Written by lvan lsraelstam, Chief Executive of Labour Law Management Consulting.
The Employment Equity amendment Act came into effect on the first of August 2014. These amendments set much tougher standards for EE compliance. However, your company or organisation does not have to comply with all of the EEA’s provisions if you fall into BOTH of the following categories:
- You have fewer than 50 employees
- Your company’s annual income is less than the threshold for your economic sector
Fines for non-compliance can be as much as R1500 000-00 for a first offence. It is therefore crucial for you as an employer to evaluate the level of your compliance with requirements of EE implementation by checking whether your business or organisation has clearly codified policies and procedures on:
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You also need to ask the following questions:
- Have these policies and procedures been checked by a labour law expert with EE expertise in order to ensure their compliance with the EEA and their practical viability?
- Have all managers, employee committee members/trade union representatives and employees been trained in the content and meaning of these policies?
- Do these policies form a rational and firm foundation for the development of the employer’s EE targets and EE plans?
If the answer to any of these questions is “No” then you need to act quickly before you are visited by a government inspector. You need to acquire the expertise necessary to ensure not only that you comply with the requirements of the EEA but also you’re your implementation process is effective and practical.
Details:
To buy our e-book, “Walking the New Labour Law Tightrope” please go to www.labourlawadvice.co.za.
(011) 888-7944 or 0828522973 or on e-mail address: ivan@labourlawadvice.co.za. Go to: www.labourlawadvice.co.za
