Employment policy or practices, such as recruitment, selection, pre-employment testing, and induction that could be biased or inappropriate;

Practices related to succession and experience planning, and related promotions and transfers;

Current training and development methodologies and strategies;

Remuneration structures and practices such as equal remuneration for work of equal value;

Disciplinary practices that may have a disproportionately adverse effect on employees that may not be justified;

The number and nature of dismissals, voluntary terminations and retrenchments of employees from designated groups that may indicate internal or external factors contributing to such terminations;

Corporate culture, which may be characterised by social and other practices;

Practices relating to the management of HIV/AIDS in the workplace, to ensure that people living with HIV/AIDS are not discriminated against; 

Any other practices or conditions that are tabled arising out of the consultative process;

All practices will be assessed in terms of cross-cultural and gender fairness;

The review takes into account more subtle or indirect forms of discrimination and stereo-typing which could result in certain groups of people not being employed in particular jobs, or which could preclude people from being promoted. Examples would include pregnancy, family responsibility, exclusionary social practices, sexual harassment, and religious or cultural beliefs and practices.

Medium of Advertising

Content Wording

Where advertisements are placed

Use of Recruitment Agencies / Labour Brokers

Selection Criteria

Pre-employment application form

Pre-employment testing (Behavioural and medical)

Identification of core requirements

Interview process. Analysis of questions posed and why the information is sought

Selection criteria (Job description and Job Specification)

Method of selecting potential applicants

Practice regarding reference checking

Policy on what to do with unsolicited CV’s

Policy on dealing with unsolicited CV’s in relation to no job vacancies

Policy on dealing with unsolicited CV’s in relation to vacancies available

Interview procedure

Pschometric / Behavioural / Integrity tests (Polygraphs)

Simulation exercises

Job sampling

Decision to employ or reject

Does the policy eradicate nepotism or unfair favouritism

Letters of regret

Letters of appointment in terms of Basic Conditions of Employment Act  

Job titles

Job description

Job specification – minimum acceptable human qualities necessary to perform        

Assess pay differentials in each occupational category and job group (horizontal pay distinctions)

Analyse vertical pay differences in terms of established practices which justify distinctions on the basis of responsibility, individual competency, individual worth and effort in the performance of the job

Examine practices or policies applicable in respect of productivity related pay

Practices with regard to Probationary Period and extensions thereof

Practice with regard to the issue of Certificates of Service and the wording thereof

Policy regarding period of Notice to Terminate Employment Contract

Practice with regard to Employees Who Fail to give Requisite Notice to terminate

Evaluate policy in respect of Letters of Reference

Employing Family Members

Hours of work

Arrangement of Shift Rotation.(COGP)

Overtime policy

Agreement to Work Overtime. (S10 BCEA)

Provision of Meal Intervals

Work on Sundays and Public Holidays

Leave Policy

Employee Deductions 

Disciplinary Code and Procedure

Grievance Procedure

Media Contact

Dress Code

Grading

Incentive Bonus Schemes

Relocation costs

Long Service Awards

Method of selecting candidates for acting position. 

The period of the acting position. 

Whether there is a creation of legitimate expectation to be appointed permanently in the position

Policy with regard to method of assigning employees on any specific projects or tasks and how this is interpreted in respect of future promotion

Practice regarding measurement of the aptitude of employees in order to select suitable employees for training

Policy regarding the development of suitably qualified persons who demonstrate potential

Policy in respect of costs of training and repayment for those costs if the employee resigns midway during the training programme; or 

Completes the training, but resigns before the company has received the benefit from the investment

Bursary awards/Study loan agreements 

Who is eligible for a bursary

Has preference been given in the past to the children of employees

Policy in regard to religious accommodation

Policy in regard to language training

Is a policy of performance appraisal in place

At what level and to whom does it apply

How is the system implemented

Is there an appeal procedure

Is the policy linked to the Grievance Procedure

Policy to assess potential candidates for promotion

What are the applicable criteria

Policy of advertising internally to invite suitable candidates for the position

What are the objective criteria used to select an employee for transfer

What are the reasons for such transfers and are employees invited to apply

Assess reasons for demotions and what will warrant demotion as a disciplinary measure

Does the policy make provision for down grading in rate of pay

Are demotions effected with employee’s consent

Does the practice permit the employee upon tangible improvement to become eligible for transfer and promotion where suitable vacancy occurs

Suspension without pay as a disciplinary sanction with the employee’s consent

Demotion with the employee’s consent

Policy of reviewing outcomes of disciplinary action to ensure consistency of treatment in terms of substantive and procedural fairness

Policy of allowing an appeal hearing where an employee disputes the basis for the issue of a disciplinary warning

The existence of an appropriate grievance procedure applicable to all employees

Existence of a grievance or similar procedure to ensure opportunity to employees to raise “sensitive issues” in a “safe environment”

Does it apply to all employees regardless of seniority, race, bargaining unit classification

Does it provide a code which stipulates the possible sanctions for breaches of standards of behaviour;

Is the application of the retrenchment policy applicable to all employees regardless of seniority

Applicable severance pay, does it comply with the BCEA and the LRA

Have the provisions of the Act been followed during the past retrenchment process  

Does the company have an electronic communication policy

Which prohibits employees from sending inappropriate racist or sexist jokes and material across the company’s e-mail facility

Is the breach of such standard of behaviour included as a disciplinary transgression in terms of the Disciplinary Code and Procedure

Does the company have a policy preventing employees from using unauthorised passwords to access computer systems

Does the company reserve the right to access an employee’s e-mail facility to ensure that there is compliance with its standards of e-mail usage

Does the Disciplinary Code and Procedure guard against conflicts of interest

Insider trading

Divulging confidential information

Moonlighting

Accepting gifts for favour or as a reward

Entertainment and other favours.

Is there a policy discouraging sexual or racial harassment 

Does the Disciplinary Code and Procedure contain reference to disciplinary measures, including dismissal, for racial or sexual harassment 

Does the procedure allow victims of harassment to raise their grievances in a “safe environment” free from victimization or taint 

Does such procedure allow a victim to channel the grievance in a private, informal way but protects the company’s right to institute formal discipline against the alleged offender 

Do these policies ensure that offenders can face possible dismissal for indulging in sexual or racial harassment

Risk identification and assessments

Training and communications

Supervision

The implementation of systems to control risk assessment and the consistent enforcement of health and safety standard, which must be incorporated in the Disciplinary Code and Procedures

Has the company implemented a policy on medical testing based on the inherent requirements of the job