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In the present case, the National Commissioner had made his decision in terms of an Employment Equity Plan, which was uncontroversially a lawful affirmative action measure. It was therefore authorised both by section 9(2) of the Constitution and by section 6(2) of the Employment Equity Act.
The employment-equity plan is the centrepiece of the procedure for implementing affirmative action in the workplace. A designated employer has to consult with the workforce on the conduct of an analysis of its employment policies, practices and procedures, as well as the working environment; [26]
Over the course of employment, a company generally issues employee stock options to an employee which can be exercised at a particular price set on the grant day, generally a public company's current stock price or a private company's most recent valuation, such as an independent 409A valuation [4] commonly used within the United States ...
When the African National Congress (ANC) came to power in 1994, the new government's priorities included redressing apartheid's legacy of economic exclusion. Under apartheid, legislation and practice had restricted the access of non-whites to job opportunities, capital, business and property ownership, and other forms of economic advancement, leaving vast racial inequalities in wealth and ...
Diversity themes gained momentum in the mid-1980s. At a time when President Ronald Reagan discussed dismantling equality and affirmative action laws in the 1980s, equality and affirmative action professionals employed by American firms along with equality consultants, engaged in establishing the argument that a diverse workforce should be seen as a competitive advantage rather than just as a ...
Employment equity, as defined in federal Canadian law by the Employment Equity Act (French: Loi sur l’équité en matière d’emploi), requires federal jurisdiction employers to engage in proactive employment practices to increase the representation of four designated groups: women, people with disabilities, visible minorities, and Indigenous peoples. [1]
A study of a cross-section of Subchapter S firms with an Employee Stock Ownership Plan shows that S ESOP companies performed better in 2008 compared to non-S ESOP firms, paid their workers higher wages on average than other firms in the same industries, contributed more to their workers' retirement security, and hired workers when the overall U ...
The Canadian Employment Equity Act requires employers in federally-regulated industries to give preferential treatment to four designated groups: women, persons with disabilities, aboriginal peoples, and visible minorities. Less than one-third of Canadian Universities offer alternative admission requirements for students of aboriginal descent.