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How to develop an EE Plan and Complete your Employment Equity Act Reports

Understand how to develop your Employment Equity Plan and complete your Employment Equity Act Reports

Course details

Date: 31 October 2017
Time: 08h30 for 09h00 – 16h30
Venue: BEESA Business Services,
05 Sherborne Road,
Unit 03 Sherborne Square,
Off Jan Smuts Avenue, Parktown
Cost: R 3000 ex vat
CourseSpeaker-LynneStrauss

Lynne Strauss

Head of the BEE Academy

Lynne is an accomplished BEE Consultant with over 8 years in the BEE Audit environment and 5 years as a Senior Analyst and B-BBEE Technical Consultant. Lynne now holds the position of BEE Training Manager as well as BEESA’s own internal Learning and Development Manager.

EEA Report Deadline!

SUBMISSIONS END 15 JANUARY 2018

“Consequences of missing the submission deadline”

  1. Risk of a 2% of turnover penalty fee to Department of Labour if the Company qualifies as a designated employer and failed to submit their reports.
  2. No score for Management Control (incl EE) will be awarded.
  3. Empowering Supplier status is at risk due to the fact that companies need to be compliant with Laws of this country

The Amended Employment Equity Act and the Equity Regulations have introduced a number of new concepts and also new templates which need to be considered in the implementation of Employment Equity. Now is therefore a good time to review the company’s Employment Equity Plan and Employment Equity Reporting in light of the new requirements.

The regulations have introduced much more specific requirements in the development and implementation of an Employment Equity Plan, e.g. specific, measurable, attainable, relevant and time bound annual objectives, numerical goals and targets with exact time frames and strategies and a template with minimum requirements, etc. These need to be considered when developing and reviewing such plans.

The regulations also include some suggestions regarding changes to The Employment Equity Reporting Format. Different companies are applying the principles regarding reporting differently. Processes of reporting can often be more efficient, e.g. using the functionality of Excel better to simplify reporting.

This session will include:

1). Complying with the Employment Equity Act (1): Developing an Employment Equity Plan:

i. The optimal duration of the plan

ii. Annual Objectives and Time frames

iii. Barriers and Affirmative Action Measures with reference to policies, procedures and practices

iv. Workforce Profiles (including Workforce Movement) and bench-marking in order to determine Numerical Goals and Targets v. Procedures to Monitor and Evaluate the Implementation of the Plan

vi. Dispute Resolution Mechanisms

2). Complying with the Employment Equity Act (2): Completion of Employment Equity Reports (EEA2and EEA4):

i. Collection of Employment Equity data

ii. Allocation of occupations to Occupational Levels

iii. Allocation of individuals to Race, Gender, Disabled and Foreign National Profiles

iv. Allocation of occupations to Core and Support Functions v. Using the functionality of Microsoft Excel to perform the necessary analyses of the above for Employment Equity Reporting (EEA2)

vi. Principles behind the Current Employment, Recruitment, Promotion, Termination and Termination Categories Profiles and populating these profiles

vii. Understanding the concepts of Numerical Goals and Numerical Targets

viii. Determining Numerical Goals and Numerical Targets

ix. Determining Barriers to Employment Equity and Affirmative Action Measures to address these

x. Principles behind completing the Income Differential Statement (EEA4)

xi. Using the functionality of Microsoft Excel to perform the necessary analyses of salary information for Employment Equity Reporting (EEA4) xii. Providing reasons for Income Differentials.

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