Calling all designated Employers!
In the new amendments to the Employment Equity Act
, the DoL
says you must draw up:
· An Employment Equity Plan annually;
· Separate plans
for each satellite office; and
· Draw up specific plans to reduce unfair discrimination and income differentials
in your company.
Get easy-to-use steps and templates to draw up your EE plan
at the Employment Equity Plan half–day Workshop 2016
Click here to book now!
The difference is based on employees' seniority or length of service.
The difference is based on employees' qualifications, skills, competency or abilities which are above the minimum required levels to perform the job.
The difference is based on employees' performance, quantity or quality of work.
This is of course only justifiable if all are equally evaluated according to your performance standards. In other words, you must apply your performance evaluation CONSISTNTLY among all employees concerned.
If you fail to do this, this factor doesn't count.
Where you demote an employee for any legitimate reason (such as organisational restructuring) without a reduction in pay, and you've fixed her salary at this level until other employees in the same job reach the same remuneration level.
Where you employ your staff TEMPORARILY in a particular position for training purposes, and as a result they get different remuneration or get different terms and conditions of employment.
The existence of a shortage of a relevant skill, or the market value within a particular job classification.
*So those were 6 factors that justify differences in employment contracts, and in so doing avoid unfair discrimination when it comes to different pay for equal work.
To avoid being guilty of unfair discrimination, page over to chapter E 27
in your Practical Guide to Human Resources Management
handbook and read more.
Alternatively, click here
if you don't already have it.