After long debates and even threats of legal action, the Employment Equity Amendment Act of 2013 has come into force.
The good news is the Act comes without the controversial regulation that called for employers to apply national demographics when recruiting.
The draft regulations had proposed that companies with 150 or more employees should use the national demographic profile as 'a guide' to determine targets for top, senior and professional employees. The uproar sent the government back to the drawing board in the National Economic and Development and Labour Council where it was agreed by government, business and labour that the regulation be dropped, BDlive reports.
We've reported numerous times that the amendments to the EE Act are aimed at strengthening the implementation of affirmative action measures and eliminating unfair discrimination in the workplace.
In this article, we explain that some of the key amendments include:
The definition of 'designated groups';
A new clause on 'equal pay for work of equal value';
The submission of Employment Equity plans; and
We've said it before and we'll say it again: Government is serious about transformation in the workplace. It'll slap you with fines ranging from R1.5million to R2.7million if you fail to comply with the provisions of the Employment Equity Act No 55 of 1998 and the Employment Equity Amendment Act of 2013.
So familiarise yourself with the amendments and achieve employment equity in your workplace.
If you have questions about the Employment Equity Amendment Act of 2013, our experts will be more than happy to answer you at the Labour & HR Club.