If you're a designated employer, then you simply have to comply with the Employment Equity Act (EEA).
If you don't you'll land up with heavy non-compliance penalties, and costly legal procedures for you and your business.
So to help you stay on track, here's an outline of 10 things you should be doing to ensure you comply with the EE Act...
You must consult with your employees (section 16)
· Conducting an EE analysis;
· The preparation and implementation of your EE Plan; and
· Reporting to Government (Section 17).
You must draft, and implement, an EE Plan.
You must report to Government each year before the 1st
of October for manual submission. But if you submit your manual electronically, then you can submit it by the 15th
of January following the 1st
of October (section 21).
You need to publish your EE Plan and Report for all of your employees to see (Section 22).
You must draft a successive EE Plan once the previous one has expired (section 23).
You must assign a senior manager who'll be responsible for overseeing the EE process (Section 24).
You must inform your staff about EE,
alongside how you'll implement it (Section 25).
You need to keep records linked to your EE Process (Section 26).
You must submit an Income Differential Statement (Section 27).
You must comply with the Director-General Review (Sections 44 and 45).
If you don't do these 10 things, you'll face a fine of up to R2.7 million, or as much as 10% of your annual turnover per incident of non-compliance!
*So there are 10 things you should do to make sure you comply with the EEA.
But remember that was just an outline!
To see all the details around each of those points, simply page over to Chapter E 29
in your Practical Guide to Human Resources Management
Don't have it? No problem. Click here
to order your copy today.