identify all relevant health hazards and the degree to which the various occupations are exposed to these hazards. Risk is the product of both the hazard (the capacity to cause harm) and the extent of exposure.
An occupational health risk assessment is a systematic procedure to identify potential health hazards, evaluate the extent of exposure, subjectively and/ or objectively, and to establish the need for, and the effectiveness of control measures. Furthermore, the occupational health risk assessment is also intended to facilitate the drafting of occupational hygiene monitoring programmes, medical surveillance programmes and occupational health education and awareness programmes.
Baseline (pre-assignment) health status, including the assessment of emotional status, is assessed before making recommendations regarding the assignment of a new or current employee to a job to ensure that the individual can perform the job safely and without endangering the safety of others. This recommendation shall be based on any or all of the following:
- medical history;
- occupational history (complete work history);
- assessment of the organs or systems likely to be affected by the assignment;
- evaluation of the description and demands of the job to which the assignment is being considered; and
- compliance with the Occupational Health and Safety Act or other pertinent regulations.
The health status of the employee is reviewed periodically (medical surveillance) where there is a likelihood that workplace exposures or activities could have an adverse health effect. This review may be limited to those organs or systems likely to be affected.
The health status of the employee is re-evaluated following prolonged absence from work due to illness or injury (post-illness or injury assessment). The goal is to ensure that the individual has sufficiently recovered from the illness or injury to perform their job, without undue risk of adverse health or safety effects to the individual or others. The questions we ask include: Should an employee return immediately to fulltime unrestricted duty? Should the employee return on a restricted basis?
This is necessary to ensure the program meets its objective effectively. The mechanism for this will vary as directed for the particular risk. Periodic review is necessary to make sure that the highest standards are met, appropriately.
Effective management of sickness absence, ill-health at work and incapacity means:
- informing employees of the procedure(s) to follow in the event of ill-health;
- identifying concerns and problems at the earliest stage possible;
- making employees aware that the University understands that employees may occasionally be afflicted by illnesses that prevent them from attending work, and will assist the employee in any way that is reasonable to ensure a successful return to work;
- creating awareness of sickness absence consequences;
- promoting health and safety, and welfare of employees.
The Employment Equity Act requires employers to: eliminate discrimination, victimisation and harassment; to promote equality of opportunity for disabled employees; and foster good relations between people with a disability and others who do not. Employers should take positive steps to ensure that disabled people can access and progress in employment. OHS will offer support and assessments when required for all disabled individuals.
- NEEDLE STICK
- RADIATION SAFETY
- LABORATORY SAFETY
- RESPIRATOR USE GUIDELINE
For more information contact:
Sr Anneke van Heerden @ firstname.lastname@example.org