DEVELOPING AN EMPLOYMENT EQUITY PLANWho is responsible for developing the Employment Equity Plan? The development of the Employment Equity Plan is the responsibility of a designated employer as provided for in Section 5, Section 13 and Section 20 of the Employment Equity Act, Act 55 of 1998. This, the employer does in consultation with its employees. Section 5: Elimination of unfair discrimination Every employer must take steps to promote equal opportunities in the workplace by eliminating unfair discrimination in any employment policy or practice.. Section 13: Duties of designated employers (1) Every designated employer must, in order to achieve employment equity, implement affirmative action measures for people from designated groups in terms of this Act. (2) A designated employer must –
Section 20: Employment Equity Plan This section outlines what the contents of an Employment Equity Plan should be and, except where otherwise provided, it applies only to designated employers and their employees, particularly those employees from designated groups Designated employers include:
Consultation with employees A designated employer must consult with employees as follows, that is:
A designated employer consults with its employees, through a consultation structure that may be established in accordance with the guide provided above, when conducting an analysis, preparing and implementing the employment equity plan and reporting to the Director-General of Labour. Employment Equity Plan The employment equity plan of a designated employer must state the following aspects in order to achieve reasonable progress in the employer’s workforce, and they are:
An Employment Equity Plan of a designated employer must be made available to employees once agreed upon through the consultation process. DEFINITIONS Designated groups This means black people, women and people with disabilities. ‘Black people’ is a generic term which means, Africans, Coloureds and Indians. Affirmative Action Affirmative action measures are measures designed to ensure that suitably qualified people from designated groups have equal employment opportunities and are equitably represented in all occupational categories and levels in the workforce of a designated employer. Affirmative action measures must include –
Reasonable Accommodation This means that ‘any modification or adjustment to a job or to the working environment that will enable a person from a designated group to have access to or participate or advance in employment’. Suitably Qualified Person This means that ‘a person may be suitably qualified for a job as a result of one, or any combination of that person’s –
When determining whether a person is suitably qualified for a job, an employer must –
In making such a determination, an employer may not unfairly discrimination against a person solely on the grounds of that person’s lack of relevant experience.
his document is based on information available on the official Department of Labour website >> Labour Law >> useful links >> advice >> code of good practice: conduct and capacity >> harassment >> conciliation |
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