Warning: If your EE Plan doesn’t have these two things, it’s ineffective

Simangele Mzizi, Fsp Business, 04 Sep. 2014

Tags: ee plan, employment equity, employment equity plan

Designated employers know that one of their duties is to prepare and implement an Employment Equity Plan (EE Plan) to achieve employment equity in the workplace.

But what we often find is that while they’re aware of this all important duty, their EE Plans aren’t effective enough.

The reason?

Their EE Plans are missing these two vital things…

Don’t become one of those employers who have EE Plans that don’t contain these two things 

#1: Internal dispute resolution mechanisms

You must have internal procedures for resolving any dispute about the interpretation and implementation of the EE Plan.

You can use your existing dispute resolution procedures (for example, complaints, grievance and disciplinary procedures) if they’re appropriate and, if necessary, adapt them to the needs of employment equity.

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#2: Identify people to monitor and implement the plan

Your plan must clearly indicate the names and designations of all members of your workforce who are involved in implementing and monitoring your company’s progress in terms of Employment Equity, say the Experts behind the Labour Law for Managers Loose Leaf Service.

It’s important that you include senior managers when you identify people to monitor and implement the plan.

Bear in mind that The Code of Good Practice on the Preparation, Implementation and Monitoring of Employment Equity Plans requires you to include the Employment Equity duties of the senior managers into their job descriptions.

In addition, The Code requires that the performance appraisal of senior management employees must include the appraisal and measurement of the extent to which these managers have achieved their numerical targets as set out in the Employment Equity Plan.

There you have it. Include these two things in your EE Plan to ensure it’s effective.

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