Implementers and Trainers of Employment Equity Act

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 - des@amsiandassociates.co.za 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.

To all those waiting for this vital information before moving ahead with our annual Employment Equity reports and plans, please see attached.

It's the time of year when implementers of the Employment Equity Act prepare to submit the annual reports.
The Department of Employment and Labour (DoeL) has released a summary of the key features of the overall results - please see attached.

The full report will be released on the 31 August 2020 via a webinar - please diarise the date.

Key features of this summary - yes some steps forward - but really minute - one can't help thinking that it's all going to wiped out by the COVID-19 pandemic.

The Department of Employment and Labour has today gazetted the Employment Equity Amendment Bill for 30 day comment.

Please see attached Gazette.

Tips for reading:
Go straight to the back - page 9 for the Explanatory Memorandum - to understand the rationale behind the changes.

Have the EE Act with you - the underlined areas are newly included, the square brackets will be deleted from the Act.