Marius Scheepers and Company
Attorneys
| Representation | Fair Dismissals | Regular Support | Legal Opinions | Collective Bargaining | Change Management | Employment Equity | Research & Training |
Employment Equity
- Consultation:
- EE Plan
- EE analysis
- Analysis of employment environment and audit
- Preparing of EE plan agreement
- Negotiation with role players
- Implementation of EE agreement
- EE reports
- Resolving disputes
- Representation in Court matters
Employment Equity Plan
Objectives
- To have equitable representation in all levels of the organisation.
- To have equal opportunities for all employees.
- To eliminate discrimination.
- To address disadvantages of people of colour, women and disabilities.
- To eliminate discrimination by having equal opportunities for all employees in order to have equitable representation in all levels of the organisation.
Scope
- For the institution as a whole.
Key Activities
Team Start-up
- Training of new members.
- Review and finalise charter.
- Develop a plan.
As Is Analysis
- Understand the Employment Equity Bill.
- Review of current Affirmative Action principles.
- Analyse Affirmative Action reports.
- Benchmark (best in class).
- Identify gaps revealed by Best in Class analysis.
To Be Model
- Develop Employment Equity plan.
- Develop Affirmative Action principles.
- Set targets.
- Align Affirmative Action principles with the Employment Equity Bill.
- Monitor implementation.
- Develop communication plan.
- Involve all stakeholders.
- Develop implementation plan.
- Implementation of ‘To Be’ model.
- Align to support Employment Equity plan.
- Align selection process and outplacement process to support Employment Equity plan.
Deliverables
- Employ Equity plan in place.
- Agree outplacement process.
- Agree selection process (internal and external).
- Defined responsibilities.
- Implementation plan.
- Managers aware of their responsibility and are assessed against the achievement of the plan/goal.
Benefits
- To redress the imbalances.
- To eliminate discrimination.
- To avoid paying fines.
- Application of vacancies open to all.
- Disputes resolve with short period.
- TO address disadvantages of people of colour, women and disabilities
Critical Success Factors
- Commitment from top management willing to remove discriminatory practices.
- Commitment from top management to have success and also to remove employment barriers (Psychometric Test).
- Dispute resolution committee resolving dispute within 7 days.
- Employees aware of competency profiles of their jobs and also aware of opportunities for development.
- Training of employees.
- Career development and career path of employees.
- The vision should be supported by all stakeholders.
Team Members
- Sponsor
- Stream Lead
- Team Members
- ESP Resource/li>
Timeframe
Updated : 29 May 2002
| Representation | Fair Dismissals | Regular Support | Legal Opinions | Collective Bargaining | Change Management | Employment Equity | Research & Training |
