IMPORTANT!!!
Skills development submission due date: 30 June 2012.Claim back the maximum amount of SDL (Skills Development Levies)
paid to the SETA.
Employment Equity submission due date: 1st of October 2012. Avoid penalties. Click here for more info!!
Employment Equity Workshops facilitated throughout the year. Click here for more information. Employment Equity Workshops

Completing EEA4 Forms

WHAT MUST BE TAKEN INTO CONSIDERATION WHEN COMPLETING THE EEA4 FORMS

  1. Foreign nationals, i.e. all those individuals who are not citizens of South African, should be excluded when completing the EEA4 forms.
  2. Non-permanent employees should be included in the EEA4 forms in terms of the relevant occupational category and occupational level.
  3. The calculation of remuneration must include twelve months of a financial year that is in line with the period covered by the EEA2 reporting form.  Where this is not possible, e.g. in the case of non-permanent employees, the total payment the person received for the period worked should be divided by the number of months worked, and then multiplied by twelve.
  4. The following payments must either be included or excluded in an employee’s remuneration for the purposes of calculating pay in order to complete the EEA4 forms.

INCLUDED:

  • Salaries and fees paid to directors
  • Salary payments made to directors, executives and managers
  • Payments for all types of leave which relate to the reference period
  • Commissions paid
  • Employer’s contribution to pension, provident, medical aid, sick pay and other funds (e.g. UIF and CC)
  • Payments for piecework, incentive or profit sharing schemes
  • Fringe benefits paid in cash such as housing, mortgage and rent subsidies and transport allowance (e.g. monthly petrol allowance)
  • Allowances and penalty payments relating to ordinary time hours
  • Performance and other bonuses
  • Value of any salary sacrificed
  • Amounts paid to employees based abroad but paid from South Africa e.g. Embassy employees

EXCLUDED:

  • Payments to independent contractors
  • Imputed value of fringe benefits
  • Fringe benefits tax
  • Reimbursement for expenses e.g. travel, entertainment, meals and other expenses
  • Amounts paid from abroad to employees based in SA e.g. embassy employees
  • Severance, terminations and redundancy payments
  • Overtime pay
  • Payments which do NOT relate to the reference period

Employment Equity Workshop

The Employment Equity Act requires that employees and especially Employment Equity Managers and Employment Equity Committee/Forum members need to be trained on Employment Equity matters.
Beyond Consulting presents Employment Equity workshops on a continuous basis.  We provide training at selected venues as well as in-house training for clients on request.   Please contact us to discuss your needs should you prefer in-house training.

Our two most popular Employment Equity workshops are discussed below.

Overview and Requirements:

Name of workshop Overview and Requirements of the Employment Equity Act (Act 55 of 1998) and development of the EEA2 and EEA4 documents to be submitted to the Department of Labour on the day of the workshop.
Outcome of workshop To give delegates a good understanding of the purpose of the Employment Equity Act and the requirements in terms of the Act and to give delegates the opportunity to generate the necessary documents (i.e. EEA2 and EEA4) to be submitted to the Department of Labour by 1st October 2012 (for Large Employers).
We will further provide you with all the necessary templates (e.g. EE Manager Appointment letter, EE policy etc.) required in order to implement Employment Equity successfully in your organisation.
Workshop suitable for HR Practitioners, EE Managers, Business Owners and Executives.
Preparation required for workshop Delegates will be asked to prepare information on the employees employed for the reporting period in a specific MS Excel format. You are welcome to contact equity@beyondconsulting.co.za  for assistance in this regard. We will gladly assist you during the process of collecting the necessary information. This information will be used during the course of the day to prepare the EEA2 and EEA4 documents with the use of our programme, specifically developed for generating EE reports.
Duration of workshop 1 day
Workshop content
  1. Purpose and provisions of the EE Act & Amendments to the EE Act
  2. What is Affirmative Action (AA)?
  3. What is defined as fair and unfair discrimination?
  4. Who needs to comply with the EE Act (i.e. Designated Employers)?
  5. What needs to be done in order to comply with the EE Act?
  6. EE Policies & procedures
  7. Role of the EE Committee/Forum
  8. Role of a Trade Union in the EE process
  9. Setting AA targets (numerical goals & targets) – an overview of the requirements in this regard
  10. Numerical goals & targets setting including the CEE report that was published by the Department of Labour on the 4th August 2011
  11. Identifying discriminatory practices in the workplace and dealing with it effectively – an overview of the requirements in this regard
  12. What is an EEA1; EEA2; EEA3; EEA4?
  13. Submission of EE reports – how and when can this be done?
  14. Integration of EE & skills development initiatives
  15. How EE influences BEE (basic principles)
  16. Developing the EEA2 and EEA4 documents to be submitted to the Department of Labour by 1st October 2012

 

Please send the registration form  to 086 527 2331 (FAX) / equity@beyondconsulting.co.za (EMAIL).

Equipping EE Committee members and EE Manager(s) to perform their roles effectively:

Name of workshop Equipping EE Committee members and EE Manager(s) to perform their roles effectively.
Outcome of workshop To give delegates a good understanding of the purpose of the Employment Equity Act and the requirements in terms of the Act.  To equip delegates to engage in meaningful consultation with Management in terms of EE Matters.
Workshop suitable for EE Committee members, EE Managers, HR Practitioners
Duration of workshop ½  day
Workshop content
  1. What does EE mean in simple terms and what is included and excluded in the scope of EE matters?
  2. What is the role of an EE Committee?
  3. What is the role of EE Managers?
  4. EE Policies
  5. EE Plans and the committee’s role in terms of monitoring the implementation of the plan.
  6. EE Meetings – how should this be conducted, how often and what should be discussed?
  7. What is Affirmative Action (AA)?
  8. What is defined as fair and unfair discrimination?
  9. What needs to be done in order to comply with the EE Act?
  10. How to give feedback to employees on EE matters and how to engage in meaningful consultation with management regarding EE matters?

 

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