Good Practice: Planning, Preparation, Implementation Employment Equity Plans
The Department of Labour released the Code of Good Practice on Employment Equity Plans (EE Plans) on the 30th September 2016 after the document was issued for public comment on the 3rd September 2016. The objective of this code is to provide guidelines of good practice in terms of the requirements of the Employment Equity Act with regards to the preparation and implementation of an EE Plan.
It is vital to note that the Department of Labour views the plan as:
A designated employer’s employment equity implementation programme.
Representing the critical link between the current workforce profile and possible barriers in employment policies, practices, and procedures, and the implementation of remedial steps to ultimately result in employment equity in the workplace.
Equally as important is noting that the structure of the plan should be easy to understand and follow the SMART principle: Specific, Measurable, Attainable, Relevant and Time bound. The development of a plan should be an inclusive process involving representation of all levels in the organization followed in sequential phases: planning, development, implementation & monitoring.
The responsibility for overseeing the three phases should be assigned to a permanent employee who reports directly to the CEO. All employees should be made aware and informed through a representative forum of the activities relating to Employment Equity.
The EE Plan must be developed using the EEA 13 form and must be informed by the detailed analysis in the EEA 12 form. The duration of the plan should be for a period that will allow the employer to make reasonable progress towards achieving employment equity. This period should be no shorter than one year and no longer than five years.
Numerical goals should be developed for the appointment and promotion of people from designated groups. The purpose of these goals would be to increase the representation of people from designated groups in each occupational category and level in the employer’s workforce, where under-representation has been identified.
A designated employer is expected to submit their EE reports annually to the Department of Labour between the periods – first working day of October or by 15 January of the following year in the case of electronic reports. The EE reports must be completed by employers using the EEA 2 and EEA 4 forms to reflect the progress made against the employer’s EE Plan. Public Companies must also include their workforce profile in their financial report using the EEA 10 form.
Internal procedures for resolving any disputes around the interpretation and implementation of the EE Plan should be agreed and specified in the EE Plan, with the last point of call for resolving any disputes arising from this being preferably the CEO of the organization.
It is evident from the code that simply submitting your reports to DOL once a year is not fully complying with the act.
We are hosting an informative half day workshop on 1st November 2016 as an opportunity to engage further on the topic of EE and compliance with the Act.
EconoHR has developed a unique approach to help clients with compliance with the EE Act. Our managed service will ensure that not only have you submitted your reports to the DOL, but that all aspects of compliance are done inline with the EE Act.
Please email firstname.lastname@example.org or email@example.com to reserve your seat. Seats are limited.
Additional information and a full calendar of all our courses are available on our website.
Talk to us today about other solutions to help your business achieve its objectives. Contact us on 011 483 1190 or firstname.lastname@example.org to find out how we can help you manage your Employment Equity sustainability.
Contact us on email@example.com or 011 483 1190.
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