Broad Based Black Economic Empowerment Act, 2003 (Act No. 53 of 2003)Codes of Good Practice on Black Economic EmpowermentCode Series 300: Measurement of the Employment Equity Element of Broad-Based Black Economic EmpowermentStatement 300 : The General Principles for Measuring Employment Equity3. Key Measurement Principles |
| 3.1) | Wherever possible, a Measured Entity must use the data that it files with the Department of Labour under the Employment Equity Act in calculating its score under the employment equity scorecard. |
| 3.1.1) | No Measured Entity shall receive any points under the Employment Equity Scorecard unless they have achieved a sub-minimum of 40% of each of the targets setout on the Employment Equity Scorecard in respect of the both five year periods. |
| 3.2) | In order for a Measured Entity to achieve bonus points at a particular level, the entity needs to meet or exceed the EAP targets. |
| 3.3) | A Measured Entity exempt from filing returns must compile its data for calculating its score under the Employment Equity Scorecard using the guidelines set out in the Employment Equity Act and its EE Regulations. |
| 3.4) | If the organisational structure of a Measured Entity does not distinguish between Middle Management and Junior Management, it can consolidate those Measurement Categories against the targets for Junior Management. The weighting points for the Measurement Categories must be adjusted as follows: |
| 3.4.1) | Senior Management - 8 points; |
| 3.4.2) | Junior Management - 6 points |
| 3.5) | Black women employees in each Measurement Category qualify for enhanced recognition using the Adjusted Recognition for Gender. |