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Employment equity

  • These five records will ensure you pass your EE inspection with flying colours!
  • As an employer who operates in South Africa, you have to comply with the requirements of the Employment Equity Act. And our labour and hr experts have discovered one of the main reasons employers fail to comply with the EE Act, is they don't have the appropriate records in their EE file when the labour inspector comes for a visit. This often leads to penalties of up to R2.7 million or 10% o... ››› more
  • [01 July 2015]
  • The Code of Good Practice: How it guarantees equal payment for work of equal value
  • Last year, the Department of Labour published the draft Code of Good Practice for Equal Pay for Work of Equal Value. You should know that the Code of Good Practice gives guidelines to help you determine work of equal value. Moreover, it promotes human resource policies, procedures and practices and job evaluation processes that will ensure there's pay equality in organisations. So you should... ››› more
  • [09 June 2015]
  • Avoid fines and comply with the EE Act: How to show numerical goals and targets
  • You know that with all the changes to the Employment Equity Act, you have to use the right forms and submit the right information to the Department of Labour by 1 October every year. If you don't, it will reject your forms and it will be as if you didn't report at all! And you don't want to pay a fine of R2.7 million or 10% of your annual turnover! But when it comes to showing the numeri... ››› more
  • [04 June 2015]
  • To hire the best people, avoid the mistake of overstating skills
  • When it comes to hiring new recruitments, there are several rules to follow. You want to hire the best people in your company so when it comes to taking decisions in this field you have to be prepared. The first thing you think about in this process are the skills you expect a future employee to excel or be very good at. There are situations when you may overstate the requirements for the posit... ››› more
  • [03 June 2015]
  • How to use affirmative action when it comes to people management
  • All businesses want the best for their future and each day they try ensure they only have the very best people working for them. When it comes to people management and recruitment, the stakes are high, but mistakes do happen. While companies try recruit, select and appoint people they feel are capable, committed and will 'fit in', there are still situations when they've somehow hired someone who... ››› more
  • [03 June 2015]
  • Labour law update: The Amended QSE codes have finally been gazetted
  • We've been waiting a while, but it's finally over. The DTI has released clarity on the Amended QSE Codes after gazetting them on 6 May 2015. These new codes affect the Broad Based Black Economic Empowerment Amendment Act which came into effect earlier this month. While labour experts are still trying to make sense of how these QSE codes will change the business landscape, here's a copy ... ››› more
  • [13 May 2015]
  • Watch out for these two areas of unfair discrimination so the DoL doesn't come after you!
  • The Employment Equity Act promotes fair treatment for all workers by removing unfair discrimination. If you're found guilty of unfair discrimination the Department of Labour could fine you up to R2.7 million or 10% of your annual turnover. You might say unfair discrimination is broad. But there are two important areas you need to specifically watch out for. Keep reading to see the two are... ››› more
  • [27 April 2015]
  • Amendments to the BBBEE Act. How do the amendments affect sector codes?
  • According to general belief, the May 1st changes to the BBBEE Act prove that Government is proactive about BEE. It also proves that it's more strict when it comes to implementing Broad Based Black Economic Empowerment (BBBEE). In what follows we'll look at the new measures it introduced, the impact the amendments have on BBBEE skills development, the way the new amendments affect sector codes ... ››› more
  • [20 April 2015]
  • Avoid these four new B-BBEE offences or face 10 years in jail!
  • One of the offences for BEE is fronting. Fronting is when a company gives false information in their BEE empowerment status to win tenders. This is a criminal offence. And if you're found guilty, you could face up to 10 years in jail or pay a fine of 10% of your turnover. Under fronting, there are other different sub-offences that could land you in hot water. Keep reading below to see four... ››› more
  • [20 April 2015]
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