Start your Employment Equity process now to ensure that you meet the Department of Labour’s deadline of 1 October.
Ideally you can combine your skills development and employment equity processes and form one committee that deals with skills development and employment equity.
The Department of Labour does random inspections to ensure compliance with the Act and fines (starting at R500 000) can be issued for non-compliance with the Act.
The purpose of the Employment Equity Act is the following:
- To promote equal opportunities and fair treatment to all in the workplace by eliminating unfair discrimination; and
- To implement affirmative action measures to redress the disadvantages in employment experienced in the past by members from designated groups.
If you have more than 50 employees or an annual turnover equal or more than the amounts tabled below, you are regarded as a “designated employer” and need to submit Employment Equity documents to the Department of Labour.
Newly established organisations should submit employment equity documents within 6 months of becoming a “designated employer”. The size of your organisation will determine the frequency of reporting:
- Organisations with less than 150 employees submit employment equity documents every second year on the year that ends on an even number (e.g. 2010; 2012; 2014 etc.), by 1st October.
- Organisations with 150 or more employees submit employment equity documents every year by 1st October.
Joubert & Associates can assist you to get your organisation’s Employment Equity in place by providing the following services:
- Conducting a workplace analysis;
- Development of the EEA2 (Employment Equity Report);
- Development of the EEA4 (Income Differentials);
- Development of numerical goals and recommendations in line with legislative requirements;
- Coordination of the process necessary to establish an Employment Equity Forum/Committee;
- Coordination of the process to appoint an Employment Equity Manager;
- Consultations/meetings with the Employment Equity Forum/Committee;
- Training the Employment Equity Forum/Committee members on the requirements of the Employment Equity Act and their role as committee members;
- Proving appointment letters for Employment Equity Manager and Forum/Committee members;
- Developing an Employment Equity policy and constitution;
- Coordination of the process to complete EEA1 forms by all employees;
- Development of the Employment Equity Plan as required by the Act;
- Advice on the score for the Employment Equity element of the BEE scorecard and how to improve this score; and
- Proving the documents required to implement to process successfully.
In other words, we can assist you to handle your complete Employment Equity process and to get all the required documents in place. Alternatively, you might choose to handle some of the above aspects on your own and get our specialist input on the process.
Start your Employment Equity process now to ensure that you meet the Department of Labour’s deadline of 1 October. Ideally you can combine your skills development and employment equity processes and form one committee that deals with skills development and employment equity.