Category: EEA 7 Factors

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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Applicable job grading: Job weight range overlap

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Gender discrimination considered: Female comparator

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Upgrading pay levels: Benefits and unfair conduct

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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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Downgrading exercise approved: Legality principle considered

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Arbitrary ground considered: Pay narrow interpretation

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Demotion needs defining: Aligning pay and position

Xoli v CCMA (Telkom) Demotion needs defining because the LC seems to have assumed that the issue concerned demotion and an alleged unfair labour practice without clearly defining what is meant by ‘demotion’.  The...

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Pleading pay discrimination: More than mere differentiation

 Essence Pleading pay discrimination: Amended statement of claim clearly setting out the basis for alleging [unfair] discrimination on arbitrary grounds relating to unequal pay.  Decision United National Transport Union obo...

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Upgrading employees: Fair conduct by senior management

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Internal equity external parity: Policies and practices

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