Eesyload (Pty) Ltd., with registered address at [Insert Registered Address, e.g., Bushbuckridge, Mpumalanga], has established a Non-Discrimination and Employment Equity Policy ("EE Policy"). This EE Policy applies to all aspects of the relationship between Eesyload (Pty) Ltd. and its employees, drivers, customers, independent contractors, temporary workers, all personnel working on the premises, and any other persons or firms doing business for or with Eesyload (Pty) Ltd. This includes, but is not limited to, recruitment, advertisements for driver opportunities, onboarding, assignment, classification, compensation, termination, upgrading, promotions, transfers, training, working conditions, wages and salary administration, and employee benefits and application of policies.
Any driver, user, or partner found to have violated this prohibition will lose access to the Eesyload Platform and may face further disciplinary or legal action. Applicable laws in South Africa, including the Employment Equity Act 55 of 1998 (as amended) ("EEA"), Labour Relations Act 66 of 1995 ("LRA"), and Constitution of the Republic of South Africa, 1996 (Section 9), may require or allow services for specific categories of persons. Services provided in compliance with these laws and relevant terms are permissible under this policy.
Eesyload (Pty) Ltd. shall not tolerate, under any circumstances, any form of unfair discrimination, direct or indirect, based on race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language, birth, or any other arbitrary ground recognised by law in terms of the EEA (Section 6) and Constitution (Section 9). This list aligns with South African law and is not exhaustive. For qualified people with disabilities, Eesyload (Pty) Ltd. will make every effort to provide reasonable workplace accommodations that comply with the EEA and applicable laws.
Discrimination in providing load-moving services is strictly prohibited. All drivers and personnel are required to know these non-discrimination prohibitions. Eesyload (Pty) Ltd. will not tolerate unlawful discriminatory practices in public accommodations, including e-hailing and goods transport services, denying any person full and equal enjoyment of services based on protected characteristics.
Prohibited Discriminatory Conduct: Eesyload recognises that drivers must never discriminate against customers by refusing pickups, refusing destinations, or treating them with less respect based on protected characteristics. Specific examples include:
Geographic Discrimination: Eesyload does not tolerate refusal of services based on pickup/drop-off locations within service areas. All drivers, employees, managers, stakeholders, and agents must comply. Local bylaws (e.g., municipal transport regulations) may provide additional protections.
Eesyload (Pty) Ltd. is committed to a workplace and platform free from harassment, in line with the Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace (2022) under the EEA. Harassment is unwanted conduct that impairs dignity or creates a hostile environment, based on any protected or arbitrary ground. It can be verbal, non-verbal, explicit, or implicit, and may occur between any parties (same or different sexes/genders). All personnel, including supervisors, drivers, and contractors, must abide by this policy. No person will be adversely affected for raising complaints.
Sexual harassment, a form of harassment under EEA Section 6(3), includes unwelcome sexual advances, requests for favours, or conduct of a sexual nature that: (1) is made a term/condition of engagement; (2) affects employment decisions; or (3) creates an intimidating, hostile, or offensive environment interfering with performance. Prohibited at work, on business, or events: comments, jokes, degrading language, suggestive media/objects. It applies regardless of sex/gender.
Eesyload (Pty) Ltd. commits to employment equity under the EEA, promoting equitable representation of designated groups (Black people, women, people with disabilities) through fair practices, affirmative action measures, and annual reporting where applicable (for designated employers).
Report incidents immediately to: Compliance Department, Eesyload (Pty) Ltd., [Insert Address], email: compliance@eesyload.com, or via in-app support. Matters will be investigated promptly per EEA Code of Good Practice, confidentially where possible, with corrective action. Timely reporting is encouraged. Employees/drivers may also refer disputes to the CCMA within 6 months (unfair discrimination/harassment) or 30 days (unfair labour practices) under LRA/EEA. This does not limit rights to approach CCMA, Department of Employment and Labour, or courts.
Retaliation against anyone reporting harassment/discrimination (directly or indirectly) violates this policy and EEA. Reports are assumed in good faith; false allegations are serious misconduct.
Violators face disciplinary action, including warnings, suspension, termination, or platform deactivation, per company policies, LRA Schedule 8 (Code of Good Practice: Dismissal), and EEA – regardless of criminal prosecution.
For verified discrimination/harassment, remedies may include back pay, reinstatement, promotion, reasonable accommodation, compensation (up to 24 months' remuneration under EEA), or other CCMA/Labour Court orders. May include legal costs.
Eesyload’s Director [Insert Name, e.g., Maobane X], fully supports this Policy, effective [Insert Date, e.g., 7 January 2026]. Annual review aligns with EEA reporting. Training provided to all drivers/personnel on onboarding and annually. Contact compliance@eesyload.com for queries.