HR BEST PRACTICE

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Permalink Reply by Sebo Nyandeni on October 16, 2009 at 7:36am

Hi Mahlatse, with regards to EE go to the DOL website, they have enough information to guide you on that.

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Permalink Reply by Brian Kama on February 18, 2010 at 1:39pm

Dear Mahlatse,

I am not sure if you managed to acquire sufficient info on HR Best Practice.

Please mail me to brian@omnicor.co.za, I will send you some brilliant information. This is one of our major practice areas.

Thanks,
Brian

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Permalink Reply by Des Squire on February 24, 2010 at 8:52am

Hi Mahlatse
I refer to your query on the composition of the EE committee. Below is an extract from the code of good practice on EE which sets it out.

5.3.14. Consultation

The success of employment equity depends largely on the efficacy of the consultation process. Employers, employees and trade unions must be willing to play a constructive role in the consultation process.

Regular and meaningful consultation will contribute to a joint commitment to workplace transformation. It may also foster workplace democracy and productivity.

Consultation will ensure that realistic employment equity plans are prepared which address the training and development of designated groups and the adaptation of the workplace to affirm difference.

The involvement of trade unions in the consultation process is not enough.

Employers must also consult with employees from across all occupational categories and levels.

5.3.15. It is essential to ensure that whatever form consultation takes, it does not undermine existing collective bargaining processes or existing relationships.
5.3.16. Transformation committees or other structures that already exist, which bring together employees and management, may need to be adopted in order to serve the consultation purposes of the Act. Necessary adaptations may include bringing in representatives from segments of the workforce that do not already participate, including designated or non-designated groups or trade unions. Where workplace forums exist, there should be a vehicle for consultation, and attempts should be made to ensure that these are as representative as possible. Where no structures exist or current structures are impractical for employment equity consultation, the employer should initiate a process to establish a consultative structure and or support an employee initiative of this nature. Criteria for appointment of representatives to the structure, the number of representatives, their roles and responsibilities and mandates will have to be clearly set out. The representatives on the structure should be trained on understanding and implementing the key components of the Employent Equity Act.

AMSI (Pty) Ltd can assist with the training of EE and/or Skills Development committee memers - contact Des Squire - dsquire@amsi.co.za

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Permalink Reply by Jonathan Blignaut on April 8, 2010 at 7:07pm

Hi Mahlatse

Try www.labourguide.co.za

Hope this helps
Jonathan

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