Category: EEA Codes

Applicable job grading: Job weight range overlap

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Proportional pay differentials: Frameworks and compliance

“When the Employment Equity Act was being negotiated in 1997, a most unusual provision was inserted at the insistence of the trade union side.  This became section 27 of the EEA, which states that every designated employer must...

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Presumption against backdating: EEA claim after amendment

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Docile victim conduct: Trust irretrievably broken

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Pleading pay discrimination: More than mere differentiation

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Employment equity plans: Challenge rationality and constitutionality

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Value-exchange: Pay for making challenging decisions

When paying someone for work a value-exchange is needed.  Challenging decisions must be properly rewarded but coupled with appropriate accountability. So the reference to “occupational levels” in schedule EEA9 to the Employment...

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Entry-level: Stem losses create decent jobs

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Occupational pay levels: Important differences

The Employment Equity Act (EEA) obliges senior management to create a framework for each enterprise and to report thereon.   Decisions are processed from the top down to the bottom of the enterprise and employees are paid...

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Occupational management levels: Internal equity senior managers

It is just not possible to appoint employees to senior management levels and assume that they will be capable of making all the necessary decisions that could affect the survival of the enterprise itself.  One of the tragedies...

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Entry-level and minimum wage: Not the same

By law all employers are expected to create a framework for each enterprise unit based on seven occupational levels (see EEA9).   But there should also be three ‘internal’ grades within each level.  So it is possible for...

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Internal equity external parity: Policies and practices

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