International Social Security Association Meeting of Directors of Social Security Organizations in English-speaking Africa Banjul, The Gambia, 7-9 October 2003 Extending social security coverage An overview of social security in Namibia General Manager, Human Resources Social Security Commission Namibia ISSA/AFRICA/RM/BANJUL/2003/2-NAMIBIA
Extending social security coverage An overview of social security in Namibia General Manager, Human Resources Social Security Commission Namibia Introduction The Social Security Commission was established by Parliament, under the Social Security Act 1994 (Act 34 of 1994). The policy reflects the commitment of the Namibian government to care for its people through an income support system designed to cater for the largest possible number of Namibians. Namibia became independent in March 1990. Before independence and until 1994, the Ministry of Labour operated a fund, then known as the Workmen's Compensation Fund, to compensate for disablement caused by accidents or industrial diseases contacted by employees in the course of their employment, or in the event of death resulting from such accidents and diseases. This Fund had a very narrow range of benefits and did not cover a very significant percentage of the Namibian population. The Social Security Act created a system which provides protection through a series of public measures against economic and social distress that otherwise would be caused by the stoppage or substantial reduction of earnings resulting from sickness, maternity, injury, unemployment, invalidity, old age and death. This system also provides medical care, and subsidies for families with children. The powers, duties and functions of the Commission are provided for under section 9 of the Act, the following being of particular importance: to administer the funds established by the Social Security Act, or by/under any other law, the administration of which is assigned to the Commission; to make recommendations to the Minister of Labour regarding the application of the Act, amendments thereto and the introduction of regulations. Administrative organization A Chief Executive Officer (CEO) heads the Social Security Commission. He/she bears overall responsibility for the staff and all the monies entrusted to the institution. The CEO reports to the Board or the Commission, which constitutes ten commissioners appointed as follows: the chairperson appointed by the Minister of Labour;
2 three government representatives, one each representing the Ministry of Finance; the Ministry of Labour; and the Ministry of Wealth and Social Services (at least one should be a female); three trade union representatives, nominated by labour unions (at least one should be a female); three representatives nominated by employers' organizations (at least one should be female). The Social Security Commission's headquarters are located in the capital city of Windhoek, and there are four branch offices in towns across the country. Two branch offices are under construction in other towns, and will be in operation by August 2003. A future plan has made provision for the construction of another two branch offices to cover the east and north east regions of the country. The locations of the current and future offices of the Commission are such that, across the country, offices are evenly distributed as illustrated in the map of Namibia on page 3. The Commission's administrative operations are partially decentralized. All the offices administer: the registration of new members; the receipt and processing of claims; the collection of contributions. The approval and payout of all claims is carried out at the head office in Windhoek The Commission has a permanent staff of 181 employees, of which 159 are based at the headquarters in Windhoek and the rest at the branch offices. The map of Namibia illustrates the location of the Commission's offices. The towns where offices are in operation are: Oshakati; Grootfontein; Windhoek; Walvis Bay; Keetmanshoop. The towns where offices will be in operation by the end of 2003 are: Outapi; Luderitz. The towns where future offices are still to be built are: Gobabis; Katima Mulilo.
3 Registration and membership Section 20 of the Act stipulates that employers whose employees are younger than 65 years and who work for more than two days a week, must register with the Commission as an employer and must register all their employees. A self-employed person who does not employ any person may voluntarily register himself or herself as an employer and employee. By June 2003, the Commission had recorded a total of 445,043 registered employees and 3,886 employers. These figures include employees and employers based outside the country, i.e. diplomats on mission in foreign countries. The Commission issues a Certificate of Registration to each registered employer, and a Social Security Card to each employee upon registration. 3% 6% 10% 0% Khomas Region Hardap Region Karas Region 3% 0% 5% 38% Erongo Region Omaheke Region Okavango Region Caprivi Region Kunene Region 15% 10% 7% Omusati Region Ohangwena Region Oshana Region Oshikoto Region Otjozondjupa Region The pie chart above illustrates the distribution of registered employees in the different regions of the country. The Khomas region has the highest percentage (38 per cent) of employees because the capital city of Windhoek is situated in this region and being the national industrial and business centre, the region has more employment opportunities and therefore the highest concentration of employees.
4 3% 9% 52% 13% 2% 2% 2% 0% 0% 7% 2% 6% Khomas Hardap Karas Erongo Omaheke Okavango Caprivi Kunene Omusati Ohangwena Oshana Oshikoto Otjozondjupa Outside Namibia This pie chart illustrates the distribution of registered employers in different regions of the country. The chart shows that the Khomas region has also the highest percentage (52 per cent) of employers, more than half of the national total and this is because of the business potential in the region as explained before. Benefits to members The Social Security Commission has two funds in operation, the Employees Compensation Fund (ECF), established through the Employees Compensation Act, 1941 and is now also included in the Social Security Act, 1994 which has introduced provisions for the Maternity leave, Sick leave and Death Benefit Fund (MSD Fund). The ECF offers the following benefits: a) Medical expenses: Medical expenses incurred by or on behalf of an employee may be defrayed by the Fund. b) Transport of an injured employee: Expenses incurred for the transportation of an employee injured in an accident to a hospital or to his/her residence will be refunded from the Fund at a rate of NAD 1.00 1 per kilometre. 1 In August 2003 the rate of exchange was: USD 1.00 = NAD 7.35 (NAD = Namibia Dollar).
5 c) Temporary Total Disablement (TTD): Compensation is payable to an injured employee during TTD by way of periodical payments at the rate of 75 per cent of his/her monthly earnings up to NAD- 3,000 per month. The maximum compensation for temporary total disablement will therefore be NAD 2,250 per month. d) Permanent Disablement (PD): Compensation for Permanent Disablement (PD), which is assessed at 30 per cent or less, takes the form of a lump sum, based on 15 times the employee's monthly earnings up to NAD 1,680. Maximum Permanent Disability payable will therefore be NAD 25,200. e) Funeral/burial expenses: An allowance not exceeding NAD 2,600 may be paid towards the necessary burial expenses from the Fund. f) Compensation to survivors when an employee dies: If an employee dies as a result of an accident, the spouse and children are entitled to receive lump sums from the Fund. The MSD funds the following benefits: a) Maternity leave benefit - a female employee on maternity leave qualifies for 80 per cent of her remuneration with a minimum of NAD 240.00 and a maximum of NAD 2,400 per month. b) Sick leave benefit - is payable after an employee has exhausted the leave period provided for in the Labour Act or the employment contract. c) Death, disability and retirement benefits - a single payment of NAD 2,500 will be made upon the death of a fully paid up member or upon retirement or permanent disability. Contributions Upon registration, a fee of NAD 10.00 per employee and NAD 10.00 per employer is payable. Contributions are payable from the first day of the month following registration. The employee's contribution must equal 0.9 per cent of his/her remuneration. This contribution may not be less than NAD 2.70 or more than NAD 27.00 per month. The employer contributes the same amount as the employee. It is the responsibility of the employer to ensure that both (employees' and employers') contributions are paid. Contributions are paid at the Commission's offices or directly into the Commission's bank account. Contributions are accumulated in special funds out of which benefits are paid. Surplus funds not needed to pay current benefits are invested to earn further income. The books of the Commission are audited by the Auditor-General to ensure that members' contributions have been utilized for approved purposes. Records and claims The Commission has a well-established centralized computer system for recording and maintaining data and making it easily accessible to all offices for the processing of claims. The most important prerequisite for a claim to be processed is that the monthly contributions are fully paid and up to date. The Commission's system is efficient in providing all the
6 necessary information in time to speed up the process, i.e. a death claim can be processed within 24 hours of submission, if all requirements are met. The Commission issues cheques or deposits the money into the beneficiary's bank account. The Commission also has an active mechanism for disseminating information about claims procedures, which is very important and useful for the employees. Strategies for future development The Commission has a social responsibility towards the country. To be able to reach further out towards the population beyond only employed persons, the Commission has introduced the Development Fund. This Fund finances training and job creation schemes, especially for citizens who are historically disadvantaged. Two other funds with broader benefits for the population are also to be introduced: The National Pension Fund and the National Medical Benefit Fund. The Pension Fund will provide old-age pensions to all employees, and the Medical Fund will provide universal medical aid. These schemes would also be financed on the basis of employee and employer contributions.