By sylviahammond, 19 September, 2019

A well-attended roadshow meeting today (19th September 2019) in Cape Town, was very enjoyable and informative.

So for those who have not been able to attend, I will separate out my reports - into a number of posts - the two main areas are:
the new EEA4 form, and violence and harassment at the work and the workplace.

The reporting software is now up, and available for access. The reminder letter should be received by the CEO, but if not received, contact the department, to set up this year's report.

The report asks for a Bargaining Council, but does not have an option for None - so the only option is Other.

The revised EEA4 form has the obvious intention of illuminating how the highest are paid and how many times more that is to the lowest paid. Secondly, disparities within each level, which may relate to gender or other discrimination.

The most important statement - for me - of the whole session was by the Chief Director of Labour Relations Thembinkosi Mkalipi - that we need to be concerned about confidentiality. The EE report and EE plan need to be created in consultation with a representative committee.

The problem is in smaller medium sized companies - where it is quite possible to have just one person in a level, so just one woman, or one disabled person, or one employee classified under African. So by disclosing that remuneration to the Committee, the person is clearly identifiable to the committee, and so is their remuneration.

Solving the problem and balancing consultation is not that easy - because failing to disclose one number, but having a total showing - is still able to be calculated.

When the staff complement is entered into the EEA2, it automatically populates the EEA4 forms - but still check that the numbers are correct.

Section C is obvious - number of employees per level with total remuneration - including temporary employees (who have less than 3 months service). If a temp has more than 3 months, count them as permanent.

Section D is more complicated - divide remuneration into the fixed component - and the variable.
Then enter the single highest paid.
For the lowest paid - depending on the organisation - may not be at the semi-skilled or unskilled level - but whatever the lowest level is - it should be the lowest paid individual. So you have the highest in the organisation and the lowest in the organisation.

What is variable? Shift allowance is interesting - if it is regular with no change - include in fixed. But if there are a variety of shifts worked, depending on season, or productivity, and the shift allowances change, then that would be variable. The department are not going to debate where items are placed - as long as you keep a record of your reasoning when questioned.

Section E is even more complicated - the top 10% of earners and the lowest 10% of earners - that is clear - add them up and divide by 10.

For the median - from the list - select the middle one. If there are an even number of employees - take the 2 middle ones and calculate the middle between them.

How many times more - is the highest from the lowest - and do you have an Affirmative Action policy related to remuneration differentials? How do your results to these questions comply with the policy?

The form gives an option to explain reasons for differentials - but not but the levels - it would be important for your own work - to clearly know by level, which reasons apply exactly where - and how they relate to the policy.

In the question and answer session - there was an observation that the last page only asks for the CEO signature - not other members of the committee.


Copyright: Portal Publishing (Pty)Ltd | Privacy Policy | Terms of Use
Skills Portal | Careers Portal | Jobs Portal | Bursaries Portal | Skills Universe
About us | Contact us
Portal PublishingPress Council