We want a labour market environment where firms compete fairly for talent and where recruitment is not dependent on pay history.

In the interests of defeating income inequality, send us your recruitment story or your employment contract so we can include you in our body of research.

All sources are protected and information treated with the utmost sensitivity.
Making Constitutional fairness really fair by being fair.
This page charts the story about how the non-disclosure of pay information in job ads becomes a question about income inequality.

Employers have unfair advantage during a wage negotiation when they don’t commit to a salary range in advance.

Applicants agree to low offers as they assume the employer is being fair.

The #talkpay movement began in the USA but the focus on getting employees to post salaries on twitter as a protest against income inequality was flawed.
1300 posted the information but it didn’t achieve anything.
More here: https://www.buzzfeed.com/carolineodonovan/talkpay-topped-twitter?utm_term=.drMQ9w3v7M#.of1X6ne7ME

Employer practices must be transparent – employees are not the problem, industry collusion shaping public perceptions is!

A Suited Tsotsi is- someone involved in recruitment,

– they are the gravy train conductors who deny job seekers their rights.

– they can be a company or individual.

– It can be someone who sends an email asking

  about your pay expectations and for your payslip.

Screenshot their ad &  forward us their emails to friend@payslibansa.co.za
All sources are protected and information treated with the utmost sensitivity.

Making Constitutional fairness really fair by being fair.

South African citizens are encouraged to hijack the hashtag and use it to tell corporates to #PaySlipBanSA.
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