Duty#1: Implement Affirmative Action Measures
You have to implement Affirmative Action measures for people from designated groups in order to successfully achieve employment equity in the workplace.
These measures simply refer to any action or initiatives that specifically give opportunities to members from designated groups, all with the intention of achieving employment equity and equitable representation in the workplace.
Duty#2: Consult with your employees
Section 16 of the Employment Equity Act,
you are required to consult with your employees on various EE-related issues, the process you are going to follow and so on.
Among other things, you are also required to make a reasonable effort to consult, and reach an agreement, with the representative trade union, employees not represented by it, and any nominated representatives from these former groups.
Duty#3: Carry out an analysis of your policies and workplace profiles
Here, you must analyse your employment policies, practices and procedures and the working environment in order to identify any barriers which affect members from designated groups.
You must also look into your workplace profile to determine the level of under-representation in your company.
Duty#4: Prepare an employment equity plan
You are required to prepare and implement a plan to achieve employment equity.
This plan must be reasonable and achievable, consisting of various factors such as:
· Numerical goals;
· The objectives for each year of your plan;
· Your Affirmative Action measures; etc.
Duty#5: Submit your employment equity report
Are you responsible for EE in your company? Read this now!
In the new amendments to the Employment Equity Act
, the DoL says you must:
· Get rid of all unfair discrimination
– or face a R30 000 fine;
· Draw up a legally compliant EE plan every year
– and use the new method to submit;
· Pay employees who do the same work equally
– or risk being taken to court;
· Set up an EE forum that is a correct representation of the nation
– be careful, SAPS got this wrong;
· Report on how you're achieving your EE goals
– but what if you're not…?
· And loads more
But do you even know where to start?
Get all the information you need to get to grips with the EE Act requirements at the EE Summit 2016.
Plus with 9 case studies from HR Professionals in SA, you'll walk away with practical tips and tools you can use to comply with the EE Act.
Click here for more information…
You must report to Government each year by the 1st
of October for manual submissions and by the 15th
of January (after the 1st
of October) for electronic submissions.
Duty#6: Inform all your staff
You must clearly display a summary of the Employments Act's
provisions in your workplace, for all employees to see.
You must also display the following:
· The most recent report you sent to the Director-General;
· Any compliance order, arbitration award or Labour Court Order you've received on any employment equity matter; and
· A copy of your current Employment Equity Plan.
*Those were the 6 main Employment Equity duties you have as a designated employer.
But don't get too comfortable! Because those were just summaries!
To find out all the finer details, and more, around each of these duties, go to Chapter E 04
in your Labour Law for Managers
If you don't already have it, click here.