Category: EEA9 Levels s21

Evaluating jobs examined: Unfair labour practice?

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Applicable job grading: Job weight range overlap

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Wage disparity dispute: Free and fair competition?

Golden Arrow Bus Service (Pty) Ltd v SARPBC (Trade Unions) The dispute indirectly dealt with unfair discrimination and a wage disparity of about 59% in the same occupational level but there was insufficient evidence placed...

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Psychologist grade translation: Relevant experience?

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Wage disparity alleged: Narrow compass interpretation?

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Rewarding longer service: Rational pay differentiation

Amcu v Wozani Berg Gasoline An experienced commissioner pondered about the difficulty faced by senior management when faced with rewarding longer service. ‘If the finding was that the differential between the wages of the...

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Upgrading pay levels: Benefits and unfair conduct

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Genuine pay differentials: A simple fix required

Garbage in and out It is said that ‘garbage in, is garbage out’ and we are in real danger of not measuring genuine pay differentials. Employers are currently being forced to report wages paid to employees at seven...

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CA Sector Code: Management levels – flawed EEA9

Introduction to draft Sector Code for the accounting profession For many years it has been suggested that EEA9 in the Employment Equity Act (EEA) is a flawed structure because it fails to give proper effect to the elimination of...

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Wage differentials demands: Right or interest dispute?

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Unscientific job evaluation: Stones disappearing scorpions

Today I happened upon a post in the blog of the Energy Research Centre (ERC) on 5 June 2017 recording with great sadness that Bill Cowan had passed away.   Bill Cowan (right) with colleagues Patrick van Sleight and Gamieda...

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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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