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Avoid costly fines and use these 6 ideas to implement the EE changes

by , 03 February 2016
With all the amendments having been made to the Employment Equity Act in 2014, it's easy for you to slip between the cracks and pay big fines of 10% of your annual financial turnover for non compliance.

So avoid these penalties altogether and follow these 6 practical ideas in implementing the EE changes into your EE undertakings...

****Must have****

Don't let the new Employment Equity amendments be the reason the DoL comes after you

There are still many employers who don't know exactly what the new 26 amendments are or even how to apply them.

If you employ more than 50 people or if your turnover is over the Employment Equity Act threshold for your industry, you need to comply with each and every one of them.

Click here to find out what you need to do to comply and avoid penalties from the DoL

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Idea#1: Carry out a full in-house EE audit

If you have the time, and the available resources, then this is the best way to implement the changes efficiently and effectively.

A full EE audit will identify exactly where you need to make changes.

Idea#2: Get your EE committee involved

If you don't have the time, nor the resources, to carry out a full in-house EE audit, then you can get your EE committee involved.

Divide the various EE areas among your EE committee and give them time to evaluate their respective areas, after which they can report on them with any recommendations.
 

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Idea#3: Plan the implementation

With all the changes that'll have to be made, it will help to plan their implementation.

For example, you can break the entire project into smaller pieces, and set deadlines for each piece (change).

Idea#4: Focus on your EE Plan

Many of the largest changes have to do with your EE Plan.

You simply HAVE TO ensure that your EE Plan contains the new requirements (of the amendments) and that it is fully compliant with them.

Idea#5: Start the necessary assessments

The new requirements will mean that you'll have to start assessing how our company is doing things.

This is especially important so as to avoid any potential unfair discrimination.

*Do you want to learn what the last practical idea is? Then go to chapter E08: Employment Equity Act Amendments 2014 in your Practical
Guide to Human Resources Management.


If you don't already have this invaluable resource, then get it today! Click here now.


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