The Equal Employment Opportunity Commission says that the new data will improve investigations of possible pay discrimination, which remains a contributing factor to persistent wage gaps, according to the EEOC announcement. For purposes of self-assessment, employers can use published aggregated data to compare or benchmark their own data with data from other employers in their industry or geographical area.
Objectives of the Presentation
Why Should you Attend
- Who must file EEO-1 Report -Step-by-step basics of filing the form
- Understand the race, ethnicity, job categories
- How to classify managers and supervisors
- Practical strategies for complying with confidentiality requirements
- Practical suggestions on how to legally survey and classify your employees
- What federal contractors can't ignore
- Which methods of collecting data from your workers are the most affordable and legally compliant
- Collecting employee information when your organization has multiple employment locations
- EEOC's and OFCCP's change in enforcement: What employers need to be aware of
Pay equity is now a central focus for both Federal and state agencies. In addition to the growing list of states with aggressive equal pay laws, the EEOC recently announced dramatic changes to the EEO-1 Report. In order for companies to be in compliance with Federal reporting regulations all employers in the private sector with 100 or more employees, and some federal contractors with 50 or more employees, must annually file the EEO-1 Report, with the Joint Reporting Committee (a joint committee consisting of the EEOC and the OFCCP) by September 30. The current EEO-1 Report requires covered private sector employers to provide workforce profiles by race, ethnicity, sex, and job category. This webinar will help employers to avoid costly and potentially damaging litigation.
Who will Benefit
- Change: Summary Pay Data
- Change: Deadline and Payroll Period
- Method for Filing EEO-1 Reports
- Entering Hours Worked Data
- Confidential and Privacy of EEO-1 Data
- Use of Summary Pay Data
- All employers in the private sector with 100 or more employees
- Federal contractors with 50 or more employees
- HR professionals
- Financial Officers
- In-House Counsel
- Affirmative Action/EEO Officers
- Federal Contractors
The U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP) enforces federal prohibitions against employment discrimination based on race, sex, and national origin, among other bases. The EEOC enforces Title VII of the Civil Rights Act (Title VII). OFCCP enforces Executive Order 11246.
For many years, the EEOC and OFCCP have collected data from certain private employers and federal contractors and subcontractors about their employees on the "Employer Information Report" or the EEO-1. The EEO-1 collects data about the number of employees by job category and by sex and race or ethnicity. To promote efficiency, the EEOC and OFCCP coordinate their collection of this data through a "Joint Reporting Committee." The EEOC is responsible for approval of the EEO-1 every three years under the Paperwork Reduction Act.
On September 29, 2016 the EEOC announced approval of a revised EEO-1, starting with the 2017 report, to collect summary pay data from employers, including federal contractors and subcontractors, with 100 or more employees. Summary pay data for private employers subject to Title VII jurisdiction will go to the EEOC. Summary pay data only for federal contractors and subcontractors subject to Executive Order 11246 will go to OFCCP.