Company Employment Equity Committee
By Johanette Rheeder
Company recognises that, from a business and moral perspective, it is important to entrench equity
and equality in the workplace and to comply with all requirements of the Employment Equity Act
55 of 1998 (the EEA). Adherence to the EEA and other associated Labour Legislation is regarded as
Transformation in the workplace is an important aspect of employment equity and the company
strives to provide an environment that values and fosters diversity and equality. This includes
developing a culture that supports mutual trust, respect and dignity for all employees.
PURPOSE AND SCOPE
This EEC Charter is not intended to be a comprehensive human resources code. Transformation in
the workplace is an important aspect of employment equity and this document aims at regulating
the role and function of the EEC and its members.
To assist COMPANY to achieve its Employment Equity strategy and plan:
The EEC will be responsible for assisting COMPANY to develop an employment equity strategy
and plan that complies with labour legislation, specifically the EEA. The EEC will be responsible
to communicate with the employees and relay the comments of employees to the EEC to ensure
that designated and non designated employees are involved in the process.
The EEC shall be responsible for the monitoring of the implementation of the EE plan and the
adoption of the appropriate initiatives, policies and procedures to achieve this aim. In this
regard, the EEC shall follow a consultative process and the EEC may make recommendations to
COMPANY with regard to implementation or deviations and steps it propose to ensure
compliance on a particular matter.
To act as consultative body in matters of equity and equality
The EEC will serve as a consultative forum between the employer and the employees,
representing the interest of both the designated and non designated employees across all
occupational levels and categories, as applicable in COMPANY.
The EEC shall consult with COMPANY, on specific issues as designated by the EEA. This shall
include the consultation process, the analysis process and the outcome of the analysis, the
Employment Equity plan and the report.
The EEC shall assist through consultation with identifying employment equity barriers and the
affirmative action measures to address those barriers. The EEC shall assist the employer with
implementation of those measures identified and shall report in the EEC on the implementation,
monitoring and evaluation of implementation and any deviation thereon.
The EEC commits itself to deal with employment equity and equality matters only, as envisaged
by the EEA. As a consultative forum, the EEC will consult with the employer with an aim to reach
agreement on a wide array of equity and equality matters brought before the EEC either by the
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employer or the employee representatives. The EEC will therefore act as a forum where matters
relating to equity and equality can be considered, reported on, discussed and debated in order
to develop effective solutions.