“performing work of equal value”
Logically this would seem to
indicate more
than one employee employed in any
position
performing functions of “equal value”.
This could also mean anything, and
for the same reasons provided in the previous item, the challenge will be to
identify and agree on the factors that determine “equal
value”.
What is the risk and why is there
urgency?
Many,
(? most), employees believe that they are underpaid and that the services they
render add more value than those provided by others.
Current
difficult
economic times and high debt levels also put pressure on employees to seek
opportunities to increase their earnings.
The changes
to the Act provide such an opportunity, and invites both trade unions and
non-unionised employees to place the employer’s employment policies and
practices under severe scrutiny.
We believe that employees and their
unions are going to grasp the opportunity with both hands, and it can also be
expected that they will exercise their rights pertaining to information
disclosure and transparency.
Employers can therefore expect a flood of
alleged discrimination allegations and possibly even labour action, which if
not resolved to the employee’s satisfaction, will be referred to a Bargaining
Council or the CCMA for resolution.
Contact us to discuss the solutions to mitigate risks associated with the changes made to the EE Act!
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