Category: EEA Chpt III ss 12-27

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 and 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

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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 and create more decent jobs

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Occupational and 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 levels and 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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Framework pay differentials: Compliance requires proper system

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