Employment Equity Implementation
The Employment Equity Code of Good Practice requires Human Resource management practitioners to understand company legislation, international obligations, as well as the traditional HR territory of policy and procedures, remuneration and benefits, and job evaluation.
The new Employment Equity Amendment Bill which has just been released, has far stricter stipulations for employers who don’t take EE seriously. Its impact will be hard hit in small, medium-sized, and large South African businesses.
The Employment Equity Regulations of 2014 require employers to use both national and regional demographics as a guide when setting employment equity targets. This requirement is causing confusion and uncertainty amongst HR professionals.
Should an employer use only national demographics when setting employment equity targets or should both national and regional demographics be taken into account?
Employers might have experienced a tough year on the labour front, but in the light of recent changes and additions made to key labour acts, 2014 is going to be even more challenging and complex,” says labour economist Andrew Levy.
As part of the series of articles on the implementation of the Employment Equity Act (EEA), this article explains "unfair discrimination". Before continuing with this article, make sure that you have first read the article explaining discrimination and differentiation.
The first purpose of the Employment Equity Act is to promote "equal opportunity and fair treatment in employment through the elimination of unfair discrimination". But what is "unfair discrimination" and how does it differ from "discrimination"?
"The first point to be made is that affirmative action must be rooted in principles of justice and equality." Nelson Mandela. Affirmative action is what springs to mind for many, when employment equity is mentioned.
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