Contact Samantha Toner at satoner@littler.com
On the seventh anniversary of Lilly Ledbetter Fair Pay Act's enactment, the White House announced that the Equal Employment Opportunity Commission (EEOC) would be changing its Employer Information Report (EEO-1) to require employers with 100 or more employees to provide data on employee compensation and hours. Smaller employers would have new reporting obligations as well. Equal pay pressure already has been increased by new state pay equity laws in California, Massachusetts, Minnesota and New York; similar measures are pending in a handful of other states.
The proposed changes to the EEO-1 report to collect pay data expands on and replaces an earlier plan by the Office of Federal Contract Compliance Programs (OFCCP) to collect similar information from federal contractors. The stated purpose of this new data collection is to help the agencies assess discrimination complaints, focus their investigations, and identify employers with existing pay disparities that might warrant further examination.
Just a week before, the EEOC also put out a call for public comment on a new retaliation enforcement guidance. That 76-page proposal appears to expand the definition of "protected activity," and broaden the basis for proving the causal link between the protected activity and the contested employer action.
Both policy initiatives are in the proposal stage, and call for public input. If finalized in their current forms, what impact would these changes have on employers? What options does the employer community have now to shape the final EEO-1 and enforcement guidance?
Participants in this complimentary webinar will learn more about these EEOC initiatives, as well as what they can do to make sure their voices are heard in this process.
Time:
12:00 – 1:00 pm PT
1:00 – 2:00 pm MT
2:00 – 3:00 pm CT
3:00 – 4:00 pm ET
Login information will be emailed to registered participants.
Speakers
