*****Book for the EE Conference*****
Last year, the DoL took 1400 companies to court, for not complying with employment equity law! Are you next?
The DoL decided to make examples of 1400 companies who failed to submit their EE reports.
Make sure you're not in the DoL's firing line!
Get the inside scoop from the man behind these court actions, Thembinkosi Mkalipi – Labour Chief Director at the DoL. He'll share his experience with companies facing EE penalties for non-compliance. And strategies you can use to make avoid ever facing those penalties.
Only at the EE Summit 2016. www.eesummit.co.za
3. Affirmative Action Measures
You must lay out what steps you are taking in order to increase the opportunities for previously disadvantaged people at your company.
Such steps can relate to:
• Appointment of members from designated groups.
• Furthering diversity.
• Promotion of people from designated groups
• Retention of people from designated groups.
4. Numerical targets for your plan:
For each year of your plan, you must set out, and give details on, your numerical goals for achieving equitable representation in your company.
When developing your numerical goals, there are various factors that need to be considered. Click here to find out what they are.
*****How to draw up your EE Plan*****
To learn more on putting together a legally-compliant EE Plan, join us at the EE Plan Masterclass on 19 August 2016.
● How to develop a unique EE plan to suit your business
● Step-by-step guide to produce an EE plan
● Requirements for EE measures and activities
● What you must include in your EE plan to be compliant
Find out more details here http://eesummit.co.za/index.php/masterclasses/
5. A timetable for each year
You must create a timetable for each year of your plan and provide a detailed timeline with regard to your Affirmative Action and Employment Equity measures.
6. Internal monitoring and evaluation
It is very important for you to keep Employment Equity records, so hold on to any document that relates to EE issues.
Don't be caught out by an inspection! Click here today and receive all that you need to know about Employment Equity.
7. Internal dispute resolution mechanisms:
These will be used to settle any dispute relating to the interpretation and/or the implementation of your EE plan.
8. Identify the people who will implement and monitor the plan:
You must clearly state the names and designations of all members involved here. Also, it is important to note that senior managers must be involved.
So there you have it – eight elements to include in your EE plan.
But that's not all there is to Employment Equity! The laws have changed and fines have increased exponentially!
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.
Find out more at EESummit.co.za