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.
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.
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.
On March 25, 2019, the OFCCP published its FY 2019 Corporate Scheduling Announcement List (CSAL). The CSAL provides federal contractors with at least 45 days’ notice of an impending compliance evaluation (audit) by the OFCCP.
On March 4, 2019, the U.S. District Court for the District of Columbia surprised the employer community by vacating the White House Office of Management and Budget's (OMB) stay of the revised EEO-1 form’s pay data reporting requirements.