Objectives of the Presentation
Upon completion of session, you will be familiar with:
Why Should you Attend
- How to assess existing HRIS and payroll systems to ensure that they can generate the necessary reports
- How to meet with outside vendors to make sure they understand the new requirements
- How to Identify or develop policies that explain how employees earn overtime, bonuses, commissions and other components of W-2 box 1 wages
- How to put systems in place to readily retrieve data regarding benefits choices employees make, because these choices can significantly affect W-2 income
- How to identify job titles in each of the 10 EE0-1 job categories and analyze job descriptions to ensure they are accurate and will support pay decisions that reflect different job responsibilities
- How to identify any existing pay bands that your company uses and map them to the new pay bands on the EEO-1 form
- Determine how to report hours worked for exempt employees
According to the Department of Labor, there have been persistent pay gaps, especially for women and people of color. They cite this reason as one of several factors that has put pressure on American households working to support their families pointing to recent studies documenting that discrimination plays a role, even after accounting for factors like education, experience, or region. Ultimately though, the DOL believes they will be more effective in avoiding or reducing pay discrimination with more data.
With some exceptions, private employers with 100 or more employees and federal contractors with 50 or more employees must complete an EEO-1 report each year. Covered employers already provide demographic information on the form regarding the gender, race and ethnicity of employees by job category. The revised form now also asks for data about employees' pay as reflected in box 1 of their W-2 forms. Starting with the 2017 report, which will be due on March 31, 2018, private employers including federal contractors and subcontractors with 100 or more employees will submit summary pay data. Federal contractors and subcontractors with 50-99 employees will not submit summary pay data but will continue to report demographic data (sex and race or ethnicity) on the EEO-1 as they did before.
Employers should consider conducting self-audits, preferably under attorney-client privilege, to determine in advance whether there appear to be any pay disparities that are difficult to explain through the application of legitimate business factors such as tenure or job-related education.
Who will Benefit
- The role of the Equal Employment Opportunity Commission
- Existing reporting requirements
- The changes made by the Equal Employment Opportunity Commission regarding the EEO-1
- The technical differences between the existing EEO-1 and the new EEO-1
- How the changes will impact businesses
- What a company must do in order to comply with the new EEO-1
- The financial risk created by the new reporting obligations
- The steps your organization can take to minimize risk
- Best business practices
- Approaching the changes from a strategic perspective
- Facility Director/Managers
- Company Safety Directors/Managers
- Safety Team Members
- Warehouse Managers
- Industrial Hygienists
- Human Resources Directors/Managers
The EEOC and the OFCCP enforce the federal prohibitions on employment discrimination including Title VII of the Civil Rights Act, the Equal Pay Act, and Executive Order 11246. These laws cover pay discrimination. For 50 years, the EEOC and the OFCCP have collected workforce data about the number of employees by job category, sex, and ethnicity or race, using the EEO-1 report. But they have not collected data about pay, something the Department of Labor has wanted since the 70s.