Top Tweets for #IoDSAForums
Non-Executive Directors’ Fees Guide for 2022 #IoDSAForums
Audit Committee – R325 741 per annum;
Remuneration Committee – R229 374 per annum;
Risk Committee – R287 477 per annum;
Nomination Committee – R187 620 per annum;
Social and Ethics Committee – R 186 791 per annum
Do I need to possess domain skills/expertise to position myself to be a board member? #IoDSAForums
So true Anelisa Keke..many companies purport to either have wagegap disclosure /equal pay / paygaps action plan etc..
Look at how they present EVP when marketing their companies or submitting a tender.
Tick box excercise #IoDSAForums https://t.co/nU4NV0dxtu
The elements which comprise total remuneration are as follows:
•Basic salary & benefits which includes a 13th cheque & regular allowances where appropriate
•Short-term incentive inclusive of productivity or other types of bonuses
•Long-term incentive
#IoDSAForums
REMCOM must set standards on paygaps, conduct the ground work to create equitable paygaps with cyclical discretionary bonuses to augment the winters
#IoDSAForums https://t.co/nU4NV0dxtu
#HR #PayGap
Useful pay gap analysis, using any of the statistical techniques described above, relies on the analysis of data. For remuneration purposes this requires a definition of what elements of remuneration should be included in the data analysis. #IoDSAForums
Paygap will continue however the responsibility sits with REMCOM to constantly be responsible, transparent in line with King IV, applied humanity and country's laws and issues.
It s impractical expectation to close it #IoDSAForums https://t.co/nU4NV0dxtu
#HR
Horizontal micro pay gap analysis refers to the comparison of earnings between employees who are on either the same organisational level, or in the same role and is done to evaluate internal pay equity and fairness in pay distribution practices.#IoDSAForums
Differential in pay GPS shoukd be reported with remedial actions plan
#IoDSAForums https://t.co/nU4NV0dxtu
The draft Companies Amendment Bill, specifically Section 30A, proposes compulsory pay gap disclosures. It is proposed, that the average remuneration of the top 5% of highest earners over the average/median 5% of lowest earners, be published as a pay gap. #IoDSAForums
The #IoDSA’s Remuneration Committee Forum event commences shortly. Follow the conversation LIVE on spaces & look out for important documentation on our TL. #IoDSAForums
Shepherd Shonhiwa on the trends of the Social & Ethics Committee. #IoDSAForums
The #IoDSA Social & Ethics Committee Forum has produced this Guidance Paper: “Re-positioning the SEC” to assist Boards in strengthening the role of their SECs. #IoDSAForums
This #IoDSAForums event on The Social & Ethics Commitee commences shortly and you can follow the conversation LIVE on our TL.
WATCH: Governing body decisions are taken collectively & directors who disagree with a decision may be deemed to have consented unless they formally dissent. What is a 'Dissenting Director?' #IoDSAForums https://t.co/fT7URhTMys
WATCH: Governing body decisions are taken collectively & directors who disagree with a decision may be deemed to have consented unless they formally dissent. What is a 'Dissenting Director?' #IoDSAForums https://t.co/fT7URhTMys
The #IoDSA has prepared a guidance paper for directors for instances where a director is in disagreement with a governing body decision.
Follow our TL for the release of this paper coming up shortly. #IoDSAForums
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