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Five details the EE Act needs you to provide when it comes to affirmative action

by , 17 September 2014
Every company in South Africa must comply with the Employment Equity Act (EE Act) and achieve employment equity.

To achieve equity in your company, you eliminate unfair discrimination and implement affirmative action.

The important point to note is that, while every company has to eliminate discrimination, only designated employers have to implement affirmative action. And that's what we're focusing on in this article: Affirmative action.

As a designated employer, the EE Act requires you to provide five details when it comes to affirmative action.

Keep reading to find out what these details are so you can comply with the EE Act.

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There are 26 changes to Employment Equity Act you must comply with in 2014...

If you don't comply with them, the DoL will be on your case.

In fact, the DoL could fine you 10% of your turnover or up to R2.7 million!

Discover how to check if you're complying with all of them to avoid crippling DoL fines.



When it comes to affirmative action, the EE Act needs you to provide these five details

As a designated employer, you must put affirmative action measures in place to make sure designated groups are equally represented in your company.

In terms of the EE Act, you must explain how you intend to go about doing this in terms of specific steps that you will take to achieve affirmative action.

You must give the following five details:
  1. What you will do;
  1. When you will do it;
  1. How you will do it;
  1. Who, specifically, will do it; and
  1. Any other information that will show that you have very specific frameworks in place to achieve your EE targets and goals.

Be warned! Failure to comply with the EE Act will result in penalties

In this article, Janine Nieuwoudt, the Editor in Chief of the Practical Guide to Human Resources Management says if you don't comply with the EE Act:
  • You'll personally face fines of up to R30 000 per contravention; and
  • Your company will face fines from a minimum of R1.5 million or 2% of annual turnover to a maximum of R2.7 million or 10% of your turnover – per incidence of non-compliance, per provision!
So if you're a designated employer, comply with the EE Act by providing these five details when it comes to affirmative action.
Find out how to implement the new EE Act changes here.

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