The EEOC announced today that it will start collecting 2019 and 2020 EEO-1 Component 1 Data (employment data categorized by race/ethnicity, gender and job category) for private employers beginning in April 2021. Note, this still does not include the controversial Component 2 Data (compensation data). While 2019’s data would have normally been due last year,
EEOC Suspends EEO-1 Data Collection Until 2021
Due to COVID-19 and related delays in Federal reporting requirements across the government, the EEOC has recently announced that it is delaying collection of 2019 EEO-1 Component 1 data (employment data categorized by race/ethnicity, gender and job category) until the EEOC resumes normal operations, estimated to be in 2021. An EEO-1 must be filed by
EEOC Opens Pay Data Collection Web Portal – EEO-1 Data Due September 30, 2019!
Employers who are required to submit the 2017 and 2018 Component 2 EEO-1 data (wage data) can now do so via the EEOC’s portal here. In addition, the EEOC has released a FAQ that may answer many employer questions such as filing requirements, summary compensation data, hours worked, multi-establishment reporting, acquisitions and mergers, spinoffs,
Prepare for the EEO-1 Pay Data to Be Due September 30, 2019!
On April 3, 2019, the EEOC represented to the U.S. District Court for the District of Columbia that it would require Component 2 data (hours and pay by race, ethnicity and sex) for the EEO-1 report by September 30, 2019. This is in addition to the May 31, 2019 deadline for the EEO-1 Component 1
Filing Deadline For EEO-1 Extended to June 1, 2018
Short and sweet news this afternoon – for those employers who must file an EEO-1 by March 1 and had technical problems, the Equal Employment Opportunity Commission has extended the deadline to June 1, 2018.
Home Run: Labor Law Forum + Twins Game! Save the Date – May 23, 2018
Employers! It’s almost that time again – Seaton, Peters & Revnew’s 13th Annual Upper Midwest Labor Law Forum is set for May 23, 2018 at…you got it…Target Field! Come hear the latest on what’s happening with the NLRB; regulatory and employment law updates (DOL, MDHR, EEOC, OFCCP, OSHA); and handling discipline, grievance and the arbitration
EEOC: Parental & Bonding Leave Policies Should be the Same for Moms and Dads
In August 2017, the EEOC sued Estee Lauder Companies, Inc. based on a parental leave program that provided employees with paid leave to bond with a new child, as well as flexible return-to-work benefits. Mothers were given 6 additional weeks of paid bonding leave, while fathers were only given 2 weeks, and were not provided
EEO-1 Survey Now Open for 2017 Reporting – Use Same Form as FY2017
Not the most exciting news, but rumor has it, the EEOC recently (end of January) finished mailing the 2017 EEO-1 survey Notification Letters to applicable employers. Who is an “applicable employer”? Private employers with 100 or more employees and a federal government contractor or first-tier subcontractors with 50 or more employees and a sub/contract of
EEO-1 Reporting Requirement For Hours and Compensation Data Is Stayed!
HR Generalists tasked with the EEO-1 report can celebrate. On August 29, 2017, the White House’s Office of Management and Budget sent a memo to EEOC Acting Chair Victoria Lipnic, stating that it is reviewing the September 29, 2016 pay data collection revisions to the existing EEO-1, and while it does so, the pay data
Federal Contractors & Subcontractors Should Analyze Pay Data Now For New EEO-1 Pay Data Collection In March 2018 – Here’s Why
In only 18 months, federal contractors and subcontractors with 100 or more employees will be forced to report wage data to the EEOC via the new EEO-1 report, in order to show that there is no discrimination in pay. While this seems a long way away, employers whose data may not be so kind to