Document Code: NeftalyP149
Approved By: Chief Executive Officer (CEO)
Date Approved: 31 October 2025
Review Date: 28 November 2026
Policy Owner: Neftaly Chief Human Capital Officer, NeftalyCHCR
NeftalyP149-1 Overview
NeftalyP149-1-1 The Neftaly Human Capital Disability Management Policy (NeftalyP149) provides a structured framework to ensure equitable treatment, support, and inclusion of all Human Capital with disabilities. This policy promotes accessibility, reasonable accommodations, and effective management of disability-related issues across all Neftaly Royal Divisions.
NeftalyP149-2 Purpose
NeftalyP149-2-1 The purpose of this policy is to:
- NeftalyP149-2-1-1 Establish procedures for supporting Human Capital with disabilities.
- NeftalyP149-2-1-2 Ensure compliance with Neftaly’s Royal values, ethical standards, and relevant labor and disability legislation.
- NeftalyP149-2-1-3 Promote inclusion, equal opportunity, and safe working environments.
- NeftalyP149-2-1-4 Provide standardized documentation for requests, accommodations, and monitoring.
NeftalyP149-3 Scope
NeftalyP149-3-1 This policy applies to:
- NeftalyP149-3-1-1 All Human Capital within Neftaly, including Officers, Deputy Chiefs, Royal Directors, and Non-Executive Members.
- NeftalyP149-3-1-2 Any disability—physical, sensory, cognitive, or mental health—that affects work performance or accessibility.
- NeftalyP149-3-1-3 Accommodation, workplace adjustments, leave, or any support provided to Human Capital with disabilities.
NeftalyP149-4 Policy Statement
NeftalyP149-4-1 Neftaly is committed to fostering an inclusive environment where all Human Capital, regardless of disability, can contribute fully to the organization. Accommodations, support measures, and equitable management practices will be provided in accordance with this policy.
NeftalyP149-5 Core Principles
- NeftalyP149-5-1 Equity and Inclusion: Disability will not hinder participation or career progression.
- NeftalyP149-5-2 Confidentiality: All medical and personal information is handled securely.
- NeftalyP149-5-3 Reasonable Accommodation: Necessary adjustments will be provided to facilitate effective work.
- NeftalyP149-5-4 Accountability: Supervisors and Royal Directors are responsible for implementing accommodations.
- NeftalyP149-5-5 Continuous Improvement: Programs will be regularly reviewed to enhance accessibility and support.
NeftalyP149-6 Procedures and Processes
NeftalyP149-6-1 Disclosure and Notification
- NeftalyP149-6-1-1 Human Capital are encouraged to disclose disabilities voluntarily to their Officer or HR Representative using NeftalyF149-01 Disability Disclosure Form.
- NeftalyP149-6-1-2 Disclosure is confidential and used solely to provide appropriate support.
NeftalyP149-6-2 Assessment and Accommodation
- NeftalyP149-6-2-1 The CHCO, in consultation with Royal Directors, will assess accommodation requests.
- NeftalyP149-6-2-2 Use NeftalyF149-02 Accommodation Request Form to document required adjustments.
- NeftalyP149-6-2-3 Accommodations may include modified workstations, assistive technology, flexible schedules, or adjusted responsibilities.
NeftalyP149-6-3 Implementation of Accommodations
- NeftalyP149-6-3-1 Officers ensure timely provision of approved accommodations.
- NeftalyP149-6-3-2 Accommodation implementation is documented in NeftalyD149-01 Accommodation Log.
- NeftalyP149-6-3-3 Supervisors monitor effectiveness and address any challenges in collaboration with the CHCO.
NeftalyP149-6-4 Monitoring and Review
- NeftalyP149-6-4-1 Regular follow-ups are conducted to assess the effectiveness of accommodations.
- NeftalyP149-6-4-2 Adjustments are updated in the Accommodation Log and reported quarterly using NeftalyR149-01 Disability Management Report Template.
NeftalyP149-6-5 Training and Awareness
- NeftalyP149-6-5-1 Neftaly provides periodic training for Officers, Royal Directors, and Human Capital on disability awareness, inclusion, and support measures.
- NeftalyP149-6-5-2 Training participation is logged using NeftalyD149-02 Disability Awareness Training Register.
NeftalyP149-6-6 Reporting and Escalation
- NeftalyP149-6-6-1 Any issues or complaints regarding disability management are escalated to the CHCO and CEO.
- NeftalyP149-6-6-2 Serious grievances are handled in accordance with Neftaly Human Capital Conduct Policy.
NeftalyP149-7 Roles and Responsibilities
| Role | Responsibilities |
|---|---|
| Chief Executive Officer (CEO) | Ensures organizational commitment to disability inclusion and approves major initiatives. |
| Chief Human Capital Officer (CHCO) | Oversees policy implementation, ensures accommodations, and monitors compliance. |
| Royal Directors | Approve accommodation plans and ensure divisional compliance. |
| Deputy Chiefs / Officers | Facilitate implementation of accommodations and monitor effectiveness. |
| Human Capital Members | Disclose disabilities where necessary and engage in support processes. |
NeftalyP149-8 Documentation and Templates
- NeftalyP149-8-1 NeftalyF149-01: Disability Disclosure Form
- NeftalyP149-8-2 NeftalyF149-02: Accommodation Request Form
- NeftalyP149-8-3 NeftalyD149-01: Accommodation Log
- NeftalyP149-8-4 NeftalyD149-02: Disability Awareness Training Register
- NeftalyP149-8-5 NeftalyR149-01: Disability Management Report Template
NeftalyP149-9 Compliance and Monitoring
- NeftalyP149-9-1 The CHCO conducts biannual audits to ensure accommodations are implemented and effective.
- NeftalyP149-9-2 Non-compliance or failure to provide reasonable accommodations will trigger corrective action.
- NeftalyP149-9-3 Compliance reports are submitted to the CEO and Royal Board Committee.
NeftalyP149-10 Review and Evaluation
NeftalyP149-10-1 This policy will be reviewed annually or as required to ensure compliance with legal standards, organizational objectives, and best practices in disability inclusion.
NeftalyP149-11 Frequently Asked Questions (FAQs)
Q1: Is disclosure of disability mandatory?
A: No, disclosure is voluntary but encouraged to ensure appropriate support.
Q2: Who approves accommodations?
A: Accommodations are assessed and approved by the CHCO in consultation with the relevant Royal Director.
Q3: How is confidentiality ensured?
A: All information is stored securely and shared only with authorized personnel involved in implementing accommodations.
Q4: Can accommodations be temporary?
A: Yes, accommodations can be temporary or permanent depending on the needs of the Human Capital.
Q5: What if an accommodation request is denied?
A: The CHCO will provide a rationale and explore alternative solutions in collaboration with the Human Capital.
Approved By:
Neftaly Malatjie
Chief Executive Officer