Here's how the DoL will assess your compliance with the EEA
We're certain you're aware that the amended Employment Equity Act (EEA) came into effect on 1 August 2014.
Now there's something we want to bring to your attention regarding the amended Act: How the DoL will assess your compliance.
Read on to find out how exactly the Director General (DG) of the Department of Labour (DoL) will assess your compliance with the EEA so you'll comply with the Act and avoid penalties that run into millions of rand.
Here's how to check if you're complying with all 26 changes to the Employment Equity Act with ONE checklist
From 01 August 2014 you have to comply with the 26 new Employment Equity Act amendments...
These amendments will affect the way you:
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It's possible to make sure you're complying with ALL 26 of the new amendments with just one easy-to-use checklist...
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Recruit new staff...
Pay your employees...
Do your EE reporting...
Do your EE plans...
And dozens of other areas of work you probably think EE doesn't effect.
The DoL will follow this process in assessing your compliance with the EEA
According to Lauren Salt, an associate in the employment practice at Cliffe Dekker Hofmeyr, Section 42 of the amended Employment Equity Act, No 55 of 1998, (EEA), as amended by the Employment Equity Amendment Act, No 47 of 2013, deals with how a designated employer will be assessed in terms of their compliance with employment equity in accordance with the EEA.
Salt goes on to say,
in assessing your compliance as a designated employer, the DG of the DoL may, for example, take the following into account:
The extent to which suitably qualified people from and among the different designated groups are fairly represented within each occupational level in your workforce in relation to the demographic profile of the national and regional economically active population;
The reasonable steps you've taken to train suitably qualified people from designated groups and steps to implement your Employment Equity Plan;
The extent to which you've made progress in eliminating employment barriers that adversely affect people from designated groups; and
Overall, according to Salt, the significance of this amendment (
The reasonable steps you've taken to appoint and promote suitably qualified people from designated groups.
how the DoL will assess your compliance with the EEA) is that as a designated employer, you must show that you're taking positive and concrete steps to comply with the EEA. Making an 'effort' will no longer cut it.
So make sure you comply with the EEA and avoid penalties now that you know
how the DoL will assess your compliance with the Act.
Find out how to implement the new EE Act changes here.
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