Section 16 and 17 of the Act requires designated employers to establish a fully representative Employment Equity Committee. In order for the consultative processes to be effective, all relevant stakeholders need to fully understand their roles, responsibilities and duties. The purpose of the EE training sessions is to equip committee members with the knowledge, skills and competencies to be effective in their role and pro-actively contribute towards the overall transformation of the organisation.

Section 20 of the Employment Equity Act states that a Designated Employer must prepare and implement an employment equity plan. The plan which must not be shorter than 1 year and maximum 5 years should include a timetable for the achievement of goals and objectives for each year of the plan. This strategic document outlines the company’s commitment to actively drive transformation.

Each organisation must identify barriers that might contribute to unfair discrimination and impede equitable representation in employment by individuals from the designated groups. Furthermore, appropriate Affirmative Action measures must be implemented to address such barriers.

According to Section 21 of the Act, designated Employers are obliged to submit their Employment Equity reports (EEA2 and EEA4 Forms) detailing the progress made in achieving employment equity. The report is submitted annually to the Department of Employment and Labour between September and mid-January.

Where an employer fails to comply with the requirements of the EE Act, the Director-General may apply directly to the Labour Court to impose a fine. The fine amount can range from a) the greater of R1.5 million or 2% of the employer’s turnover to b) R2.7million or 10% of the employer’s turnover, depending on the frequency of the offence.
An employer cannot claim any points under the Management Control pillar of the B-BBEE scorecard in the absence of an acknowledgement of EE reporting from the Department of Employment and Labour.

1. The alignment to the amended Employment Equity Act, specifically to the correction of wage differentials among various jobs
2. Correct classification of employees relative to their education and technical expertise
3. Optimising the BEE management control scoring and alignment to the Economically Active Population (EAP) targets per job category
4. Align the current grading system to the semantic scale. And, if there is no grading system, then classify the current job per the semantic scale.

• Understand the client industry for benchmark job classification
• In-depth discussions with the HR business partners on the jobs available. These will include the reporting line, responsibility and creativity required etc.
• Align the discussion to the semantic scale

• Final accurate classification of the jobs in the business
• Management Control report for the updated landscape
• Comparison to the EAP targets towards EE reporting