Workplcaes or f All Op{testvo za Site - SINTEF · NVO Polio Plus. Potrebata od vakov vid na istra`uva~ki pristap e poddr`ana od Ministerstvoto za trud i socijalna politika. SOROS

R E P O R T I Z V E [ T A J

Workplaces for All A pilot study

on employment and working conditions for

people with disabilities in Macedonia

Op{testvo za SitePilot studijaza vrabotuvawe i rabotnite uslovi za licata so invalidnost vo Makedonija

Risto Petrov, Zora Jacova, Lisbet Grut, Cathrine Eide Valsø, Geir Tyrmi

August 2006

University of Ss. Cyril and Methodius Methodius

R E P O R T I Z V E [ T A J

Workplaces for All A pilot study

on employment and working conditions for

people with disabilities in Macedonia

Op{testvo za SitePilot studijaza vrabotuvawe i rabotnite uslovi za licata so invalidnost vo Makedonija

Risto Petrov, Zora Jacova, Lisbet Grut, Cathrine Eide Valsø, Geir Tyrmi

University of Ss. Cyril and Methodius Methodius

4 © University of Ss. Cyril and Methodius and SINTEF

The workshop “Society for All” in December 2005 in Skopje raised the

discussion about challenges regarding workplaces for people with

disabilities in the Republic of Macedonia. Among the participants were

representatives from Macedonian authorities, international and national

NGOs and national DPOs, protective companies and universities. The

participants supported the idea of conducting a pilot study as a first step

towards a better understanding of the concept “Workplaces for all”. The

main approach was stated by one of the participants:

“This workshop has showed the real interest and need for building an

integrated strategy for improved employment for people with disabilities,

with involvement from all the stakeholders.”

The pilot study was initialised in February 2006 by the Faculty of Philosophy

at the University of St. Cyril and Methodius and the Norwegian research

institute SINTEF, in close cooperation with the Macedonian DPO PolioPlus.

The need for this kind of scientific approach is supported by the Ministry of

Labour and Social Policy. FOSIM Macedonia and SINTEF have supported the

study financially.

During the pilot study the research team has received valuable support from

the Agency of Protective Companies, but first of all we would like to thank the

managers and employees of the involved companies for their willingness to

co-operate in the study.

This report presents the results from the study both in English and

Macedonian. In the event of any uncertainty in the interpretations between

the two languages, the English version will be considered as the correct

text.

Skopje/Oslo, September 2006

Professor Risto Petrov Senior scientist Lisbet Grut

University of Ss. Cyril and Methodius SINTEF Health Research

PrefacePreface

5© University of Ss. Cyril and Methodius and SINTEF

PredgovorRabotilnicata „Op{testvo za site“ vo Dekemvri 2005 god. vo Skopje

ja pottikna diskusijata za predizvicite vo vrska so rabotnite

mesta na licata so invalidnost vo Republika Makedonija. Pome|u

u~esnicite na rabotilnicata bea i pretstavnici na makedonskite

vlasti, internacionalni i nacionalni NVO-i i nacionalni DPO-

i, za{titni kompanii i univerziteti. U~esnicite ja poddràa

idejata za sproveduvawe na pilot studija kako prv ~ekor kon podobro

razbirawe na konceptot „Rabotno mesto za site“. Glavniot

pristap be{e izloèn od strana na eden od u~esnicite:

„Ovaa rabotilnica pokaà vistinski interes i potreba za izgradba

na integrativna strategija za podobruvawe na vrabotuvaweto na

licata so invalidnost, so vklu~uvawe na site avtoriteti “.

Pilot studijata zapo~na vo Fevruari 2006 od strana na Filozofski

fakultet na Univerzitetot „Sv. Kiril i Metodij” i Norve{kiot

istraùva~ki institut SINTEF, vo sorabotka so Makedonskata

NVO Polio Plus.

Potrebata od vakov vid na istraùva~ki pristap e poddràna od

Ministerstvoto za trud i socijalna politika. SOROS Makedonija

i SINTEF finansiski ja poddràa studijata. Za vreme na pilot

studijata istraùva~kiot tim dobi zna~ajna poddr{ka od

Agencijata na za{titni kompanii, no pred se nie bi sakale da im

se zablagodarime na menaxerite i vrabotenite od vklu~enite

kompanii za nivnata podgotvenost da sorabotuvaat vo studijata.

Ovoj izve{taj gi sodrì rezultatite od studijata na Angliski

i na Makedonski jazik. Vo slu~aj na nekakvi nesigurnosti vo

interpretaciite me|u dvata jazika, Angliskata verzija }e se smeta

za korekten tekst

Skopje/Oslo, Septemvri 2006

Profesor Risto Petrov Postar istraùva~ Lizbet Grut

Univerzitet Sv.Kirili Metodij SINTEF Istraùvawe vo zdravstvoto

Predgovor

Table of contentsTable of contents

Introduction 8Definitions 16Preparations for the pilot study 22Methodology 26Findings 30

Themes for the managers 30Themes for the disabled employees 42

Discussion and recommendations for further research 54Further research 58

Figures:

Figure 1 12Figure 2 18Appendix 621.Partners in the project 622.Interview guide 643.Description of the companies 72

Voved 9

Definicii 17

Podgotovki za pilot studijat 23

Metodologija 27

Rezultati 31

Temi za menaxerite 31Temi za popre~enite vraboteni 43

Diskusija i preporaki za ponatamo{no istraùvawe 55

Ponatamo{no istraùvawe 59

Figuri:

Figura 1 13Figura 2 17

Prilog 631. Partneri vo proektot 632. Vodi~ za intervjuto 653. Opis na kompaniite 73

SodrìnaSodrìna


IntroductionIntroductionThe organized protection of persons with disabilities in the Republic of Macedonia

starts after 1945. Today we can say that according to the type and level of the disability there

are special schools, centres for education and rehabilitation, day care centres, stationary

institutions and protective companies for employment of the disabled persons.

The situation for people with disabilities in the Macedonian workforce is largely governed

by the law of protective companies that gives the companies official benefits for employing

workers with disabilities1. The regulations give workers with disabilities the right to the

same working conditions as non-disabled workers.

Article 4 in this document specifies the special conditions and benefits for employing and

working of disabled persons to be:

Creating working conditions by adapting the working place, equipment acquisition,

rebuilding and adaptation of work space according to the disabled person who will

be working there as well as the regulations;

Tax relief and securing of funds for legal contributions;

Financial work support.

Article 5 follows up with requirements for the companies:

When employing the disabled person, the (?) employer should create appropriate

working conditions according to the type and degree of disability and education of

the disabled person and the work place.

Article 8 specifies the provision of Special Funds:

The funds for creating special conditions and benefits for employing and working

of disabled persons by: adaptation of the work place, equipment supply, rebuilding

and adaptation of the workspace, are provided by the Special Fund.

1 According to “Review of laws that regulate the work of Protective Trading Companies”, published by Union of Protective Companies, Skopje, English version, November 2004.


VovedVovedOrganiziranata za{tita na licata so invalidnost vo Republika Makedonija

zapo~nuva posle 1945 godina. Denes mo`e da konstatirame deka vo soglasnost so vidot

i stepenost na popre~enost postojat specijalni u~ili{ta, centri za obrazovanie

i rehabilitacija, centri za dneven prestoj, stacionarni institucii i za{titni

kompanii za vrabotuvawe na ovie lica.

Situacijata na licata so invalidnost vo Makedonskata rabotna sila e vo golema

mera rakovodena od zakonot za za{titni kompanii koj {to im dava na kompaniite

oficijalni beneficii za vrabotuvawe na rabotnici so popre~enost.1 Zakonite, na

licata so popre~enost, im go davaat pravoto na isti rabotni uslovi kako i zdravite

rabotnici.

^len 4 od ovoj dokument gi specificira specijalnite uslovi i beneficii za

vrabotuvawe i rabota na invalidnite lica:

Dodeluvawe na nepovratni sredstva za vrabotuvawe na neopredeleno vreme

na nevraboteno invalidno lice, adaptacija na rabotnoto mesto na koe

}e raboti invalidnoto lice dokolku taa e potrebna i nabavka na oprema

spored kriteriumite i na na~in utvrden so akt na ministerot za trud i

socijalna politika;

Osloboduvawe od danoci i obezbeduvawe na sredstva za pridonesi;

Finansiska poddr{ka vo raboteweto.

^len 5 gi opredeluva slednite obvrski za kompaniite:

Koga se vrabotuva invalidnoto lice rabotodavecot treba da kreira

soodvetni rabotni uslovi vo soglasnost so tipot i stepenot na

popre~enost i edukacija na invalidnoto lice i rabotnoto mesto.

^len 8 go specificira obezbeduvaweto na specijalnite fondovi:

Fondovite za kreirawe na specijalni uslovi i beneficii za vrabotuvawe

i rabota na invalidnite lica so: adaptacija na rabotnoto mesto,

obezbeduvawe na oprema, renovirawe i adaptacija na rabotnoto mesto, se

obezbedeni od Posebniot Fond.

1 Spored “Pregled na zakoni koi ja reguliraat rabotata na Za{titni Trgovski Kompanii”,objaven od Agencijata za za{titni kompanii, Skopje, Angliska verzija, Noemvri 2004.


A workshop called „Society for all” was arranged in Skopje, 8th of December 2005.

The purpose of the workshop was to gather representatives from the authorities, academia,

disabled persons organisations and companies to present and discuss challenges

regarding workplaces for people with disabilities in Macedonia.

The workshop was initiated through the SME-ART project2 in which SINTEF supports

small and medium sized enterprises (SME) in Macedonia with capacity-building and

development of applied R&D capabilities, focused on strengthening the SME sector. The

idea of elaborating this work into a project on persons with disabilities in the workplaces

came from a company project through the SME-ART. The involvement of local stakeholders

was seen as crucial.

The discussion at the workshop revealed the need for more evidence based knowledge about

the working conditions for people with disabilities. The workshop participants supported

the idea of conducting a pilot study as a first step towards a better understanding of policy,

organisation and measures of workplaces for people with disabilities in Macedonia.

There is also need for more knowledge about assistive devices and adaptations as well as

accessibility, legislation and regulations. This will benefit both the workers with disabilities

as well as the companies.

SINTEF, the Faculty of Philosophy Institute of Special Education and Rehabilitation in Skopje

and PolioPlus, a Macedonian Disabled People’s Organisation (DPO), formed a working

group to prepare and conduct the pilot study. SINTEF and FOSIM agreed to contribute to

the funding of the project. In addition Ministry of Labour and Social Policy of Republic of

Macedonia was invited to participate.

Building capacity in the companies and improving the working conditions are seen as an

important goal in the project. To ensure this the project will build on the experiences from

the SME-ART project of linking SMEs, authorities and academia, as well as including the

DPOs. A sketch for the concept is shown as follows

2 The SME-ART project is funded by the Norwegian Ministry of Foreign Affairs


Rabotilnicata nare~ena „Op{testvo za site” be{e odràna vo Skopje na

8-mi Dekemvri 2005. Celta na rabotilnicata be{e da sobere pretstavnici od

vlastite, Univerzitetot, kompanii i organizacii na licata so invalidnost za da se

prezentiraat i diskutiraat predizvicite {to se odnesuvaat na rabotnite mesta na

licata so invalidnost vo Makedonija.

Rabotilnicata be{e inicirana preku SME-ART proektot2 na SINTEF koj gi podrùva

malite i sredni pretprijatija vo Makedonija so sposobnost za gradewe i razvoj na

primeneti istraùva~ki i razvojni sposobnosti, naso~eni kon zajaknuvawe na SME

sektorot. Idejata za razrabotuvawe na ovaa rabota vo proekt, za licata so invalidnost

na nivnite rabotni mesta proizleze od drug proekt preku SME-ART. Vklu~uvaweto na

lokalni partneri e od krucijalno zna~ewe.

Diskusijata na rabotilnicata ja otkri potrebata za pogolemi soznanija bazirani na

pove}e dokazi vo vrska so rabotnite uslovi na licata so invalidnost. Participantite

na rabotilnicata ja poddràa idejata za sproveduvawe na pilot studija kako prv

~ekor kon podobro razbirawe na politikata, organizacijata i merkite vo rabotnite

mesta na licata so invalidnost vo Makedonija.

Isto ima potreba za pogolemo znaewe za pomo{nite napravi i adaptacii kako i

pristapnosta, legislativata i zakonite. Ova }e bide korisno kako za vrabotenite

invalidni lica taka i za kompaniite.

SINTEF, Institutot za defektologija pri Filozofskiot Fakultet vo Skopje i Polio

Plus, Makedonska organizacija za popre~eni lica (DPO), formiraa rabotna grupa da

ja podgotvi i sprovede pilot studijata. SINTEF i SOROS se soglasija da doprinesat

vo finansiraweto na proektot. Vo dopolnenie Ministerstvoto za trud i socijalna

politika na Republika Makedonija be{e pokaneto da participira.

Kapacitetot za gradewe vo kompaniite i podobruvaweto na rabotnite uslovi se

gledani kako va`na cel vo proektot. Za da se obezbedi ova proektot }e se bazira na

iskustvata od SME-ART proektot za povrzuvawe na SME, vlastite i akademijata, kako i

vklu~uvawe na DPO. Vo prodolènie sledi {ema na konceptot:

2 SME-ART proektot e finansiran od Norve{koto Ministerstvo za Nadvore{ni Raboti.


Main stakeholders:

Protective Companies (Companies employing people with disabilities)

Organizations for people with disabilities

Authorities at national and regional level responsible for education, employment

and rehabilitation for people with disabilities

Universities in the field of disability and rehabilitation

Objectives:

Get research based documentation about employment and working conditions

among people with disabilities in Macedonia. To present results on the challenges

and needs regarding workplaces for persons with disabilities.

To raise awareness on the importance of connection between academia, DPOs

and the authorities in working together for capacity building in the improvement of

rights and conditions for disabled persons in the workplace.

Figure 1 Society for All Concept (SINTEF 2006)

“Society For All”

DPOs

Civil Rights

Workplaces for AllCapacity Building

SINTEF

DPOs

Civil Rights

AUTHORITIES

Legislation

Funding

COMPANIES

Employment

Accessibility

AUTHORITIES

Legislation

Funding


Glavni sorabotnici:

Za{titni kompanii (kompanii koi vrabotuvaaat lica so popre~enost)

Organizacii za licata so popre~enost

Avtoriteti na nacionalno i regionalno nivo odgovorni za edukacija,

rehabilitacija i vrabotuvawe na licata so popre~enost

Univerzitetot koj raboti na poleto za edukacija i rehabilitacija

Celi:

Da se dobie dokumentacija zasnovana na istra`uvawe vo vrska so vrabotuvaweto

i rabotnite uslovi na licata so invalidnost vo Makedonija. Da se prezentiraat

rezultatite za predizvicite i potrebite vo vrska so rabotnite mesta za licata

so invalidnost.

Da se podigne svesnosta za va`nosta na povrzuvaweto me|u akademijata, DPO-i

i vlastite vo zaedni~kata rabota za gradeweto na kapacitetite vo podobruvawe

na pravata i uslovite za invalidnite lica na rabotnite mesta.

Figura 1 Op{testvo za site Koncept (SINTEF 2006)

“Society For All”

DPOs

Civil Rights

Workplaces for AllCapacity Building

SINTEF

DPOs

Civil Rights

AUTHORITIES

Legislation

Funding

COMPANIES

Employment

Accessibility

AUTHORITIES

Legislation

Funding


To prepare the framework and work packages for larger projects that connects the

stakeholders and realizes wider goals.

Approach:

A qualitative research project will be conducted in co-operation between scientists

from SINTEF, scientists from University of St. Cyril and representatives from the DPO

Polio Plus. SINTEF Health Research will be responsible for the development of the

qualitative research methodology in the project.

A professional team from the Institute for Special Education and Rehabilitation,

including students, by visiting and interviewing the employed disabled people and

the managers of the protective companies, will describe the situation regarding the

employment and the status of the disabled people.


Da se podgotvi ramka za rabotni paketi za pogolemi proekti koi }e gi povrzat

avtoritetite i }e realiziraat po{iroki celi.

Pristap:

Kvalitativniot istraùva~ki proekt }e bide sproveden vo sorabotka pome|u

profesionalcite od SINTEF, profesionalcite od Univerzitetot Sv. Kiril i

Metodij i pretstavnici od NVO Polio Plus. SINTEF istraùvawe vo zdravstvoto

}e bide odgovoren za razvoj na kvalitativnata istraùva~ka metodologija vo

proektot.

Profesionalniot tim od Institutot za Defektologija, vklu~uvaj}i studenti,

preku posetuvawe i intervjuirawe na vrabotenite invalidni lica i menaxerite

od za{titnite kompanii, }e ja opi{e situacijata vo vrska so vrabotuvaweto i

statusot na invalidnite lica.


DefinitionsDefinitionsUnderstanding disability

In the 1970s there was a strong reaction among representatives of organisations of

persons with disabilities and professionals in the field of disability against the then

current terminology. The new concept of disability was more focused on the close

connection between the limitations experienced by individuals with disabilities, the

design and structure of their environments and the attitude of the general population.

Recent development has seen a shift in terminology and an increasing tendency towards

viewing the disability complex as a process (the disablement process), involving a number

of different elements on individual and societal levels.

International Classification of Functioning, Disability and Health (ICF)

The adoption of the World Health Organisation’s International Classification of

Functioning, Disability and Health3 represents a milestone in the development of the

disability concept. From 1980 and the first classification (The International Classification

of Impairments, Disabilities and Handicaps (ICIDH) (WHO, 1980)), a 20 year process has

resulted in shift in the WHO conceptual framework from a medical model (impairment

based) to a new scheme that focuses on limitations in activities and social participation.

Although not representing a complete shift from a strictly medical to a strictly social model,

the development culminating with ICF nevertheless implies a much wider understanding

of disability and the disablement process.

3 WHO, 2001


DefiniciiDefinicii

Sfa}awe na popre~enosta

Vo 1970 godina se pojavi silna reakcija od reprezentite na organizaciite na

licata so popre~enost i profesionalcite vo poleto na popre~enosta protiv

toga{nata postoe~ka terminologija. Noviot koncept na popre~enost be{e pove}e

fokusiran na bliska povrzanost pome|u ograni~uvawata iskuseni od individualci

so popre~enost, dizajnot i strukturata na nivnata sredina i stavot na op{tata

populacija. Sovremeniot razvoj zabele`a smena na terminologijata i zgolemuvawe

na tendencijata kon sogleduvaweto na kompleksot na popre~enosta kako proces

(procesot na popre~uvawe), vklu~uvaj}i broj na razli~ni elementi na individualni

i socijalni nivoa.

Internacionalna klasifikacija na funkcionirawe, popre~enost izdravje (ICF)

Usvojuvaweto na Internacionalna klasifikacija na funkcionirawe,

popre~enost i zdravje3 (ICF) na Svetskata Zadravstvena Organizacija prestavuva

prestvrtnica vo razvojot na konceptot za popre~enost. Od 1980 god. prvata

klasifikacija (Internacionalnata Klasifikacija na O{tetuvawe, Popre~enost i

Hendikepite (ICIDH) (WHO, 1980), dvaesetgodi{niot proces rezultira{e so smena

vo koceptualnata ramka na medicinskiot model na SZO (baziran na o{tetuvawata)

na nova {ema koja se fokusira na ograni~uvawata na aktivnostite i socijalnata

participacija. Iako ne pretstavuvaj}i kompletna smena od strogo medicinski na

strogo socijalen model, razvojot koj kulminira{e so ICF vo sekoj slu~aj implicira

mnogu po{iroko razbirawe na popre~enosta i procesot na popre~uvawe.

3 SZO, 2001


Persons with disabilities in Macedonia

The law for employment of the disabled people 4 in article 2, specifies the persons that this

law regards:

„A disabled person according to this law is a person with visual impairment, hearing

impairment, with a voice, speech and language disability, body impairment, with

disability in the intellectual development and people with multiple disabilities which

because of the degree of disability have special needs in their working”.

„As a disabled person is also considered a person that is a labour invalid with a

residual and decreased work ability and if he is enrolled in the evidence of the

Agency for employment of Republic of Macedonia as a unemployed person…”

Republic of Macedonia as well as the other neighbour countries, do not have precise

statistic parameters for the number of the disabled children/persons.

4 Gazette of R.M. nb.87/2005

Health Condition

(disorder/disease)

ParticipationActivityBody functions and structure

Personal factorsEnvironmentalfactors

Figure 2 The ICF Model of Functioning, Disability and Health (WHO, 2001)


Lica so invalidnost vo Makedonija

Zakonot za vrabotuvawe na invalidni lica4, vo ~len 2, od aspekt na vrabotuvaweto na

ovie lica, naveduva na koi lica se odnesuva ovoj zakon:

„Invalidno lice, vo smisla na ovoj zakon, e lice so o{teten vid, o{teten

sluh, so pre~ki vo glasot, govorot i jazikot, telesno invalidno lice,

lice so pre~ki vo intelektualniot razvitok i lice so kombinirani

pre~ki koe poradi stepenot na invalidnost ima specifi~ni potrebi vo

raboteweto”.

Invalidno lice se smeta i invalid na trudot so preostanata ili namalena

rabotna sposobnost i ako se vodi vo evidencijata na Agencijata za

vrabotuvawe na Republika Makedonija kako nevraboteno lice...”

Republika Makedonija, kako i drugite zemji od nejzinoto opkru`uvawe, nema precizni

statisti~ki pokazateli za brojot na decata/licata so invalidnost.

4 Slu`ben vesnik na Republika Makedonija broj 87/2005

Personalni faktoriSredinski faktori

U~estvoTelesni funkcii i strukturi

Aktivnost

Figura 2 Modelot na ICF na Fukcionirawe, Popre~enost i zdravje (SZO,2001)

Zdravstvena sostojba (pre~ka/bolest)


Protective companies

According to article 11, of the Law for employment of disabled persons 5

„For the employment of disabled persons protective companies are founded as

commercial companies. A protective company can be founded if it employs at

least five people on a indeterminate time period, from which at least 40 % are

disabled people from the total number of employees, from which at least half

are people with a diagnosed disability according to article 2, premise 1 of this

law”.

Before 2000, when the Law for employment was implemented 6, there were companies

for professional training and employment of invalids. From the middle of 2000 these

companies were re-registered and continued to work as protective trade companies under

the condition to fulfil the above mentioned conditions (specified in article 11 of the Law

for employment of disabled persons).

According to article 4 of the Law for employment of disabled persons the following measures

for improvement of the conditions for employment and work of the disabled person:

“-grant of irretrievable means for employment on an indeterminate time of the

unemployed disabled person, adaptation of the work place, that the disabled

person will work on, if necessary and purchase of equipment according to the

criteria and on a manner determinate with an act of the Minister of Labour and

Social Policy; tax relief and providing means for the salaries and financial

support for the work”.

The means for improvement of the conditions for employment and work of the disabled

persons, the adaptation of the work place and purchase of equipment, according to

article 8 of the mentioned Law, are provided from the Special Fund for improvement of the

condition for employment and work of the disabled person.

The work training and employment of the persons with disability in the republic of

Macedonia are regulated with the policy for work training of disabled persons7 and with

the Law for employment of disabled persons8 and the Laws for changes and annex of the

Law for employment of the disabled persons9, on the grounds of which is made a refined

text of the Law for employment of disabled persons10

5 Gazette of R.M. nb.87/20056 Gazette of R.M. nb.44/20007 Gazette of R.M. nb.54/20048 Gazette of R.M. nb.44/20009 Gazette of R.M. nb.16/2004 and 62/200510 Gazette of R.M. nb.87/2005


Za{titni kompanii

Soglasno ~len 11 od Zakonot za vrabotuvawe na invalidni lica5

„Zaradi vrabotuvawe na invalidni lica se osnovaat za{titni

dru{tva kako trgovski dru{tva. Za{titno dru{tvo mo`e da se osnova

ako vrabotuva najmalku pet lica na neopredeleno vreme od koi najmalku

40% se invalidni lica od vkupniot broj vraboteni, od koi najmalku

polovinata se lica so utvrdena invalidnost vo smisla na ~lenot 2, stav

1 od ovoj zakon”.

Do 2000 godina, koga e implementiran Zakonot za vrabotuvawe na invalidni lica6,

postoeja pretprijatija za profesionalno osposobuvawe i vrabotuvawe na invalidi.

Od sredinata na 2000 godina ovie pretprijatija se preregistriraa i prodol`ija

da rabotat kako za{titni trgovski dru{tva, pod uslov da gi ispolnuvaat pogore

navedenite uslovi (navedeni vo ~len 11 od Zakonot za vrabotuvawe na invalidni

lica).

Soglasno ~len 4 od Zakonot za vrabotuvawe na invalidni lica, se predlagaat slednite

merki za podobruvawe na uslovite za vrabotuvawe i rabotewe na invalidno lice:

„dodeluvawe na nepovratni sredstva za vrabotuvawe na neopredeleno

vreme na nevraboteno invalidno lice, adaptacija na rabotno mesto na

koe }e raboti invalidnoto lice dokolku taa e potrebna i nabavka na

oprema spored kriteriumite i na na~in utvrden so akt na ministerot

za trud i socijalna politika; osloboduvawe od danoci i obezbeduvawe

na sredstva za pridonesi i finansiska poddr{ka na nivnata rabota”.

Sredstvata za podobruvawe na uslovite za vrabotuvawe i rabotewe na invalidnite

lica, adaptacija na rabotnoto mesto i nabavka na oprema, soglasno ~len 8 od

navedeniot zakon, se obezbeduvaat od Posebniot fond za podobruvawe na uslovite za

vrabotuvawe i rabotewe na invalidnite lica.

Rabotnoto osposobuvawe i vrabotuvawe na licata so invalidnost vo Republika

Makedonija se regulirani so Pravilnikot za rabotno osposobuvawe na invalidni

lica7 i so Zakonot za vrabotuvawe na invalidni lica8 i Zakonite za izmenuvawe

i dopolnuvawe na Zakonot za vrabotuvawe na invalidni lica9, vrz osnova na koi e

izraboten pre~isten tekst na Zakonot za vrabotuvawe na invalidni lica10.

5 Sl.vesnik na RM broj 87/20056 Sl.vesnik na RM broj 44/2000 god7 Slu`ben vesnik na RM broj 54/20048 Slu`ben vesnik na RM broj 44/20009 Slu`ben vesnik na RM broj 16/2004 i 62/2005 godina10 Slu`ben vesnik na RM broj 87/2005 godina


Preparations for the pilot studyPreparations for the pilot studyAs a first step of the pilot study the research team participated at a one day

workshop arranged by SINTEF in Skopje, discussing the qualitative methodology, the

interview technique and the topics of the interview guide. Polio Plus also participated at

the workshop. The following days the team visited a few protective companies in Skopje,

Bitola and Negotino.

At first the team decided to include eight protective companies in the pilot-study.

Two of these companies participated, together with other protective companies, at a one-

day conference organized by SINTEF in Skopje, December 2005.

The pilot aimed to include protective companies from different regions in the

Republic of Macedonia, companies of different size and from different industrial branches,

as well as companies employing people with different kinds of disabilities. When choosing

the actual companies the team had no information on the number of disabled employees

or types of disabilities on these actual companies.

The Agency of the protective companies was asked for information on the companies

and provided data on the protective companies. The Agency informed the protective

companies about the pilot and that they could expect to be visited by the team.

The following days the protective companies asked for additional information

regarding the field visit to their actual company and the team made agreements with

each company. The companies reacted differently to the request from the team. At some

companies the field visit was arranged immediately, at others there took some time to find a

date that suited both parts. At one company it was not possible to make agreements within

the time limits for the pilot. Another company was not operative at the time. Because of

this the team decided to include more companies in the sample and asked for information

on four additional protective companies from the Agency, but received information on only

one. The research team stated that the other three were not operative despite the fact that

they received the means for employment of disabled persons. Because the team did not

get access to all the companies listed, we needed to limit the study to those respondents

that were accessible to us. As the study is a pilot this was acceptable.


Podgotovki za pilot studijataPodgotovki za pilot studijataKako prv ~ekor vo pilot studijata, istra`uva~kiot tim u~estvuva{e na

ednodnevna rabotilnica organizirana od strana na SINTEF vo Skopje, diskutiraj}i

za kvalitativnata metodologija, intervjuira~kata tehnika i temite od vodi~ot za

intervju. Polio Plus isto taka u~estvuva{e na rabotilnicite. Narednite denovi

timot poseti nekolku za{titni kompanii vo Skopje, Bitola i Negotino.

Na po~etokot timot odlu~i da vklu~i osum za{titni kompanii vo pilot studijata.

Dve od ovie kompanii u~estvuvaa zaedno so drugi za{titni kompanii na ednodnevnata

konferencija organizirana od SINTEF vo Skopje, Dekemvri 2005 god.

Pilot proektot ima{e intencija da opfati za{titni dru{tva od pove}e

regioni vo Republika Makedonija, za{titni dru{tva so razli~na golemina i od

razli~ni industriski granki kako i kompanii koi vrabotuvaat lica so razli~ni

vidovi na popre~enost. Vo vremeto na na{ata opredelba za navedenite za{titni

dru{tva nemavme podatoci za brojot na vraboteni invalidni lica i za vidot na

invalidnosta.

Site podatoci koi{to ni bea potrebni za za{titnite dru{tva gi pobaravme

i gi dobivme od Zaednicata na za{titni dru{tva. Zaednicata gi informira{e

za{titnite kompanii vo vrska so pilot studijata i deka tie treba da o~ekuvaat poseta

od strana na timot.

Narednite denovi za{titnite kompanii pobaraa dopolnitelni informacii

vo vrska so terenskata poseta na odredenoto za{titno dru{tvo i timot se dogovara{e

so sekoja kompanija. Kompaniite razli~no reagiraa na barawata od timot. Kaj nekoi

kompanii terenskata poseta be{e vedna{ dogovorena, kaj drugi be{e potrebno

odredeno vreme da najdat termin koj }e bide soodveten za dvete strani. Kaj edna

kompanija ne be{e vozmo`no da se dogovorime vo vremenskite ramki na proektot.

Druga kompanija ne funkcionira{e vo toj moment. Poradi ova timot odlu~i da vklu~i

pove}e kompanii vo primerokot i pobara informacii za ~etiri dopolnitelni

za{titni kompanii od Zaednicata, no dobi informacii samo za edna. Stru~niot tim

konstatira deka ostanatite tri kompanii ne funkcioniraat i pokraj faktot deka tie

dobile sredstva za vrabotuvawe na popre~enite lica. Bidej}i timot ne dobi pristap

vo site navedeni kompanii, treba{e da ja ograni~ime studijata na onie respondenti

koi ni bea dostapni. Bidej}i studijata e pilot-studija ova be{e prifatlivo.


The research team contacted all in all twelve protective companies for employment

of disabled workers (from a total of 566 companies listed at the Agency for protective

companies):

- We realized interviews with seven of the twelve companies.

- Four of the twelve protective companies did not function anymore.

- One protective company did not accept to participate in the study.

The following protective companies were included in the sample (see appendix 3 for

a description of the companies):

Protective company LocationEmployed persons No. of

interviewedpersonsDisabled

Nondisabled Total

Enigma Bitola 15 17 32 4

Koper Negotino 22 28 50 3

Blaze TM Negotino 3 3 6 2

Skandios Kumanovo 3 2 5 3

Siti Trejd Skopje 5 6 11 5

Ilinden 2002 Stip 12 17 29 3

Ting Kocani 10 25 35 2

Total 70 98 168 22


Istra`uva~kiot tim kontaktira{e so vkupno 12 za{titni dru{tva za vrabotuvawe

na invalidni rabotnici (od vkupno 566 od listata na Zaednicata na za{titni

dru{tva):

- samo so sedum od dvanaesette kompanii gi realiziravme intervjuata

- ~etiri od dvanaeset za{titni dru{tva pove}e ne funkcioniraat

- edno za{titno dru{tvo ne ja prifati sorabotkata.

Pregled na za{titni kompanii bea vklu~eni vo primerokot (vidi prilog 3 za

opisot na kompaniite):

Za{titni kompanii LokacijaVraboteni lica Broj na

intervjuiranilicaPopre~eni

Nepopre-~eni Vkupno

Enigma Bitola 15 17 32 4

Koper Negotino 22 28 50 3

Bla`e TM Negotino 3 3 6 2

Skandios Kumanovo 3 2 5 3

Siti Trejd Skopje 5 6 11 5

Ilinden 2002 [tip 12 17 29 3

Ting Ko~ani 10 25 35 2

Vkupno 70 98 168 22


MethodologyMethodologySelection of the problem and the research design

Before going further into the research process and the results, we will describe

the theoretical frame, that is, the definition of the phenomenon and the design of the

research.

Departure point for this study was a contextual approach; the purpose was to gain

information to describe the situation of people with disabilities in Macedonia in a certain

context. The conceptual model is the functioning of the social institutions in which

people with disabilities are included and the interaction between the individual and the

institution within a specific context. The objective of the pilot was to give a presentation of

the situation of employed disabled persons in Republic of Macedonia.

The research problem was specified into two research goals:

To gain more knowledge on the status of employed disabled people in Republic of

Macedonia in the protective companies;

To identify “best practice” regarding the work situation of people with disabilities.

As this was a pilot study it was essential to collect an empirical basis for framing hypotheses

and questions for further research. Because the study had an open and explorative design,

we decided to make a strategic sample. That is, we accepted to choose a suitable sample

within relevant companies. In order to arrange for an open approach we decided to do semi

structured interviews. Semi structured interviews allow us to collect data through an open

conversation between the informant(s) and the interviewer. A semi structured interview

allows us to adapt the interview situation to the actual situation and the capabilities of the

respondents.

Semi structured interviews are sometimes called “conversations with a purpose”. These

types of interviews are guided by a pre-written interview guide consisting of topics and/or

open ended questions. The interview guide is attached (appendix xx). This means that the

interviews are organised to invite the respondent to talk about the subjects specified in

the guide. The qualitative approach also enables the interviewer to ask questions that are

not specified in the guide during the interview in order to follow interesting topics that may

turn up.


MetodologijaMetodologijaIzbor na problemot i dizajnirawe na istraùvaweto

Pred da navlezeme podlaboko vo istraùva~kiot proces i rezultatite, }e

ja opi{eme teoretskata ramka odnosno definiraweto na fenomenot i dizajnot na

istraùvaweto.

To~kata na poa|awe vo ovaa studija be{e kontekstualen pristap. Celta be{e da

dojdeme do informacii koi ja opi{uvaat situacijata na licata so invalidnost vo

Makedonija vo opredelen kontekst. Celta na pilot studijata be{e da ja reprezentira

situacijata na vrabotenite invalidni lica vo Republika Makedonija.

Istraùva~kiot problem be{e specificiran vo dve istraùva~ki celi:

Da se utvrdi statusot na vrabotenite lica so invalidnost vo Republika

Makedonija vo za{titnite kompanii;

Da se identifikuva „najdobra praksa” vo odnos na rabotnata situacija na

licata so popre~enost.

Bidej}i ova e pilot studija, be{e esencijalno da se sobere empiriska baza za

ramkovnite hipotezi i pra{awa za ponatamo{nite istraùvawa. Bidej}i studijata

ima{e otvoren i eksplorativen dizajn se odlu~ivme da napravime strate{ki

primerok odnosno prifativme da odbereme soodveten primerok vo relevantnite

kompanii. So cel da ovozmoìme otvoren pristap se odlu~ivme da napravime

polustrukturirani intervjua. Polustrukturiranite intervjua ni ovozmoùvaat da

sobereme podatoci preku otvoreni konverzacii me|u informantite i intervjuerot.

Polustrukturiranoto intervju ni ovozmoì da ja adaptirame intervjuira~kata

situacija na aktuelnata situacija i sposobnostite na respondentite.

Polustrukturiranite intervjua ponekoga{ se narekuvaat „konverzacii so cel“. Ovie

vidovi na intervjua se vodeni od prethodno napi{an vodi~ za intervjuto koj sodrì

temi i/ili otvoreni pra{awa. Vodi~ot za intervju e priloèn vo prilog 2. Ova

zna~i deka intervjuerite se organizirani da go pokanat respondentot da zboruva za

temite specificirani vo vodi~ot. Kvalitativniot pristap isto taka mu ovozmoùva

na intervjuerot da postavuva pra{awa koi ne se specificirani vo vodi~ot so cel da

prosledi nekoi interesni temi koi {to se pojavile.


The interviews were taped and transcribed. We created associative models and defined

concepts by using the inductive method. The data - the statements of the respondents

- were divided into themes. We sorted the statements of the respondents, comparing

similarities and differences. In this way we wanted to discover the internal dimension of

the phenomenon studied.

To gain an adequate insight into the data material we made a descriptive indexing.

In this process we noticed that the respondents had several experiences in common. These

experiences were elaborated to be key themes. The findings will be introduced according

to the key themes.


Intervjuata bea snimeni i transkribirani. Sozdadovme asocijativni modeli i

definiravme koncepti so koristewe na induktivniot metod. Podatocite-izjavite

na respondentite-bea podeleni na temi. Gi sortiravme izjavite na respondentite,

kompariraj}i sli~nosti i razliki. Na ovoj na~in sakavme da ja otkrieme vnatre{nata

dimenzija na izu~uvaniot fenomen.

So cel da se zdobieme so adekvaten vnatre{en pregled na materijalot so

podatocite napravivme deskriptivno indeksirawe. Vo ovoj proces zabele`avme deka

respondentite imaat odredeni zaedni~ki iskustva. Ovie iskustva bea elaborirani

kako klu~ni temi. Rezultatite }e bidat prika`ani vo soglasnost so klu~nite temi.


FindingsFindingsTHEMES FOR THE MANAGERS

The benefits from the Agency for protective companies

We asked the managers about the benefits from the Agency for protective companies.

Are the benefits satisfactorily and how do they use them?

Most of the managers of the protective companies in this pilot tell they have partly used

benefits that are granted by the special fund according to the legislative. Very few of the

companies used the benefits in total and no company in this material have used none of

the benefits.

The benefits are used for different purposes, mostly for salaries, machines and equipment.

Some has as well used the benefits for renovating the workplace. Most of the managers

are satisfied with the benefits they have received, but not everyone as some have received

benefits for only some of the workers. In some cases the benefits are postponed for a long

time without any particular reason.

Examples of quotations:

Concept Quotation by the managers

Haven’t used /

Partly used „I used only half of the means that I received; there are a lot of molestations

in the Agency for employment. I bought machines and equipment. I am

satisfied from the opportunity to be released from the taxes”.

Didn’t used at all „The benefits that we received from the employment of these persons

are 20 salaries”.

„The other benefit was for the purchase of the machine. The third benefit

was for the building of the object, making conditions for work of the

workers”.


RezultatiRezultatiTEMI ZA MENAXERITE

Gi pra{avme menaxerite vo vrska so benificiite od Agencijata na za{titni

kompanii. Dali benificiite se zadovolitelni i kako gi koristat?

Pove}eto od menaxerite na za{titnite kompanii vo ovaa pilot studija ka`aa deka

delumno gi iskoristile benificiite koi {to se obezbedeni od posebniot fond

soglasno legislativata. Mnogu malku od kompaniite vo celost gi iskoristile

benificiite, a ne postoi kompanija koja ne gi iskoristile sredstvata od fondot.

Benificiite se iskoristeni za razli~ni celi, najmnogu za plati, ma{ini i oprema.

Nekoi gi imaat iskoristeno benificiite za renovirawe na rabotnoto mesto.

Pove}eto od menaxerite se zadovolni od dobienite benificii no ne site, bidej}i

nekoi kompanii imaat dobieno benificii samo za nekoi od rabotnicite. Vo nekoi

slu~ai benificiite se odlo`eni za podolgo vreme bez nekoja konkretna pri~ina.

Primeri na citati:

Koncept Citati od menaxerite

Ne iskoristile /

Delumno iskoristile „Iskoristiv samo polovina od sredstvata {to gi dobiv, ima

mnogu malverzacii vo Agencijata za vrabotuvawe. Kupiv ma{ini

i oprema. Jas sum zadovolen od mo`nosta da bidam osloboden od

danok“.

Iskoristile vo celost „Beneficiite {to gi dobivme od samoto vrabotuvawe na vakvi

rabotnici se 20 plati“.

„Druga beneficija ima{e za kupuvawe na ma{ina. Treta beneficija

be{e za izgradba na objektot, sozdavawe uslovi za rabota na

rabotnicite“.


Adaptations of the work environment

We asked the managers about what kind of adaptations they have made in order to

improve the work place for the disabled employees.

All the managers of the protective companies included in the pilot inform that they have

made adaptations for improvement of the work place and most of the managers say they

have made adaptation of the work environment to make the work positions adjusted to the

impairments of the disabled workers.



No adaptation /

Adaptation of the work place „Look, the persons with body impairment (those two cases- the women)

they have problems with their legs and they work by sitting”.

Adaptation of the working

environment

„We build in additionally signal devices on all the machines, we put an

assembly lane, we are planning to make the heating more efficient and

we make attempts to eliminate the dust permanently from the painting

department- to make a system for absorption of dust”.

Interpersonal relations

On question about the interpersonal relation between the disabled employees

and their colleagues, we found that most of the managers understand the interpersonal

relations between the employees to be satisfactorily. Several of the managers explain that

the contact between the employees and the disabled colleagues continues as well after

work.

A larger part of the respondents also answer that the prejudice that were present during

the employment of the disabled persons, now had vanished, and they pointed out the

attempt of the employees to learn the sign language of the deaf with the purpose of having

a normal communication in their daily work.


Adaptacii na rabotnata sredina

Gi pra{avme menaxerite vo vrska so adaptaciite {to gi imaat napraveno so

cel da se podobri rabotnoto mesto za invalidnite vraboteni lica.

Site od menaxerite na za{titnite kompanii vo ovaa pilot studija izjavija deka imaat

napraveno adaptacii za podobruvawe na rabotnoto mesto, a pove}eto od menaxerite

ka`aa deka imaat napraveno adaptacii na rabotnata sredina so cel rabotnite mesta

da gi usoglasat spored sposobnostite na ispitanicite.

Primeri na citati:


Bez adaptacija /

Adaptacija na rabotnoto

mesto

„Rabotnite mesta se spored sposobnostite. Licata so mentalna

retardacija se na poednostavni rabotni zada~i, sekoga{ vo

pridru`ba na drugo lice“.

Adaptacija na rabotnota

sredina

„Dopolnitelno se vgradeni signalni uredi na site ma{ini,

vgradena e monta`na lenta, vo plan e da se napravi zatopluvaweto

poefikasno i da se vgradi sistem za vpivawe na ostatokot od

pra{ina“.

Interpersonalni odnosi

Na pra{aweto za interpersonalnite odnosi pome|u invalidnite vraboteni i

nivnite kolegi zaklu~ivme deka menaxerite smetaat deka interpersonalnite odnosi

me|u vrabotenite se na zadovolitelno nivo. Nekolku od menaxerite objasnija deka

kontaktot me|u vrabotenite i invalidnite kolegi isto taka prodol`uva i posle

rabotnoto vreme.

Pogolem del od respondentite isto taka odgovorija deka predrasudite koi bile

prisutni pri vrabotuvaweto na invalidnite lica sega se nadminati. Isto taka go

izdvojuvame i obidot na vrabotenite da go nau~at znakovniot jazik na gluvite so cel

da ostvarat nepre~ena komunikacija vo sekojdnevnata rabota.




The interpersonal relations are

not on a satisfactory level/

Satisfactory interpersonal

relations after surpassing the

preliminary prejudices

„Well, at first I called a meeting; I told them that disabled workers will

come here. There were problems in the beginning but now they fit in,

there isn’t problems, we are together for New Year, we go to restaurants,

so there is no problem”.

„Sometimes they don’t, but here they are accepted and they have healthy

relations between each others The non disabled workers learned how to

communicate on the language of the deaf”.

Satisfactory level of

interpersonal relations

„I know that a large number of the employees, the others…they associate

with the disabled people, they associate after the working hours are

over”.

The work conditions of the disabled employees

The managers were asked to tell about the working conditions for the disabled

employees. Almost all of the managers pointed out that the disabled employees have

equal working conditions as the others at the company. Only one pointed out that there

is a difference regarding the payment between disabled and non disabled workers, as

disabled workers are paid less.

Exam3ples of quotations:


There is no equal treatment on

the work place„Look the non disabled workers receive better salary”.

There is an equal treatment on

the work place

„I believe that the people with disabilities have equally good working

conditions as the rest of the workers.

You know, since the first day I forbade the use of the word invalidity. It

is too labelling…

„I don’t see at them like group”.


Primeri na citati:


Interpresonalnite odnosi

ne se na zadovoluva~ko nivo/

Zadovolitelni

interpersonalni relacii

posle nadminuvaweto na

prvobitnite predrasudi

„Pa, prvo svikav sostanok, im rekov }e dojdat lica-invalidi.

Ima{e na po~etokot reakcii, , ama sega se vklopija i nema problem,

{tom i za Nova Godina zaedno odime, pa i tuka vo kafana, ne e

problem“.

„Ponekoga{ ne se vklopuvaat, no ve}e se prifateni i imaat

zdravi odnosi me|u sebe. Drugite rabotnici go nau~ija jazikot na

gluvonemite“.

Zadovoluva~ko nivo na

interpersonalni odnosi

„Golem del od vrabotenite, onie drugite....se druàt so licata

so posebni potrebi, se druàt i posle rabotnoto vreme“.

Menaxerite bea pra{ani da kaàt za rabotnite uslovi na invalidnite vraboteni

lica. Re~isi site menaxeri go naglasuvaat ednakviot tretman kon invalidnite lica

na rabotnoto mesto, a samo eden od niv ukaùva na razlikata vo odnos na isplatata

me|u invalidnite lica i ostanite vraboteni, invalidnite rabotnici se pomalku

plateni.

Primeri na citati:


Ne postoi ednakov tretman

na rabotnoto mesto„Vidi, zdravite mnogu pove}e zemaat, platata poubava im e“.

Postoi ednakov tretman na

rabotnoto mesto

„Jas u{te prviot den ja zabraniv upotrebata na zborot

invalidnost-premnogu e etiketira~ki. Licata so posebni

potrebi imaat podednakvo dobri rabotni uslovi kako i

ostanatite rabotnici“.

„Jas ne gi gledam kako grupa“.


Reasons for employing disabled persons

We asked the managers why they employ disabled persons. The most common

reason given for employing a disabled person is the benefits granted from the fund.

However, in addition to this many of the managers also pointed out the human dimension

in employing a disabled person. So, a combination of these two variables seems to be

representative for most of the companies included in this pilot.



Benefits as a challenge„The initiative for employment honestly said are the relieves that the

state gives”.

The human dimension as a

challenge

„To help them- that was my basic intention. At the beginning it was

not the benefits; the most important for me was to include them in the

society”.

„I worked for six years with disabled persons. I knew that they can work

if they are motivated. I knew that they are good workers”.

Combination of the previous

two

„On the first place are the human motives. I have a lot of friends that

have children with special needs.

The second reason is of course the possibility to receive benefits”.

Regularity in the salary payment

On questions about payment, almost all the managers state that they pay the salary

at a regular basis. Only two of them have a delay with the payment, but this pass for all the

employees in the companies not only the disabled ones.



Irregularity in the payment of

the salary

„Up until now it was regular, but the last couple of months we are late

with the salaries”.

Regular payment of the salary „It is regular. When there is a need we call them additionally and they

are paid for that”.

„Well it is true it is regular, we have inspections”.


Gi pra{avme menaxerite zo{to vrabotuvaat invalidni lica. Naj~estata dadena

pri~ina za vrabotuvawe na invalidno lice se benificiite koi gi obezbeduva fondot.

Vo sekoj slu~aj vo dopolnenie na ova golem del od menaxerite ista taka ja istaknaa

humanata dimenzija pri vrabotuvaweto na invalidnite lica. No i kombinacijata

na ovie dve varijabli izgleda deka e reprezentativna za pove}eto od kompaniite

vklu~eni vo ovaa pilot studija.

Primeri na citati:


Benificii kako predizvik „Inicijativata za vrabotuvawe iskreno kaàno se

olesnuvawata {to gi dava dràvata“.

Humanata komponenta kako

predizvik

„Da im se pomogne- toa mi be{e osnovna namera. Na po~etokot

ni beneficii nema{e, najva`no mi be{e da gi vklu~am vo

op{testvenata zaednica“.

„[est godini rabotev so hendikepirani lica. Znaev deka moàt

da rabotat ako bidat motivirani. Znaev deka se toa dobri

rabotnici“.

Kombinacija od predhodnite „Na prvo mesto bea humanite pobudi. Imam mnogu prijateli koi

imaat deca so posebni potrebi.

Kako vtora pri~ina e mo`nosta da se dobijat benificii“.

Vo vrska so pra{aweto za platata skoro site menaxeri kaàa deka ja ispla}aat

platata redovno. Samo dvajca od niv imaat zadocnuvawe nha isplatata me|utoa ova

vaì za site vraboteni ne samo za popre~enite.

Primeri na citati:


Neredovnost vo isplatata na

li~niot dohod

„Dosega redovno, no poslednive nekolku meseci docnime so

platite“.

Redovna isplata na li~niot

dohod

„Da redovno, preku banka. Po potreba gi povikuvame na

dopolnitelna rabota, a toa e dopolnitelno i plateno“.

„Pa redovna e, ni doa|a inspekcija“.


Difficulties during the initiation of the Protective Company

The managers were asked to tell about the main problems in employing disabled

persons. The most common reason for the difficulties for initiation of the protective

companies was the misuse of the benefits by the institutions in the process of receiving

the benefits. One respondent pointed out the prequalification of the disabled persons as

the main problem during the initiation of the protective company. The negative attitudes

from the local community is also mentioned as a reason for disturbing the work of the

protective company.

We emphasize the opinion of a manager who points out the negative experience

of the disabled persons in the previous period by other protective companies; actually he

stresses the misuse as an obstacle for an opening of a protective company: „We had big

problems. Someone told to the employees that they will receive the salary and they don’t

have to go to work. I said this is not true. We have to keep you three years, but I will give you

the salary if you work. This is a private company. You have to work”.



Abuse by the relevant

institutions in the process of

receiving the benefits

„There are a lot of molestations in the Agency for employment…To

receive the means you have to go thru everything and at the end you

don’t receive everything”.

Negative attitude from the

local surroundings

„Some of them resisted- 50% resisted, but today that’s changed, 89%

changed, it could never be 100 %”.

Prequalification of the

disabled persons

„It took a longer time for training, they are not used on having a work

discipline, simply don’t have any work habits”.

Social inclusion of the employed disabled persons

The managers were asked about their opinion on how the disabled employees

are included in the local community. It seems that all employees with disabilities in the

companies included in this pilot are included in the local community.

One manager suggested to strengthen the interpersonal relations in the protective

companies and their indirect influence over the local community: “The clubs, the unions

should work harder. One of the things that can be done is for example to organise meetings

for the persons that are working at the protective companies”.


Menaxerite bea pra{ani da kaàt koi se glavnite problemi pri vrabotuvawe

na invalidni lica. Naj~esta pri~ina za pote{kotiite pri otvaraweto na za{titnite

kompanii bila zloupotrebata na beneficiite od strana na institucii pri dobivaweto

na beneficiite. Eden respondent ja naglasuva prekvalifikacijata na invalidnite

lica kako osnoven problem pri otvaraweto na za{titnata komapnija, negativni

stavovi od lokalnata zaednica se isto taka spomnati kako pri~ina za popre~uvawe

na rabotata na za{titnata komanija.

Go izdvojuvame i razmisluvaweto na eden menaxer koj go naglasuva negativnoto

iskustvo na invalidnite lica vo prethodniot period od strana na drugi za{titni

kompanii, odnosno ja naglasuva zloupotrebata kako pre~ka za otvarawe na za{titnata

kompanija: „Ima{e golemi problemi. Na vrabotenite nekoj im kaàl deka }e

dobiete plati a na rabota ne mora da doa|ate. Moravme da im kaìme deka tri

godini mora da gi drìme ali plati }e vi se dava ako moè da srabotite“.

Primeri na citati:


Zloupotreba od strana na

relevantnite instituciite

pri dobivaweto na

benificiite

„Ima mnogu malverzacii vo Agencijata za vrabotuvawe. Za da se

dobijat sredstva treba mnogu da se izma~ite i na krajot ne gi

dobivate site“.

Negativni stavovi na

lokalnata zaednica

„Nekoi od gostite pruàa otpor- 50 % pruàa otpor, no denes e

izmeneto, 80 % izmeneto, ne moè da bide 100 %“.

Prekvalifikacija na

invalidnite lica

„Im be{e potrebno pove}e vreme za obuka, ne se nau~eni na rabotna

disciplina, ednostavno nemaat rabotni naviki“.

Socijalna inkluzija na vrabotenite invalidni lica

Menaxerite bea pra{ani vo vrska so nivnoto razmisluvawe za toa kako

invalidnite vraboteni lica se vklu~eni vo lokalnata zaednica. Se ~ini deka site

vraboteni so invalidnost vo ramkite na proektot se celosno vklu~eni vo ramkite na

lokalnata zaednica.

Ja izdvojuvame sugestijata na eden menaxer za zajaknuvawe na interpersonalnite

odnosi vo ramkite na za{titnite komanii i nivnoto indirekno vlijanie vrz lokalnata

zaednica. „Samite klubovi bi trebalo pove}e da rabotat, samite zdruènija.

Da se napravat me|usebni druèwa na lu|eto {to rabotat vo za{titnite

organizacii“.




There is no social inclusion /

There is a social inclusion „The most important for me was to include them in the society”.

„I think that the disabled people are accepted by the others, but the

Centre for Social work is very inert”.


Primeri na citati:


Ne postoi socijalna

inkluzija/

Postoi socijalna inkluzija „Najva`no mi be{e da gi vklu~am vo op{testvenata zaednica“.

„Mislam deka ovde lu|eto so posebni potrebi se prifateni

od ostanatite, no Centarot za socijalna rabota e dosta

inerten“.


THEMES FOR THE DISABLED EMPLOYEES

How the employees got this job

Employees with mental retardation seem to have been offered the job mostly

through the manager. However, we must emphasize that the procedure in the employment

process is basically realized by the Agency for employment with recommendation by the

manager. As for hearing impaired and body impaired employees the employment mostly

goes through the Agency for employment and for some through friends and relatives who

participate in the employment process.

Comment: If we compare the opinions of the persons with hearing impairment

and body impairment and the persons with mental retardation we can notice different

approaches in the manner of the employment. Actually, it seems that the employment

process for the hearing impaired persons runs in a more organized form because of the

activity and the documentation of the community organizations by the Union of the persons

with a hearing impairment in Republic of Macedonia.

Examples on quotations:

ConceptPersons with mental

retardation

Persons with hearing impairment and body

impairment

Over the manager „The manager called

me; he and my father

are friends”.

„Well over the director…He and my father made an

agreement and I came here”.

„My father heard that there are workers’ admitting-

disabled workers, and I went to ask for a job. I came

here, we had a conversation and after that, I started

to work”.

Over the Agency for

employment

„Over the Agency for

employment”.

„Over the Agency for employment”.

„Over the Agency of the persons with a hearing

impairment, with the mediation of the Agency of

employment”.

Over relatives and

friends

„Over friends”. „Over my uncle, he introduced me to the manager

and they accept me here”.


TEMI ZA INVALIDNITE VRABOTENI LICA

Kako vrabotenite ja dobile ovaa rabota

Naj~esto na vrabotenite so mentalna retardacija se ~ini deka rabotata im e

ponudena od menaxerot. Kako i da e morame da naglasime deka postapkata vo procesot

na vrabotuvawe vo osnova ja realizira Agencijata za vrabotuvawe so preporaka

od strana na menaxerot. Isto taka i kaj licata so slu{ni o{tetuvawa i telesna

invalidnost vrabotuvaweto naj~esto se odviva preku Agencijata za vrabotuvawe, a

vo pomal broj slu~ai prijatelite i rodninite se licata koi posreduvaat vo procesot

na vrabotuvawe.

Komentar: Ako napravime kontrast me|u razmisluvawata na licata so slu{ni

o{tetuvawa i telesna invalidnost i licata so mentalna retardacija zabele`uvame

razli~ni pristapi vo na~inot na vrabotuvawe, odnosno mo`eme da konstatirame deka

procesot na vrabotuvawe kaj slu{no o{tetenite lica se odviva vo edna poorganizirana

forma zaradi aktivnosta i evidencijata na op{tinskite organizacii pri Sojuzot na

gluvi i nagluvi lica vo Republika Makedonija.

Primeri na citati:

KonceptLica so mentalna

retardacija

Lica so slu{ni o{tetuvawa i telesna

invalidnost

Preku menaxerot „Menaxerot me

povika, tatko mi i on

se prijateli“..

„Preku direktorot, toj so tato se dogovori i

jas dojdov tuka”.

„Tatko mi doznal deka primaat rabotnici, jas

dojdov da pra{am za rabota, razgovaravme i

potoa vedna{ po~nav so rabota”.

Preku Agencijata za

vrabotuvawe

„Preku Agencijata za

vrabotuvawe. “.

„Preku Agencijata za vrabotuvawe”.

„Preku Agencijata za vrabotuvawe, a po

preporaka na Sojuzot na gluvite”.

Preku rodnini i

prijateli

„Preku prijateli“. „Preku ~i~ko mi se obrativ vo ovaa firma i me

primija”.


Whether working as assistant or independent

We asked all the respondents to tell us how they function at the work place, that is,

if they work independently or as an assistant for other workers.

The employees with mental retardation seem to function as an assistant at the work place.

A smaller number are engaged at independent work places and work places with multiple

work assignments.

On the contrary employees with hearing impairment and body impairment seems to be

engaged in independent work assigned by the manager, however not included at all on

work positions with multiple work assignments.

Comment: The contrast of the statements of the persons with hearing impairment

and body impairment and the persons with mental retardation regarding the work tasks and

the responsibility on work place, should be understood in connection with their different

abilities. The hearing impaired persons according to their intellectual abilities receive

responsible work tasks unlike the respondents with mental retardation who execute work

tasks as assistants.


Dali rabotat kako asistenti ili samostojno

Gi pra{avme respondentite da ni kaàt kako tie funkcioniraat na rabotnoto

mesto, odnosno dali rabotat samostojno ili kako asistenti na drugi rabotnici.

Vrabotenite so mentalna retardacija izgleda deka naj~esto funkcioniraat na

rabotnoto mesto kako asistenti. Mal broj od niv se angaìrani na samostojni rabotni

mesta i rabotni mesta so pove}e rabotni zada~i.

Sprotivno na toa vrabotenite so slu{ni o{tetuvawa i telesna invalidnost se

angaìrani na samostojni rabotni zada~i od strana na menaxerite, no ne se vklu~uvaat

na rabotni mesta so pove}e rabotni zada~i.

Komentar: Kontrastot na iskazite me|u ispitanicite so mentalna retardacija,

slu{ni o{tetuvawa i telesna invalidnost vo odnos na rabotnite zada~i i odgovornosta

na rabotnoto mesto, proizleguva od nivnite razli~ni sposobnosti, zna~i slu{no

o{tetenite lica soglasno intelektualnite sposobnosti dobivaat odgovorni rabotni

mesta dodeka ispitanicite so mentalna retardacija izvr{uvaat rabotni zada~i

kako asistenti.



Concept Persons with mental retardationPersons with hearing impairment and

body impairment

Work place as an

assistant

„I assist to the chief; I am adding materials

in a machine”.

„I pack toothpicks and I help the chief”.

„I work wherever I am needed, I just can’t

lift things. I am an invalid but physical

invalid not psychical one”.

Independent work „I put reinforcement on the paper bags”. „I’m working in the assemblage

department (montage department)”.

„I work in the commercial department,

transportation of products, and I make

the bank payments”.

Multiple work

assignments

„First in the morning I drink coffee, after

that I have breakfast, after that if there

is something to clean in the coffee bar

or out, to clean and manage the chairs

I do, when the gests come I serve with

saying “Welcome, what do you need”, the

barmen prepares everything that I told

him and I will serve the guests”.

/

Acceptance by colleagues

We asked all the respondents to tell us about how they feel accepted by their non-

disabled colleagues.

Employees with mental retardation tell us that they socialize with the other non disabled

workers in the spare time. The respondents made positive statements about being

accepted by the colleagues. So, the respondents seem in general to feel accepted by the

other colleagues at work and continue to socialize after work.

Employees with hearing impairment and body impairment say they are accepted by the

colleagues during the working day, but only two respondents tell that they come together

with colleagues in the local community.

Comment: There is a difference in the statements of the persons with hearing

impairment and body impairment and the persons with mental retardation regarding

feeling accepted by the colleagues. An explanation to this is the necessity to master

the sign language in order to communicate with hearing impaired persons. To learn sign

language is an additional effort that asks for time and energy.


Primeri na citati:

Koncept Lica so mentalna retardacijaLica so slu{ni o{tetuvawa i

telesna invalidnost

Rabotno mesto kako

asistent

„Mu pomagam na {efot, meterijal

mu turam na ma{inite, dodavam”.

„Pakuvam ~a~kalici, mu pomagam na

{efot”.

„Jas rabotam kade treba samo ne

moàm da podigam te{ki rabotam.

Jas sum invalid ama fizi~ki ne sum

psihi~ki invalid”.

Samostojna rabota „Stavam poja~awe na vre}ite”. „Rabotam vo montaà”.

„Rabotam vo komercija, nosewe

roba, odewe vo banka”..

Pove}e rabotni zada~i „Prvo pijam kafe, pojaduvam,

~istam, mestam masi, gi sluàm

gostite, im vikam: Povelete, {to

}e treba za vas, {ankerot sprema

jas {to }e mu prenesam i gi sluàm

gostite”.

/

Prifatenost od strana na kolegite

Gi pra{avme respondentite da ni kaàt dali se ~uvstvuvaat prifateni od

nivnite nepopre~eni kolegi.

Vrabotenite so mentalna retardacija ni kaàa deka se druàt so drugite nepopre~eni

rabotnici posle rabotnoto vreme. Respondentite pozitivno se izjasnija za

prifatenosta od strana na kolegite. Zna~i, respodentite generalno se prifateni

vo za{titnite kompanii, no isto taka komunikacijata ja prodolùvaat i nadvor od

rabotnata sredina.

Vrabotenite so slu{ni o{tetuvawa i telesna invalidnost kaùvaat deka se prifateni

od strana na kolegite za vreme na rabotata, no samo vo dva slu~ai ispitanicite go

potvrdile druèweto na kolegite vo lokalnata zaednica.

Komentar: Postoi razlika na iskazite me|u ispitanicite so mentalna

retardacija, slu{ni o{tetuvawa i telesna invalidnost vo odnos na prifatenosta

od strana na kolegite {to proizleguva od faktot deka e neophodno poznavawe na

znakovniot jazik za nepre~ena komunikacija me|u kolegite i slu{no o{tetenite lica

i deka toa pretstavuva dopolnitelen napor koj bara vreme i energija.




body impairment

There is no acceptance / /

There is acceptance on

the work place

„Its very good for us, we talk, we make

jokes, we go out together after work,

and usually we hang out during the

pauses or lunch. We meet on holidays

over the firm”.

„Yes, we meet only at work”.

„I am here for nine years and

everything is fine”.

Meet after the working

hours in the local

surroundings

„We are having conversations; we go

to cafeterias and coffee bars to hear

live music”.

„Yes there are no problems, we are

working, joking; the day does not

pass if you don’t talk to someone. We

visit each other”.

„We are every day here together; we

are also going out together after the

working hours”.

Equal treatment like the other workers

Both employees with mental retardation, as well are employees with hearing

impairment and body impairment, tell they are treated equally by the manager as to the

other employees.

Comment: Comparing the statements between the persons with hearing impairment

and body impairment and the persons with mental retardation regarding the equality in

the treatment by the manager we can resume that there is acceptance for all types of

disability at the companies included in the pilot.


Primeri na citati:


telesna invalidnost

Ne postoi prifatenost / /

Postoi prifatenost na

rabotnoto mesto

„Odnosite se mnogu dobri, si zboru-

vame, se {eguvame no ne izleguvame

zaedno posle rabotnoto vreme. Se

sobirame za praznici preku fir-

ma”.

„Se druìme samo na rabota”.

„Da super e, se e vo re. Nema ni{to

lo{o, 9 god. sum tuka i se e vo red”.

Druèwe posle

rabotno vreme vo

lokalnata sredina

„Si pravime muabet, odime vo

kafi~, kafana na ìva muzika”.

„Se e dobro tuka, so kolegite, so ko-

le{kite se prifa}ame, se {alime,

ne pominuva denot ako ne zbori{

so nekogo. Si odime na gosti”.

„Sekojdnevno sme tuka zaedno, izle-

guvame posle rabotnoto vreme”.

Ednakov tretman kako ostanatite rabotnici

I vrabotenite so mentalna retardacija i vrabotenite so slu{ni o{tetuvawa i

telesna invalidnost izjavija deka se tretirani ednakvo od menaxerite kako i drugite

vraboteni.

Komentar : Sporeduvaj}i gi iskazite me|u ispitanicite so mentalna retardacija,

slu{ni o{tetuvawa i telesna invalidnost vo odnos na ednakvosta na tretmanot,

moème da rezimirame deka ohrabruva faktot deka postoi ednakva prifatenost vo

odnos na site vidovi na invalidnost vo kompaniite vklu~eni vo pilot studijata.




body impairment

No equal treatment / „We use the public transportation,

and the ones that can hear they come

with their own cars. We are treated on

another manner”.

Equal treatment „The ones that we are helping we are

working the same”.

„The work is divided in segments, all

of us don’t work the same work, and

everybody has his own duty, we all

take part in an overall process”.

„I have normal relations, I’m like every

normal person there is not differences

between disabled and non-disabled

persons”.

Regularity in the payment of the salary

The respondents were asked if they receive regular payment.

Most of the employees with mental retardation tell they are paid regularly. Those who do

not receive a regular payment explain that this irregularity is connected to the delay of the

payment in general. The same seems to be the situation for the other respondents of the

sample.

Comments: Comparing the statements between the persons with hearing impairment

and body impairment and the persons with mental retardation regarding regular payment

we can assume that the regularity of payment is not dependent on whether the employees

are disabled or not.



body impairment

Irregularity in the

payment of the salary

„No, I don’t remember the last time I

receive the salary”.

„I’m receiving regularly, but there is a

delay now”.

„These three months we are receiving

half of the salary”.

„I’m receiving regularly, but there is

a delay now”.

Regular payment of the

salary

„Yes, every month”.

„Yes, regularly”.

„It’s good it’s regular, more work, and

more money”.

„Yes regular, at the first of the

month, there is not a problem; I don’t

remember delay of the salary”.


Primeri na citati:

Koncept Lica so mentalna retardacijaLica so slu{ni o{tetuvawa i telesna

invalidnost

Ne postoi

ednakov tretman

/ „Nie doa|ame na rabota so gradski avtobus

a tie {to slu{aat doa|aat so nivni koli;

tie {to slu{aat postojano se odmaraat

i ne teraat da rabotime i nas poinaku ne

tretiraat”.

Postoi ednakov

tretman

„Site podednakvo rabotime”. „Rabotata e podelena na segmenti, ne

rabotime site ista rabota, sekoj izvr{uva

del od celokupniot proces”.

„Najnormalni se odnosite, se ~ustvuvam kako

najnormalen ~ovek, nema vrska dali si ili ne

si invalidno lice”.

Redovnost vo isplatata na li~niot dohod

Respondentite bea pra{ani dali redovno dobivaat plata.

Pove}eto od vrabotenite so mentalna retardacija ka`aa deka redovno se isplateni.

Onie koi ne dobivaat redovno plata objasnija deka ovaa neregularnost e povrzana

so op{to docnewe na platata. Ista e situacijata i so drugite respondenti od

primerokot.

Komentar: Sporeduvaj}i gi iskazite me|u ispitanicite so mentalna

retardacija, slu{ni o{tetuvawa i telesna invalidnost vo odnos na redovnosta na

isplatata mo`eme da rezimirame deka regularnosta vo isplata na li~niot dohod e

nezavisna od toa dali vrabotenite se invalidni ili neinvalidni lica.

Primeri na citati:


telesna invalidnost

Neredovna isplata na

li~niot dohod

„Ne, ne se se}avam od koga nemam

zemeno plata”.

„Redovno dobivam, ama sega malku

docni”.

„Tri meseci dobivame po pola

plata”.

„Redovno dobivame ama sega malku

docni”.

Redovna isplata na

li~niot dohod

„Da, sekoj mesec”.

„Da, redovno”.

„Dobro e redovno e, pove}e rabota,

pove}e pari”.

„Redovna e, ~im dojde prvi,

nema problemi, ne se se}avam da

zakasnila platata”.


Training

We asked the respondents to tell if they have received training and from whom.

Analyzing the statements of the respondents regarding training it seems that the

training of the mentally retarded persons is accomplished in the protective companies.

None of the respondent claimed for training outside the company.

We can also state that the training of the hearing impaired and body impaired

persons is accomplished in the protective companies. None of the respondent claimed for

training outside the company.

Comments: Comparing the statements between the persons with hearing impairment

and body impairment and the persons with mental retardation regarding the manner of

the training we can presume that the training of the disabled workers is conducted within

the protective companies not regarding of the type of the disability. The respondents

are competent for certain professions that are not connected with the working tasks on

the working places in the protective companies. In that sense it is necessary to make a

prequalification of the disabled persons by the chiefs with the purpose to have a normal

execution of the work operations.

The companies in this pilot offer mostly unskilled jobs to the disabled workers and

the job tasks seem easy to learn. Some of the employees tell they had some weeks of

training and others even less that this to master the job tasks. Several of the hearing and

body disabled employees are however educated for another profession than the actual

work situation offers.



body impairment

Training in the

protective company

„When I came here for the first time I

didn’t know how to paint, they taught

us and I learned”.

Well I learned, and now I know

everything.

„I got help from the one who

is responsible here, he knows

everything, I didn’t need too much

time, and I learned everything in a

week or two”.

Training out of the

protective company

/ /


Obuka

Gi pra{avme respondentite da kaàt dali bile obu~uvani i od koj.

Analiziraj}i gi iskazite na ispitanicite povrzani so obukata izgleda deka

obukata na mentalno retardiranite lica se izveduva vo za{titnite kompanii. Nitu

eden ispitanik ne se izjasni za obuka sprovedena nadvor od kompanijata.

Isto taka moème da konstatirame deka obukata na licata so slu{ni o{tetuvawa

i telesna invalidnost se izveduva vo za{titnite kompanii. Nitu eden ispitanik ne

se izjasni za obuka sprovedena nadvor od kompanijata.

Komentar: Sporeduvaj}i gi iskazite me|u ispitanicite so mentalna retardacija,

slu{ni o{tetuvawa i telesna invalidnost vo odnos na na~inot na obukata moème

da rezimirame deka obukata na invalidnite rabotnici se sproveduva vo za{titnite

kompanii nezavisno od vidot na invalidnost. Ispitanicite imaat kompetencii za

odredeni zanimawa koi ne se vo soglasnost so rabotnite zada~i koi prozleguvaat

od rabotnite mesta vo za{titnite kompanii. Vo taa smisla e neophodno da se izvr{i

prekvalifikacija na invalidnite lica od strana na rakovoditelite so cel nepre~eno

da se odviva izvr{uvaweto na rabotnite operacii.

Kompaniite vo ovaa pilot studija ~esto nudat nekvalifikuvani raboti na

invalidnite lica i rabotnite zada~i izgledaat lesni za u~rwe. Nekoi od vrabotenite

rekoa deka imale nekolku nedelen trening,a drugi duri i pomalku od ova za da gi

sovladat rabotnite zada~i. Nekolkumina od vrabotenite so slu{ni o{tetuvawa i

telesna invalidnost se educirani za druga profesija za razlika od ona {to go nudi

aktuelnata rabotna situacija.

Primeri na citati:


telesna invalidnost

Obuka vo za{titnata

kompanija

„Koga dojdov prvpat tuka neznaev

ni da farabam, no u~ev tuka i se

nau~iv”.

„Mene mi pomogna toj {to e

odgovoren, toj gi znae site

raboti, za nedela-dve nau~iv”.

Obuka nadvor od

kompanijata/ /


Discussion and recommendations for further research

Discussion and recommendations for further research

As this study is a pilot with a limited and strategic sample the data material needs to be

interpreted with caution. It could be biased in several ways:

- Because of the financial limitations we did not have the opportunity to repeat the

visits to the companies and interview the respondents several times. This may have

prevented us from developing a deeper understanding of the situation at the work

places.

- In most of the interviews the managers were present during the interviews with

the disabled employees. Most of the time they were quiet and did not intervene

in the interview but sometimes they made explanatory comments. Taking into

consideration the mental abilities of some of the respondents the managers in our

opinion contributed in a positive way during the interview.

- The sample consists of companies that are operative and it is likely to expect that

the participating companies volunteered to participate because they function well.

Because of this the pilot do not describe the situation of companies that are not

functioning or that do not treat the disabled employees well.

Utilisation of benefits

The pilot shows that the companies in this sample are functioning according to the

Documents

Workplcaes or f All Op{testvo za Site - SINTEF · NVO Polio Plus. Potrebata od vakov vid na istra`uva~ki pristap e poddr`ana od Ministerstvoto za trud i socijalna politika. SOROS