Have you checked your policies and practices to ensure they don’t discriminate in these three areas?

Simangele Mzizi, Fsp Business, 29 Aug. 2014

Tags: discrimination, ee act, employment equity act, policies and practices, unfair discrimination

It’s fair to say, no company sits down and plans that they’ll discriminate against employees.

But, one area that’s more prone to discrimination is your policies and practices.

That’s why it’s vital that you regularly check your policies and practices to ensure you don’t discriminate in the following three areas. This will help ensure you comply with the Employment Equity Act (EEA), which is against unfair discrimination in the workplace.

The policies and practices you must check to ensure you’re not discriminating include:

  • Recruitment procedures, advertising and selection criteria;
  • Appointments, including the appointment process;
  • Job classification and grading;
  • Remuneration, employment benefits and terms and conditions of employment;
  • Job assignments; and
  • Working environment and facilities.
You’ll find the full list of the policies and practices you must check in the Labour Law for Managers Loose Leaf Service.

Here’s what to look for in each area.

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There are 26 changes to Employment Equity Act you must comply with in 2014...

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Discover how to check if you’re complying with all of them to avoid crippling DoL fines.


Check all your policies and practices to ensure you don’t discriminate in these three areas

#1: Age

You can’t reject applicants purely because of their age and you can’t stipulate age requirements when advertising vacant posts unless the age of the applicant is an inherent requirement of the job.

What about retirement age?

It’s not unfair discrimination to terminate an employee’s services because he’s reached the agreed retirement age. Just make sure you include your company’s retirement age in all your policies and contracts.

#2: Culture

It may be in an employee’s culture to wear bodily adornments, like, armbands and/or headbands. You can’t discriminate against such an employee for wearing these adornments to work.

#3: Sexual orientation

You can’t discriminate against a person for being a lesbian female, homosexual male or heterosexual male or female. In addition, you can’t discriminate against people who have undergone surgery to change their gender.

There you have it. Checking your policies and practices will help ensure you don’t discriminate in these three areas.

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