The window for submitting Employment Equity reports opens on the 1st of September. Before submitting your Employment Equity reports did you know that you must first consult your Employment Equity committee.
The Employment Equity Act states that the designated employer must consult employees from the designated and non-designated groups on conducting an analysis, preparation and implementation of a plan and employment equity reporting. To do the consultation an Employment Equity Committee has to be set up.
The committee can be made up of nominated or appointed employees. Race, gender and occupational level should be put into consideration when setting up an Employment Equity committee. If the company has trade union members, union members should be part of the committee.
Senior Employment Equity manager should be part of the committee. A senior Employment Equity manager should be appointed to ensure that there is implementation of the Employment Equity Act. The senior Employment Equity manager should be someone who reports directly to the CEO. When the manager has been appointed, an appointment letter needs to be signed by the CEO. It is not advisable that the CEO be part of the committee because employees uncomfortable to contribute their views in-front of the CEO.
When committee is in place, all members must receive training on Employment Equity. As evidence that consultation has taken place registers, minutes and agenda of the meetings should kept. The committee should meet monthly or quarterly. If by any chance the Department of Labour does an Employment Equity audit all the EE committee members will be requested to attend the audit.
Should you require assistance with setting up the committee, training of the committee and guidance on Employment Equity committee meetings please contact us.
Rumbi Vashoma EE and B-BBEE Consultant – Compliance Hub