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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
LEARNING ACTIVITY 2Complete L/A 2 (page 14)
Syndicate Group Discussion
Provide summarized feedback of the group discussion to the plenary group
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)
Syndicate Group Discussion
Provide summarized feedback of the group discussion to the plenary group
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)
Syndicate Group Discussion
Provide summarized feedback of the group discussion to the plenary group
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
LEARNING ACTIVITY 5Complete L/A 5 (page 52)
Syndicate Group Discussion
Provide summarized feedback of the group discussion to the plenary group
SUMMARY AND CONCLUSIONSummary
Questions
Conclusion
Thank You!
Sharing of contact details
Best of luck with all the EE challenges