When posting please remember that you are wanting to create a business relationship - whether a contract or work relationship. Use your post to present a professional image of yourself & if relevant, your organisation. In addition to what you are looking for, provide your name, title, and contact details.
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Skills-universe members responsible for implementation of the Employment Equity Act - Employment Equity Responsible Managers, Employment Equity Consultative Committee members, Department of Employment & Labour and external consultants.
The amendments to the Employment Equity Act require that designated employers work to numerical targets that are set by the department - per sector - for senior levels of employee.
The following schedule lists the consultation meetings with dates and times.
Latest update: 21st August 2023 from www.labour.gov.za
Please see updated schedule of venues for roadshows on:
22nd, 23rd, 24th, 30th August, 2023, and 13th September, 2023.
Note: The Cape Town meeting moved to 13th September 2023.
The Department of Employment and Labour has published a Code of Good Practice on the Prevention and Elimination of Harassment in the workplace.
This code replaces the previous Amended Code on the Handling of Sexual Harassment Cases in the Workplace, from August 2005.
Remember: the Employment Equity Act applies to all employers - not just the designed employers in Chapter Three, who have to report annually. Harassment is defined as a form of unfair discrimination, in terms of Chapter Two Prohibition of Unfair Discrimination.
For those skills-universe members who also cover implementation of employment equity, you may have been wondering about progress on the amendments.
The Minister of Employment and Labour is progressing the amendments through the legislative process - and finalisation is expected by February 2022.
So, once you have completed and submitted for 2021, you will have new requirements for 2022. Depending upon your sector, you may be dealing with different requirements - an additional challenge to keep up with if you are reporting for employers in different sectors.
If you need any assistence with your EE Report, Plan, Policy etc or if you are required to take any remedial action then please contact me - [email protected] or 0828009057.
It's that time of the year again - Employment Equity Report submission.
The previous issue I saw from the Department of Employment and Labour (DoEL) stated that they will be sending out regional invitations. So these are the dates that you need to diarise and watch out for your invitation.
This issue gives names & email contact details & says first come first served - so I am not clear whether we are supposed to send an RSVP email.
Anybody who has clarity on that - please update this post.
Discrimination is illegal and is prohibited in any form in terms of the EE Act.
Would a company then be discriminating when they advertise for vacant positions, or when thy promote based on minimum educational requirements???
Give this some thought and plese explain yuor responses.
At this time of year - many questions arise from practitioners completing the Employment Equity reports.
The EEA4 part of the report deals with the payments to employees.
This year there is an added complication. The TERS payments.
The questions is: should the TERS payment to an employee be included in the remuneration?
Is this the correct answer?
The TERS payment is an unemployment insurance benefit and so should not be included in the reporting of remuneration.
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