| (1) |
A labour inspector may request and obtain a written undertaking from a designated employer to comply with paragraph (a), (b), (c), (f), (h), (i) or (j) within a specified period, if the inspector has reasonable grounds to believe that the employer has failed to— |
[Words preceding section 36(1)(a) substituted by section 9(a) of Employment Equity Amendment Act 4 of 2022, Notice No. 3280, GG48418, dated 14 April 2023 - effective 1 January 2025 per Commencement Proclamation 231, GG51684 dated 28 November 2024]
| (b) |
conduct an analysis as required by section 19; |
| (c) |
prepare an employment equity plan as required by section 20; |
| (d) |
[Paragraph (d) deleted by section 13 of Act No. 14 of 2013]; |
| (e) |
[Paragraph (e) deleted by section 13 of Act No. 14 of 2013]; |
| (g) |
[Paragraph (g) deleted by section 13 of Act No. 14 of 2013]; |
| (h) |
assign responsibility to one or more senior managers as required by section 24; |
| (i) |
inform its employees as required by section 25; or |
[Section 36(1)(c) inserted by section 9(b) of Employment Equity Amendment Act 4 of 2022, Notice No. 3280, GG48418, dated 14 April 2023 - effective 1 January 2025 per Commencement Proclamation 231, GG51684 dated 28 November 2024]
| (2) |
If a designated employer does not comply with a written undertaking within the period stated in the written undertaking, the Labour Court may, on application by the Director-General, make the undertaking, or any part of the undertaking, an order of the Labour Court. |
[Subsection (2) inserted by section 13 of Act No. 14 of 2013]
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