Employment Equity Reporting

Part 6 in the series for more info contact


 

We now come to the form EEA 4 which consists of two pages. In section A on the first page your required to insert your employer details, and the information called for is selfish vanity. Section B requires information regarding the income of the different occupational categories.

 

It should be noted that there is no requirement for individual salaries to be disclosed, but only the highest and lowest salary bracket for each occupational category.  For example, for the legislators, senior officials and managers the figure to be inserted under 1 would-be the gross earnings of the highest-paid person in that occupational category and the figure to be inserted on line 2 would be the gross earnings of the lowest paid person in that occupational category.

 

You would probably enlisted the services of your salaries department in obtaining this information because obviously it is confidential. On page two of form EEA 4, income differentials are again required but this time by occupational level.

 

The same principle applies, with line one reflecting the gross salary of the highest-paid member of top management and line to reflecting the gross salary of the lowest paid member, and so on for each occupational level. Very now completed the exercise of inserting all required information in the report forms, it only remains for you now to check the information which you have inserted to ensure accuracy and to ensure that no important detail has been inadvertently omitted.

 

Prior to sending in the forms to the Department of Labour, it would be a good idea if the Employment Equity Committee could meet and together go over the information in the forms to identify any areas which need attention in terms of the implementation of your Employment Equity plan, or any areas that need attention in terms of your numerical goals.

 

This is also a good time to compile a report detailing progress made in terms of your Employment Equity plan, and this progress report can be circulated to employees to keep them informed of progress and to assure them that this progress is constantly monitored by the employment Equity committee.

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”.

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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.

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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.

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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.

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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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