Create a fictional company which need to submit an Employment Equity Plan Follow the instructions to complete the following forms (EEA13) by providing information regarding this Employment Equity Plan: EEA 13 - Template for Employment Equity Plan in terms of Section 20 of the Act PURPOSE OF THIS FORM Section 20 requires designated employers to prepare and implement an Employment Equity Plan which will achieve reasonable progress towards employment equity in the employer's workforce. An Employment Equity Plan must state- (a) The objectives to be achieved for each year of the plan (b) The affirmative action measures to be implemented as required by section 15(2); (c) Where under representation of people form designated groups has been identified by the analysis, the numerical goals to achieve the equitable representation of suitably qualified people from designated groups within each occupational level in the workforce, the timetable within which this is to be achieved, and the strategies intended to achieve those goals; (d) The timetable for each year of the plan for the achievement of goals and objectives other than numerical goals (e) The duration of the plan, this may not be shorter than one year or longer than five years; (6) The procedures that will be used to monitor and evaluate the implementation of the plan and whether reasonable progress is being made towards implementing employment equity; (9) The internal procedures to resolve any dispute about the interpretation or implementation of the plan; (h) The persons in the workforce, including senior managers, responsible for monitoring and implementing the plan; and Any other prescribed matter DEPARTMENT OF LABOUR (5 Marks) TEMPLATE FOR EMPLOYMENT EQUITY PLAN (Section 20) Employer Details Trade name.. DTI Registration name. PAYE/SARS No. EE Ref No. Industry/Sector. Province Tel No. Fax No. Postal address.. Physical address... Province Name & Surname of the CEO/Accounting Officer Email address... 1. INTRODUCTION Section 20 requires that a designated employer prepares and implements an Employment Equity Plan which will achieve reasonable progress towards employment equity. An Employment Equity Plan must state the following: a. The objectives to be achieved for each year of the plan should meet the SMART principle as follows: Specific Measurable Attainable Relevant; and Time bound b. Barriers and Affirmative Action Measures must be aligned with those indicated in the audit analysis (section 19(1)) and meet the following requirements: Include time-frames in order to track progress in the implementation of these AA Measures; These time-frames should be within the duration of the EE Plan (no on-going permitted) and Include responsible persons to monitor the implementation of these AA Measures (not names of people but designations). c. The workforce profile, numerical goals and targets with exact time-frames according to the duration of the plan which must be accompanied by strategies to achieve them as informed by the findings in the audit analysis (as per section 19(2)). d. Non-numerical goals according to paragraph b above (no need to repeat the table) e. The duration of the plan which may not be shorter than 1 year or longer than 5 years (it must have a start and end date in terms of day, month and year). f. Procedures to monitor and evaluate the implementation of the plan (which must state clear roles of stakeholders involved in the monitoring of the plan including time-frames when the monitoring takes place). g. Internal procedures to resolve any dispute about the interpretation or implementation of the plan (include the stakeholders involved in resolving the dispute and time-frames allocated for each step of the process) h. The persons in the workforce, including senior managers, responsible for monitoring and implementing the plan i. Any other prescribed matter. NB: It is advisable that at least 6 months before the expiry of the EE Plan a designated employer should prepare a subsequent EE Plan (Successive EE Plan as required by Section 23) DURATION OF THE PLAN Section 20 indicates that the duration of the Employment Equity Plan may not be shorter than one year or longer than five years. The duration of the plan must have a specific start and end date, as reflected below: (Please note that the template shown below is based on a 3 year plan) Start date: (dd/mm/yyyy) to End date: (dd/mm/yyyy) Create a fictional company which need to submit an Employment Equity Plan Follow the instructions to complete the following forms (EEA13) by providing information regarding this Employment Equity Plan: EEA 13 - Template for Employment Equity Plan in terms of Section 20 of the Act PURPOSE OF THIS FORM Section 20 requires designated employers to prepare and implement an Employment Equity Plan which will achieve reasonable progress towards employment equity in the employer's workforce. An Employment Equity Plan must state- (a) The objectives to be achieved for each year of the plan (b) The affirmative action measures to be implemented as required by section 15(2); (c) Where under representation of people form designated groups has been identified by the analysis, the numerical goals to achieve the equitable representation of suitably qualified people from designated groups within each occupational level in the workforce, the timetable within which this is to be achieved, and the strategies intended to achieve those goals; (d) The timetable for each year of the plan for the achievement of goals and objectives other than numerical goals (e) The duration of the plan, this may not be shorter than one year or longer than five years; (6) The procedures that will be used to monitor and evaluate the implementation of the plan and whether reasonable progress is being made towards implementing employment equity; (9) The internal procedures to resolve any dispute about the interpretation or implementation of the plan; (h) The persons in the workforce, including senior managers, responsible for monitoring and implementing the plan; and Any other prescribed matter DEPARTMENT OF LABOUR (5 Marks) TEMPLATE FOR EMPLOYMENT EQUITY PLAN (Section 20) Employer Details Trade name.. DTI Registration name. PAYE/SARS No. EE Ref No. Industry/Sector. Province Tel No. Fax No. Postal address.. Physical address... Province Name & Surname of the CEO/Accounting Officer Email address... 1. INTRODUCTION Section 20 requires that a designated employer prepares and implements an Employment Equity Plan which will achieve reasonable progress towards employment equity. An Employment Equity Plan must state the following: a. The objectives to be achieved for each year of the plan should meet the SMART principle as follows: Specific Measurable Attainable Relevant; and Time bound b. Barriers and Affirmative Action Measures must be aligned with those indicated in the audit analysis (section 19(1)) and meet the following requirements: Include time-frames in order to track progress in the implementation of these AA Measures; These time-frames should be within the duration of the EE Plan (no on-going permitted) and Include responsible persons to monitor the implementation of these AA Measures (not names of people but designations). c. The workforce profile, numerical goals and targets with exact time-frames according to the duration of the plan which must be accompanied by strategies to achieve them as informed by the findings in the audit analysis (as per section 19(2)). d. Non-numerical goals according to paragraph b above (no need to repeat the table) e. The duration of the plan which may not be shorter than 1 year or longer than 5 years (it must have a start and end date in terms of day, month and year). f. Procedures to monitor and evaluate the implementation of the plan (which must state clear roles of stakeholders involved in the monitoring of the plan including time-frames when the monitoring takes place). g. Internal procedures to resolve any dispute about the interpretation or implementation of the plan (include the stakeholders involved in resolving the dispute and time-frames allocated for each step of the process) h. The persons in the workforce, including senior managers, responsible for monitoring and implementing the plan i. Any other prescribed matter. NB: It is advisable that at least 6 months before the expiry of the EE Plan a designated employer should prepare a subsequent EE Plan (Successive EE Plan as required by Section 23) DURATION OF THE PLAN Section 20 indicates that the duration of the Employment Equity Plan may not be shorter than one year or longer than five years. The duration of the plan must have a specific start and end date, as reflected below: (Please note that the template shown below is based on a 3 year plan) Start date: (dd/mm/yyyy) to End date: (dd/mm/yyyy)