Employment Equity Specialist - Tshwane (Pretoria at SIG Labour & Associates

• Fluent in English and Afrikaans. (Read, speak, and understand)
• Friendly and well-mannered with proficient telephone and email etiquette.
• Grade 12
• Proficient skills with Microsoft Office (Outlook, Excel + Word)
• Attention to detail, deadline driven and cope under pressure.
• Trustworthy, honest, and punctual.
• Please note only shortlisted candidates will be contacted. If you have not heard from us in 2 weeks, please consider your application unsuccessful. 

MUST fully understand the Employment Equity Act

Prohibition of unfair discrimination

• Understanding unfair discrimination
• Differentiation
• Discrimination
• Direct and indirect discrimination
• Grounds of discrimination
• Employment applicants, work analysis and inherent requirements of the job/ job descriptions
• Recruitment and selection
• How the Employment Equity legislation attempts to eliminate and prohibit unfair discrimination
• Medical and Psychological assessments
• Labour court case studies

Employment Equity and Affirmative action

• Understanding Affirmative Action
• The Equality Test (Section 9(2)) of the Constitution
• Understanding Black Empowerment
• National or regional demographics
• Understanding the BBBEE scorecard as per management control
• The duties of designated employers
• The requirements of disclosure of information
• Employment Equity Plans and the requirements for keeping records
• EEA2 Report
• One year and three-year plans

Wage discrimination

• Wage gaps based on race, gender, and disability
• Pay discrepancies
• New amendments to Employment Equity Act
• Fines and penalties
• EEA4 report
• Labour Court cases

Roles, responsibilities, and functions of the Employment Equity Committee

• Monitoring Employment Policies, Procedures & Practices
• Monitoring /Evaluating Implementation of an EE Plan
• Oversight of EE committee vs HR department responsibilities
• Consultation
• Identification of EE Barriers
• Recruitment barriers
• Promotion barriers
• Qualification barriers and skills development
• Succession planning barriers
• Developing EE Measures
• Benchmarking Best Practices
• Frequency and content of Committee Meetings
• Confidentiality in not disclosing salaries and personal information