The EE Act prohibits discrimination based on these six reasons
#1: Birth: You can't refuse to hire a person based on how or where they were born.
#2: Beliefs: Your employees are entitled to have certain beliefs, as long as these don't interfere with their job.
Make employees aware that they're entitled to their beliefs and you'll respect that, but they mustn't spend their working hours promoting these.
#3: Conscience: Always specify exactly what your employee will be required to do when you recruit. For example, make sure your employee understands that serving alcohol or being armed is an inherent requirement of the job, says the Labour Law for Managers Loose Leaf Service.
You must specify this in the job advertisement and stress it during the interview. You're your employee aware that serving alcohol is a condition of employment. By doing this, you'll avoid issues where an employee refuses to do certain jobs because of conscientious objections.
*********************14 Ways to Comply With Employment Equity
Three more reasons you're not allowed to discriminate on
#4: Ethnic and social origin: You can't reject employees because you believe they belong to the 'wrong' tribe, or the 'wrong' caste, or the 'wrong' clan.
And you can't recruit employees based on if a person is from the 'right' or 'wrong' background. You must base it on his ability to do the job.
#5: Family responsibility: You can't discriminate against employees who have family responsibilities, for example, having important meetings after hours. This would discriminate against employees who have small children.
#6: Political opinion: You can't reject an employee because of his political opinion, unless his political affiliation would affect his ability to perform in a particular job.
There you have it. Never discriminate employees based on these six reasons if you want to avoid steep penalties in the Employment Equity (EE) Act.