Category: EEA Regulations

Proportional pay differentials: Frameworks and compliance

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Presumption against backdating: EEA claim after amendment

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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 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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Seven occupational levels: Early study by Melvin Koln

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Occupational levels: Flawed 2015 CEE report

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Pay differential: proportionality without a wage gap

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CCMA facilitators should offer EEA solutions

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Occupational levels: compared with job levels

South Africa already has world-class legal frameworks and requirements to ensure proportionate income differentials and ensure ‘equal pay for work of equal value’.   The only shortfall is the need to adopt 7 instead of  6...

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