Contact Donielle Amrein at email@example.com or (816) 627-4413
On September 29, 2016, the Equal Employment Opportunity Commission (EEOC) announced that employers need to make plans for preparing revised EEO-1 Reports that include pay data and hours worked by race, ethnicity, sex and job category. This dramatic change involving required reporting of pay practices most likely will increase the risk of potential equal pay and pay discrimination claims.
In Washington and around the country, policymakers are increasingly focusing on equal pay. Employers also should anticipate that the EEOC will place increased attention on potential discriminatory pay practices as part of its broad-based systemic initiative, and this most likely will lead to expanded investigation of pay discrimination charges and related litigation. Government contractors also should anticipate more attention being placed on pay practices in OFCCP audits.
The 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.
With the final approval of the revisions to the EEO-1, employers need a clear understanding of the changes, and must begin planning for their implementation. At the same time, employers need to understand the shifting landscape of state equal pay laws.
Participants in this complimentary webinar will learn more about these equal pay and related initiatives. Littler attorneys will:
8:00 - 9:00 am HT
10:00 - 11:00 am PT
11:00 am - 12:00 pm MT
12:00 - 1:00 pm CT
1:00 - 2:00 pm ET
Login information will be emailed to registered participants.