The EEOC has announced that it will not seek approval from the Office of Management and Budget to collect detailed employee compensation data on its Form EEO-1 next year.
The Equal Employment Opportunity Commission (EEOC) recently released guidance in an FAQ to employers as to how they should report non-binary employees on Form EEO-1.
On July 22, 2019, the Office of Federal Contract Compliance Programs (OFCCP) issued its second Opinion Letter since November 30, 2018, when Directive 2019-03 announced the agency’s intent to begin delivering such guidance to the contractor community.
The OFCCP recently updated its website with an Opinion Letters link and issued its first Opinion Letter applicable to colleges and universities, dated May 20, 2019.
For 20 years, public agencies in Washington State have been barred from favoring or discriminating against applicants, employees, or contractors based on sex, ethnicity, color, race, or national origin.
The U.S. Equal Employment Opportunity Commission (EEOC) will require covered employers to file EEO-1 compensation data for both calendar years 2017 and 2018 by September 30, 2019.
A district court has ordered the EEOC to collect detailed data on employee compensation and hours worked from covered employers sorted by job category, pay band, race, ethnicity, and gender by September 30, 2019.
An employment tribunal in the United Kingdom recently held that a strong candidate was deliberately not hired because he was a white, heterosexual male.
In an April 3, 2019 filing in the federal district court that had ordered reinstatement of EEO-1 pay data reporting requirements, the EEOC explained its inability to comply with the court’s ruling on its present timeline.
