Understanding Management & Employment Equity

A workshop looking at the NEW Management Element under the B-BBEE Codes

Course details

Date: 06 April 2017
Time: 9h00 – 15h00
Venue: BEESA Business Services,
05 Sherborne Road,
Unit 03 Sherborne Square,
Off Jan Smuts Avenue, Parktown
Cost: R2,000 ex VAT

Lynne Strauss

Head of the BEE Academy

Lynne is an accomplished BEE Consultant with over 6 years in the BEE Audit environment and 4 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.

The DTI has clarified certain aspects regarding the Management Control element of the B-BBEE Scorecard.

The Amended EAP targets and weightings calculations are of particular interest and may impact the scores of companies for the Senior, Middle and Junior Management levels, possibly up to 2 points.

There are also interpretive issues which have been identified and which need to be discussed with the Verification Agencies of Measured Entities, specifically as it relates to the measurement of Other Executive Management. Depending on the interpretation applied by the Agency, the scores for this sub-element could vary by as much as 3 points. It is therefore imperative for companies to understand the impact to be able to plan for the improvement of their scores over time, as well as to be able to argue anomalous points with the Verification Agency.

The Employment Equity Act, which was signed by President Jacob Zuma on the 01 August 2014 to become law, has introduced a number of significant changes which may affect businesses to a large extent.

There have been changes made in relation to definitions, turnover thresholds, unfair and fair discrimination, settling disputes, etc. The concept of “Equal Work for Equal Pay” has also been newly introduced. The Codes of Good Practice for Employment Equity is currently out for public comment, but certain aspects are almost certain to remain unchanged.

These should be taken into consideration in implementing Employment Equity, e.g. guidelines to implementing the “Equal Work for Equal Pay” principle, the required format for Employment Equity Plans, as well as some adaptations to the EEA2 and EEA4 Reporting Formats, amongst others.


a). In-depth understanding of what the Management Control Element in the New Generic Codes entails

b). Understand the EAP target calculation and the impact thereof

c). Comparison of the changes between the Old and New Generic Codes

d). Emphasis on interpretational issues

e). In-depth understanding of the Amended Employment Equity Act

f). Understanding the changes from Old to the New EE Legislation, with references to:

  1. Definitions
  2. The purpose of the Act
  3. Turnover Thresholds
  4. Unfair and fair discrimination
  5. Medical and Psychometric Testing
  6. Disputes regarding discrimination
  7. Equal Work for Equal Pay

g). Understanding the duties of a designated employer with reference to the Old and New EE Legislation:

  1. Consultation
  2. Analysis
  3. Employment Equity Plan
  4. Reporting
  5. Assigning responsibility
  6. Informing employees
  7. Keeping records

h). Understanding how the Department of Labour will assess compliance and it will treat non-compliance

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