Labour Compliance

Labour Legislation, including Human Resources/Capital or Industrial/Employee Relations

Every employer is challenged to correctly measure their compliance or non-compliance with all Labour Legislation, including Human Resources/Capital or Industrial/Employee Relations of 2014.

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The purpose of the Employment Equity Act 55 of 1998

as amended is to achieve equity in the workplace, by...

...1

Promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination; and

...2

Implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups, to ensure their equitable representation in all occupational categories and levels in the workforce.

How many employers fail to effectively track the above?

Are you confident as an employer that you have insufficient equitable policies and procedures?  Can you take the risk of finding out on the day an offence occurs that they do not have the necessary documentation in place and that YOUR policies and procedures don’t match the offence? Are you confident that company rules in place are correctly communicated and HR will not act inconsistently if they want to dismiss? Are you comfortable that you will not act unfairly discriminate?

Success or failure often depends on the following factors
  • Determining compliance with, as well as the cost of complying with all labour legislation, regulations and guidelines;
  • Ability to effectively track sourced talent and track equitable career plans have policies and procedures in place that meet all legislative requirements;
  • Implementing compliant service and performance agreements;
  • Having updated and effective equitable IR and HR policies, procedures, forms, rules and processes;
  • Implementing pro-active awareness steps and measures to prevent human failures;
  • Having work performance standards and job descriptions/ role profiles;
  • Maintaining cost-effective HR and IR operational systems to correctly implement and measure success and failures;
  • Being prepared for an unplanned change in the operations of the business that affects the human factor;
  • Preventing and controlling all dispute resolution measures.
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