Understanding Employment Equity: A Comprehensive Introduction (Part 1 of 3)
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- เผยแพร่เมื่อ 16 ก.ย. 2023
- LEARN ABOUT THE EMPLOYMENT EQUITY ACT
It is very important to understand the difference between 'Employment Equity' and 'Employment Equality'. A lot of employees always perceive different treatment in the workplace to amount to unfair discrimination. It should be noted that employers are allowed to implement equity in accordance to the Employment Equity Act i.e. treat employees differently in order to achieve equality.
The purpose of the Employment Equity is to:
a) promote equal opportunity and fair treatment in employment through the elimination unfair discrimination; and
b) implement affirmative action measures to redress the disadvantages in employment experienced by designated groups, in order to ensure their equitable representation in all occupational levels in the workplace.
In this video I give a brief introduction to employment equity in order to create a better understanding.
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Video by: Labour Law With Ali
Does the brief introduction to Employment Equity make sense? If so, comment with "yes". If not, what didn't you understand? I will upload part 2 on Sunday, being 24 September 2023.
Yes !!✊️kakhulu
@@yolandambulwana2530 Good. Now watch the build up on Sunday. Things are about to get complicated.
Yes
Great. Now make sure you watch the next content as things are about to get complicated.
Yes 👍
Im glad. Do not miss part 2 on this coming sunday
🙌🙌
Thank you
Congratulations you reached 800!!
Thank you 😃❤
@@labourlawwithali ♥️♥️
Thank u Ali❤️.ivakele ivele yacaca bha okwekati emhlophe ehlungwini😂.ndyabulela nyani🙌 it does make sense
Andayhleka. Enkosi. Upase ke
@@labourlawwithali nakanjan bhuti😂..yaz i have a question lana hle
Great video:)
Thanks
@@labourlawwithali np:)
@@ItsJustMeHopie number 1 supporter.
@@labourlawwithali :)
@@ItsJustMeHopie ❤
Ndicela ukubuza ali if kuthiwa employers should take measures to progressivly reduce disproportion income differentials what does that mean.and kune schema se dispute resolution for employees earning below threshold.sube kutheni kubo
Yho. Kalok sometimes unfair discrimination can be in salaries. So it is important for umqashi to ensure that income differentials are not based on discriminatory grounds. That is why, when employers are submitting their employment equity plans, they also need to report on income differentials - read section 27 of the EEA. So gap between salaries akufuneki ibenkulu as we want to see progress in equality on all occupational levels. If i-employer does not take steps to reduce the disproportion, such an employer would be contravening section 27(2) of the EEA. Non-compliance ke would mean a dispute can be lodged as per section 37 of the EEA with the Department of Employment and Labour. There is no threshold requirement for this. Apha we are saying umqashi is not taking progressive steps to reduce the disproportion.
If the employees want to complain about same pay for same work of equal value - meaning they are not paid the same despite doing same work or work of equal value, that is a potential unfair discrimination dispute (section 6(4) of the EEA). if that is so, the employees can refer a dispute to the CCMA for conciliation. If they earn below threshold, it can be arbitrated by the CCMA if conciliation fails. If they earn above threshold the matter goes to Labour Court if conciliation fails. Threshold ke alpha becomes relevant.
@@labourlawwithali ohhh hai ngizwa kahle ngyabonga bhuti 🙂
I have a question lana but it is not based on this content.k if employee was injured at work what steps must she takes and ,she must report to whom .
Must report to HR so that HR can submit a claim to the Compensation Commissioner for the injury on duty.
@@labourlawwithali ohk thank u ❤️.
@@yolandambulwana2530 pleasure
@@labourlawwithali okokugqibela ke ngoku seyiyobonana emva kwe phepha😂.umuntu opreg uyakhona yin applyela ijob and athathe idispute to ccma for non appointment will she susceed? If so kanjan
@yolandambulwana2530 remind me to reply around 6pm
Yes
Im glad