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California Enacts Expanded Pay Data Reporting

On September 30th California signed a law that expands employer pay data reporting.  The reporting requirement mirrors that of the EEOC’s Component 2 reporting requirements, which since has not been renewed by the EEOC.  SB 973, requires that private employers with 100 or more employees must annually report to the state detailed pay data categorized by gender, race, and ethnicity. Employers will report to the Department of Fair Employment and Housing (DFEH) by March 31, 2021 and every March 31 thereafter.

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Breaking News: Expanded EEO-1 data due Sept. 30

On March 4, the U.S. District Court for the District of Columbia found the government did not have proper justification to stay the implementation of the EEOC’s expanded Obama-era reporting requirements, which included workforce pay data and hours worked data. Because of this, the court has vacated the 2017 stay and ordered the previous approval of the revised EEO-1 form shall be in effect. 

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3 lessons learned from EEO-1 reporting

If you’re an organization with at least 100 employees, and therefore required to file an EEO-1 form – a two-page document that includes a detailed breakdown of the race, gender, and ethnicity of your employees – with the Equal Employment Opportunity Commission (EEOC), the last thing you want is to be unprepared this reporting season. Unfortunately, we’ve seen this is a common dilemma for companies when preparing their EEO-1 reporting.

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Breaking EEOC News: EEOC has until April 3 to provide EEO-1 guidance to employers

In September 2016, the Equal Employment Opportunity Commission (EEOC) announced enhanced EEO-1 reporting requirements for all employers subject to completing the EEO-1 form. In addition to the already required job category, ethnicity, and gender data, employers also needed to report on employees’ W-2 wage data and hours worked.

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EEO-1 penalties will hit you hard. Here’s how to avoid them.

While compliance isn’t fun, it’s definitely better than the alternative. No matter how little you enjoy the data collection, record keeping, and form filing required for compliance, you probably enjoy paying fines even less.

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Enhanced EEO-1 reporting requirements suspended

In September 2016, the Equal Employment Opportunity Commission (EEOC) announced enhanced EEO-1 reporting requirements.  These additional reporting rules required all employers subject to completing the EEO-1 form to report on employees’ W-2 wage data and hours worked. However, partly because of an outcry among businesses, these increased reporting requirements have been suspended. For the upcoming 2017 EEO-1 report deadline, employers do not need to report employee wage and hours worked data.

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