EEO-1 Reporting: A Step-by-Step Guide to Ensure Compliance

EEO-1 Reporting: A Step-by-Step Guide to Ensure Compliance

Click here for more https://www.audiosolutionz.com/energy-environment/eeo-1-reporting.html EEO-1 Reporting: A Step-by-Step Guide to Ensure Compliance One of the all-important forms is the annual EEO-1, where you have to identify the race and gender of your employees by various employment categories. Now the government is seeking even more information – your compensation data. Eradicating discrimination in compensation practices is a high priority. It is extremely important that you give accurate information.Join this session by expert speaker Susan Desmond to get a detailed insight and step-by-guidance on filing the EEO-1 report. Connect with us on Twitter: -https://twitter.com/SolutionzAudio Facebook: - https://www.facebook.com/AudioSolutionz Linkedin: -http://www.linkedin.com/company/audio-solutionz Google+:- https://plus.google.com/+Audiosolutionz1/posts

How To Comply With The New EEO-1 Reporting Changes : What You Need To Know Before 2018?

How To Comply With The New EEO-1 Reporting Changes : What You Need To Know Before 2018?

Compliance Trainings by 247Compliance https://247compliance.com To Enroll Please Visit: https://247compliance.com/webinar/understanding-the-overlap-between-fmla-ada-and-workers-compensation/ A Webinar by: U. Harold Levy Introduction On September 29, 2016, the EEOC announced approval of a revised EEO-1, starting with the 2017 report, to collect summary pay data from employers, including federal contractors and subcontractors, with 100 or more employees. Summary pay data for private employers subject to Title VII jurisdiction will go to the EEOC. Summary pay data only for federal contractors and subcontractors subject to Executive Order 11246 will go to OFCCP. The Equal Employment Opportunity Commission says that the new data will improve investigations of possible pay discrimination, which remains a contributing factor to persistent wage gaps, according to the EEOC announcement. For purposes of self-assessment, employers can use published aggregated data to compare or benchmark their own data with data from other employers in their industry or geographical area. Why should you attend? Pay equity is now a central focus for both Federal and state agencies. In addition to the growing list of states with aggressive equal pay laws, the EEOC recently announced dramatic changes to the EEO-1 Report. In order for companies to be in compliance with Federal reporting regulations all employers in the private sector with 100 or more employees, and some federal contractors with 50 or more employees, must annually file the EEO-1 Report, with the Joint Reporting Committee (a joint committee consisting of the EEOC and the OFCCP) by September 30. The current EEO-1 Report requires covered private sector employers to provide workforce profiles by race, ethnicity, sex, and job category. This webinar will help employers to avoid costly and potentially damaging litigation Learning Objectives Who must file EEO-1 Report -Step-by-step basics of filing the form. Understand the race, ethnicity, job categories. How to classify managers and supervisors. Practical strategies for complying with confidentiality requirements. Practical suggestions on how to legally survey and classify your employees. What federal contractors can’t ignore. Which methods of collecting data from your workers are the most affordable and legally compliant. Collecting employee information when your organization has multiple employment locations. EEOC’s and OFCCP’s change in enforcement. What employers need to be aware of. Areas covered in the Webinar Who must file EEO-1 Report -Step-by-step basics of filing the form. Understand the race, ethnicity, job categories. Change Summary Pay Data. Change Deadline and Payroll Period. Method for Filing EEO-1 Reports. Entering Hours Worked Data. Confidential and Privacy of EEO-1 Data. Use of Summary Pay Data. Who Will Benefit? HR professionals. Financial Officers. In-House Counsel. Affirmative Action/EEO Officers. Federal Contractors.

OMB Suspends EEOC Pay Data Collection Requirement (with Susan Gross Sholinsky)

OMB Suspends EEOC Pay Data Collection Requirement (with Susan Gross Sholinsky)

New pay data collection requirements are put on hold. A division of the Office of Management and Budget (OMB) has issued an immediate stay on new EEO-1 reporting requirements announced in 2016 under the previous administration. Under the rule, federal contractors and private employers with 100 or more employees would have been required to gather information on employee pay and hours worked by race, ethnicity, and sex, and grouped by occupational category. Susan Gross Sholinsky, from Epstein Becker Green, has more: “The revised EEO-1 report is not actually rescinded. However, it will be stayed until the [Equal Employment Opportunity Commission (EEOC)] submits a new information collection package. It's unlikely, though, that that will happen, because Acting EEOC Chair Victoria Lipnic has actually opposed the revised EEO-1 report from the beginning. And she recently said publicly that she hopes the OMB's decision prompts discussions of more effective ways to encourage employers to review compensation practices in order to ensure equal pay and to close the wage gap. The filing deadline, which used to be September 30th, is now March 31st, and the window for selecting a representative pay period used to be between July 1st and September 30th. It's now between October 1st and December 31st, as had been suggested in the revised EEO-1 report.” For more, click here: http://bit.ly/2gONNwE This is an extended interview from Employment Law This Week® (Episode 86: Week of September 12, 2017), an online series by Epstein Becker Green. https://youtu.be/8S-_h0F-q0w Visit http://www.EmploymentLawThisWeek.com. These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.

Two Minute Legal Update: EEOC / OFCCP Proposed Revisions to EEO-1 Reporting

Two Minute Legal Update: EEOC / OFCCP Proposed Revisions to EEO-1 Reporting

On Feb. 1, 2016 EEOC and OFCCP jointly published another initiative to further President Obama's Pay Equity platform - this one involving a major change to EEO-1 Reporting. Applying to all employers with 100+ employees, watch Gary Chamberlin and Kelley Stoppels from Miller Johnson's Government Contracts & Affirmative Action practice, discuss the proposed changes to EEO-1 reports.

EEO and OFCCP Reporting Compliance Video | ExactHire

EEO and OFCCP Reporting Compliance Video | ExactHire

Automate EEO and OFCCP reporting for affirmative action compliance with ExactHire's HireCentric applicant tracking software ATS. U.S employers are responsible for eliminating discrimination in the hiring process; however, if you are a federal contractor, you especially know that staying on top of reporting requirements for EEO and OFCCP regulations is a critical priority. ExactHire’s applicant tracking software was designed to make your compliance efforts easy and your data accurate. Our intuitive and powerful web-based recruiting software allows you to attach disqualification filters to basic requirement job questions, assign a reason for non-selection to every applicant (aka disposition status), run compliance reports such as applicant flow logs on demand, and easily push job listings to a variety of external job boards based on category (i.e. diversity, local employment service office, etc.). You can even pull a complete history of your job posting sources with just a few clicks. HireCentric ATS makes it simple to attach minimum qualification questions to jobs and the system automatically disqualifies any applicants who fail to meet minimum requirements. Then, quickly view the disqualified applicants for a specific job and reassign them for a reason of non-selection. Invite applicants to voluntarily self-identify EEO info within your branded careers portal, stating that you are an equal employment opportunity employer. Hiring managers won’t see EEO information as they review applicants. Survey answers are kept separate so that only HR admins can run compliance reports. It’s simple to assign a reason for non-selection. Save as many disposition status codes as you need to explain the why and when of each applicant’s departure from the hiring process. The ATS records the date and time for each status assignment so that it can be viewed from the applicant’s record as well as on compliance reports Take the headache out of the government compliance reporting process and contact ExactHire to schedule a free trial of our applicant tracking system today.

Employment Law This Week® - Episode 86 - Week of September 12, 2017

Employment Law This Week® - Episode 86 - Week of September 12, 2017

Welcome to Employment Law This Week®! Subscribe to our channel for new episodes every Monday! (1) OMB Suspends EEOC Pay Data Collection Requirement - http://bit.ly/2vQYuVA Our top story: New pay data collection requirements are put on hold. A division of the Office of Management and Budget (OMB) has issued an immediate stay on new EEO-1 reporting requirements announced in 2016 under the previous administration. Under the rule, federal contractors and private employers with 100 or more employees would have been required to gather information on employee pay and hours worked by race, ethnicity, and sex, and grouped by occupational category. Susan Gross Sholinsky, from Epstein Becker Green, has more: “The revised EEO-1 report is not actually rescinded. However, it will be stayed until the [Equal Employment Opportunity Commission (EEOC)] submits a new information collection package. It's unlikely, though, that that will happen, because Acting EEOC Chair Victoria Lipnic has actually opposed the revised EEO-1 report from the beginning. And she recently said publicly that she hopes the OMB's decision prompts discussions of more effective ways to encourage employers to review compensation practices in order to ensure equal pay and to close the wage gap. The filing deadline, which used to be September 30th, is now March 31st, and the window for selecting a representative pay period used to be between July 1st and September 30th. It's now between October 1st and December 31st, as had been suggested in the revised EEO-1 report.” For more, click here: http://bit.ly/2gONNwE (2) Judge Stays DOL Overtime Rule - http://bit.ly/2wTd0jm The Department of Labor (DOL) exceeded its authority with its amended overtime rule. That’s the conclusion reached by the same Texas federal judge who stayed the Obama-era rule just before it took effect in 2016. The rule introduced a new minimum salary level for the overtime exemption that was more than double the current minimum. The court found that the rule made overtime status depend predominantly on salary level and was inconsistent with the language of the Fair Labor Standards Act, which refers only to job duties. In the wake of this ruling, the DOL has withdrawn its Fifth Circuit appeal of the judge’s earlier injunction, signaling that the agency intends to abandon the rule. The DOL has published an RFI for new proposed regulations, with the comment period ending September 25. For more, click here: http://bit.ly/2wf5pHz (3) EEOC Files Suit Over Parental Leave Policies - http://bit.ly/2gYSBQ9 The EEOC has filed its first lawsuit alleging sex discrimination in parental leave policies. This the latest indication that the EEOC is scrutinizing parental leave policies where men and women are treated differently. The EEOC filed suit against Estee Lauder, alleging that the beauty products company discriminated against a male employee when he was denied the same amount of paid leave offered to biological mothers following the birth of a child. The company policy provides six weeks of parental leave to primary caregivers, typically mothers, and two weeks to non-primary caregivers, most typically fathers. (4) NY Tax Officials Publish Guidance on Paid Family Leave Program - http://bit.ly/2f0lwX9 New York State’s new paid family leave program takes effect in January. Now, state officials have made clear how the benefits will be taxed. Benefit payments will be treated as taxable non-wage income. Withholding will not be automatic, but employees can request that employers withhold taxes from benefit payments. New York’s paid family leave program is the most comprehensive in the country, ultimately providing up to 12 weeks of paid protected leave for bonding with a new child, caring for a close relative, or dealing with pressures surrounding a family member’s call to active duty in the military. (5) Tip of the Week - http://bit.ly/2xsflTh Jil Galloway, Senior Vice President and Chief Administration Officer at Mitsubishi International Corporation, provides some advice on shifting your pay incentive structure. Visit http://www.EmploymentLawThisWeek.com. These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The “Tip of the Week” offers one perspective on possible human resource ideas or business practices. It presents the perspective of an individual not affiliated with Epstein Becker Green and should not be considered legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.

EEO and OFCCP Reporting Compliance Video | ExactHire

EEO and OFCCP Reporting Compliance Video | ExactHire

Automate EEO and OFCCP reporting for affirmative action compliance with ExactHire's HireCentric applicant tracking software ATS. Our intuitive and powerful web-based recruiting software allows you to attach disqualification filters to basic requirement job questions, assign a reason for non-selection to every applicant (aka disposition status), run compliance reports such as applicant flow logs on demand, and easily push job listings to a variety of external job boards based on category (i.e. diversity, local employment service office, etc.). You can even pull a complete history of your job posting sources with just a few clicks. Take the headache out of the government compliance reporting process and contact ExactHire to schedule a free trial of our applicant tracking system today. TRANSCRIPT: U.S. employers are responsible for eliminating discrimination in the hiring process; however, if you’re a federal contractor, you especially know that staying on top of reporting requirements for EEO & OFCCP regulations is a critical priority. ExactHire’s applicant tracking software was designed to make your compliance efforts easy and your data accurate. HireCentric ATS makes it simple to attach minimum qualification questions to jobs, and the system automatically disqualifies any applicants who fail to meet minimum requirements. Users may quickly view disqualified applicants for a specific job and assign a reason for non-selection. Invite applicants to voluntarily self-identify EEO information within your branded portal that states you are an equal employment opportunity employer. If applicable for your organization, invite individuals to voluntarily self-identify veteran and disability statuses at the pre-offer stage per VEVRAA and Section 503 regulations, as well. Hiring managers won’t see this self-identified information as they review applicant records...it is only accessible for data analysis purposes by HR Administrator-level users in the Reports Dashboard. It’s simple to assign a reason for non-selection. Save as many disposition status codes as you need to explain the why and when of each applicant’s departure from your hiring process. HireCentric ATS records the date for each status assignment so that it can be viewed from the applicant’s record as well as on compliance reports. Automatically maintain an applicant flow log that contains information necessary to perform an adverse impact analysis. Customize the log to include must-have affirmative action info such as EEO-1 category, job group, disposition code, race and gender. And, export your reports with the click of a button. Use our built-in job posting service with tons of external job boards to save time. And, access a record of your posting history, including diversity sources and local employment agencies. The HireCentric applicant tracking system is a key part of your compliance toolkit, and will easily meet your EEO & OFCCP reporting requirements, while also maintaining a positive recruitment brand. Contact us today to start a free trial or schedule a demo.

Pay Equity Legislation & EE0-1 Webinar Feat. Seyfarth Shaw

Pay Equity Legislation & EE0-1 Webinar Feat. Seyfarth Shaw

Promoting pay equity is at the forefront of employment law. The EEOC has proposed a major revision to the Employer Information Report requiring all employers with more than 100 employees to annually submit compensation data beginning in 2017. Likewise, state legislatures are hard at work cranking out strict updates to pay equity laws that clarify terminology, promote pay transparency, and protect employees from termination. With enforcement of these new changes on the rise, employers cannot afford to sit back and do nothing. View the recording for a comprehensive discussion on the pay equity landscape, and learn how to avoid litigation and enforcement actions. In this webinar, you’ll get relevant information directly from a legal expert including: Recently passed and pending legislation that expands employers’ obligations regarding equal pay for equal (or comparable) work The EEOC's proposed changes to the EEO-1 pay report Best practices for conducting a pay equity audit and avoiding pay equity claims

2017 EEO video

2017 EEO video

Creating an EEOC Report using AllPay

Creating an EEOC Report using AllPay

EEOC -1 Surveys are due September 30, 2011. If you've been using Alliance Payrolls AllPay application to manage and track EEOC information you can easily pull all of the required information using the EEOC Employee Data standard AllPay report. This video walks you through the process of running the report.

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