February 22 Web Workshop Scheduled. The California Civil Rights Division has posted new guidance consisting of updated FAQs, reporting templates, and User Guide to assist covered employers with their 2023 pay data reporting requirements. Please join

OFCCP announced last week that it is ready to release to a public interest group the consolidated 2016-2020 EEO-1 reports of some 20,000 entities that did not file timely FOIA objections to release of the data.

MEMBER FEEDBACK REQUESTED. An interagency working group assembled by the White House Office of Management and Budget has made recommendations for changing the standards under which the government collects and reports race/ethnicity data. OMB is now a

The Illinois Department of Labor has issued final regulations implementing 2021 amendments to the state’s equal pay law that require covered employers to submit employee pay information to the state in conjunction with applying for a mandatory “equal

CWC is pleased to advise our members that we have updated our EEO-1 headcount benchmarking tables with the 2020 EEO-1 data, the latest available from the EEOC.

CWC has filed written comments with the Equal Employment Opportunity Commission in support of the agency’s announced intent to get approval from the White House Office of Management and Budget to continue using a slightly revised version of the EEO-1

CWC members that filed an objection to OFCCP’s planned FOIA release of their EEO-1 reports may want to reconfirm with the agency that an objection was filed. Our memo explains why.

MEMBER FEEDBACK REQUESTED. The Equal Employment Opportunity Commission has announced that it intends to ask the Office of Management and Budget (OMB) for approval to continue collecting EEO-1 “Component 1” data for the next three years. The proposal

In response to recent developments regarding the public disclosure of EEO-1 data, CWC has revised the confidentiality disclaimer that we include on our model self-identification form.

A bill that would expand California’s pay reporting requirements to include additional data as well as require covered employers to include salary information in job postings awaits the Governor’s expected signature.

OFCCP has extended until October 19 the deadline for federal contractors to object to the agency’s release of their “Type 2” EEO-1 reports covering years 2016-2020. Our memo offers guidance as to how an objection might be crafted.

OFCCP recently received an unprecedented FOIA request for all EEO-1 Type 2 reports held by the agency for filing years 2016 through 2020. OFCCP is giving affected federal contractors until September 19 to file objections, or will otherwise disclose t

WEB WORKSHOP SCHEDULED. A National Academies of Sciences panel commissioned by the EEOC to analyze the “Component 2” pay and hours-worked data collected in 2017 and 2018 has issued its report. Our memo summarizes the panel’s findings.

The Labor Department’s Veterans’ Employment and Training Service is now accepting completed VETS-4212 forms from covered federal contractors and subcontractors for the 2022 filing season. Completed reports must be filed by September 30.

Sometime this fall, the U.S. Securities and Exchange Commission is expected to publish a proposed rule that would significantly expand the human capital data that covered companies would be required to disclose.

We are pleased to present highlights from CWC’s recently completed and highly successful virtual 2022 Compliance, Diversity, and Inclusion Summit.

Under a new Executive Order signed by President Biden, federal agencies have been tasked with developing Sexual Orientation/Gender Identity “Action Plans” in a step that could ultimately require employers to collect and report such data to the federa

MEMBER FEEDBACK REQUESTED. The government has announced that the White House Office of Management and Budget will be convening an interagency task force within the coming months to review, and possibly revise, the standards that federal agencies – in

The EEOC has announced that it will not accept 2021 EEO-1 report beyond June 21, 2022, a de facto extension of the May 17 filing deadline. In the meantime, there are still some issues that filers may want to consider before certifying their reports.

Employers required to file EEO-1 reports for 2021 with the EEOC can now do so, although they won’t have much time. Our memo provides details.

MEMBER FEEDBACK REQUESTED. The Occupational Safety and Health Administration has published a proposed rule that would reinstate and expand electronic workplace injury and illness reporting requirements adopted during the Obama Administration but late

OFCCP has posted a number of new clarifying FAQs that address issues raised with the agency by CWC regarding compliance with the agency’s recently-launched Affirmative Action Program-Verification Interface.

The EEOC’s latest update to its EEO-1 website clarifies the filing responsibilities of third-party human resources organizations and their “client employers.” Because many questions still remain about the details of the upcoming EEO-1 filing season,

A change to the self-identification forms being pushed out by a few HRIS vendors has created some confusion regarding whether the race/ethnicity reporting categories have changed.

The Equal Employment Opportunity Commission has announced that it will no longer accept so-called “Type 6” establishment records for the upcoming 2021 EEO-1 Report filing season. EEO-1 filers with establishments employing fewer than 50 employees will