HomeHome SearchSearch MenuMenu Our productsOur products

Here's how to ensure your job ads and interviews don't discriminate so you can comply with the EEA

by , 29 September 2014
If you thought the Employment Equity Act (EEA) only protects permanent employees, you're wrong.

The Act also protects potential employees. It clearly states that you can't discriminate against them when recruiting.

If you discriminate against them, you could land up at the CCMA and end up paying up to 24 months' salary to someone who wasn't even your employee.

Don't take chances.

Read on to find out what you must do to ensure your job ads and interviews don't discriminate so you can comply with the EEA.


*********** Product endorsement ************
 
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.

***********************************************

 

Do the following to make sure your job ads and interviews don't discriminate


Interviews: The EEA doesn't give a list of questions you can ask in a job interview.

But the general rule is, you can ask about the candidate's qualifications, experience, prior learning, career expectations, earning requirements and all other factors relating to the inherent requirements of the job.

You mustn't ask applicants about the number of children they have, their age, religion, or political and union affiliations. Doing so is discriminatory.

Job ads: You mustn't use discriminatory language in job advertisements.

According to the Labour Law for Managers Loose Leaf Service, words such as 'delivery boy', 'males only' or 'Europeans preferred' are discriminatory.

In addition, you mustn't discriminate by, for example:
 
  • Placing a job advert in a newspaper read mainly by conservative white males and avoid media aimed at black and/or female readers; and
 
  • Placing a job ad with a requirement that applicants come only from certain geographical areas as this is likely to discriminate indirectly against certain race groups. This is because of the way in which our history forced population groups into segregated areas.
 
Here's the bottom line: The EEA is against discrimination when recruiting. So make sure your job ads and interviews don't discriminate.

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

Vote article

Here's how to ensure your job ads and interviews don't discriminate so you can comply with the EEA
Rating:
Note: 5 of 1 vote


Related articles




Related articles



Related Products