WEB WORKSHOP SCHEDULED. OFCCP has issued a revised “compensation analysis” directive clarifying that agency compliance officers will not demand an analysis prepared under an applicable legal privilege as OFCCP claimed it had the right to do under the
A bill approved recently by the NY State legislature will require state employers with four or more employees to post salary information in job postings, including advertisements for a new hire, promotion, or transfer opportunity.
MEMBER FEEDBACK REQUESTED. OFCCP has announced only a handful of financial settlements since our last update in October, signaling that the agency may be less inclined to resolve allegations of discrimination than it was during the previous administr
MEMBER FEEDBACK REQUESTED. CWC’s recent virtual member roundtable on OFCCP’s controversial pay equity audit directive involved a spirited discussion among the more than 50 member company participants. Our memo summarizes the highlights.
Under a new Executive Order issued by President Biden, federal contracting agencies are instructed to consider whether they should adopt a ban on salary history inquiries as a condition of doing business with the government.
In the first major policy development since she assumed office, OFCCP Director Jenny Yang has issued a new directive instructing agency compliance officers to ask for a contractor’s pay analyses during a compliance evaluation, regardless of whether t
In conjunction with the end of its fiscal year on September 30, OFCCP recently announced nine new financial settlements resolving discrimination allegations brought by the agency against federal contractors. Our memo provides a summary.
The Equal Employment Opportunity Commission announced earlier this week that the filing season for both the 2019 and 2020 EEO-1 Reports would begin in April, with specific details to be released at a later date.
As a follow-up to our recent memo on the “basics” of OFCCP’s jurisdictional coverage, this memo focuses on who qualifies as a covered OFCCP subcontractor.
OFCCP Director Jenny Yang has appointed civil rights and pay equity advocate Maya Raghu as the agency’s new Deputy Director for Policy.
The state of Illinois has further amended its new upcoming pay reporting requirements to clarify how employers must comply, although many questions still remain.
A recent ruling by the United Kingdom’s Supreme Court is instructive in illustrating the differences between U.S. equal pay for equal work requirements and “comparable worth” requirements that apply in the U.K.
Earlier this year, Illinois enacted amendments to its existing law that will require covered employers to begin reporting detailed pay data to the state beginning in 2024. Our memo discusses what we know now.
After two decades of thus far unsuccessful attempts, Congressional Democrats are trying hard once again to get legislation that would make major changes to the Equal Pay Act enacted into law.
The 27-nation European Union has unveiled a draft “directive” that would mandate extensive pay transparency and pay data reporting requirements on companies that do business there. Full implementation is still years away, however.
WEB WORKSHOP SCHEDULED. California’s Department of Fair Employment and Housing, which administers and enforces the state’s new pay data reporting requirements which covered employers must begin complying with on March 31, has issued preliminary guida
The Colorado Labor Department has finalized rules designed to interpret the posting and compensation disclosure provisions of the state’s new Equal Pay for Equal Work Act. The proposed rules drew the attention of employers across the country because
California has once again been busy enacting new employment-related legislation, including a new law that will require state employers to file pay and hours-worked data similar to the since discontinued EEO-1 “Component 2” reporting requirements.
The recent ruling by a Labor Department Administrative Law Judge in this closely watched case suggests that OFCCP’s current approach to proving pay discrimination is deeply flawed.
Researchers at the Boston University School of Law have conducted a study citing data which they claim supports the notion that state and local salary history inquiry bans have resulted in a notable increase in job postings now showing salary informa
The latest in our ongoing series of memos exploring the nuances of the Fair Labor Standards Act’s so-called white collar exemptions explains the recently revised rules governing overtime eligibility for “white collar” exempt workers that allow employ
The Equal Employment Opportunity Commission has decided to contract with the National Academy of Sciences to assess whether the “Component 2” pay and hours-worked data just collected for calendar years 2017 and 2018 can be used effectively for flaggi
Employers looking for guidance from the Supreme Court on how or even whether salary history can be used as a factor in setting pay under the EPA will have to wait after the Court’s decision not to take up a case that might have resolved the issue.
Over the last year or so, and as the result of a series of lower court orders, covered employers filing EEO-1 reports with the EEOC were required to submit so-called “Component 2” pay and hours-worked data for calendar years 2017 and 2018. Although t
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