Tuesday, May 21, 2019

Do you believe it’s fair for employers to ask job seekers for pay slips? We don’t and believe legislation backs us up! We challenge the lack of pay transparency and the demand for payslips and pay history during recruitment as constitutionally unfair and anti competition.

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PaysSlipBanSA believes the law provides space to question labour market conduct generally deemed by job applicants to be unfair.

If the Constitution states ‘Everybody is entitled to fair labour practice,’ PaySlipBanSA wants to know why unfair conditions prevail for job seekers?

“How do you feel about job adverts not open about pay?

or making vague statements about ‘market related salary’?

Have you been asked your pay history, pay slip or CTC (cost to company)? Thinks it’s fair?”

The problem begins when pay information is obtuse, it doesn’t state an amount or range. Yet workers work to earn money!

Compensation and sustainability are essential considerations for job seekers. They need to know they’re not applying for a position they can’t afford to take. If employers and recruiters are ambiguous about pay in adverts, Pay Slip Ban SA questions how they entrench fairness as enshrined in the Constitution.

What do they do to prevent unfair information advantages and exchanges?

Information, power and inequality

Recruitment is such an important labour market function!

What workers agree to in an interview can limit them for life!

The stories about men paid more than women and black people less than whites reflect labour market inequality.

Think about it, pay is something agreed to during a recruitment process.

You see, if the employer has more information, they have more power and can create the climate preventing job seekers from fairly negotiating pay.

Payslip Ban SA believes unequal power and information advantages allow inequality to enter the employment experience.

Employers claim they use pay slips to determine job seeker honesty,

yet the spread of inequality suggests otherwise.

Pay Slip Ban SA contends that it’s unfair

  • For employers to agree among each other about compensation, either at a specific level or within a range;
  • For one employer to agree with another about employee benefits
  • To express to competitors that they should not compete aggressively for talent
  • To exchange company-specific information about employee compensation or terms of employment with another company
  • To exchange documents containing another firm’s internal data about employee compensation
  • To implicate job applicants in anti-competition acts
  • To falsely advertise vacancies, indiscriminately advertise and use applicants as labour market research tools
  • If the employer knows what their compensation limits are, yet practice ambiguity in adverts to diminish fairness

Pay Slip Ban SA champions the cause of fairness during recruitment processes and wage negotiation. We believe it’s in the public interest to take up this up and lobby for a Really Fair labour market.

Help us create the awareness and process for change to close the inequality gap in South Africa.

Find us here and spread the word!

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15 hours ago

Talkpay

#monkeybusinessmonday don't give up your #payslip during #recruitment ...

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18 hours ago

Talkpay

Inequality is not a law, yet it exists. Legislation against racism and sexism exists, yet income inequality data shows that black women are paid less than others. Does racism therefore exist or not exist in the labour market? If racism can be both covert and overt, how exactly is it that black women wind up with less pay? Is the existence of inequality justified with the reality of current laws and conduct? ...

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