Both skills development and employment equity are imperative for businesses to comply with Broad-Based Black Economic Empowerment (B-BBEE or BEE) scorecard requirements.
Skills Development in South Africa has become a strategic priority for businesses that wish to attain or retain an acceptable BEE level and also meet the requirements of the Skills Development Act. With the revised BEE scorecard, companies can earn maximum skills development points if they spend he required 3% or 6% of their annual payroll on skills development programmes such as SETA-accredited training initiatives (depending on the business category). The Skills Development Levy (SDL) is payable by employers in different sectors of the economy and serves to fund learning and skills development programmes for socially and economically marginalised groups in South Africa.
At SERR Synergy we will advise businesses in this regard and provide a Skills Development Facilitator service that assists businesses in claiming back portions of the Skills Development Levies already paid to SARS.
(*also included in the STANDARD training product option)
In order to create synergy between the Skills Development Act, the Employment Equity Act and the BEE Codes, SERR Synergy will on behalf of the client:
If your company promotes learning and development in the workplace you will reap the rewards of a better skilled and more productive workforce.
By paying your SDLs monthly, you qualify for and have access to:
A prerequisite for recognising any points under Skills Development on your BEE Scorecard is the submission of the following:
Businesses will only receive points on their BEE scorecard once they prove that a Workplace Skills Plan was submitted.
The new amended BEE Codes further require that the WSP and Pivotal Plan be approved by the SETA prior to earning any points on the BEE scorecard.
The Employment Equity Act requires businesses that employ more than 50 people or exceed certain thresholds as set per the specific industry to submit Employment Equity Reports to the Department of Labour before October of each year (or January if submitted electronically).
Businesses that fail to comply could potentially:
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