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.
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.
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.
The Equal Employment Opportunity Commission (EEOC) was all but set to collect a new EEO-1 report for the 2017 reporting season as part of its continuing effort to combat wage discrimination. That’s no longer the case.
In late July, Bass Pro Shops settled with the Equal Employment Opportunity Commission (EEOC) for $10.5 million dollars and a promise to enforce certain initiatives, including the creation of an Office of Diversity and Inclusion.
After a nearly two-month state of uncertainty we now have final word on the 2018 reporting. On April 25, a federal district judge in Washington, D.C. ruled that employers are required to submit Component 2 data (i.e. employee wages and hours) for 2018 EEO-1 reporting by Sept. 30.
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.
The longest government shutdown in the U.S. has impacted many government agencies, including the Equal Employment Opportunity Commission (EEOC).
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.
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.