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The question of why the Employment Equity Act is important, as well as whether it is relevant, is still raised. This article will answer these burning questions by looking at the definition of what the Employment Equity Act is, as well as the purpose it serves. What is the Employment Equity Act?According to the Department of Labour’s ‘Act Summary’, the Act has two main purposes, namely–
When the Employment Equity Act was passed in 1998 the political climate in South Africa was changing. While discrimination and inequality were the norm, there was a need to ensure change and to enhance equality in the South African workplace. As you can see from the Department of Labour’s definition of the purposes of the Act, it was established as a means to address these inequalities. Why is the Employment Equity Act important?
Why Is the Employment Equity Act relevant?The Employment Equity Act is relevant because of its potential to improve employment standards. This, in turn, results in a long-term improvement in the quality of and trust in South African businesses. If this is implemented properly, it has the potential to stabilise and improve our economy, which is certainly relevant, especially for those who rely on such fairness to ensure their employment and development. Contact us to get the best possible advice from experts in the field of legal compliance. At SERR Synergy we are dedicated to helping businesses meet the requirements of the Employment Equity Act, for their own benefit and that of the country as a whole.
Share Options for the subscription of shares as a form of BEE ownership There is much uncertainty surrounding the nature and use of share options, especially where they can be used for B-BBEE purposes. Firstly, we need to clarify what a Share Option is. A Share Option is a form of equity instrument and falls under the definitio What are the Property Practitioner’s B-BBEE compliance requirements in terms of the new Property Practitioners Act? What are the Property Practitioner’s Broad-Based Black Economic Empowerment (B-BBEE) compliance requirements in terms of the new Property Practitioners Act, 2019 (Act No. 22 of 2019)? Important questions answered about the National Minimum Wage The Department of Labour (DoL) is getting stricter on the enforcement of Employment Equity, and in our experience companies tend to take a reactive approach when it comes to Employment Equity implementation in that they only start the process when they receive an intention to audit from the DoL. The DoL has picked up on this approach from companies, hence the stricter enforcement from the DoL and the Labour court. The Employment Equity ActAccording to the Employment Equity (EE) Act, it is a Designated Employer’s duty to promote equality in the work place and as well advance those previously disadvantaged by past discriminatory laws. The need for Employment Equity can be seen when one only looks at the current socio-economic composition of South Africa, especially when it comes to the youth unemployment rate. A big misinterpretation of the EE act is that a lot of employers understand it as an advancement of certain races only, but this is certainly not the case. In order to understand the true intention of Employment Equity, one needs to understand who was discriminated against in the past. Traditionally people weren’t only discriminated against based on race, but also based on gender and disability. So in essence, white females and all disabled people should be considered when one considers Employment Equity. One should always ask the question: Was this person discriminated against due to past policies and social norms? How to start the Employment Equity process and taking a proactive approachThe biggest issue that we have found with the implementation of Employment Equity in South African businesses is that there are no clear guidelines and the information regarding Employment Equity is very limited and does not always address challenges directly. The feeling that one gets is one of “comply, or else…”. ConsultationFirst, employees need to be consulted on the process and the need for EE participation. This can be done through toolbox talks, information pamphlets, or a training session by an independent and neutral consultant. This will also promote buy-in from employees and eliminate unreasonable expectations from employees. It is of utmost importance that the company also communicates the importance of Top and Senior Management’s participation and understanding of the process to be followed. Employment Equity can only be achieved if the entire company participates, and understands, the necessity for transformation. ResponsibilitySecond, the Employer must assign responsibility to a Senior Manager, who must take responsibility for the entire process in the form of an Employment Equity Manager. The EE Manager must be formally appointed with an appointment letter in which the duties and responsibilities of the EE Manager are outlined and should form part of the KPIs of such the Senior Manager. The EE Manager must be directly appointed by the CEO and held accountable for the progress of Employment Equity implementation. The EE Manager must:
The appointment of an EE Manager does not shift the responsibility from the CEO, and ultimately the CEO will be held responsible by the DoL should the company be found contravening the Employment Equity Act by the Labour court. A CEO can therefore not take the decision of appointing an EE Manager lightly. RepresentativenessThird, the employer needs to establish the over- and under representations of gender and race within the 6 occupational level categories. This needs to be done through a consultative body: the Employment Equity Committee. This committee:
This committee should also reflect the race and gender breakdown within your company. Should the Employer have a formal agreement with a registered trade union, the elected shop stewards will automatically form part of this committee and will not have to be re-elected as the election of these representatives has already have been done in a democratic manner by the trade union. The EE Committee needs to analyse the composition of the company’s employee profile and compare it to the latest Economically Active Population (EAP) statistics as released by StatsSA. After establishing the over- and under representations within the company, the EE Committee needs to:
In order to assist the EE Committee in identifying these barriers, the committee needs to analyse all company policies, procedures and practices and establish whether any of these are in any way discriminative and what measures should be put in place in order to achieve equality. Goals and TargetsOnce the barriers and measures have been identified, the committee needs to establish goals and targets in order to overcome the over- and under representations. The employee profile needs to be aligned as close as possible to the Economically Active Population (EAP) statistics. In our experience, companies tend to focus mostly on the top 4 tiers of the occupational levels and leave out the semi-skilled employees, unskilled employees, and disabled employees in their corrective measures. To overcome the oversight of these employees, we have found that training in the form of Learnerships, bursaries and apprenticeships is effective in including these employees in the process. Not only will this include these employees in the process, but there are also benefits for the employer in the form of Discretionary Grant funding, Tax Incentives and ETIs. The work isn’t done here – it only startsThe above 4 steps are only the starting point in implementing Employment Equity and too often employers believe that as soon as these steps has been implemented, the process has been completed. This is, however, only the beginning of the implementation process and Employment Equity must be seen as a continuous process of analysing, identifying issues and corrective measures, and tracking the progress of goals and targets. EE Committee meetings The benefits to a positive, proactive approach to EEIn order to implement Employment Equity beneficially for the employer and employees, one needs to take a positive proactive approach and not a political one. Below are some of the benefits of implementing Employment Equity as set out above:
The Employment Equity process should not be seen as a burden, but rather a powerful management tool for Top Management, if implemented with the right attitude. The benefits above are only a few of many rewards that not only employees, but also the employer will reap. The financial implications of not complying with the EE Act are far greater than most employers realise – when found guilty of a contravention, one cannot simply pay the fine and make the problem go away. The Labour Court will keep on issuing fines until the company eventually complies or cannot afford the fines anymore and have to shut their doors. The CEO of a non-compliant company will also be held liable for any false reporting or an attempt to mislead the DoL, and this could lead to a criminal record for the responsible CEO.
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