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Four tips to ensure your recruitment policy and procedures are EE compliant

by , 10 June 2016
Employment Equity is arguably the most important piece of labour legislation for all designated employees, as failing to comply with it will attract fines of as much as R2.7 million, or even 10% of your annual turnover.

This is especially applicable when it comes to your recruitment policies, because if you're not careful when laying out your own recruitment policy, you'll be hit hard with massive penalties.

So to help you ensure that your recruitment policy and procedures are EE compliant, follow these four quick tips...

Keep reading to find out what they are...

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The DoL decided to make examples of 1400 companies who failed to submit their EE reports.
 
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Get the inside scoop from the man behind these court actions, Thembinkosi Mkalipi – Labour Chief Director at the DoL. He'll share his experience with companies facing EE penalties for non-compliance. And strategies you can use to make avoid ever facing those penalties. 


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Four tips to ensure your recruitment policy and procedures are EE compliant…
 

TIP#1:

First and foremost, whatever you do, don't discriminate in your recruitment and selection policy!

Any form of direct discrimination in your recruitment policy means that you'll be falling way outside the legal boundaries of the Employment Equity Act.

REMEMBER: This is a sure way to get into big trouble, with even bigger fines coming your way. So avoid any form of direct discrimination in your recruitment policy

TIP#2:

Ensure that all recruitment and selection is in line with your Employment Equity Plan.

For example, if you know that you are required to have a certain percentage of employees, from designated groups, in your company, then you must state this in your recruitment and selection plan so that you know which employees to include.

TIP#3:

Ensure that your job application forms standardise the information you receive from prospective employees.

This is so that you can avoid the possibility of unfair discrimination.

TIP#4:

Only use background checks to clarify information which has been provided to you by job applicants, and never to discriminate against potential employees.
 

*To learn more on recruitment and selection policies, page over to Chapter R 01 in your Practical Guide to Human Resources Management handbook today, or click here to order your copy today.
 
 


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