Friday, May 3, 2019

EEOC Announces Collection of 2017 and 2018 Pay Data

May 3, 2019 - The EEOC has announced that the collection of 2017 and 2018 Summary Pay Data and Hours Worked (EEO-1 Component 2) will be required from EEO-1 filers (meeting specific headcount requirements) by September 30, 2019. The EEOC expects to begin collecting EEO-1 Component 2 data for calendar years 2017 and 2018 in mid-July 2019.  Although there is a chance that an appeals court could place another stay on the summary pay data and hours worked reporting requirement, or the regulations could be modified, employers should start taking action immediately under the assumption that all of this information will need to be disclosed by the recently announced due date.

Friday, April 26, 2019

Employers Must Submit EEO-1 Pay Data by September 30

A federal judge ordered the Equal Employment Opportunity Commission (EEOC) to collect employee pay data—sorted by race, ethnicity and sex—by Sept. 30.
The plaintiffs in the lawsuit, including the National Women's Law Center, wanted the EEOC to collect two years of data, just as the agency was supposed to before the government halted the collection in 2017.
Judge Tanya Chutkan of the U.S. District Court for the District of Columbia sided with the plaintiffs. She gave the EEOC the option of submitting 2017 pay data along with the 2018 information by the Sept. 30 deadline or submitting 2019 pay data during the 2020 reporting period. The EEOC has until May 3 to notify the court of its choice.
Either way, employers will need to submit 2018 pay data by Sept. 30.
Chutkan chastised the government for not taking any meaningful steps during the stay or litigation to prepare for collection.
The agency said it could make the collection portal available to employers by July 15 and would provide information and training to employers prior to that date, according to documents filed with the court.
Source: SHRM

Thursday, March 28, 2019

Paycheck Fairness Act

The U.S. House of Representatives passed the Paycheck Fairness Act (H.R. 7) in a 242-187 vote March 27, 2019. If the bill is signed into law, employers nationwide would be prohibited from asking job applicants about their salary history and require them to prove that pay disparities between men and women are job-related.  The bill passed the House mostly along party lines and is expected to stall in the Republican-controlled Senate.

Quick Take: Your Primer on the Paycheck Fairness Act