employment equity

Advertisement


Advertisement i




The amended employment equity act introduces new measures to promote diversity and equality in the workplace, including specific numerical goals for racial and gender representation in designated businesses. There are differing opinions on the legislation that seeks to promote transformation in the workplace.


In an effort to advance transformation of South Africa's workforce, the president approved the Employment Equity Amendment Bill of 2020. The bill has been amended to set equity targets for economic sectors throughout the country.


Underpaid yet overperforming employees have taken a stand by deciding to do only what is required of them, and nothing more. Although this may impact a business' productivity and profitability, the rising cost of living does not match what employees are currently earning. 


By 15 January 2023, businesses are required to submit their Employment Equity Reports outlining the progress they are making in implementing their Employment Equity Plans. Missing this deadline, as well as failing to implement the other duties outlined in the Act, could result in a R1.5m to 2% of turnover fine, depending on what the particular non-compliance is.


In the midst of the growing unemployment crisis in South Africa, jobs are rare and appreciated. But why is job rejection based on the presence of visible tattoos and piercings still a thing? 

 


Not only employers, but also union officials and employees sometimes wonder what the words in the employment legislation mean. This is also seen in differences between the Labour Court and the CCMA and bargaining council arbitrators. This week Ivan provides examples of how the different acts aren't always clear.  


Labour legislation in South Africa is heavily weighted in favour of employees. The heavy protection of employees against being dismissed makes it very difficult for employers to run efficient workplaces. This in turn compromises the ability of businesses to grow and to employ more employees.


South Africa's Labour Laws aim to support and protect all migrant workers in the country, with no discrimination at play. Certain situations have been brought to light, as some employers are taking advantage of a workers' vulnerability, which the Department of Employment and Labour does not stand for. 


Workplace harassment is defined as belittling or threatening behaviour directed at an individual or a group of workers. It's important to note that workplace harassment does not only refer to unsuccessful harassment at the office.


Equal pay for equal work is the basis on which labour should be rewarded according to current legislation in South Africa. Despite the existence of legislation to ensure all employees are compensated fairly for their work, it does not always translate into the workplace.

 


South Africa’s labour department has released a set of guidelines to address harassment in the workplace. However, this is just a guide which needs the input of various stakeholders to ensure these guidelines are followed.

 


In order to conduct business with the state, South African businesses must abide by the Employment Equity Act. It is important to note that the amendments were made to the act which could change the companies conduct business with the government.


While South Africans enjoyed a public holiday in celebration of Women's day on Tuesday, data shows that women earn less than their male counterparts for working the same jobs.

 


Like their global counterparts, South African companies and workers are grappling with a worsening economic outlook as we move into the second half of 2022. And as salary and incentive negotiation season nears, both parties have to grapple with the question of what constitutes fair compensation in light of the prevailing climate.


Key skills include digital literacy, problem solving, adaptability, critical thinking and being able to communicate effectively. While many of these essential skills which are touted for the future of work can be studied for, some are learned – and sometimes the long and arduous way.


Five years ago, Cynthia Mokgobu started a tiny farming operation in her backyard in the Limpopo village of Bochum. Today, she’s supplying vegetables to markets as far afield as Gauteng, and is well on her way to realising her dream of becoming a fully-fledged potato farmer and ensuring food security for her entire village.


The workplace is not what it once was. The pandemic accelerated shifts that were already gaining traction and, today, working environments are defined by increasingly hybrid arrangements, greater mobility and non-linear career shifts. Of course, these changes are also being accompanied by accelerated digital transformation and the rise of automation.


Mid-life is a time when many people reassess their priorities and decide to make a career change. The Covid-19 pandemic has also prompted employees of all ages to rethink their career paths, either due to personal preferences, or because of retrenchment and a shortage of work options.


Businesses in South Africa can debate the pros and cons of the hybrid work model all they like, but the fundamental truth is that Covid-19 has changed the rules, and now skilled workers are in a strong position to influence the employer/ employee environment to ultimately transcend the traditional company culture.


 The ongoing Covid-19 outbreaks suggest that a hybrid way of working could become the norm. This is especially likely in service industries where in-person presence is not as critical to operations. 

Advertisement


Advertisement


Advertisement


Google News


Recommended Reading: All About Sassa Status Checks

 



Advertisement i




Advertisement m