Are you responsible for EE in your company? Read this now!
In the new amendments to the Employment Equity Act
, the DoL says you must:
· Get rid of all unfair discrimination
– or face a R30 000 fine;
· Draw up a legally compliant EE plan every year
– and use the new method to submit;
· Pay employees who do the same work equally
– or risk being taken to court;
· Set up an EE forum that is a correct representation of the nation
– be careful, SAPS got this wrong;
· Report on how you're achieving your EE goals
– but what if you're not…?
· And loads more
But do you even know where to start?
Get all the information you need to get to grips with the EE Act requirements at the EE Summit 2016.
Plus with 9 case studies from HR Professionals in SA, you'll walk away with practical tips and tools you can use to comply with the EE Act.
Click here for more information…
CHECKLIST: Three Employment Equity forms all designated employers must submit
FORM#1: Declaration by the employee (EEA1)
You must give this form to all your employees to complete , employees will give information regarding their gender, race, and disabilities etc. This will help you see which employees are from designated groups.
The information on these forms must be protected, as it's confidential. So take necessary security measures to ensure such information doesn't leak.
FORM#2: Income differentials statement (EEA4)
As stated, this form deals with differences in income within your company, and you are required to submit details on it.
1. You now have an obligation to address equal pay for equal work differentiation.
2. You must include details regarding foreign nationals' remuneration, as well as provide any explanations for any differences in their remuneration.
FORM#3: EE Report (EEA2)
You will use this from to submit your EE Report to the EE Registry, and it must be submitted by the first working day of October. In it you must include things such as:
· The total number of employees;
· The total number of employees promoted;
· The total number of new recruits;
· The total number of terminations etc.
Don't forget to include the total number of people with disabilities in each of these above-mentioned areas.
1. The Director General doesn't look into reasons why you didn't submit this form on time, so ensure you do so to avoid any possible penalties. But if you really can't meet the submission deadline, then you need to apply for an extension by August of the year you're submitting for.
2. The way in which you report must be the same from year to year, and nothing must change for the duration of the plan.
There are five other forms you need in order to compile your EE Report. So to see what they are, as well as to learn more on what to include in each of these forms, page over to Chapter E 18
in your Labour Law for Managers
handbook, or click here
to order your copy today