EMPLOYMENT EQUITY PLAN TEMPLATE 1 RESPONSIBILITY 1 THE SENIOR

EMPLOYMENT IN WASTE MANAGEMENT AND RECYCLING EMPLOYMENT IN WASTE
[AGENCY NAME] EMPLOYMENT CRIMINAL BACKGROUND CHECKS POLICY THE FOLLOWING
Application for Employment the Rudolph Libbe Group

APPLICATION FOR EMPLOYMENT THIS FORM HAS THREE
CARDIFF INSTITUTE FOR THE BLIND EMPLOYMENT PACK
EMPLOYMENT APPLICATION FORM NOVA TRAINING IS COMMITTED

EMPLOYMENT EQUITY POLICY


EMPLOYMENT EQUITY PLAN TEMPLATE



  1. Responsibility


    1. The senior manager responsible for this Plan and its implementation and all follow-up matters shall be name and job title.


    1. Name is a senior manager who reports directly to the chief executive of name of business unit on matters concerning Employment Equity.


    1. Among other tasks name, in conjunction with the Employment Equity Committee and Human Resources, will endeavour to:


      1. Allocate sufficient time to Employment Equity.


      1. Act within an appropriate budget allowed by the chief executive.


      1. Increase the level of awareness of Employment Equity among other managers


      1. Monitor progress in Employment Equity matters.


      1. Ensure that audits and analyses are done.


      1. Identify and remove or amend policies, practices and procedures that adversely affect designated groups.


      1. Support diversity through equal dignity and respect for all people.


      1. Make any changes that may be needed to ensure that persons from designated groups have equal opportunity.


      1. Pursue equitable representation of persons from designated groups in all categories and levels in the workforce.


      1. Retain and develop persons from designated groups.



  1. Duration of the Plan


    1. Five years.


    1. Any time periods pertaining to any Employment Equity matter are not inflexible.


    1. Progress should be ongoing and should be noticeable during the course of any time period and not only at the end.



  1. Objectives


    1. The numerical goals are set out in the Report. The numerical goals should take into account the following:


      1. The degree of under-representation of persons from designated groups in each occupational category and level.


      1. Present and planned vacancies.


      1. National and Regional demographics.


      1. The pool of suitably qualified persons from designated groups, from which name of business unit may be reasonable expected to draw for recruitment purposes.


      1. Present and anticipated economic and financial factors relevant to the industry in which name of business unit operates.


      1. Financial circumstances of name of business unit.


      1. Anticipated growth or reduction in the workforce.


      1. Anticipated staff turnover.


      1. Staff turnover trends among persons from designated groups.


    1. Other Objectives:


      1. Awareness.


      1. Fairness.


      1. Better quality of work life for all.


      1. Increased opportunity for upward mobility.



  1. Measures to Achieve Greater Representation


    1. Due regard will be given to the demographic make-up of the total workforce in the business unit, in respect of the number of Africans, Indians, Coloureds, Whites, females, males, foreigners and disabled people. Therefore, following resignations, dismissals and retirements, the process of recruitment must take into account the demographics of the workforce and the demographics of the region.


    1. Specifically, [name of business unit] supports the following:


      1. Appointment of persons from designated groups, where such persons are suitably qualified, and in line with the numerical goals in the Report.


      1. Increasing the pool of available candidates.


      1. Training and development of persons from designated groups.


      1. Promotion of persons from designated groups, where such persons are suitably qualified, and in line with the numerical goals in the Report.


      1. Retention of persons from designated groups.


      1. Reasonable workplace adaptation for disabled people.


      1. Steps to ensure that persons from designated groups who are appointed to senior positions are able to meaningfully participate in corporate decision-making.



  1. Updating / Improvement of the Plan


    1. The Plan should be evaluated and re-considered on an ongoing basis.



  1. Monitoring the Implementation of the Plan


    1. Progress in terms of Employment Equity will be monitored by the Responsible Manager, with input from the Employment Equity Committee and Human Resources.


    1. The Employment Equity Committee will meet quarterly.


    1. The Employment Equity Committee will keep a written record of its deliberations and activities.



  1. Disputes about Employment Equity


    1. Such disputes will be dealt with through the existing grievance procedure until such time as the Employment Equity Committee, in consultation with the Responsible Manager and Human Resources, develops a distinct Employment Equity Dispute Procedure.



SIGNED at ……………………………………………… on the …………… day of ………………………….. 20…….


EMPLOYEE’S SIGNATURE …………………………………………….. IDENTITY NUMBER …………………………………..


WITNESSES


1. ……………………………………………..

2. ……………………………………………..




SIGNED at ……………………………………………… on the …………… day of ………………………….. 20…….


COMPANY REPRESENTATIVE’S SIGNATURE ……………………………………………..


FULL NAME ……………………………………………………………..…….. IDENTITY NUMBER …………………………………..



EMPLOYMENT OF EXOFFENDERS POLICY POLICY STATEMENT CHICHESTER
EMPLOYMENT OF FOREIGN NATIONALS AEMPLOYORNATIONALS VERSION
OFFICE OF STUDENT EMPLOYMENT PROCEDURE FOR GRADUATE


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