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.
The OFCCP announced on March 27, 2019, that it is lowering the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) hiring benchmark to 5.9 percent from 6.4 percent.
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 18, 2019, the EEO-1 filing portal opened, allowing employers with 100 or more employees and covered federal contractors with 50 or more employees to begin filing EEO-1 reports.
On March 8, 2019, the OFCCP issued its much-anticipated Frequently Asked Questions (FAQs) to address what contractors can expect during a Section 503 focused review.
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.
