Employment Equity Specialist - Pretoria
MUST be able to do Submissions! At least one year experience in the industry.
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)
Please note only shortlisted candidates will be contacted. If you have not heard from us in 2 weeks, please consider your application unsuccessful.
MUST fully understand the Employment Equity Act
Prohibition of unfair discrimination
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.
Please note only shortlisted candidates will be contacted. If you have not heard from us in 2 weeks, please consider your application unsuccessful.
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
- Identification of EE Barriers - Recruitment barriers
- 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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