Employment Equity

The Employment Equity Act, 55 of 1998, as amended by Act No. 47 of 2013, requires that designated employers design and implement an Employment Equity plan in order to drive “reasonable progress” around employment equity. These plans should also assist in eliminating unfair discrimination in the workplace, and to achieve equitable representation of employees from designated groups by means of affirmative action measures.

In order to implement affirmative action measures, a designated employer must:

Consult with employees;
Conduct an analysis;
Prepare an employment equity plan; and
Report to the Director - General of the Department of Labour on progress made in the implementation of the plan.

We have found that a significant number of businesses in South Africa, either attempt to complete the Employment Equity requirements themselves or ignore the legislation completely until they are audited and suddenly find themselves in difficulty. They, then, turn to experts, such as Seshni Consulting (Pty) Ltd. to assist them with compliance, and to avoid paying future huge penalities for non - compliance.

Seshni Consulting (Pty) Ltd. is able to provide its clients with comprehensive Employment Equity consulting and training services.

For a low monthly fee, you can sleep easily with the knowledge that your employment equity obligations are being managed.

We have the required skills mix, resources and expertise to assist you with the development and implementation of Employment Equity Plans and the annual submission of Annual Reports and Income Differential Statements to the Department of Labour. We will guide you through the process using our 10 Point Plan and make sure that equity in your organisation meets the requirements of the Act as well as supports the growth and success of your organisation. The two must go hand-in-hand. Avoid unnecessary and heavy penalties!

Contact us today and ensure that your company complies with the Employment Equity Act.

By complying with the Employment Equity Act, you will:

Ensure legal compliance.
Avoid fines of up to R2.7m or 10% of your turnover.
Increase your B - BBEE (Broad Based Black Economic Empowerment) score by maximising your points on the Employment Equity element of the scorecard.
Fast track the process of creating a diverse workforce.

BENEFITS ASSOCIATED WITH OUTSOURCING YOUR COMPANY'S EMPLOYMENT EQUITY SERVICES TO SESHNI CONSULTING (PTY) LTD.

Access to subject matter experts: Employment Equity (EE) services are complicated and involve legal processes and documentation. Leaving this in the hands of someone who is not conversant with the requirements and processes can be a disaster. EE professionals are fully conversant with the EE laws and requirements, and will assist to ensure that your plans are actionable and legally compliant.
Legal Compliance: If your EE reports and plans are not done according to legislation, your company could incur major panalties. This could result in a major financial setback for any company, especially for small and medium - sized enterprises. Outsourcing to Seshni Consulting (Pty) Ltd. will ensure that all legal requirements are followed and that your company is legally compliant when it comes to EE.
More time to focus on your core business: If you do not have to concern yourself with the administration and legalities of EE, you can focus your time, resources and energy on your core business in order to make your business more productive and to increase your profit margin.
Objective services: As professional Employment Equity Consultants are not connected to your business, they are completely objective when it concerns your business. This provides them with a better overall vision of what needs to be done and how it is to be achieved in order to keep you legally compliant.Seshni Consulting (Pty) Ltd. will assist ycompany to become compliant with Equity legislation through the following services:

Seshni Consulting (Pty) Ltd. will assist your company to become compliant with Employment Equity legislation through the following services:

Conducting a workplace analysis.
Co - ordination of the process to complete EEA1 forms by all employees.
Co - ordination of the process to establish an Employment Equity Consultative Committee.
Co - ordination of the process to appoint an Employment Equity Manager.
Providing appointment letters for the appointed Employment Equity Manager and committee members.
Training the members of the Employment Equity Consultative Committee on the requirements of the Employment Equity Act and their role as committee members.
Conducting an analysis of employment policies, practices, procedures and working environment to identify employment barriers that adversely affect members of designated groups.
Developing an Affirmative Action policy.
Development of the Employment Equity Plan as required by the Act.
Development of numerical goals and recommendations in line with legislative requirements.
Development of the EEA2 (Employment Equity Report), annually for the duration of the Employment Equity Plan.
Development of the EEA4 (Income Differentials).
Submission of the EEA2 and EEA4 to the Department of Labour.
Attendance of meetings of the Employment Equity Consultative Commitee for the purpose of providing advice and guidance.

Click the links below for:

v Compliance with the Employment Equity Act

LEGISLATION:

v Employment Equity Act, No. 55 of 1998.

v Employment Equity Amendment Act, No. 47 of 2013.

v Employment Equity Regulations, 2014.

CODE OF GOOD PRACTICE:

v Code of Good Practice on the Preparation, Implementation and Monitoring of the Employment Equity Plan.

v Code of Good Practiceon Equal Pay / Remuneration for
   work of Equal Value.