Employment Equity Specialist
SiG Labour Corporate
- Pretoria, Gauteng
- Permanent
- Full-time
Full detailed cv with ID and qualifications to be send.
NO Criminal record. Must have own transport. Contactable references a must for ALL previous employment.
Fluent in English and Afrikaans. (Read, speak, and understand)
- Friendly and well-mannered with proficient telephone and email etiquette.
- Grade 12
- Proficient skills with Microsoft Office (Outlook, Excel + Word)
- Attention to detail, deadline driven and cope under pressure.
- Trustworthy, honest, and punctual.
MUST fully understand the Employment Equity Act
Prohibition of unfair discrimination
- Understanding unfair discrimination
- Differentiation
- Discrimination
- Direct and indirect discrimination
- Grounds of discrimination
- Employment applicants, work analysis and inherent requirements of the job/ job descriptions
- Recruitment and selection
- How the Employment Equity legislation attempts to eliminate and prohibit unfair discrimination
- Medical and Psychological assessments
- Labour court case studies
- Understanding unfair discrimination
- Differentiation
- Discrimination
- Direct and indirect discrimination
- Grounds of discrimination
- Employment applicants, work analysis and inherent requirements of the job/ job descriptions
- Recruitment and selection
- How the Employment Equity legislation attempts to eliminate and prohibit unfair discrimination
- Medical and Psychological assessments
- Labour court case studies
- Understanding Affirmative Action
- The Equality Test (Section 9(2)) of the Constitution
- Understanding Black Empowerment
- National or regional demographics
- Understanding the BBBEE scorecard as per management control
- The duties of designated employers
- The requirements of disclosure of information
- Employment Equity Plans and the requirements for keeping records
- EEA2 Report
- One year and three-year plans
- Wage gaps based on race, gender, and disability
- Pay discrepancies
- New amendments to Employment Equity Act
- Fines and penalties
- EEA4 report
- Labour Court cases
- Monitoring Employment Policies, Procedures & Practices
- Monitoring /Evaluating Implementation of an EE Plan
- Oversight of EE committee vs HR department responsibilities
- Consultation
- Promotion barriers
- Qualification barriers and skills development
- Succession planning barriers
- Developing EE Measures
- Benchmarking Best Practices
- Frequency and content of Committee Meetings
- Confidentiality in not disclosing salaries and personal information
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