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Use these four codes to help you manage EE in workplace

by , 19 October 2015
If you're a designated employer, then the Employment Equity (EE) Act applies to you. And it's your legal obligation to comply with it.

Failure to do so can lead to heavy penalties. Our Minister of Labour, Mildred Oliphant, recently said that any employers who don't comply with employment equity laws will be prosecuted.

But, there are various codes which you can use to assist your EE management.

Apart from the Employment Equity Act itself, and its amendments, the following four codes can greatly assist EE in the workplace:

Code#1: The Code of Practice on the Preparation, Implementation & Monitoring of Employment Equity Plans.
This code can greatly assist you and your employees with regard to Employment Equity Plans.
Code#2: Disability in the Workplace
This code will help you and your employees when it comes to fair treatment and provision of equal opportunities of disabled individuals.
Another important code, to look at is the Key Aspects on the Employment of People with Disabilities.

Revealed: The ONE checklist that'll show you if you're complying with all 26 changes to the Employment Equity Act...

Use it to avoid business-crippling, non-compliance fines from the DoL
Code#3: Integration of Employment Equity into Human Resource Policies and Practices
This will help your HR policies and practices implement employment equity principles.
Also, you can include the Integration of Employment Equity into Human Resource Policies.
This particular code can help you identify human resource areas which are key to achieving your employment equity objectives.
Code#4: Key Aspects of HIV/AIDS and Employment
This code provides guidelines for employers, workers and trade unions with how to deal with HIV/AIDS in the workplace.

Those were four important codes to use in assisting your management of Employment Equity in the workplace.

To learn of additional codes which you can use, subscribe to Labour Law for Managers.

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