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Employment Equity Act

Why do you need a human capital value analysis in your business?

Today, we're 'under siege' in the proverbial 'talent war' that McKinsey famously defined in their research in the last 90s. Our valuable talent and skills are getting harder to find as these are tempted by the increased benefits offered by other companies. You can't do much to influence their decisions but what you can do is understand your organisation's existing talent to see if you've overlooked some of the skills you need that other staff members might possess. What is the best way to do this?

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What is sauce for the goose is sauce for the gander: equal pay for work

Many authors have debated if the general prohibition against unfair discrimination (contained in section 6 of the Employment Equity Act, No 55 of 1998 (EEA)) adequately safeguards equal pay for equal work. South Africa is a party to the International Labour Organisation (ILO) Convention concerning equal remuneration for men and women, workers for work of equal value, or equal remuneration convention. An ‘equal work equal pay’ clause is provided in the Code of Good Practice for the Integration of Employment Equity into Human Resource Policies and Procedures, and the Public Service Act Regulations. But does it go far enough?

Many authors have debated if the general prohibition against unfair discrimination (contained in section 6 of the Employment Equity Act, No 55 of 1998 (EEA)) adequately safeguards equal pay for equal work. South Africa is a party to the International Labour Organisation (ILO) Convention concerning equal remuneration for men and women, workers for work of equal value, or equal remuneration convention. An 'equal work equal pay' clause is provided in the Code of Good Practice for the Integration of Employment Equity into Human Resource Policies and Procedures, and the Public Service Act Regulations. But does it go far enough?

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How the Employment Equity Amendment Act will affect you

The Employment Equity Amendment Act (EEAA) took effect on 1 August 2014 and the question on most people's lips is: How will this affect employers? Any decent lawyer will tell you that it all depends! If your employment policies and practices are in order and are regularly audited to ensure these don't unfairly discriminate, the EEAA will have very little effect on your business. However, employers with more dated policies and practices may be on the receiving end of claims made by employees who seek solace in terms of the EEAA.

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Employers advised to guard against pay discrimination claims

Employers should scrutinise their pay practices to ensure that differences in remuneration are justifiable and aren't grounds for claims of unfair discrimination. This follows the inclusion of section 6(4) in the Employment Equity Act, which now expressly accommodates claims of equal pay for work of equal value in the general prohibition against unfair employment discrimination.

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EEA update: Not adhering to equal pay for work of equal value is an act of unfair discrimination

Section 6(4) of the Employment Equity Amendment Act, No 47 of 2013 (EEA), states that if an employer doesn't stick to the 'equal pay for work of equal value' rule, this is an act of unfair discrimination. In real terms, what does this mean?

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