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Do you know how to legally implement the 26 changes to the Employment Equity Act?
On 16 January 2014 the Employment Equity Act amendments were passed. And you need to make sure you implement these changes correctly, so you don't make mistakes and cost your company money in fines for not complying. There are also going to be changes to the Labour Relations Act and Basic Conditions of Employment Act, and you need to be kept up to date with them, and know how to implement them in your business!
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In a nutshell, the EE Act aims to implement affirmative action measures and eliminate unfair discrimination in the workplace.
According to SabinetLaw, the Act also gives effect to fundamental constitutional rights and ensures that South Africa complies with International Labour Organisation (ILO) standards.
Global Business Solutions says Employment Equity and affirmative action will continue to remain in our legal system for the foreseeable future.
According to the site, recent Employment Equity Conditions Commission Reports indicate a strong white male over-representation at top management level in the private sector and notable training of the same grouping at senior level.
Global Business Solutions adds: 'This statistic clearly indicates that unless something drastic is done, our demographic representation in companies will not change much.'
And that's where you come in.
Government is serious about transformation and it wants you to implement these amendments so there's equal representation in the workplace.
If you're a designated employer, for example, you have to submit your Employment Equity plans and reports to the Department of Labour so you can get an assessment of compliance report following a labour inspection.
We hope knowing this background information will help you to comply with the EE Act now that you know what it's all about and what's required from you.
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.