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How are you increasing employment opportunities in your company's EE Plan?

by , 07 June 2016
How are you increasing employment opportunities in your company's EE Plan?As a designated employer, you need to have a valid EE Plan.

In your EE Plan, you must describe what steps you're taking to increase employment opportunities for previously disadvantaged people at your company. These are your affirmative action measures (Section 20, of the Employment Equity Act).

But many employers I've spoken to are struggling in this area.


So that's why I'm writing to you today. Read on for four affirmative action measures you can use in your EE Plan today...
 
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14 Ways to Comply With Employment Equity
 
What if I promised you that the Labour Law for Managers Loose Leaf Service can help you implement employment equity in your company, save you millions in fines and it won't cost you a penny to find out that I'm right?
 
If you're a designated employer and fail to implement affirmative action and employment equity, you could be fined up to 10% of your annual turnover per incident.
 
But, it's easier than you think to comply with Employment Equity laws. The Labour Law for Managers Loose Leaf will give you specific details, advice, checklists and templates to make your job effortless…
 
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What are affirmative action measures?

 
Before I give you the pointers to include in this section of your EE Plan, let's look at what affirmative action measures are.
 
Basically, they'll help you:
 
1. Identify and remove any barriers to designated groups;
2. Promote diversity; and
3. Retain, develop and train designated groups.
 
Read on for four pointers you can include in your EE Plan…
 
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The B-BBEE Amended Codes: How to keep your company's competitive edge
                                                                 
Now that the B-BBEE amended codes are in effect, is your company still BEE compliant? Do you know how to calculate the new codes? Can you still do business with BEE compliant companies?
 
These are questions racing in the minds of many business owners and managers like you. And rightfully so. Because let's face it, if you depend on your BEE status to do business, and you find that you no longer score at the required BEE level, you won't be able to keep your business running for much longer.
 
You could lose out on existing business contracts, you won't be able to renew some contracts and worse, you won't be able to propose for business tenders with the government.
 
But don't fret! We have exactly what you need to ensure you keep your company's competitive edge even after the changes.

 
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Four affirmative action measures you can include in your EE Plan today!

 
To promote diversity in your company, The Code of Good Practice on the Preparation, Implementation & Monitoring of Employment Equity Plans suggests you include the following affirmative action measures:
 
1. Appoint members from designated groups
Implement transparent recruitment strategies such as appropriate and unbiased selection criteria and selection panels, and targeted advertising.
 
2. Further diversity
Promote cultural sensitivity. Your EE Plan must include how often you're going to do this.
 
3. Train and develop people from designated groups
Giving members of designated group's access to structured training and development programmes like learnerships and internships; on-the-job mentoring and coaching, and accelerated training for new recruits.
 
4. Put in steps to appoint members of designated groups
Appointing designated candidates in positions that they're able to meaningfully participate in business decision-making processes.
 
But that's not all. There's so much more you need to know about Employment Equity and its implementation… Don't miss our EE Summit 2016, where you'll find out everything you need to know!

P.S. Last year, the DoL took 1 400 of South Africa's medium and large companies to Labour Court for not complying with the Employment Equity (EE) Act. Don't be next...
 


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