EMPLOYMENT EQUITY LEGISLATION
Employment Equity legislation in South Africa has been tightened over the last year, but does not appear to be reaping the desired results. Little has changed by way of appointments of ‘the previously disadvantaged’ to top and executive management positions as anticipated. The Department of Labour Inspectors are active in carrying out audits of organisations and not sympathetic to any cause. Fines of up to R 1 500 000 or 2% of turnover are being imposed on non-compliant companies! The Act was drafted in 1998 and there are no longer excuses.
Are you a designated employer? If you employ more than 50 people and/or have an annual turnover that meets or exceeds the level stated in Schedule 4, you are required to develop an equity plan and submit an annual report against how the plan is progressing.
If you are not designated employer, you are still required to ensure that your company HR policy and practices are not in any way ‘discriminating’. You could be challenged by an employee under the Act ‘for any arbitrary reason’.
Are your salary levels clearly aligned to job responsibilities? The ‘equal pay for equal value’ clause affects ALL employers.
Do you have supporting policies and practises in place to ensure objectivity?
If you are not compliant, heavy penalties for companies AND the “responsible person” may be imposed. The fines are too onerous for you to not fully comply. Be proactive and take the necessary action today!
BENEFITTING FROM SKILLS DEVELOPMENT
Making investment in your staff members can certainly enhance worker morale.
Increased training programs can result in raised overall performance.
A business entity could apply for as much as 60% of SDL funds paid in a year back from the SETA.
An engaged and therefore motivated labour force enjoying increased job satisfaction, considerably higher motivation and thus morale.
Greatly reduced absenteeism and so workforce turnover.
Reduce recruiting expenditures.
Enhanced productiveness as well as performance.
Better risk management system in potentially highly litigious areas along the lines of sexual harassment and therefore diversity.
A positive position of difference for potential customers exploring new partners/suppliers.
A optimistic position of difference for recruits.
The right visible demonstration of just how well prepared you happen to be to invest in individual development for foreseeable future successes will undoubtedly be crucial for drawing top notch talent to your doors.
Our Process
STRATEGY
DEVELOP
ANALYSE
ACHIEVE