We have had a tremendous response to our last newsletter covering the Mining Charter in great detail. If you missed the article you are welcome to visit our website to read it. Alternatively, if you require a solution our consultants can assist.
Attention: Companies in the mining industry
On the 15th of June the much spoken about Mining Charter was gazetted and with it comes changes. Amongst other changes, the Ownership element has an increased target of 30% from 26%. This affects the mining industry directly and all companies who supply into the mining industry. If your customers are in the mining industry then they will need to comply with the mining charter and you need to be prepared.
Understanding South African tender procedures can be challenging
Understanding South African tender procedures can be challenging. There are processes which are ruled by various Acts, Regulations, and Guidelines which are specifically designed to ensure that the process of tendering is in line with the current legislation.
As of 20 January 2017, the amended PPPFA has been gazetted by National Treasury; the effective date of the Regulations is 01 April 2017.
Some of the changes in the amended Preferential Procurement Regulations are as follows:
- If an organ of state decides to apply pre-qualifying criteria to advance certain designated groups, that organ of state must advertise the tender with a specific tendering condition that only one or more of the following tenderers may respond-
- a tenderer having a stipulated minimum B-BBEE status level of the contributor;
- an Exempted Micro Enterprise (EME) or Qualifying Small Enterprise (QSE)
- There are some concepts and definitions which have been aligned to the B-BBBEE Act No 46 of 2013.
- 80/20 preference point system for tenders from R30 000 and up to R50 million
- 90/10 preference point system for tenders above R50 million
Join us for an informative Half Day session where we will be discussing and learning more about the key amendments to PPPFA.
A detailed course manual including the Act and the draft regulations will be handed out.
Start early with your Employment Equity submissions
The purpose of the Employment Equity Act, as laid out in the Act itself, is to “achieve equity in the workplace, by a) promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination; and b) implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups, to ensure their equitable representation in all occupational categories and levels in the workforce.”
Companies are compelled to form Employment Equity Committees; however, there are minimal guidelines that assist companies to make their committees effective.
Your committee needs to understand what is required by the Employment Equity Act and required of them in the committee. A lack of understanding of the member’s roles in the Employment Equity Committee also plays a tremendous role on the failure of the committee.
Ignorance is no longer bliss when it comes to the Act, especially with the changes in the legislation. Organizations can be fined from R1.5 million up to 10% turnover.
Join us for an informative Employment Equity Workshop on the 27th of July where we will help you be better prepared for your next submissions.
Lookout for our next information packed newsletter. Call us for expert help and advice to achieve successful transformation and not fall foul of the provisions of the Act.