Special Investigating Units and Special Tribunals Act, 1996
R 385
Broad-Based Black Economic Empowerment Act, 2003 (Act No. 53 of 2003)Industry ChartersInformation and Communication Technology (ICT) CharterICT Sector Code for Black Economic EmpowermentCode Series 800: ICT Codes of Good Practice for Qualifying Small Enterprises (QSE's)4. Statement 803: Employment Equity for QSEs |
| 4.1 | The QSE Employment Equity scorecards |
The following table represents the criteria used for deriving a score for employment equity under this statement:
|
Criteria |
Weighting Points |
Years 6 - 10 |
|
Black employees of the Measured Entity who are Management as a percentage of all Management adjusted using the Adjusted Recognition for Gender |
15 |
60% |
|
Black employees of the Measured Entity as a percentage of all employees adjusted using the Adjusted Recognition for Gender |
10 |
70% |
|
Bonus point for meeting or exceeding the EAP targets in each category above |
2 |
| 4.2 | Key measurement principles |
| 4.2.1 | A Measured Entity receives points in proportion to the extent that it meets the targets for participation of black people and black women at Management level. |
| 4.2.2 | Wherever possible, a Measured Entity must use the data that it files with the Department of Labour under the Employment Equity Act in calculating its score under the employment equity scorecard. |
| 4.2.3 | No Measured Entity shall receive any points under the Employment Equity Scorecard unless they have achieved a sub-minimum of 40% of each of the targets set out on the Employment Equity Scorecard in respect of the both five year periods. |
| 4.2.4 | In order for a measured entity to achieve bonus points at a particular level, the entity needs to meet or exceed the EAP targets. |
| 4.2.5 | A Measured Entity exempt from filing returns must compile its data for calculating its score under the Employment Equity Scorecard using the guidelines set out in the Employment Equity Act and its EE Regulations. |
| 4.2.6 | Black women employees in each Measurement Category qualify for enhanced recognition using the Adjusted Recognition for Gender. |
| 4.3 | Calculating the Adjusted Recognition for Gender |
The calculation of the Adjusted Recognition for Gender is as follows:
C is limited to a maximum of 50% of the target
Where
| A | is the Adjusted Recognition for Gender |
| B | is the percentage of employees in the measurement category that are black people |
| C | is the percentage of employees in the measurement category that are black women |
