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
CWC is pleased to present the latest in our ongoing series of memos summarizing recent court rulings dealing with workplace issues that impact our members.
The EEOC has announced that it will no longer accept 2019 and 2020 EEO-1s after November 15, subject to a limited exception for filers with a pending help desk request as of that date.
Under rules issued by the U.S. Securities and Exchange Commission last year, publicly traded companies are now required to disclose more detailed information about their “human capital.” In an action with significant implications for all companies su
The Federal Communications Commission is considering restoring an outdated workplace demographics reporting form similar to the EEO-1 that entities covered by the agency would have to file annually. In response to a request for public input, CWC has
OFCCP has announced that it will require federal contractors that use the “EEO Special File” to calculate availability estimates to begin using the new 2014-2018 EEO Tabulation for AAP plan years beginning on or after January 1, 2022.
OFCCP announced recently that it is rescinding a policy adopted by the Trump-era OFCCP and will now look at the “Component 2” pay and hours-worked data collected by the EEOC for calendar years 2017 and 2018 because “there are substantial reasons to b
A combination of a large support request backlog and ongoing filing system errors has prompted the EEOC to once again extend the filing deadline for the 2019 and 2020 EEO-1 reports from August 23 until October 25, 2021.
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