Code 300 Employment Equity
The Code Series 300 involves the employment equity element of the BBBEE. Statement 300 provides the guidelines for the general principles of measuring employment equity.
The Employment Equity Scorecard awards points for the following:
- The employment of black disabled people
- Black employees who are in junior management
- Black employees who are in senior management
- Black employees who are in middle management
- While bonus points are given for meeting and exceeding the targets above.
The key measurement principles are as follows:
- Whenever possible, a company should use the same information given to the Department of Labour on its Employment Equity when calculating the Employment Equity scorecard score.
- In order for an entity to receive any points under the Employment Equity Scorecard, they should score over 40% for each of the targets set out on the scorecard.
- If an entity is exempt from filing returns, it must assemble its data for calculating its employment equity score from the guidelines set out in the Employment Equity Act and the Employment Equity regulations.
- If a company does not distinguish between junior and middle management, then these two can be consolidated and measured against the targets for junior management.
- Black female employees in each one of the categories above, qualify for enhanced recognition under the Adjusted Recognition for Gender