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Don't skip this step when conducting an employment equity audit in your workplace

by , 01 October 2014
You have a duty to comply with the Employment Equity Act (EEA) and achieve employment equity in your workplace.

You must take this duty even more seriously now that government has put in place amendments to the Act. It's watching you even closer now to ensure you comply and won't hesitate to impose the maximum penalty of R2.7 million.

So what's the easiest way to comply and avoid heavy penalties for non-compliance?

According to experts behind the Labour Law for Managers Loose Leaf Service, the easiest way to comply with your obligations is to conduct an employment equity audit and make sure you never miss this all important step.


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What you need to know about the 26 new Employment Equity amendments to comply from 01 August 2014

The new EE amendments will affects dozens of other work areas you may think EE doesn't effect.
 
But today, I want to hand you the one checklist that'll ensure you're complying with each and every one of them.

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When you conduct an employment equity audit in your workplace, don't miss this step 


Step #1: Preparing and implementing an employment equity plan

The EEA requires you to prepare and implement an employment equity plan to achieve reasonable progress toward employment equity in your workplace.

When you conduct your audit, check that your employment equity plan states the following:
 
  • The objectives for each year of the plan;
 
  • The affirmative action measures you'll implement;
 
  • The numerical goals to achieve representation of suitably qualified people from designated groups in each occupation and level in the workforce;
 
  • The timetable to achieve the numerical goals and strategies to achieve them;
 
  • The timetable for the achievement of goals and objectives other than numerical goals;
 
  • The duration of the plan;
 
  • Procedures you'll use to monitor and evaluate whether there's reasonable progress made towards implementing employment equity;
 
  • The internal procedures to resolve any dispute about the plan; and
 
  • Employees (including senior managers) responsible for monitoring and implementing the plan.
 
Preparing and implementing an employment equity plan is crucial if you want to comply with the EEA and avoid penalties. So never miss this step when you conduct an employment equity audit in your workplace.

Find out how to implement the new EE Act changes here.

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