Beltway Buzz, July 19, 2019
The Beltway Buzz is a weekly update summarizing labor and employment news from inside the Beltway and clarifying how what’s happening in Washington, D.C. could impact your business.
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EEOC Has Released EEO-1 Component 2 Upload File Specifications
The U.S. Equal Employment Opportunity Commission (EEOC) has released its Upload File Specifications for the 2017 and 2018 EEO-1 Component 2 reports. Given the number of data items required in the Component 2 reporting, the EEOC has designed a narrower file layout with the goal of making it easier for filers to create upload files.
EEOC Provides Guidance on EEO-1 Component 2 Filing
On July 1, 2019, the Equal Employment Opportunity Commission (EEOC) updated the Component 2 filing site with answers to frequently asked questions (FAQs) and other materials to assist filers with the submission of Component 2 data. Here are a few highlights from the new materials.
EEO-1 Update: EEOC Selects to Collect 2017 Pay Data
As we previously reported, U.S. District Court for the District of Columbia Judge Tanya S. Chutkan ordered the Equal Employment Opportunity Commission (EEOC) to collect two years of EEO-1 Component 2 pay data including 2018 and pay data from either 2017 or 2019.
EEOC Posts Notice That EEO-1 Pay Data Collection Is Back
On April 29, 2019, the Equal Employment Opportunity Commission (EEOC) published a notice that the EEO-1 pay data collection is being reinstated immediately. According to the EEOC’s website, employers covered by EEO-1 reporting requirements must submit 2018 Component 2 EEO-1 (pay and hours worked) data for their workforces by September 30, 2019.
Beltway Buzz, April 26, 2019
The Beltway Buzz is a weekly update summarizing labor and employment news from inside the Beltway and clarifying how what’s happening in Washington, D.C. could impact your business.
Breaking News: Judge Orders Employers to Report Pay Data by September 30
On April 25, 2019, U.S. District Court for the District of Columbia Judge Tanya S. Chutkan ruled that employers covered by EEO-1 reporting requirements must submit 2018 pay data for their workforces by September 30, 2019.
Court Orders Surprise EEO-1 Pay Data Collection Requirement Reinstatement—But When?
Employers will recall that in 2014, President Obama issued a memorandum directing the Equal Employment Opportunity Commission (EEOC) to develop a pay data collection.
Making Binary Gender Choices in an Increasingly Non-Binary World as EEO-1 Season Approaches
Government contractors are entering the 2018 EEO-1 reporting cycle facing a confusing landscape when it comes to reporting the gender of their employees. Contractors face an employment marketplace that is dealing with gender in new ways while dealing with federal government reporting requirements built on traditional gender models.
2018 EEO-1 Filing Process Likely to Be Delayed Due to Government Shutdown
The Equal Employment Opportunity Commission (EEOC) is one of the federal agencies affected by the ongoing partial federal government shutdown.
2018 VETS-4212 Filings—More Same Than Different
After all the excitement over the 2018 EEO-1 filings—including the on-and-off-again inclusion of compensation data—the U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS) requirements for filing the 2018 VETS-4212 report are largely consistent with prior year filings.
The EEO-1 Aftermath: The Filing Extension and Employers’ Common Mistakes
The filing deadline for employers to submit their 2017 EEO-1 reports was June 1, 2018—moved back from the original deadline of March 31, 2018. Employers may have used that extra time to double-check data and ensure they avoided common filing errors. This article answers some frequently asked questions about the filing extension and explores common EEO-1 mistakes.
Beltway Buzz, April 27, 2018
The Beltway Buzz is a weekly update summarizing labor and employment news from inside the Beltway and clarifying how what’s happening in Washington, D.C. could impact your business.
EEO-1 Filing Deadline Extended to June 1, 2018
The U.S. Equal Employment Opportunity Commission’s (EEOC) EEO-1 Joint Reporting Committee has now extended the deadline for filing the 2017 reports to June 1, 2018.
An EEO-1 Report FAQ: Meeting the Deadline and Avoiding an OFCCP April Fools’ Day
The EEO-1 form allows the Equal Employment Opportunity Commission to collect data from all employers with more than 100 employees, as well as government contractors and subcontractors, on the race, ethnicity, and gender of their workforces, organized by occupational category. Compiling, reporting, and filing EEO-1 reports can be a confusing and lengthy process.
The 2017 EEO-1 Survey is Now Open
The 2017 EEO-1 survey is now open for 2017 filings, which affected employers must complete by March 31, 2018. To access the survey and begin the filing process, click on the login button on the U.S. Equal Employment Opportunity Commission’s website. As a reminder, the Office of Management and Budget stayed the pay data collection requirement for the 2017 EEO-1 report in late August 2017.
Do You Want to See the Report That an OFCCP Compliance Officer Must Complete on Your Audit Before It Can Be Closed?
In order to close an Office of Federal Contract Compliance Programs (OFCCP) evaluation, a compliance officer (CO) must complete the Standard Compliance Evaluation Report (SCER) Form. The SCER is an internal OFCCP document that provides a road map for the compliance evaluation.
Alabama’s Restrictive Covenants Statute: New Insight on Retroactivity, Employee Training, and the Blue Pencil Rule
Alabama’s new restrictive covenant statute became effective on January 1, 2016. Recently published committee comments clarified certain provisions of the law.
Striking a Balance: Alabama’s Newly-Amended Restrictive Covenant Statute
When Alabama Governor Robert Bentley signed House Bill 352 into law on June 11, 2015, he repealed Alabama’s bare bones restrictive covenant statute and replaced it with a detailed codification of much of Alabama’s restrictive covenant case law. The new statute, which will become effective on January 1, 2016, will make it much easier for the uninitiated to understand Alabama’s restrictive covenant enforcement standards. The law largely reflects Alabama’s friendly attitude towards restrictive covenants, but it also tightens enforcement standards in several areas and makes some significant changes to Alabama law, including shortening the nonsolicitation agreement period and the restrictive covenant time period for business owners who sell business goodwill.