Category: EEA Chpt III ss 12-27

Disproportionate pay differentiation: Remedial action

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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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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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Irrational pay differentials: Unequal pay claim refused

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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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Demotion needs defining: Aligning pay and position

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Pleading pay discrimination: More than mere differentiation

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Historical wage disparities: Alleged discrimination

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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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