C-Stores

NB: Eployment Equity is due on 1 October.

NEW: The following forms may be found under "People Management" > "Employment Equity Act" or click: Employment Equity Act Forms

Employment Equity 2010 is due next month. Are you prepared?

C-Stores has all the forms and info to help you. Go through all the documentation and read carefully "2010 How to report successfully"

Who must report in 2010...

* All large employers with 150 or more employees.
* Small employers.
* Employers who have become newly designated employers that have, either
- reached the 50 employees mark or,
- met the requirements of the income threshold between October 2009 and now

# Manual submission of EE Reports will not be accepted after  1st October 2010.
# No faxed or emailed EE reports will be accepted.

Maximum Permissible Fines that may be imposed for Contravening the EE Act
Previous Contravention  Contravention of any provisions of Section 16, 19, 20, 21, 22 and 23 
No previous contravention R500 000
A previous contravention in respect of the same provision R600 000
A previous contravention within the previous 12 months or 2 previous contraventions in respect of the same provision within 3 years R700 000
Three (3) previous contraventions in respect of the same provisions within 3 years R800 000
Four previous contraventions in respect of the same provision within three years R900 000

Contents
The report must have all the necessary information and be signed by the Chief Executive Officer.

Employers Who Cannot Report
Employers who cannot report must let the Department know in writing and give reasons.

Forms to be completed
EEA2 - A report to the Department of Labour on staff compliment and then the movement in the company which include promotions, terminations, recruitments etc. This effectively details how employment processes work in your company and if affirmative action measures are being taken where applicable.
EEA4 - An income differentials document. Reporting on ALL salaries in the company. This form details if there are any discrepancies in your company relating to salaries and the reasons therefore if there are any.

This technique is so powerful that it is used by almost all retailers to various extent.

Ignoring a problematic staffer could jeopardize the success of the entire organization.
By David Javitch

Difficult people present no problem if we pass them on the street, in the supermarket or in a building lobby. Nevertheless, when we have to work with them difficult people can become major irritants.

Are bad attitudes, lack of commitment or low morale cutting into your bottom line? Are you frustrated with hiring star employees who only give you attitude and poor performance? Well, believe it or not, these employees are motivated. Unfortunately they invest their energy in the wrong places - in fighting change, complaining, and disrupting the workplace.