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- EEA2 and EEA4 Submission Red Flags
- Employment Equity Committee Fundamentals (Summary of EE Act)
- Lesson 1: What is employment equity?
- Lesson 2: Unfair discrimination
- 2.1 Race
- 2.2 Gender
- 2.3. Pregnancy
- 2.4 Marital status
- 2.5 Family responsibility
- 2.6 Ethnic or social origin
- 2.7 Colour
- 2.8 Sexual orientation
- 2.9 Age
- 2.10 Disability
- 2.11 Religion
- 2.12 HIV status
- 2.13 Conscience
- 2.14 Beliefs
- 2.15 Political opinion
- 2.16 Culture
- 2.17 Language
- 2.18 Birth
- 2.19 Medical testing
- Lesson 3: What is the role of labour inspectors?
- Lesson 4: How to comply
- 4.1 Appoint an Employment Equity Manager
- 4.2 Appoint an Employment Equity Committee
- 4.3 Consult with the Employment Equity Committee
- 4.4 Implement affirmative action measures
- 4.5 Disclose employment equity information
- 4.6 Keep all your records
- 4.7 Submit your EEA2 and EEA4 reports
- 4.8 If you are a listed entity, publish a summary of your EEA2 report
- 4.9 Duty to inform – display of the EEA3 posters
- 4.10 Conduct an Economically Active Population analysis
- 4.11 Implement an Employment Equity Plan
- 4.12 Ensure you have a successive plan
- 4.13 Review and submit your income differentials
- 4.14 Adhere to the outcome of a Director General review
- 4.15 What if I do not comply?
- Lesson 5: Equal pay for equal value of work
- Lesson 6: Completing the EEA1 form
- Proposed Employment Equity Amendment Bill, 2020
- Amendment of section 1 (definitions) of the EE Act 55 of 1998
- Amendment of section 8 of the EE Act 55 of 1998
- Insertion of section 15A of the EE Act 55 of 1998
- Section 20 of the EE Act 55 of 1998 is amended
- Amendment of section 21 of the EE Act 55 of 1998
- Amendment of section 27 of the EE Act 55 of 1998
- Amendment of section 37 of the EE Act 55 of 1998
- Amendment of section 42 of the EE Act 55 of 1998
- Amendment of section 53 of the EE Act 55 of 1998
- Amendment of section 64A of the EE Act 55 of 1998
- Additional EEA forms
- Proposed changes to sectors
- Amendments to the EEA4 report – 2019
- Understanding Diversity
- Defining key terms
- Definition of diversity
- Diversity as a Potential Source of Discrimination
- The Implications of Diversity for External and Internal Relationships
- Cultural Biases, Stereotypes and Perceptions and their Influence on Diversity
- Perceptions and Diversity
- Embracing a Diverse Gender Workplace
- Business Communication
- Time Management
- Maintain Workplace Relationships
- Exam Room
- Employment Equity Committee Fundamentals (Summary of EE Act) Assessment
- Proposed Employment Equity Amendment Bill, 2020 Assessment
- Amendments to the EEA4 report – 2019 Assessment
- Understanding Diversity Assessment
- Business Communication Assessment
- Time Management Assessment
- Maintain Workplace Relationships Assessment
- Your Account
- Shop
- Cart
Cart
- HOME
- Available courses
- How to navigate your course
- Classroom
- EEA2 and EEA4 Submission Red Flags
- Employment Equity Committee Fundamentals (Summary of EE Act)
- Lesson 1: What is employment equity?
- Lesson 2: Unfair discrimination
- 2.1 Race
- 2.2 Gender
- 2.3. Pregnancy
- 2.4 Marital status
- 2.5 Family responsibility
- 2.6 Ethnic or social origin
- 2.7 Colour
- 2.8 Sexual orientation
- 2.9 Age
- 2.10 Disability
- 2.11 Religion
- 2.12 HIV status
- 2.13 Conscience
- 2.14 Beliefs
- 2.15 Political opinion
- 2.16 Culture
- 2.17 Language
- 2.18 Birth
- 2.19 Medical testing
- Lesson 3: What is the role of labour inspectors?
- Lesson 4: How to comply
- 4.1 Appoint an Employment Equity Manager
- 4.2 Appoint an Employment Equity Committee
- 4.3 Consult with the Employment Equity Committee
- 4.4 Implement affirmative action measures
- 4.5 Disclose employment equity information
- 4.6 Keep all your records
- 4.7 Submit your EEA2 and EEA4 reports
- 4.8 If you are a listed entity, publish a summary of your EEA2 report
- 4.9 Duty to inform – display of the EEA3 posters
- 4.10 Conduct an Economically Active Population analysis
- 4.11 Implement an Employment Equity Plan
- 4.12 Ensure you have a successive plan
- 4.13 Review and submit your income differentials
- 4.14 Adhere to the outcome of a Director General review
- 4.15 What if I do not comply?
- Lesson 5: Equal pay for equal value of work
- Lesson 6: Completing the EEA1 form
- Proposed Employment Equity Amendment Bill, 2020
- Amendment of section 1 (definitions) of the EE Act 55 of 1998
- Amendment of section 8 of the EE Act 55 of 1998
- Insertion of section 15A of the EE Act 55 of 1998
- Section 20 of the EE Act 55 of 1998 is amended
- Amendment of section 21 of the EE Act 55 of 1998
- Amendment of section 27 of the EE Act 55 of 1998
- Amendment of section 37 of the EE Act 55 of 1998
- Amendment of section 42 of the EE Act 55 of 1998
- Amendment of section 53 of the EE Act 55 of 1998
- Amendment of section 64A of the EE Act 55 of 1998
- Additional EEA forms
- Proposed changes to sectors
- Amendments to the EEA4 report – 2019
- Understanding Diversity
- Defining key terms
- Definition of diversity
- Diversity as a Potential Source of Discrimination
- The Implications of Diversity for External and Internal Relationships
- Cultural Biases, Stereotypes and Perceptions and their Influence on Diversity
- Perceptions and Diversity
- Embracing a Diverse Gender Workplace
- Business Communication
- Time Management
- Maintain Workplace Relationships
- Exam Room
- Employment Equity Committee Fundamentals (Summary of EE Act) Assessment
- Proposed Employment Equity Amendment Bill, 2020 Assessment
- Amendments to the EEA4 report – 2019 Assessment
- Understanding Diversity Assessment
- Business Communication Assessment
- Time Management Assessment
- Maintain Workplace Relationships Assessment
- Your Account
- Shop
- Cart