GEMS NEHAWU COVID19 shop stewards orientation

Working towards a healthier you
COVID-19 Shop Stewards
Orientation

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HOW TO USE THIS PLATFORM
In order to participate on the Veedo platform:
• Please note that your camera and microphone are automatically turned off
• Should you have a question or comment, please click the chat box on the bottom left of your screen:
• You are encouraged to take notes and write down your questions
• Use the Q & A session at the end of the training for further questions and clarity
• Should you require more information or have a question which requires a more in-depth answer, feel free to contact the trainer or your Organisational
Wellbeing Consultant.
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you
This Session is facilitated by: Michelle Townsend
Email: michelle.townsend@healthichoices.com
Contact Number: 087 365 8880

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What to look forward to…
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Module 1
• Workshop
Overview
• Introduction
• Training
Objectives
• Course
Content
Module 2
• What is
COVID-19
• What is
coronavirus
• Symptoms
• Social
Distancing
• Hygiene and
Masks
Module 3
• COVID-19
Social and
Economic
Implications
Module 4
• Presentation
and Safety in
the Workplace
• Workplace
COVID-19
policies and
plan
• Environmental
safety
• Personal safety
• Screening
process
• Management
of confirmed or
suspected
cases
Module 5
• The
Implications
for OHS
Governance
Processes
• SHE Rep in
the
workplace
• COVID-19
Compliance
•Module 6
• Resources
• Gems CLO
Support
• GEMS HWSS-
New Services
• Centralized
Event Co-
ordination

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Workshop Overview
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Training Objectives
Module
1

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Training Objectives
This training course is designed to capacitate the GEMS Wellbeing Change
Leaders on the shared vision for wellbeing and various components of the
health and wellness screening services, including the risk adjusted approach
to COVID-19.
Wellbeing Change Leaders include:
• GEMS Managers
• Government Employee Health and Wellness Practitioners,
• HR Managers
• OHS Committees and Shop stewards
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What is COVID-19?
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What is Coronavirus: COVID-19Module
2

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What is Coronavirus – COVID-19
COVID-19 is a disease caused by a new
strain of coronavirus. 'CO' stands for
corona, 'VI' for virus, and 'D' for disease.
Formerly, this disease was referred to as
'2019 novel coronavirus' or '2019-nCoV

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The name Corona refers to a
“crown” due to these viruses
having crown-like spikes on
their surface

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The COVID-19 virus is a
new virus linked to the same
family of viruses as Severe
Acute Respiratory
Syndrome (SARS) and
some types of common cold
COVID-19 is a completely
new novel strain; experts
had not seen this virus ever
before
The 2019–20 coronavirus
pandemic is an ongoing
pandemic of coronavirus
disease 2019 (COVID-19)
caused by severe acute
respiratory syndrome
coronavirus 2 (SARS-
CoV-2)

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What is Coronavirus – COVID-19

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COVID-19: Social & Economic Implications
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oImpact
oImplications
Module
3

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1st:
Crowded informal
settlements that
account for 13% of
all households, are
not able to socially
distance and/or
regularly wash their
hands
3rd :
Most South Africans
rely on the public
health care system
that is under-
resourced
2nd :
The high rate of TB
and HIV.
Patients not on
treatment for HIV,
this could impact the
severity of COVID-19
in South Africa and
make its population
more susceptible to
the virus
COVID-19 Social and Economic Implications

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COVID-19 Social and Economic Implications
A “lockdown” was announced on 23
March 2020 to be enforced from
midnight on 26 March.
A series of regulations were enforced
President Ramaphosa noted that COVID-19 is
particularly dangerous for South Africa considering
high levels of poverty, malnutrition, HIV and TB.
Restrictions introduced at that time were the most
stringent in Africa. The measures announced on 15
March and 26 March represent the most
comprehensive limitation on the freedom of
movement and assembly of all South Africans since
apartheid.
Reference: Internet source - Silk Road Briefing, May 08, 2020
A “State of Disaster” was declared by the President on 15
March

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Prevention & Safety in the Workplace
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oLesson 1: Workplace COVID-19 policies and plan
oLesson 2: Environmental safety
oLesson 3: Personal safety
oLesson 4: Screening process
oLesson 5: Management of confirmed or suspected cases
Module
4

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Lesson 1: Workplace COVID-19 Policies and Plan
Plan which employees are
permitted to return to
work and a phased in
approach to the return of
employees
Consider what health
protocols are in place to
protect employees
Appoint a COVID-19
Response Team, Manager
and Officer
Develop a plan to ensure
business continuity if there
is a suspected or confirmed
outbreak of COVID-19 in
the workplace
Consider what will be done
if an employee is
suspected or confirmed to
have COVID-19, including
how support will be
provided to the employee
and what needs to be
done to ensure the
workplace remains safe
for other employees
Consider whether there
are appropriate cleaning
products and personal
protective equipment
available to disinfect the
workplace following an
outbreak. If it is not
possible, consider options
for hiring a cleaning
company to do this work
Put a protocol in place for
reopening your workplace
after an outbreak or
quarantine period

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Mitigation of Risk in the Workplace Includes:
Primary Prevention
Secondary Prevention
Tertiary Prevention
• Education & Training
• Policies and procedures
• Mitigation of risk through a
detailed risk assessment
• Providing sanitising facilities
• Provision of cloth face masks
• Identify persons at risk and
respond appropriately
• Conduct daily COVID-19
symptoms screening & medical
surveillance
• Respond appropriately when
there is a case of COVID-19 in
the workplace
• Rehabilitation of workplace
• COIDA / Compensation claims
• Leave management

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Personal Safety
Employees should be screened for COVID-19 related symptoms and report such symptoms to the line manager / supervisor immediately.
• Employees to complete a self-
declaration upon returning to
work each day Employees
must be screened when they
arrive at work - temperatures
should be taken and it should
be equal to or below 37.5°C.
o Temperature
measurements should
not be used in isolation
as the employee may be
asymptomatic or on
medication
• Direct all workers to report to
their line/ COVID-19 manager if:
• they are experiencing any
symptoms
• they have been, or have
potentially been, exposed to
a person who has been
diagnosed with COVID-19 or
is suspected to have COVID-
19 (even if the person who is
suspected to have COVID-19
has not yet been tested), or
• they have undertaken, or are
planning to undertake, any
long-distance travel
• Should an employee present a
cough, sore throat, shortness of
breath or fever/chills, he/she
must be isolated from all
employees and sent for medical
evaluation and if so, determined
by the medical professional, sent
for COVID-19 testing.

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Screening
Physical Distancing
Hand-washing & Hygiene
Monitor Symptoms
Lesson 3: Personal Safety

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Personal Safety
Employees should be screened for COVID-19 related symptoms and report such symptoms to the line manager / supervisor / COVID-19
Manager immediately.
• Encourage workers to report if they observe another worker is displaying any symptoms.
• Stop workers working if they are displaying symptoms.
• Stop workers who have contracted COVID-19 from returning to the workplace until they provide
documentation from their medical professional, declaring them fit for work.

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COVID-19 Symptoms to be Monitored

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Physical Distancing
• Have meetings by phone or online instead
of in person. If not possible, meetings to be
held in a large space and keep meetings
short and keep attendance to a minimum.
• Provide social distancing markers on the
floor in areas where workers perform tasks
• Nominate a person on the work floor to be
responsible for keeping everyone at the
required 1.5m distance apart
• Enable employees who can work from
home to do so.
• Display posters around the workplace on
keeping at least 1.5 metres distance
between all employees
• Adjust work stations, desks and tables in
work areas, to enable employees to
comply with physical distancing
• If possible, establish staggered shift
arrangements so less staff are in the
workplace at any given time

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• Establish hand sanitiser stations at entry and
exit points
• Ensure that facilities are well stocked with soap
and paper towels
• Limit the spread of germs, by encouraging not
to touch your their face, by sneezing into their
elbow, and staying home if feeling sick
• Instruct your workers to limit contact with
others – no shaking of hands or touching
objects unless necessary.
• Ensure any areas frequented by workers or
others (e.g. visitors to your premises) are
cleaned at least daily with detergent or
disinfectant
Hand Washing & Hygiene

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• Clean frequently touched areas and
surfaces several times a day with a
detergent or disinfectant solution
• Instruct employees to clean personal
property that they bring to work, such as
mobile phones, with disinfectant wipes
• Ensure that posters are displayed with
instructions on how to hand wash/hand
rub
• Ensure that the sharing of objects, tools
and phones etc. are not permitted
without sanitizing of objects and hands
before and after use
Hand Washing & Hygiene

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Do’s and
Don'ts
When
Wearing
a Mask

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HOW TO REMOVE PPE – Example 1

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Lesson 4: Screening process
Enable
Enable working from home, if possible, for staff who are required to self-
quarantine but are not displaying symptoms of COVID-19
Treat
Treat personal information about individual workers’ health confidential,
in line with privacy laws
Remind
Remind staff of their leave entitlements if they are sick or required to
self-quarantine.
Instruct
Instruct workers to tell you if they are experiencing symptoms of COVID-
19, have been in close contact with a person who has COVID-19 or have
been tested positive for COVID-19
Inform Put up signs about the symptoms of COVID-19 in the workplace

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Employees must be screened for COVID-19 related symptoms which must be report to the appointed COVID-19 manager, their
line manager or supervisor immediately.
• Employees need to report for a COVID-19 symptoms screening at the start of their shift, as well as four hours into their shift.
• Included in this daily screening is a temperature check. Temperatures should be equal to or below 37.5°C
• Should an employee present any symptoms on the COVID-19 symptom screening, the employee should be isolated from all
employees, issued with a FFP1 face mask and sent for COVID-19 testing.
• Should an employee develop symptoms during their work shift, they must report this to the COVID-19 Manager, their line
manager or supervisor
• Employees must report to the COVID-19 manager, their line manager or supervisor if they have been exposed to a person
diagnosed with COVID-19/suspected to have COVID-19, even if the person has not yet been tested.
• If an employee has travelled long distance, this must be reported to the COVID-19 Manager, line Manager or Supervisor
• Employees are encouraged to report it if they notice another worker displaying symptoms
• Workers must stop working if they are displaying symptoms.
• Workers may not report for duty after they have contracted COVID-19 until they provide evidence they are clear of the virus
(Dr’s certificate). No symptoms and no longer on medication.
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SCREENING FOR CORONAVIRUS

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Close Contact with
Confirmed Case
Close contact is defined as exposure within 1.5 meter for 15 minutes or more
If the Company learns that an employee has tested positive, the COVID-19
manager will conduct an investigation to determine which co-workers may have
had close contact with the confirmed positive employee, as well as the affected
workplace or area that the positive employee was exposed to
Those employees who have had close contact will need to self-isolate for 14 days
from the last date of close contact with that employee.
If applicable, the COVID-19 Manager / Response Team will also notify any sub-
contractors, vendors, suppliers or visitors who may have had close contact with
the confirmed-positive employee.
If an employee learns that he or she has come into close contact with a
confirmed-positive individual outside of the workplace, he/she must alert his/her
line manager / supervisor immediately, seek medical advice and self-isolate the
employee has been cleared for duty by the medical professional.
Lesson 5: Management of Confirmed or Suspected Cases

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• Employees who feel unwell must
be sent home
• Seek medical attention / self-
medicate.
• Employees must follow the advice
of their medical professional
• Employee to provide medical note
upon returning to work if medical
attention is sought
• If possible, and approved by
management, employee maybe
allowed to work from home
If You’re Feeling Unwell

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Communication
• Employers should update employees on a regular basis on COVID-
19 and the affect it will have on business operations.
• Communication should be made possible by email, and notice
boards around the workplaces.
• Employees should be made aware if someone in the workplace
has tested positive in order to facilitate contact tracing.
• Enhance internal reporting and improve communication channels
• Proactively review absenteeism of all employees. Those
employees who do not report to work with a valid reason, should
be contacted and a COVID-19 symptom check should be done
telephonically
Note:
•Workers who are ill at home must stay at home –
•If they have COVID-19 symptoms they must inform their line
manager / supervisor immediately, and seek medical attention.
If You’re Feeling Unwell

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Confirmed or Suspected Case in the Workplace
If an employee contracts COVID-19 at the workplace or is displaying symptoms, the following protocols should be
undertaken:
Isolate the sick employee.
Inform – call the national
COVID-19 hotline (0800
029 999) and NIOH
hotline (080 021 2175)
follow the advice of health
officials.
Transport – ensure the
individual has transport to
the medical facility, and
to their home or isolation
area as directed.
Clean the area where the
person was working and
all places they have been.
This may mean evacuating
those areas.
Identify who at the
workplace had close
contact with the infected
person. Send those people
home to isolate until the
suspected positive
employee has been
diagnosed and proceed
accordingly
Review risk assessments
and the management of
controls relating to COVID-
19 and review whether
work may need to change.
Keep employees up to
date with relevant
information.

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The Implications For OHS Governance
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oLesson 1: SHE Rep in the workplace
oLesson 2: COVID-19 Compliance
Module
5

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The Role of Shop Stewards in the OHS Structure
SHE Rep has intimate knowledge
of the work activities, and is
permanently employed
One of the key principals of the
OHS Act is that work-related
hazards, risks and dangers should
be addressed through good
communication between
management, shop stewards and
employees.
According to Section 17 of the
Occupational Health and Safety Act
(Act 85 of 1993), employers who
employ 20 or more workers on
premises must appoint
representatives to monitor health
and safety conditions.
Appointed representatives
represent workers regarding safety
and health matters to
management.
Representative's forms part of an
important link between
management and the rest of the
organisations employees.
SHE Reps need to be nominated by
their peers and ideally the
workforce-team should choose
their leader (SHE Rep)

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• Identify hazards and potential incidents
• Inspect the workplace and report unsafe conditions
• Participate in internal health and safety audits
• Visit the site of an incident & participate in investigations
• Make health & safety recommendations to the employer
• Review the effectiveness of health (and safety) measures in the workplace
• Investigate employees’ health and safety concerns & complaints
SHE Representative - Functions

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• Review the findings of incident investigations
• Accompany a Dept. of Labour Inspector during an inspection
• Report to the Dept. of Labour if the employer fails to respond to recommendations
• Attend investigations & formal inquiries conducted by the Dept. of Labour
• Receive information from an inspector from the Dept. of Labour
SHE Representative - Functions

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• Meet as often as needed - At least once every three months
• Discuss incidents at work in which a person was injured, became ill or died
• Make recommendations to the employer regarding H&S at work
• Participate in incident investigations & Review the findings of investigations
• Keep records of recommendations made to employer & reports made to DoL.
• Employer responsible to ensure records of H&S committee are kept for at least
three years
H&S Committees- Functions

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COVID-19 Structures
COVID-19
Manager
COVID-19
Compliance
Officer
COVID-19
Response Team
Member /
Suitable person
/ employee

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COMPLIANCE: Structures- COVID-19 Compliance Officer
COVID-19 Compliance Officer is
responsible to:
Manage the phased-in of
return of employees from other
provinces, metropolitans and
district areas
Develop measures to ensure
that the workplace meets the
standards of health protocols,
adequate space for employees
and social distancing measures
for the public and service
providers
Ensure adherence to the
standards of hygiene and health
protocols relating to COVID-19
at the workplace
The development and
implementation of a COVID –
ready plan for the phased-in
return, of employees to the
workplace, prior to reopening
for business
The COVID-ready plan must
correspond with Annexure E
and should be retained for
inspection by the DoEL

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38 No. 43258 GOVERNMENT GAZETTE, 29 APRIL 2020
ANNEXURE E
WORKPLACE PLANS
Regulation 16(6)(b)
A COVID-ready Workplace Plan must be developed prior to the reopening of an enterprise employing persons or serving the public.
For small business, the plan can be basic reflecting the size of the business, while for medium and larger business, a more detailed written plan should be developed
given the larger numbers of persons in the workplace.
The Plan for medium and large businesses must include the following:
1. The date the business will open and the hours of opening;
2. The timetable setting out the phased return-to-work of employees, to enable appropriate measures to be taken to avoid and reduce the spread of the virus in
the workplace;
3. The steps taken to get the workplace COVID-19 ready;
4. A list of staff who can work from home: staff ho are 60 years or older; and staff with comorbidities who will be required to stay at home or work from home;
5. Arrangements for staff in the establishment:
a. Sanitary and social distancing measures and facilities at the entrance and exit to the workplace;
b. Screening facilities and systems;
c. The attendance-record system and infrastructure;
d. The work-area of employees;
e. Any designated area where the public is served;
f. Canteen and bathroom facilities;
g. Testing facilities (for establishments with more than 500 employees);
h. Staff rotational arrangements (for establishments where fewer than 100% of employees will be permitted to work).
6. Arrangements for customers or members of the public, including sanitation and social distancing measures.

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COMPLIANCE: Structures: COVID-19 Manager
• Ensure continued compliance the COVID-19 PLAN
set forth by the COVID-19 Compliance Officer
• Ensure that all employees are well versed in all the
identified risks that COVID-19 poses within the
working environment
• Enforce COVID-19 related preventative measures
in all areas of the workplace with all employees
• Ensure that, as far as is reasonably practicable, the
workplace remains current with updated
legislation measures and developments related to
COVID-19.
• Ensure that a distancing of minimum 1.5 meters is
maintained throughout the workplace by all
employees and visitors or alternatively ensure
adequate screening or barriers are in place to prevent
the spread of the COVID-19 virus
• Communicate as frequently as is necessary with SHE-
Committees and Representatives on all COVID-19 -
related health safety matters, facilitating feedback
and ensure that clear records are kept thereof
• Encourage employees to work from home as much
as possible
• Ensure continuous cleaning and de-sanitizing of all
relevant areas of the workplace

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COMPLIANCE: Structures: COVID-19 Manager
• Avoid any grouping of employees, visitors and
contractors workplace by ensuring
implementation of strict Workplace Distancing
Protocols & Standard Operating Procedures (SOP)
• Facilitate the implementation and management of
the Screening Process for all staff, contractors &
visitors
• Manage the process to follow if an employee is
confirmed or suspected to have COVID-19 in the
workplace
• Ensure that Medical Surveillance of recovered
employees are recorded.
• Determine the area of floor space in square
meters and calculate how many employees,
visitors, contractors and customers will be
allowed to be on the premises
• Take steps to ensure that persons queuing
inside or outside the premises are able to
maintain adequate distancing measures
• Provide hand sanitisers for use by the public
and employees at the entrance to the premises
• Assign an employee or any other suitable
person, as the compliance employee/s, who
must assist in the day to day requirements of
COVID-19 Compliance

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COMPLIANCE: Structures: Response Team Member/Suitable
Person/Employee
COVID-19 Response Team Member has the duty to:
Assist and support the
COVID-19 Compliance
Officer and/or COVID-19
Manager/s
Participate in educating
all employees on the
company’s COVID-19
preventative measures
Assist with on-going
communication to all
employees regarding
COVID-19 preventative
measures as required
Contribute to the
implementation and
evaluation of COVID-19
processes and protocols
Assist with Operating
Procedure & Medical
Screening Procedure of all
staff, visitors and
contractors
Contribute toward the
restriction of grouping in
the workplace, and
applying strict physical
distancing rules
Assist in managing the
protocols of confirmed or
suspected COVID-19 cases
in the workplace

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Safety
Checklist
Nr Typical Safety Representative Check List Yes No
BUILDINGS
1 Clean and in good state of repair
2 No broken windows, doors or other openings?
FLOORS
3 Clean and free from slippery substance
4 No tripping or other obstructions hazards?
5 No holes, unevenness or structural damage?
VENTILATION
6 Sufficient natural or artificial ventilation?
7 All fans in working order
8 Free from any dangerous gasses, dust, smoke etc.?
LIGHTING
9 Sufficient natural or artificial lighting?
10 All lights in working order?
11 No straining glares or contrasts?
12 No dark or shadowy spots?
HYGIENE / COVID-19
13 All toilets, urinals and change rooms clean and hygienic
14 Kitchens and eating places clean and hygienic?
15 No eating in places not so indicated?
16 Are all sanitiser dispensers refilled and operational?
17 All social distancing procedures being followed?
18 Are all signage clear and visible?
19 Are all designated waiting area’s clearly marked?
20 Are cloth face masks being worn correctly and at all times?
21 Are all barriers in place, where the 1.5m distance cannot be achieved?
22 Are all clear barriers clean and undamaged
23 Are all areas cleaned as planned and on time?
24 Are all work area’s desks and tables kept at 1.5 meters apart?
25 Is proper hand sanitising being done frequently by all?

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• COVID-19 company policy
• COVID-19 Standard Operating Procedures (SOP)
• Visitor & employee screening
• COVID-19 PPE
• Workplace checklists – monthly / weekly / daily
• COVID-19 incident reporting and investigation
• COVID-19 posters
SHE Reps Knowledge

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COMPLIANCE: Scope of SHE Reps in the COVID-19 Sphere
Other than assisting DoEL when coming to the workplace, SHE Reps also liaise
between management and employees
SHE Reps in the workplace may be involved in:
• Assisting the employer with COVID-19 measures
• Be proactive in identifying potential COVID-19 risks in the workplace
• Attend to and investigating COVID-19 -related complaints from employees
• Assisting in the investigation of COVID-19 incidents in the workplace
• Make COVID-19 -related health suggestions to management
• Assist in the COVID-19 implementation and communication of the back-to-
work plan

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Expectations from SHE Reps must ultimately be based on their ability to handle their normal
work activities as well as keeping an eye on everyone and everything else. This is not always easy
and SHE Reps feel the additional pressure bestowed upon them
If you really want to understand what the safety culture of a company is, speak to the safety representatives.
They are at the coal face of your safety management plan.
SHE Reps spend their time doing the work as part of a team and are given the additional responsibility of
documenting issues and completing check lists, attend safety meetings and discuss safety concerns with employees
during the day. The SHE Reps frequently share the additional burden of production expectations
Challenges and Concerns

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Regulation 16.5 “It must appoint a manager to address employee or workplace representative concerns and to keep
them informed and, in any workplace in which an health and safety committee has been elected, consult with that
committee on the nature of the hazard in that workplace and the measures that need to be taken
The regulations speak about a COVID-19 Manager who carries the responsibility to train, monitor and advise on site.
They are to communicate with the Safety Committee as well as the SHE Reps to ensure that the latest facts on the
ground are communicated throughout the workforce. (Avoiding groupings of employees should be kept in mind)
Should additional COVID-19 -responsibilities be given to SHE Reps? Ideally not.

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This is distinctly different from the above, specifically speaking about an employee, not rep or
committee member, but an employee selected to perform certain duties seemingly temporarily and
only with relation to the COVID – 19 crises. It also seems that the chosen person does not have to be
permanently employed either, but suitable to expedite COVID-19 related duties. These assigned
employees will assist the COVID-19 Manager in the day to day operations pertaining to the virus.
Assign, in writing, an employee or any other suitable person, as the compliance employee, who must
ensure-
compliance with the measures provided for in
paragraphs (a) to (d); and
that all directions in respect of hygienic conditions
and limitation of exposure to persons with COVID-19
are adhered to.

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The role and responsibilities of the COVID-19 selected persons is likely to mount as more employees return to work. Training
the returning employees will require time, which should not be harvested from the SHE Rep or the Committee Members.
Selected employees or other suitable persons must be tasked with only COVID-19 related issues as they will not be as easily
distracted with their daily activities.
Manufacturing, production and the other essential services remain as dangerous now, perhaps more so now with less hands,
and should not be overlooked. The SHE Reps and Committee Members must continue with their routines as before and
COVID-19 responsibilities should preferably not be added to their portfolio if possible.
The Regulations clearly state that the Occupational Health and Safety Act and subsequent Regulations are still valid and 100%
applicable. Therefore, we must be careful not to discard our current systems and safety procedures and only focus on COVID-
19.

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The COVID-19 landscape seems to change continuously. At the
drop of a hat, changes might need to be implemented as the
regulations changes frequently. This will add an unnecessary
burden to the SHE Reps and the Committee Members who should
only be tasked with the communication of certain facts and
procedures to the work force.
The execution of emergency protocols should be part of
the COVID Managers’ duties and his / she assigned
suitable persons. If screening, isolating or quarantine
protocols are implemented because a positive or potential
positive person is identified, immediate action may be
required. Workstations may have to be isolated and
cleaned and departments may have to be shut down.
Hands will be required for these protocols and
withdrawing SHE Reps or other employees off machines
and production scenarios could cause problems.

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• SHE Reps seen as the ‘voice of reason’ among the
workforce.
• SHE Reps are the go-to person for employees.
• SHE Reps should always be available to address
COVID-19 issues (when they are responsible for this)
and not be tied up in their daily activities.
Positive Aspects

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Final Thoughts –
Safety Representative Appointment
Check your attitude!
Look at your entire
company and all its
sections and divide
the areas up in a
logical way
Keep them informed Know your staff.
Respond / Re-act to
issues immediately.
Seek external advice Train, train, train
Appreciate them!

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Resources
59
oGEMS CLO support
oGEMS HWSS- New Services
oCentralized Event Co-ordination
Resources
GEMS Crisis support
Module
6

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GEMS CLO SUPPORT
A dedicated capacity support to Government depts in all provinces
• Dedicated relationship management capacity
• Advice and support
• Departmental Needs Assessment
• Wellbeing services/ Dept Wellbeing Strategy
• Member servicing
• Wellbeing Promotion
• Wellbeing events
• Wellbeing campaigns
• Wellbeing Change Leader resource centre (Website)
• Monitoring and reporting on trends and the impact of the
wellbeing programmes and initiatives
• Monthly/quarterly meetings
• Continuous quality assurance through surveys
Contact: cloevents@gems.gov.za

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GEMS HWSS Services
Service Description
Health Risk Assessment • Health Risk Assessments : Online; Onsite; Remote
• COVID-19 screening
Wellbeing Training
Manager training :
• GEMS HWSS Onboarding sessions (New Service Options);
• COVID-19 workplace training including COVID-19 screening training.
Employee Training :
• GEMS HWSS Onboarding sessions;
• Wellbeing awareness sessions :
• COVID-19 training;
• NCD’s: The prevention thereof, and living well with chronic diseases
• Psychosocial wellbeing and mental health;
• Women’s Wellbeing
GEMS Crisis support • Telecare/Telephonic support
• Support to deal with the challenges associated with COVID-19 and other personal
crisis or traumatic events

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GEMS CRISIS SUPPORT
• The Crisis Support SERVICE will equip and support
individuals to deal with the challenges associated with
COVID-19 and other personal crisis or traumatic events:
Telephonic support only .
• This will particularly benefit Government Departments
that do not have Employee Assistance Programmes
(EAP) services in place.

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GEMS CRISIS SUPPORT: Services

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CRISIS SUPPORT : Process/Journey

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CRISIS SUPPORT: Impact/Benefit
Benefit to Employees
Better overall health
and wellbeing
Improved motivation &
morale
Reduced work stress
Sense of control
Better life balance

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COVID-19 Toolkit
POSTERS & INFO SNIPPETS
• How to wear a mask
• How to keep mentally healthy during lockdown
• Staying positive during lockdown
• Exercises during lockdown
• Flu vaccination promotional material:
• Benefits of getting a flu vaccination
• How to keep healthy during flu season
• So, you’ve had your vaccination, now what?
• Facts and Myths regarding flu vaccination and
COVID-19
• What the law says about sharing COVID-19
information on social media
• How to keep safe during lockdown

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• Hotline 0800 299 999
• What's App 0600 123 456
• GEMS Crisis support SMS
GEMS to 32377
• COVID-19 Doctors on call
Helpline 087 0550 234
• Hello Doctor *120*394#
COVID Resources

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• New affordable entry level
option
• Level 1 to 5 employees will
receive 100% subsidy
• For more information on
the Tanzanite One option
contact:
cloevents@gems.gov.za

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Working towards a healthier you
Thank You
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