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Four key amendments you need to know so you can comply with the Employment Equity Act

by , 31 July 2014
The Employment Equity Amendment Act (EE Act) of 2013 will officially come into effect this Friday, the 1st of August.

This means the ball will now be in your court to comply with the amendments aimed at implementing affirmative action measures and eliminating unfair discrimination in the workplace.

Here are the four key amendments you need to know so you can comply with the Employment Equity Amendment Act of 2013 and avoid harsh penalties.


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Do you know how to legally implement the 26 changes to the Employment Equity Act?
 

On 16 January 2014 the Employment Equity Act amendments were passed. And you need to make sure you implement these changes correctly, so you don't make mistakes and cost your company money in fines for not complying. There are also going to be changes to the Labour Relations Act and Basic Conditions of Employment Act, and you need to be kept up to date with them, and know how to implement them in your business!
 

To make sure you're legally compliant with labour laws and never miss any change you need the Labour Law for Managers Loose Leaf Subscription Service. Find out how to subscribe here…
 

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Employment Equity Amendment Act of 2013: Here are the four key amendments you need to know about
 

SabinetLaw says some of the key amendments include:
 

#1: The definition of 'designated groups'
 

This means, beneficiaries of affirmative action are now limited to persons who were citizens of South Africa before 1994 and to their descendants or to those who would have been entitled to citizenship if apartheid policies had not been enacted.
 

#2: A new clause on 'equal pay for work of equal value'
 

This clause deals with unfair discrimination by employers in respect of terms and conditions of employment for employees doing the same or, similar work or work of equal value.
 

#3: The submission of Employment Equity plans
 

According to SabinetLaw, designated employers must submit employment equity plans and reports to the Department of Labour and will receive an assessment of compliance report following a labour inspection.
 

The site adds: 'In terms of the amendment, a designated employer that employs fewer than 150 employees must submit its first report to the director general within 12 months after the commencement of the Act or on the date on which the employer becomes a designated employer.'
 

#4: Maximum penalties
 

Failure to comply with the Employment Equity Amendment of 2013 will result in penalties ranging from R1.5million (for no previous contravention) to R2.7million (for the fifth contravention in respect of the same provision within three years.)
 

Now that you know the key amendments of the Employment Equity Act, comply and avoid penalties.
 




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