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The only way to ensure your HR policies and procedures don't violate the sexual equality clauses set in SA's most recent labour law amendments

by , 10 April 2015
Sexual inequality is a big no-no.

It's prohibited by The Constitution, Basic Conditions of Employment Act AND the latest amendments to the Labour Relations Act.

All three laws state that discrimination based on any grounds, be it race, gender, sex, marital status, age or 'other', is unfair and unlawful.

But here's the thing, there have been so many changes to labour law lately, that your HR policies and procedures could be in violation with any number of them.

And that's why you need to act before it's too late.

Today, we're going to show you what you need to look for to ensure you're not discriminating against employees (and potential employees)

 
********** Urgent **********
 
The Labour Relations Amendment Act came into effect on 1 April 2015... Are you implementing the changes?
 
Now that the LRA changes are in effect you need to make sure you're fully compliant, and of course avoid massive lawsuits from employees and fines from the DoL!
 
 
**************************
 

Review your HR policies and procedures for sexual inequality discrepancies right away!

 
As an employer, you're legally obligated to pay women and men doing equal work the same and give them the same benefits. 
 
And that's where your HR policies and procedures come in. 
 
They must NOT contain any terms of clauses that have the effect of making a female employee's pay and other contractual terms different to a man's where they are doing equal work. 
 
And that's why we're urging you to do an urgent review of yours to make sure that the your employment contract and HR polices don't discriminate against women in terms of:  
 
  • Wages and salaries
  • Non-discretionary bonuses
  • Holiday pay
  • Sick pay
  • Overtime,
  • Shift payments
  • Occupational pension benefits, and
  • Non-monetary terms such as holiday or other leave entitlements or access to sports and social benefits (for example, a gym membership if this is something their employment contract entitles them to)
 
You also need to take great care to ensure that decisions related to promotions, transfers, training and offers of employment or appointments to office are not grounded in your employees sex either. 
 
So ensure you're in line with employment laws by carrying out regular HR audits. They allow you to objectively examine all your HR policies, procedures and practices in your company.
 
To discover how you can conduct your own HR audits quickly and legally, check out this special report. 
 


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