The EEOC expects to use that data, among other things, to periodically publish reports on pay disparities by race, sex, industry, occupational groupings, and metropolitan statistical area. Importantly, the data would also be used to support civil rights enforcement by examining pay discrepancies across industries, training enforcement staff to spot potential pay discrimination, and providing training to investigators. The OFCCP is expected to continue to use such data to determine which employers to select for compliance reviews.
Once the proposal is final, employers will be required to submit their 2017 employment information by March 31, 2018. That is six months after the normal reporting deadline to help employers prepare their recordkeeping systems to align with the new reporting requirements. Members of the public have until August 15, 2016, to submit additional comments to the U.S. Office of Management and Budget.
Employers and federal contractors with 100 or more employees should start implementing new recordkeeping systems to be able to collect and provide the additional required information. More information on the EEO-1 report proposal can be found here.
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Las Alertas electrónicas son escritas por abogados de Barran Liebman para sus clientes y amigos. Las Alertas no son proveídas como asesoramiento legal, sino solo como anuncios de leyes de empleo, leyes laborales y beneficios de empleo. Si esto ha sido remetido a usted y quisieras empezar a recibir las Alertas directamente, por favor mándanos un correo electrónico o llama a Traci Ray al 503-276-2115. Derechos de autor ©2017 por Barran Liebman LLP.