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2019 nCoV Quick Reference for Health Workers

Posted by Stella Pascale on Tuesday, 18 February 2020 21:27


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Corsodyl Mouthwash

Posted by Stella Pascale on Thursday, 13 February 2020 14:31


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UWC - Expanded Functions 2000 Scope - 1-12 June 2020

Posted by Stella Pascale on Wednesday, 22 January 2020 01:00


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Oral B Power Brush and Toothpaste

Posted by Stella Pascale on Sunday, 19 January 2020 08:38


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Parental Leave is effective from 01-01-2020

Posted by Stella Pascale on Wednesday, 8 January 2020 21:29

SA Labour Guide
 
 
Parental leave is effective from 01 January 2020
By Jan du Toit: Senior Consultant: SA Labour Guide
 
 
On 18 December 2019, the President Ramaphosa announced an effective date of 1 January 2020 for sections 1 to 7 of the Labour Laws Amendment Act of 2018. This effectively amends the Basic Conditions of Employment Act to provide for, inter-alia, the much-anticipated parental leave.

As from the 1st of January 2020 the three days family responsibility leave that employees were entitled to upon the birth of a child, was replaced with parental leave as per the Labour Laws Amendment Act of 2018. The remainder of section 27 of the Basic Conditions of Employment Act (Family Responsibility Leave) remains intact, entitling employees to three days family responsibility leave when a child is sick (younger than 18 years of age) or alternatively upon the death of a family member as listed in the Act.

In terms of the Labour Laws Amendment Act an employee is entitled to 10 days parental leave upon the birth of the employee's child. Parental leave may also be applicable in circumstances where an employee legally adopts a child or when a child is placed by a court in the care of a prospective adoptive parent. In this regard one must consider the definitions of adoptive and prospective adoptive parents. A “prospective adoptive” parent means a person that complies with the requirements set out in the in the Children's Act of 2005. A prospective adoptive parent therefore means:
a person that is fit and proper to be entrusted with full parental responsibilities;
that is willing and able to undertake, exercise and maintain those responsibilities;
that is older than 18 years;
and that has been properly assessed by an adoption social worker.

“Adoptive parent” means a person who has adopted a child in terms of any law.

Based on the aforementioned it is evident that both male and female employees may qualify for parental leave depending the circumstances. However, if the employee gave birth to the child, she will not qualify for parental leave. Such employee is entitled to 4 months unpaid maternity leave.

Female employees may however qualify for parental leave in circumstances where such employee is one of the adoptive parents or a prospective adoptive parent as per the definitions above. For the purposes of adoption leave, the child must be younger than two years of age.

Adoptive parental leave entitles one of the parents to 10 weeks consecutive unpaid adoption leave. If an adoption order is made in respect of two adoptive parents, only one may apply for adoption leave and the other for parental leave. Parental leave entitles an employee to 10 consecutive days leave (not 10 working days):
after the employee's child has been born
an adoption order has been granted by a competent court, or
a child has been placed in the care of the prospective adoptive parent.

As indicated, such leave will be unpaid, and employees will therefore have to submit claims to the Unemployment Insurance Fund to qualify for payment during the periods of absence from work.

In terms of the Labour Laws Amendment Act, an employee is entitled to 66% of his or her regular earnings subject to the maximum income threshold as per the Unemployment Insurance Act. Contributors will not be entitled to be paid from the Unemployment Insurance Fund for parental leave if they were not employed and contributing to the fund during the 13 weeks prior to applying for such benefit. The same will be applicable for adoption leave.

It is important to note that in order to qualify for the payment of parental leave benefits from the Unemployment Insurance Fund, a male employee will have to adduce proof of him being the father of the child by virtue of a birth certificate with his name and surname appearing on it.

A further requirement in terms of the Amendment Act is that an employee must notify his or her employer in writing of the date that such leave is to commence and when the employee will return to work. Such notice must be given one month before:
the child is expected to be born,
or the date that the adoption order will be granted, or
when the child is placed in the care of a prospective adoptive parent.

“Employers are therefore urged to review their outdated policies and contracts of employment in so far as it relates to the provisions of the Labour Laws Amendment Act.”

Jan du Toit is available to assist employers with the formulation of policies in line with provisions of the Labour Laws Amendment Act of 2018 jand@labourguide.co.za 
 

OHASA Seminar Dates 2020

Posted by Stella Pascale on Thursday, 2 January 2020 08:49

OHASA Seminar Dates 2020

 

Eastern Cape Branch – Port Elizabeth - 8 February (Registration meeting)

                                                           - 30 May + 15 August (full Day seminars)

KwaZulu Natal Branch - Durban          - 14 March + 12 September (full days)

Gauteng Branch – Pretoria/Johannesburg - 7 March, 6 June, 3 October (full days)

Western Cape Branch – Cape Town     - 29 February (breakfast), 18 April, 15 August (full day)

                                                           AGM - 31 October (half day)

 

For more information please vivit the OHASA Events Calendar which will be updated as the information becomes available

IFDH Global Survey Series - #1

Posted by Stella Pascale on Thursday, 26 September 2019 02:35

The IFDH is fielding a survey to better understand global dental hygienists' toothpaste recommendation practices and information resources. 

 

We appreciate if you and your organization distribute this message to your members and encourage them to take to complete this simple, multiple choice survey in the next 45 days, with a deadline of November 15th.

 

It only takes 5 minutes.

Here’s the link for respondents to use: https://www.quicksurveys.com/s/Lt5f3

 

This is the first of a 3-part survey series using Survey Monkey through the end of 2020 (approximately one survey every 6 months), which will provide insights to help us identify opportunities for educational programs. We thank P&G for their support of this program. A summary of results will be jointly developed by IFDH and P&G to post online, share via social media and use in educational programs.

 

Thank you for your support of this program!

 

Peter

 

Peter Anas

Executive Director

director@ifdh.org

 

International Federation of Dental Hygienists

100 South Washington St.

Rockville MD 20850, USA

Phone:  240-778-6790, Press 3

Fax:  240-778-6112

Visit our web site at www.IFDH.o


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Codes 8165 8166 8167 Usage

Posted by Stella Pascale on Saturday, 7 September 2019 22:46

From: Nirvada Niranjan <NNiranjan@sada.co.za>
Date: Fri, Aug 23, 2019 at 4:53 PM
Subject: Code use




 

In a recent meeting we had with GEMS we were advised that the following codes are often used inappropriately. Furthermore, it was highlighted that oral hygienists seemed to be using these interchangeably quite often as well. I am including the below in a future Clinical Advisory Bulletin and thought I would share this with you should you wish to send out something to OHASA members as well.

8165 Sedative filling

This code is used for temporary fillings where the material used has a sedative effect on the pulp. It is not to be used where a sedative liner/base is used under a permanent resin or amalgam restoration. Liners and/bases cannot be billed separately from the resin or amalgam restoration. Sedative fillings are generally used to relieve acute pain. They may also be used in conjunction with the Atraumatic restorative technique, code 8228, where caries is removed with hand instruments only.

 

8166 Application of desensitising resin

8167 Application of desensitising medicament

Material is an adhesive resin

Flouride-based or other gel/paste medicament

Light cured, bonded to tooth or root surface

Topically applied

Technique sensitive and may require tooth isolation

Generally no isolation required

Billed per tooth

Billed per visit irrespective of number of teeth

 


Kind regards
 
Dr Nirvada Niranjan   |  Manager Clinical Support Services
South African Dental Association

E: nniranjan@sada.co.za
T: 011 484 5288   |  F: 086 557 2335
 

The Sparkle Brush Program, South Africa wins The Social Responsibility Program at the ISDH in Brisbane, Australia

Posted by Stella Pascale on Wednesday, 21 August 2019 01:13

The Sparkle Brush Program, South Africa wins The Social Responsibility Program at the ISDH in Brisbane, Australia.

Thank you to the UWC and UKZN Team, Colgate teams from KZN and WC, Johnson & Johnson, Wright Milliners, BOH 111 UWC and our graphic illustrator Pravar Naidoo for their contribution towards the success of this program .

A victory to the entire Sparkle Team.

 

 

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National Health Insurance Booklet

Posted by Stella Pascale on Saturday, 17 August 2019 06:52


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