Employment equity processes, planning and committees

PowerPoint Presentation

EMPLOYMENT EQUITY PROCESSES, PLANNING AND COMMITTEES10 OCTOBER 2013

PRESENTATION DESIGNED AND DEVELOPED BY: CHARLES COTTER

TRAINING PROGRAMME OVERVIEWUnderstanding the fundamentals of the EEA

Defining fundamental terminologyApplying the 3-phase Employment Equity process

Understanding the Employment Equity Planning and Reporting process

Mastering the roles, responsibilities and functions of an Employment Equity Committee

Understanding and Applying the Code of Good Practice on the Integration of Employment Equity into HR Policies and Practice

UNDERSTANDING THE FUNDAMENTALS OF THE EEAThe scope and applicability of the EEA

The purpose of the EEA

The status quo of EE in S.A (2012/3)

THE STATUS QUO OF EE IN S.A (2012/3)

DEFINING THE FUNDAMENTAL TERMINOLOGYUnfair discrimination

Affirmative Action

Consultation with employees

UNFAIR DISCRIMINATION (CHAPTER 2)Employers must remove unfair discrimination from all their policies and practices (sections 5 and 6)

Medical Testing (section 7)

Psychological Testing (section 8 )

When is discrimination not Unfair (section 6 )

Disputes (section 10 )

AFFIRMATIVE ACTION (CHAPTER 3)Employers must make sure designated groups (black people, women and people with disabilities) have equal opportunities in the workplace.

Duties of a Designated Employer (section 13)

Affirmative Action measures (section 15)

Consultation with employees (sections 16 and 17)

DUTIES OF A DESIGNATED EMPLOYERConsult with employees

Conduct an analysis

Prepare an employment equity plan Report to the Director-General on progress made in the implementation of the plan

AFFIRMATIVE ACTION MEASURESIdentification and elimination of barriers with an adverse impact on designated groups

Measures which promote diversity

Making reasonable accommodation for people from designated groups

Retention, development and training of designated groups (including skills development)

Preferential treatment and numerical goals to ensure equitable representation. This excludes quotas.

CONSULTATION WITH EMPLOYEESWho Should Employers Talk To?

What Should Employers Discuss With Workers?

Disclosure of Information (section 18)

Duty to inform (section 25)

LEARNING ACTIVITY 1Complete L/A 1 (page 14)

Syndicate Group Discussion

Provide summarized feedback of the group discussion to the plenary group

EMPLOYMENT EQUITY PROCESSPHASE 1: PREPARATION

PHASE 2: IMPLEMENTATION

PHASE 3: MONITORING

PHASE 1: PREPARATIONAssign responsibility for the Plan to a senior manager (section 24)

Creating employee awareness

Establishing a Consultative Forum

Conduct an Analysis

Development of Workforce Profile EEA 1; EEA 8 and EEA 9 (section 19)

PHASE 2: IMPLEMENTATIONTaking affirmative action measures and other proactive steps to improve the diversity profile of the company or organization

A timeframe with target dates must be set

Resources must be allocated to implement the plan

The plan must be shared with all stakeholders in the company

PHASE 3: MONITORINGMonitored and evaluated along the way

Reports must be submitted regularly to the Department of Labour

All employers must complete the Employment Equity Report Form (EEA2) and an Income Differential Statement Form (EEA4)

Reports submitted manually or on-line




EMPLOYMENT EQUITY PLANNINGRequirements of EE Planning (section 20)

Have objectives for each year of the plan

Include affirmative action measures that will be implemented

Have numerical goals and strategies for achieving equitable representation

Have a timetable for each year

The duration of the plan (not shorter than a year or longer than 5 years)

Have internal monitoring and evaluation procedures, including internal dispute resolution mechanisms

Identify persons, including senior managers, to monitor and implement the plan

EMPLOYMENT EQUITY REPORTINGRequirements of EE Reporting (section 21)

Publication of the EE Report (section 22)

Income Differentials (section 27)

LEARNING ACTIVITY 3Complete L/A 3 (pages 17-18)



ROLES, RESPONSIBILITIES AND FUNCTIONS OF EE COMMITTEESThe objectives of the EEC

The functions of the EEC

Ground rules of the EEC

The composition of the EEC

Roles and responsibilities of the EEC and the HR department

The meeting procedure and administration of the EEC

The Constitution of the EEC

THE OBJECTIVES OF EECTo conduct an analysis

To create a platform for disadvantaged employees

To ensure the development and improvement of the skills and standards required for service delivery objectives

To achieve acceptance of the Affirmative Action Programme

To implement a well-structured mentorship process

To play a monitoring role in departments employment equity targets that are established from time to time.

THE FUNCTIONS OF EECTo develop and ensure implementation of an Employment Equity and Affirmative Action Policy

Undertake a statistical profile analysis of the organization

Review/audit all Employment Policies, Practices and Procedures

Develop an Employment Equity Plan

To review and monitor departmental targets established for Employment Equity purposes

Monitor the applicability of the Employment Equity Policy

Monitor recruitment and placement decisions

Monitor the training of the Committee

GROUND RULES AND MEETING PROCEDURE OF THE EECFrequency of meeting

Meeting procedure, administration and protocol

Committee Member working processes transparency and cohesiveness

Decision-making processes and structures - consensus

Conduct and behaviour of Committee Members

COMPOSITION AND STRUCTURE OF THE EECThe Chairperson (Senior Manager)

Employer representatives

The trade union representativesor,employee nominated representatives

Representatives from designated groups

Representatives from undesignated groups

ROLES AND RESPONSIBILITIES OF EEC MEMBERSThe Executive Authority

Heads of Departments

EE Manager/Chairperson

EEC Members/representatives

HR department

CONSTITUTION OF THE EECEstablishment (Right of Existence)

VisionObjectivesComposition and Structure (Governance)Roles and ResponsibilitiesGround Rules and Conduct at EEC meetings Information closureDispute ResolutionAmendments to the EEC ConstitutionGeneral Provisions

LEARNING ACTIVITY 4Complete L/A 4 (pages 35-36)



CODE OF BEST PRACTICE ON THE INTEGRATION OF EMPLOYMENT EQUITY INTO HR POLICIES AND PRACTICERECRUITMENT AND SELECTION

SKILLS DEVELOPMENT

OTHER HR POLICIES AND PRACTICES

RECRUITMENT AND SELECTIONScope

Impact on EE

Policy and Practice

Advertising positions

Job application forms

Short-listing of job applicants

Interviews

Making the job offer

Record-keeping

Reference checking of job applicants

RECRUITMENT AND SELECTION KEY LINKS TO OTHER TOPICS IN THE CODEImplementing Employment Equity

Disability

Attraction and Retention

Assessments

HIV and AIDS Status

SKILLS DEVELOPMENTScope

Impact on EE

Policy and Practice

SKILLS DEVELOPMENT KEY LINKS TO OTHER TOPICS IN THE CODEImplementing Employment Equity

Performance Management

Promotion




SUMMARY AND CONCLUSIONSummary

Questions

Conclusion

Thank You!

Sharing of contact details

Best of luck with all the EE challenges

Employment equity processes, planning and committees

Business

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