Employment Equity Services

Umkhonto Outsourcing Solutions promotes Legislative compliance in respect of Employment Equity; thereby enhancing equal opportunities, fair treatment and the elimination of unfair discrimination in the workplace.

The Department of Labour has published a Code of Good Practice on the preparation, implementation and monitoring of Employment Equity Plans. Depending on the Sector and annual turnover, Employment Equity is mandatory. Failure to comply, will result in punitive fines. We will prepare and implement an Employment Equity Plan to promote and manage Employment Equity in the workplace.

Employment Equity encourages implementing affirmative action measures to redress the disadvantages in the workplace experienced by designated groups. This is to ensure their equitable representation in all occupational categories and levels.

No person may unfairly discriminate, directly or indirectly, against an employee in any employment policy or practice, on one or more grounds including race, gender, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, and birth. It is not unfair discrimination to promote affirmative action consistent with the Act or to prefer or exclude any person on the basis of an inherent job requirement.

An Employment Equity Plan clearly sets out the steps which each client plans to follow to achieve the Act's stated objectives. We will prepare and implement an Employment Equity Plan, which will help achieve Employment Equity in the workplace.

Our Services Include:

• Developing strategies to achieve equitable representation of designated groups across all levels
• Creation of effective employee development plans to up-skill the current workforce
• Compiling and submitting the EEA2 (Employment Equity Report)
• Compiling and submitting the EEA4 (3 of 4 EEA4)
• Compiling and submitting the EEA1's (Declaration by Employee)
• Compiling and submitting the EEA13 (Employment Equity Plan)
• If applicable, appointing an Employment Equity Committee
• If applicable, chairing an Employment Equity meeting to assist the process
• If applicable, implementing internal monitoring and evaluation procedures, including Internal Dispute Resolution mechanisms
• Clear action plans stating the objectives for each year of the Employment Equity Plan
• Obtaining numerical goals for achieving equitable representation