1) When a designated employer collects information about individual employees for the purposes of compiling a workforce profile to determine the degree to which employees from designated groups might be underrepresented, the employer must either -
a) request each employee in the workforce to complete, on a voluntary basis, a declaration that must be in the form of EEA 1 or contain the information required by that form; or
b) use existing dependable records of the employer, containing the information required by form EEA 1.
2) If the designated employer uses form EEA 1, all employees who complete the form must at any time be able to make changes to the form at their request.
3) If the designated employer elects to use a source of information referred to in subregulation (1 )(b), each employee has the right to verify any information relating to that employee, and to request that changes be made to that information.
4) A designated employer may use section B of form EEA 2 to develop the workforce profile of the employer’s employees as required by section 19(2) of the Act.
5) When a designated employer conducts the analysis required by section 19(1) of the Act, the employer may refer to –
a) EEA 8 Annexure 1, for the recording of demographic data;
b) EEA 9 Annexure 2, which contains a definition of occupational levels; and
c) EEA 10 Annexure 3, which contains a definition of occupational categories.
6) A designated employer may refer to the Code of Good Practice: Preparation, Implementation and Monitoring of Employment Equity Plans as a guide when collecting information and conducting the analysis required by section 19 of the Act.