Skip to main content

Home


We are an Employment Equity consulting and service organisation providing immediate employment equity implementation and compliance services to companies that are in the process of being subpoenaed, reviewed, audited, prosecuted, or have received a Labour Court injunction or Compliance order.

Our service aim is to obtain the most favourable results during postponement or settlement negotiations with the Department of Employment and Labour Director General. We continuously submit all completed and implemented requirements, reports, and evidence to the Director General, Board of Directors and Legal Representatives.

Designed to force compliance in 1576 person-hours, our intelligent management and Employment Equity Immediate Compliance system, Implementation speed is only conditional on the Organisation’s management team to perform 16 to 18-hour workdays, seven days a week, for the implementation duration. 

We will implement 114 section and article requirements to comply with the Employment Equity Act, the Department of Employment and Labour Director-General Review Assessment recommendations, all the Codes of Good Practice and set up and training of the Employment Equity Forum.  

We conduct a workplace-workforce analysis and create affirmative action strategies and measures for the Organisation’s procedural and operational systems. 

Ensure all Job Titles and Occupational Levels are aligned to the Organisation’s Bargaining council, and compile and implement a vertical and horizontal remuneration policy to comply with the EE Act section 6, Section F, and the Code of Good Practice.

During implementation, we consult and provide employee access to the submitted and analysed workforce and workplace data and all relevant documentation and reports as required by the Employment Equity Act. We ensure that the Organisation and staff are POPIA and FICA compliant.

If the Organisation has a PI score of over 1000, all relevant King Commission requirements are compiled, implemented and presented to the Governing body. 

A realistic three-year employment equity transformation plan with quarterly and annual targets for the Organisation is generated and submitted for approval. If the Organisation has more than one legal entity or branch, location or unit, we develop an EEA13 plan for each and a consolidated plan for the group. 

On completion of implementation, our service level agreement with the Organisation terminates automatically unless the Board of Directors requests our continued assistance.

Popular posts from this blog

How to select employment equity committee members?

Selecting members for an Employment Equity Committee is crucial in promoting employment equity within an organisation. The committee plays a key role in implementing and monitoring the organisation's Employment Equity Plan. In South Africa, the Employment Equity Act provides guidance on the selection of committee members. Here are some key steps that our hypothetical company ACME might follow: Representation: The committee should be representative of the employees of the company. This means that it should include members from various job grades, occupational categories, departments, and designated groups. Nomination and Election: Employees should be able to nominate and elect the committee members. This process should be transparent and democratic. Training: Once elected, committee members should receive training to equip them with the knowledge and skills needed to effectively fulfil their roles. This could include training on the Employment Equity Act's provisions, the commit

What is Employment Equity?

What is Employment Equity? In the intricate realm of organisational structure, the term "employment equity" often echoes, sparking queries and discussions among corporate echelons and training committees. Employment Equity Unveiled: At its core, employment equity encapsulates an array of governmental guidelines, legal instruments, and strategies to engineer a homogeneous private sector. This metamorphosis champions the cause of organisational transformation and diversity, echoing the nation's demographic fabric. The prime objective of this orchestration is to champion the cause of equal opportunities, instil fairness, and dispel any shadows of discrimination in the corporate labyrinth. Historical Roots: To fully comprehend the concept of employment equity, we must delve into its genesis and evolution. Tracing its roots back to 1863 in the USA, during the reconstruction period, this concept has its imprint on the sands of time. Lenin's confidante and aide, Inessa Arman

What are examples of employment equity?

Employment equity involves a range of strategies and initiatives designed to promote diversity, prevent discrimination, and ensure the equitable representation of designated groups in the workplace. Let us use our hypothetical company ACME. Here are a few examples of what employment equity might look like in practice : Recruitment: ACME might implement targeted recruitment strategies to attract candidates from designated groups. This could involve advertising job vacancies in media outlets that reach these groups or partner with organisations that work with these communities. Selection: ACME could ensure that its selection processes are fair and unbiased. This might involve training hiring managers on unconscious bias or implementing a standardised interview process to ensure all candidates are assessed on the same criteria. Development: ACME might implement mentorship or development programs specifically for employees from designated groups. These programs could provide these employee