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Employment Equity Training

Employment Equity Training

Employment Equity Training

Course detail | Pricing Schedule

Providing your Employment Equity Committee with effective training will empower the members to fully understand their role in the committee.

One of the main reasons for Employment Equity being unsuccessful does not understand the requirements of the Employment Equity Act.

Questions like, who are designated employers, who are the designated groups, or which demographics to use to set Employment Equity Goals abound in the Human Resources sector.

With changes in the legislation ignorance  is no longer an option for organisations, fines up to 10% of turnover.

In order to stay compliant, you must conduct Employment Equity Training or EE Training in your organisation with the related forum to ensure that you compliant with the legislation.

The Draft Employment Equity Amendment Bill has been enacted as the Employment Equity Amendment Act 47 of 2013 (“Amendment Act”). The Amendment Act will only come into operation on a date specified by the President. No such date has, as yet, been specified.

The Amendment Act introduces a number of significant amendments to the Employment Equity Act 55 of 1998, including:

  1. The further regulation of the prohibition of unfair discrimination against employees, in particular that it would constitute unfair discrimination to remunerate employees who perform the same functions differently;
  2. The further regulation of the preparation of Employment Equity Plans and Reports;
  3. The imposition of increased fines on recalcitrant employers;
  4. The amendment to the definition of who constitutes a designated employee for the purposes of the EEA. This has a material bearing on an employee’s obligation to meet employment equity targets; and
  5. An increase to the annual thresholds applicable to employers.

This Employment Equity Course or EE Training will enable participants to:

  • Develop a common understanding of the Employment Equity and Skills Development Acts and their relevance to business in South Africa
  • Understand the functions and responsibilities of Employment Equity Consultation Committees
  • Know how to provide a meaningful contribution as members of a committee, through the understanding of essential skills required for consultation and meeting processes
  • Consult constructively with all staff on the drawing up and implementation of Employment Equity plans
  • Share information on what other South African organizations are doing to practically implement EE plans

Every designated employer is required to design and implement an employment Equity plan. The purpose of the employment Equity plan is to enable the employer “to achieve reasonable progress towards employment Equity”, to assist in eliminating unfair discrimination in the workplace, and to achieve equitable representation of employees from designated groups by means of affirmative action measures.

An employment Equity plan therefore must clearly set out the steps that the employer plans to follow to achieve these objectives. In order to assist employers, the Department of Labour published a Code of Good Practice on the Preparation, Implementation and Monitoring of Employment Equity Plans. The Department of Labour also published a user guide to the employment Equity act, detailing 10 steps to preparing and implementing an employment Equity plan. Every employer should be in possession of at least these two documents – the Code of Good Practice and the User Guide.

There is no rigid format for an employment Equity plan, and the act allows employers to customise the plan to suit their own needs. Employment Equity and affirmative action applies to all designated employers and their employees, particularly those employees from designated groups. Designated employers are employers who employee 50 or more employees, employers who employ less than 50 employees but whose annual turnover exceeds or equals the amounts in schedule 4 of the EEA, or an employer who has been declared a designated employer in terms of a collective agreement.

Certain state organs are excluded, such as the National Defence Force, the National Intelligence Agency and the South African Secret Service. Designated groups are Africans, Coloureds, and Indians, woman of all races, and people with disabilities. All employers who have 50 or more employees on the date on which reports were due are required to report, and all employers who have 150 or more employees on the date on which reports were due are required to comply with the reporting requirements for larger employers.

Chapter 3 of the employment Equity act requires that employers take certain affirmative action measures to achieve employment Equity.

  • Employers must consult with the unions and employees in order to make sure that the plan is accepted by everybody and to allow all parties to have fair input
  • Employers must analyse all employment policies, practices and procedures, and prepare a profile of their workforce in order to identify any problems relating to employment Equity.
  • Employers must prepare and implement an employment Equity plan, setting out the affirmative action measures they intend taking to achieve the employment Equity goals.
  • Employers must report to the Department of Labour on the implementation of the plan in order for the department to monitor their compliance.
  • Employers must display a summary of the provisions of the act in all languages relevant to their workplace. The summaries are available from the government printer and certain offices of the Department of Labour.

In the implementation of EE, we are concerned with a number of documents. These are the Code of Good Practice on the Implementation of Employment Equity Plans, the Employment Equity Act itself, the Regulations under the Employment Equity Act, and the user guide published by the Department of Labour. The Code of Good Practice on the Implementation of Employment Equity Plans is not law. It has been published as a guide to employers, and it does give some valuable tips and information. Despite not being law, the Code must be taken into account.

Read more on our Employment Equity Training programme here.

Employment Equity Training

Employment Equity Training

The new Employment Equity Amendment Bill which has just been released, has far stricter stipulations for employers who don’t take EE seriously. Its impact will be hard hit in small, medium-sized, and large South African businesses.

Employers who don’t comply can expect harsher enforcement, penalties and even prosecution in extreme cases.Companies could potentially receive fines of up to R3 million or up to ten percent of their annual turnover.

The Department of Labour is now issuing fines of up to R900 000 or 10% of annual turnover to companies who don’t fully comply with the Employment Equity Act. This training programme enables managers and consultation forums to work together effectively to ensure a constructive business transformation process.

This course will enable participants to:

  • Develop a common understanding of the Employment Equity and Skills Development Acts and their relevance to business in South Africa
  • Understand the functions and responsibilities of Employment Equity Consultation Committees
  • Know how to provide a meaningful contribution as members of a committee, through the understanding of essential skills required for consultation and meeting processes
  • Consult constructively with all staff on the drawing up and implementation of Employment Equity plans
  • Share information on what other South African organizations are doing to practically implement EE plans

Every designated employer is required to design and implement an employment Equity plan. The purpose of the employment Equity plan is to enable the employer “to achieve reasonable progress towards employment Equity”, to assist in eliminating unfair discrimination in the workplace, and to achieve equitable representation of employees from designated groups by means of affirmative action measures.

An employment Equity plan therefore must clearly set out the steps that the employer plans to follow to achieve these objectives. In order to assist employers, the Department of Labour published a Code of Good Practice on the Preparation, Implementation and Monitoring of Employment Equity Plans. The Department of Labour also published a user guide to the employment Equity act, detailing 10 steps to preparing and implementing an employment Equity plan. Every employer should be in possession of at least these two documents – the Code of Good Practice and the User Guide.

There is no rigid format for an employment Equity plan, and the act allows employers to customise the plan to suit their own needs. Employment Equity and affirmative action applies to all designated employers and their employees, particularly those employees from designated groups. Designated employers are employers who employee 50 or more employees, employers who employ less than 50 employees but whose annual turnover exceeds or equals the amounts in schedule 4 of the EEA, or an employer who has been declared a designated employer in terms of a collective agreement.

Certain state organs are excluded, such as the National Defence Force, the National Intelligence Agency and the South African Secret Service. Designated groups are Africans, Coloureds, and Indians, woman of all races, and people with disabilities. All employers who have 50 or more employees on the date on which reports were due are required to report, and all employers who have 150 or more employees on the date on which reports were due are required to comply with the reporting requirements for larger employers.

Chapter 3 of the employment Equity act requires that employers take certain affirmative action measures to achieve employment Equity.

  • Employers must consult with the unions and employees in order to make sure that the plan is accepted by everybody and to allow all parties to have fair input
  • Employers must analyse all employment policies, practices and procedures, and prepare a profile of their workforce in order to identify any problems relating to employment Equity.
  • Employers must prepare and implement an employment Equity plan, setting out the affirmative action measures they intend taking to achieve the employment Equity goals.
  • Employers must report to the Department of Labour on the implementation of the plan in order for the department to monitor their compliance.
  • Employers must display a summary of the provisions of the act in all languages relevant to their workplace. The summaries are available from the government printer and certain offices of the Department of Labour.

In the implementation of EE, we are concerned with a number of documents. These are the Code of Good Practice on the Implementation of Employment Equity Plans, the Employment Equity Act itself, the Regulations under the Employment Equity Act, and the user guide published by the Department of Labour. The Code of Good Practice on the Implementation of Employment Equity Plans is not law. It has been published as a guide to employers, and it does give some valuable tips and information. Despite not being law, the Code must be taken into account.

COURSE SUMMARY

  • Course Description: Employment Equity Training
  • Accredited:  NO. The training provider and the facilitators is however accredited, but not this course.
  • Duration: 2 days (booking for Committee members only 1 day required)
  • Hidden fees: None
  • Certificate: Certificate of attendance unless otherwise stated.
  • Activities/Assessment: Learners are required to apply skills and knowledge obtained on the course in the workplace. The facilitator will incorporate 70% practicality by means of examples, activities and role-plays during the contact session. Learners will receive a learner guide which will guide them thorough the process.

SUPPORTING STRUCTURES

Currently we have the following supporting structures in place for our members:

  • Telephone support.
  • Contact Detail –
    • Cell. 0825507946 Tel. 0867227014 English, Tel. 0318115749 English/Zulu.
  • Helpdesk – www.trainyoucansupport.co.za – 7 days a week (integrated email and sms notifications).
  • Members private forum with model answers to all  activities including JOB opportunities.
  • Check-out our reviews: www.trainyoucanreviews.co.za

COURSE DETAIL

This programme consist of the following key areas:

1. ABOUT EMPLOYMENT EQUITY
-What is the background to Employment Equity?
-What was the background to the employment equity legislation?
-When must employers report?
-What is the purpose of the employment Equity Act in South Africa?
-What happens if I don’t report to the Department of Labour?

2. EMPOLOYMENT EQUITY STRATEGY
-What is an Employment Equity Strategy?
-When does Employment Equity planning take place?
-Who is involved in developing an Employment Equity Strategy?
-What information is included in an Employment Equity Strategy?
-What are qualitative goals and objectives?
-What are quantitative goals and objectives?
-Can the government-wide goals be adjusted to meet departmental needs?
-Criteria for Effective Employment Equity Programs

3. CODES OF GOOD PRACTICE
-Introduction
-The Purpose of the Codes of Good Practice

4. AFFIRMATIVE ACTION
-What is affirmative action?
-What is the aim of affirmative action?
-Practically, how would this reflect in a workplace?
-Where does affirmative action apply?
-What does an employer need to do to comply?
-What else is expected from an employer?

5. BLACK ECONOMIC EMPOWERMENT
-BEE objectives
-BEE codes and scorecard

6. DISCRIMINATION
-Unfair discrimination:
-Steps to take when unfair discrimination takes place:

7. RECRUITMENT AND SELECTION PROCESS
-Discrimination and the right to privacy in the recruitment process.
-Direct and indirect discrimination:
-The difference between fair and unfair discrimination:
-Affirmative action measures:
-Inherent requirement of the job:
-Medical Testing
-Psychometric testing
-Privacy during an Interview
-How does affirmative action and skills shortage affect recruitment?
-Suitably qualified Candidates.

8. EMPLOYMENT EQUITY COMMITTEE / FORUM
-Employment Equity Managers
-Some of the critical interventions needed to make your EE Committee effective, are:
-Selection and appointment of Employment Equity Committee / Forum
-Objectives for the Committee or Forums:

9. EMPLOYMENT EQUITY PLAN
-General Equity Plan questions and answers.
-Definitions

10. EMPLOYMENT EQUITY REPORT
-Form EEA 2
-Form EEA 4
-Other Employment Equity Forms

11. COMMUNICATION DURING MEETINGS
-The Meeting’s Objective
-Use Time Wisely
-Satisfying Participants that a Sensible Process Has Been Followed

New amendments to the Employment Equity Act 2014 planned:

 Recruit new staff…

  1. Train staff…
  2. Pay your employees…
  3. Do your EE reporting…
  4. Do your EE plans…

WHO SHOULD ATTEND

  • General Staff
  • Supervisors
  • Junior Management
  • Senior Management
  • Equity Forum Members

ENROLMENT REQUIREMENTS

  • Minimum of 14 days workplace experience in the workplace. (part time or full time)
  • Basic communication skills (English = reading and writing skills on a NQF level 1 (Grace 8 or higher))
  • Able to attend the contact session and any of our workshops offered.

Learner preparation for the contact session (Classroom Training)

COMPULSORY:

  • Attending the full contact session. (Classroom Session)
  • Copy of ID document
  • Pen and paper.

PROCESS FLOW

  1. Enrol as a learner with Trainyoucan by completing the application form.
  2. Attend the contact session with Trainyoucan.
  3. We provide you with all the learning material that you need.
  4. Certification (Attendance) on completion.

CORPORATE PACKAGES – ON-SITE (YOU SAVE MONEY)

We offer corporate packages on site to reduce the cost and make training more affordable. Our corporate packages work as follows:

  1. You provide the venue – you safe money!
  2. We provide the Facilitator – you only pay the daily Facilitator rate!
  3. Set price per manual and certificate or each person attending.
  4. Deposit 50% required as confirmation of the course and 50% on completion (last day).

Terms of agreement:

  • The employer provide the venue.
    • Where possible we require we request U-Shape or Boardroom style.
    • Employer to indicate if flipchart is available. (TRAINYOUCAN will provide where not possible)
  • The employer provide refreshments (teas on arrival, morning and afternoon) – Where not possible TRAINYOUCAN will make arrangements.
  • Catering – this is totally dependent on the employer/organisations internal policies and procedures.
  • Session start: All sessions will be starting 8h30 in the morning until 16h00 unless otherwise communicated.
  • TRAINYOUCAN will provide an SETA Accredited Facilitator with the scope to deliver the required programmes for the duration of the course.
  • Maximum of 12 delegates per class requested.
  • Request brief outline or training needs/gap from the employer/organisation to assist Facilitators in addressing special needs during the training sessions.
  • Bookings and arrangements can be confirmed directly with the Facilitators however all bookings and payments will be accepted on a valid invoice from our accounts department.
  • Payment Request: Strictly on invoice only!