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Employment Equity Act

Court grapples with competing equity claims


Labour Appeal Court (LAC) on Friday gave its approval to an employment equity plan that justified the promotion of an African policeman over an Indian policeman, despite the Indian policeman being scored higher by a selection panel.

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Your compliance with the EEA will now be assessed

Section 42 of the amended Employment Equity Act, No 55 of 1998, (EEA), as amended by the Employment Equity Amendment Act, No 47 of 2013, deals with how a designated employer will be assessed in terms of their compliance with employment equity in accordance with the EEA. The director-general (DG) of the department of labour (DoL) is tasked with this duty.

Section 42 of the amended Employment Equity Act, No 55 of 1998, (EEA), as amended by the Employment Equity Amendment Act, No 47 of 2013, deals with how a designated employer will be assessed in terms of their compliance with employment equity in accordance with the EEA. The director-general (DG) of the department of labour (DoL) is tasked with this duty.

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Stricter enforcement of the EEA under the amendments

The Employment Equity Act, No 55 of 1998 (EEA), has been extensively amended. The amended act came into force and effect on 1 August 2014. This article examines the more stringent enforcement mechanisms introduced under the amended EEA.

The Employment Equity Act, No 55 of 1998 (EEA), has been extensively amended. The amended act came into force and effect on 1 August 2014. This article examines the more stringent enforcement mechanisms introduced under the amended EEA.

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Amendments to the Employment Equity Act

Section 27 of the Employment Equity Act, No 55 of 1998 (EEA) regulates the statement/report an employer has to submit when reporting in terms of s21(1) on the remuneration and benefits received in each occupational level of that employer's workforce. This is done in accordance with, and as prescribed by, the Employment Conditions Commission (ECC) established by s59 of the Basic Conditions of Employment Act (BCEA).

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Gender inequality persists in the South African workplace

Results of the 2014 MasterCard Index of Women's Advancement show that gender inequality towards women at work remains. The overall index score of 73.5 for 2014 is marginally higher than the outcome of 73.4 in 2013 and 73.3 in 2012. However, a score of 73.5 means South African women at work are still not equal to men, as a score of 100 indicates gender equality.

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