Employment Equity : Part 2

 

This is the second part in our series on completing the forms EEA 2 and EEA 4, for submission to the Department of Labour on the first working day of October 2004. We recommend that these forms should be completed by a senior official in the company and should not be left to a junior clerk.

 

These forms are required to be completed by all designated employers and a designated employer is defined as an employer who employs 50 or more employees, or an employer who employs fewer than 50 employees but has a total annual turnover that is equal to or above the applicable annual turnover in terms of schedule 4 of the Act.

 

Form EEA 2

 

Section A.

This section is self-explanatory.

 

Section B.

 

This section deals with your workforce profile and requires that you declare the total number of employees in the different occupational categories. The question is which employees fall into the different occupational categories? This information is obtained from the Dept of Labour. The column headings are quite clear as to the detail required, and a guide to the persons to be included in the different occupational categories is as follows:

 

Legislators, a senior officials and managers.

Chief executive officer; president and vice president; general managers and divisional heads; managers who provide the direction of  critical technical functions; Postmaster; superintendent; school principal and so on.

 

Professionals.

Engineers (Civil, mechanical, chemical, electrical etc) architects, lawyers, biologists, geologists, system analysts and so on.

 

Technicians and associate professionals.

Computer programmers, nurses, physio and occupational therapists, draughtsmen/women inspectors and testers of electronic and electrical and mechanical equipment or products, technicians, designers and quality inspectors.

 

Clerks

Bookkeepers, tellers, cashiers, messengers and office helpers, office machine operators, male clerks, typists, telephone operators, electronic data processing equipment operators, clerks (production, shipping and receiving, stock control, scheduling, ticket, freight, reception, travel, hotel, and general office) secretaries and so on.

 

Service and sales workers.

Hospital and other institution attendants, barbers, bartenders, guides, food and beverage serving occupations (waiters, waitresses) housekeepers, childcare occupations, firefighters, police officers, advertising and  real estate agents, sales workers and sales clerks, shop attendants, stockbrokers and insurance brokers, travel agents.

 

Agricultural and fishery workers. 

This group includes farmers, growers and planters, viticulturists, winemakers,  skilled horticultural workers, green keepers, skilled fishermen and fisherwomen.

 

Craft and related trades.

Miners, quarries, stone workers and bricklayers, stonemasons and carpenters, shopfitters and plasterers, plumbers and electricians, painters and mechanics, glass makers and locksmiths, sheet metalworkers and so on.

 

Plant and machine operators and assemblers.

Includes truck and tractor drivers, bus drivers, paving, servicing and related occupations, photographic processes, sound and video recording equipment operators, apprentices, textile workers, production machine workers and so on.

 

Elementary occupations.

News and other vendors, garage attendants, car washers and greasers, gardeners, farm labourers, labourers performing lifting, digging, mixing, loading and pulling operations,  garbage collectors, sweepers, cleaners, char workers etc.  

Case Law Summaries and Articles

 

Can employees be dismissed for refusing to accept new terms and conditions of employment?

Can an employer dismiss employees because they refuse to agree to a change to their terms and conditions of employment? An initial answer may be, “yes”.

Read More >>>

 

Escape route: “Resignation with immediate effect”

The latest case in the ‘disciplining employees who have resigned with immediate effect’ saga has brought about more uncertainty as to whether an employee who resigns with immediate effect shortly before a disciplinary hearing can avoid disciplinary action and subsequent dismissal.

Read More >>>

 

Freedom of expression or incitement to commit an offence? A constitutional challenge

On 4 July 2019, the North Gauteng High Court handed down judgment in the case of The EFF and other v Minister of Justice and Constitutional Development and other (87638/2017 and 45666/2017) in which the EFF and Julius Malema (the applicants) sought to have s18(2)(b) of the Riotous Assemblies Act, No 17 of 1956 (Riotous Act) declared unconstitutional.

Read More >>>

 

Consolidated, comprehensive or general final written warnings

Regarding dismissal, according to the Code of Good Practice, “the courts have endorsed the concept of corrective or progressive discipline. This approach regards the purpose of discipline as a means for employees to know and understand what standards are required of them.

Read More >>>

 

 

 

 

 

 

Courses and Workshops

 

                                         

 
 

Compensation for Occupational Injuries and Diseases Course

22 August 2019 (Fully Booked)

Tsogo Sun: Century City: Cape Town

12 September 2019

Southern Sun: Maharani Towers: Durban

Employment Equity Committee Training

23 August 2019

Emperors Palace: Convention Centre

29 August 2019 (Fully Booked)

Tsogo Sun: Century City: Cape Town

30 August 2019

Tsogo Sun: Century City: Cape Town

Shop Steward Training

28 August 2019

Emperors Palace Convention Centre

Basic Labour Relations

04 September 2019

Emperors Palace: Convention Centre

The OHS Act and the Responsibilities of Management

13 September 2019

Southern Sun: Maharani Towers: Durban

19 September 2019

Emperors Palace: Convention Centre

  

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