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TERS Benefit Extended from 16 October 2020 to 15 March 2021

The Minster of Employment and Labour has extended the TERS benefit from 16 October 2020 to 15 March 2021. Please click here to view the new Direction.

The Fund has created a new template with one change to column O (Remuneration for Work Done or Work To Be Done from 16 October 2020 to 31.12.2020). Therefore, the employer must complete 2.5 month’s remuneration for the application period of 16 October to 2020 31 December 2020. Employers are reminded that advances, ex gratia payments, or income related to annual or other leave, should be excluded from this value.

For assistance on how do I print the TERS report for the period 16 October 2020 to 15 March 2021 click here

Please note: For the below, remuneration means remuneration  as defined in the BCEA (Basic Conditions of Employment Act) read with Government Gazette 24889. “Remuneration” is defined in the BCEA as any payment in money or in kind, or both in money and in kind, made or owing to any person in return for that person working for any other person.

Summary of the new TERS rules (only new rules have been summarized below)                                                 
Who may claim?                                                       
  • This benefit will only be paid to qualifying employees who are contributors to UIF and their employers have declared and paid for them with the Fund.
  • Qualifying employees are –
    • Employees of employers who are not permitted to commence operations either fully or partially in terms of the Regulations published by the Minister of Cooperative Governance and Traditional Affairs in terms of the Disaster Management Act, and who operate in a section specified in Annexure A of the direction.
    • Employees of employers who are unable to make alternative arrangements for vulnerable employees to work from home or take other measures as contemplated in clause 20.3 of the OHS Direction (Consolidated Direction on OHS Measures), irrespective of whether the employer operated in a sector specified in Annexure A or not.
      *Vulnerable employee means an employee with known or disclosed health issues or comorbidities or any other condition that may place the employee at the higher risk of complications or death than other employees infected with COVID-19, or above the age of 60 years (or otherwise stipulated in any amended OHS Direction of National Disaster Regulation) who is at higher risk of complications or death if infected.
    • Employees of employers who are unable to make use of their services either fully or partially because of operational requirements based on the economic, technological, structural or similar needs of the employer caused by compliance with the Regulations made in terms of the Disaster Management Act or directions made under those Regulations in particular the need to limit the number of employees at the workplace through rostering, staggering of working hours, short time and the introduction of a shift system.
    • Employees who are required to ensure that they remain in isolation or in quarantine in terms of the OHS Direction or a direction issued by the Minister of Health following a high risk-contact, irrespective of whether the employer operates in a sector specified in Annexure A or not. These employees need not first exhaust their sick leave before claiming.                                                                                                          
The TERS benefit amount
  • Calculated in terms of section 13(1) of the Unemployment Insurance Act.
  • Should the benefit together with any remuneration earned fall below R3 500, the benefit will be increased to ensure that the employee, in total of both, receives R3 500.
  • The employer, provided that it is disclosed upfront in the benefit application, shall be entitled to supplement the amount received from the Fund; provided further that the benefit and any remuneration received by the employer for work performed by the employee in the period shall not exceed 100% of the remuneration that the employee would ordinarily have received working during that period.
  • Where a difference exists between the monthly salary captured (when applying for the benefit) and what is recorded as an average salary on the Fund’s system (based on the UIF submission files from 1 Oct 2019 – 31 March 2020), the calculation will be based on the lower of the two values.
The application procedure
  • Online at https://uifecc.labour.gov.za/covid19/
  • To effectively assess and process the claims, the Fund had to make some adjustments to the online portal. Claim codes are provided for the 4 categories of eligible employers:

  • Development of the online portal continues and the Fund requests patience as they phase in application processes for some of the new complex claim codes which require the addition of supporting information and documentation. Therefore, only ‘Claim Code 1’ can apply  making use of the revised CSV template (see attached).

  • In order for the employer to prove that they are unable to make alternative arrangements for vulnerable employees to work from home or take alternative arrangements for vulnerable employees to work from home or take alternative measures, and to provide that the employee is in quarantine or isolation and is entitled to benefits the following is required of the employer
  • Must submit the categories of data in (a) to (e) below to the National Institute for Occupational Health in the manner set out in the National Department of Health Guidelines:

(a)Each employee’s vulnerability status for serious outcomes of a Covid-19 infection;

(b)Details of the Covid-19 screening of employees who are symptomatic

(c)Details of employees who test positive in terms of a positive laboratory test for the Covid-19 virus;

(d)Details of employees identified as high risk contracts with the workplace if a worker has been confirmed as being positive;

(e)Details on the post -infection outcomes of those testing positive, including the return to work assessment outcomes

The employee declaration returns by the employer will confirm loss of income and thus inability to make alternative arrangements for the affected employees.
 

  • For more information, please click here.
  • The employer can also click on ‘Application Info’ on the TERS website for more information regarding the application procedure.
  • For any further assistance or questions, please contact the Fund Call Centre on 0800 030 007.

Reduced work time benefit
Who may claim?                                   Subject to the availability of sufficient credits, contributors whose employers do not operate in sectors set out in Annexure A and whose employers are unable to make use of their services either fully or partially as a result of compliance with Regulations made in terms of the Disaster Management Act or directions made under Regulations, shall be entitled to a reduced work time benefit in accordance with section 12(1B) of the Unemployment Insurance Act.                                                                                                                                               
The reduced work time benefit amount: The amount of the reduced work time benefit shall not be calculated with reference to the benefit level as contemplated in section 12(1B) of the Unemployment Insurance Act, but by utilising the IRR and sliding scale as provided for in the UI (Unemployment Insurance) Act.
The employer shall be entitled to supplement the reduced work time benefit amount received from the Fund, provided that the reduced work time benefit amount as well as any remuneration received by the employer for work performed in any period shall not exceed 100% of the remuneration that the employee would ordinarily have received for working during that period, provided that such supplement amount is disclosed upfront in the benefit application.
The application procedure: For information, please click  here and here.