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Here's what to include when reporting on the progress of your EE Plan to the DoL

by , 16 September 2014
The DoL wants to know all about the things you're doing to achieve employment equity in your workplace.

That's why the Employment Equity Act (EE Act) requires you to submit an EE report every year to report on the progress of your Employment Equity Plan (EE Plan.)

But the big question is: What should you include when reporting on progress in terms of your EE Plan?

Keep reading to find out 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.

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The DoL wants to see 24 pieces of information when you report on the progress of your EE Plan
 

Experts behind the Labour Law for Managers Loose Leaf Service say you must report on:
 
  1. Your details as an employer;
 
  1. The period the report covers;
 
  1. Occupational levels when it comes to male and female employees who are African, Coloured, Indian and White. You must also report on foreign nationals and temporary employees.
 
  1. Workforce profile;
 
  1. Employees with disabilities;
 
  1. Core operation function positions – those that directly relate to your core business and may lead to revenue generation e.g. sales, etc.;
 
  1. Support function positions, provide infrastructure and other enabling conditions for revenue generation. For example, human resources;
 
  1. New recruits;
 
  1. Promotions;
 
  1. Terminations;
 
  1. Termination categories;
 
  1. Training for the purpose of achieving numerical goals;
 
  1. People with disabilities who you've trained for the purpose of achieving numerical goals;
 
  1. Numerical goals;
 
  1. Numerical goals for people with disabilities;
 
  1. Numerical targets;
 
  1. Numerical targets for people with disabilities;
 
  1. Disciplinary action;
 
  1. EE Awareness initiatives;
 
  1. Consultation;
 
  1. Barriers and affective action with timeframes;
 
  1. Frequency of monitoring and evaluation;
 
  1. Achievement of annual objectives, and rationale; and
 
  1. Details and signature of CEO.
 
Knowing about the information you must include when reporting on the progress of your EE Plan to the DoL will help ensure you comply with the EE Act.

PS: Check out the Labour Law for Managers Loose Leaf Service to find out about the correct format (the form you must use) for reporting on progress in terms of your EE Plan.
 

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