If you’re a federally regulated employer subject to the Legislated Employment Equity Program (LEEP) you must submit an annual report to HRSDC that describes your performance to your Employment Equity plan.
The Human Rights Commission will audit LEEP employers approximately every three to five years. Audits may be conducted at random or triggered by reported performance to plan.
Assessments are made in part based on documentation provided by the employer and there may be an on-site visit by a Compliance Review Officer. The Commission representative may interview employees, employee representatives and managers as part of the process for the validation and assessment or analysis of the information provided.
LEEP employers are required to comply with nine statutory requirements. They are:
- collection of workforce information,
- analysis of the workforce to determine the degree of under-representation of designated group members,
- review of employment systems, policies and practices,
- preparation of an Employment Equity Plan,
- implementation and monitoring of the plan,
- periodic review and revision of the plan,
- provision of information about employment equity to the workforce,
- consultation with employee representatives; and
- establishment and maintenance of employment equity records.
Employment Matters can help LEEP employers comply with each of the requirements above. See How We Work and our Specialized Expertise.
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