Accounts: 0782557223 Tracking: 0318115749 | 0870574924

Employment Equity Training

Employment Equity Training

Course detail | Pricing Schedule

Providing your Employment Equity Committee with effective training will empower the members to fully understand their role in the committee.

One of the main reasons for Employment Equity being unsuccessful does not understand the requirements of the Employment Equity Act.

Questions like, who are designated employers, who are the designated groups, or which demographics to use to set Employment Equity Goals abound in the Human Resources sector.

With changes in the legislation ignorance  is no longer an option for organisations, fines up to 10% of turnover.

In order to stay compliant, you must conduct Employment Equity Training or EE Training in your organisation with the related forum to ensure that you compliant with the legislation.

The Draft Employment Equity Amendment Bill has been enacted as the Employment Equity Amendment Act 47 of 2013 (“Amendment Act”). The Amendment Act will only come into operation on a date specified by the President. No such date has, as yet, been specified.

The Amendment Act introduces a number of significant amendments to the Employment Equity Act 55 of 1998, including:

  1. The further regulation of the prohibition of unfair discrimination against employees, in particular that it would constitute unfair discrimination to remunerate employees who perform the same functions differently;
  2. The further regulation of the preparation of Employment Equity Plans and Reports;
  3. The imposition of increased fines on recalcitrant employers;
  4. The amendment to the definition of who constitutes a designated employee for the purposes of the EEA. This has a material bearing on an employee’s obligation to meet employment equity targets; and
  5. An increase to the annual thresholds applicable to employers.

This Employment Equity Course or EE Training will enable participants to:

  • Develop a common understanding of the Employment Equity and Skills Development Acts and their relevance to business in South Africa
  • Understand the functions and responsibilities of Employment Equity Consultation Committees
  • Know how to provide a meaningful contribution as members of a committee, through the understanding of essential skills required for consultation and meeting processes
  • Consult constructively with all staff on the drawing up and implementation of Employment Equity plans
  • Share information on what other South African organizations are doing to practically implement EE plans

Every designated employer is required to design and implement an employment Equity plan. The purpose of the employment Equity plan is to enable the employer “to achieve reasonable progress towards employment Equity”, to assist in eliminating unfair discrimination in the workplace, and to achieve equitable representation of employees from designated groups by means of affirmative action measures.

An employment Equity plan therefore must clearly set out the steps that the employer plans to follow to achieve these objectives. In order to assist employers, the Department of Labour published a Code of Good Practice on the Preparation, Implementation and Monitoring of Employment Equity Plans. The Department of Labour also published a user guide to the employment Equity act, detailing 10 steps to preparing and implementing an employment Equity plan. Every employer should be in possession of at least these two documents – the Code of Good Practice and the User Guide.

There is no rigid format for an employment Equity plan, and the act allows employers to customise the plan to suit their own needs. Employment Equity and affirmative action applies to all designated employers and their employees, particularly those employees from designated groups. Designated employers are employers who employee 50 or more employees, employers who employ less than 50 employees but whose annual turnover exceeds or equals the amounts in schedule 4 of the EEA, or an employer who has been declared a designated employer in terms of a collective agreement.

Certain state organs are excluded, such as the National Defence Force, the National Intelligence Agency and the South African Secret Service. Designated groups are Africans, Coloureds, and Indians, woman of all races, and people with disabilities. All employers who have 50 or more employees on the date on which reports were due are required to report, and all employers who have 150 or more employees on the date on which reports were due are required to comply with the reporting requirements for larger employers.

Chapter 3 of the employment Equity act requires that employers take certain affirmative action measures to achieve employment Equity.

  • Employers must consult with the unions and employees in order to make sure that the plan is accepted by everybody and to allow all parties to have fair input
  • Employers must analyse all employment policies, practices and procedures, and prepare a profile of their workforce in order to identify any problems relating to employment Equity.
  • Employers must prepare and implement an employment Equity plan, setting out the affirmative action measures they intend taking to achieve the employment Equity goals.
  • Employers must report to the Department of Labour on the implementation of the plan in order for the department to monitor their compliance.
  • Employers must display a summary of the provisions of the act in all languages relevant to their workplace. The summaries are available from the government printer and certain offices of the Department of Labour.

In the implementation of EE, we are concerned with a number of documents. These are the Code of Good Practice on the Implementation of Employment Equity Plans, the Employment Equity Act itself, the Regulations under the Employment Equity Act, and the user guide published by the Department of Labour. The Code of Good Practice on the Implementation of Employment Equity Plans is not law. It has been published as a guide to employers, and it does give some valuable tips and information. Despite not being law, the Code must be taken into account.

Read more on our Employment Equity Training programme here.

Print Friendly, PDF & Email

Originally posted 2014-07-09 19:28:08. Republished by Blog Post Promoter