Although the proposed new reporting form was scrapped, the EEOC directed covered employers to submit the long-used EEO-1 form for 2017 no later than March 31, 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.
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Click here for more https://www.audiosolutionz.com/hr-compliance-employment/eeo-1-reporting.html 2017 EEO-1 Survey Reporting: Do It Before EEOC or OFCCP Comes Knocking This session, by expert speaker Susan Fahey Desmond, will prepare you for the upcoming changes and will address what you need to be doing now to ensure that you can protect your company against claims of pay discrimination. 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
The Equal Employment Opportunity Commission proposed major revisions to EEO-1 reporting that would require the addition of employee pay data, which must be broken out by race, gender, and ethnicity. After years of research and two public comment periods, the EEOC is expected to issue final regulations in 2016, with potentially significant consequences for employers.
In Wisconsin, employers are required, by law, to allow employees to inspect or receive copies of certain personnel documents, upon an employee’s request. An employer’s legal obligations are set forth in Wisconsin Statute § 103.13. The documents that an employee is entitled to inspect, or receive copies of, are all personnel documents that are used or have been used in determining that employee’s qualifications for employment, promotion, transfer, additional compensation, termination, or other disciplinary action, and medical records. When making a request, employees usually refer to these documents as a “personnel file.” The documents must be made available or provided within 7 working days after the employee has made a request. If an employee requests copies, rather than an inspection, an employer is entitled to charge a reasonable fee for providing copies of the records, which may not exceed the actual cost of reproduction. An employer should not disregard or delay the production of a requested personnel file. There are monetary penalties that may be applied in the event an employer fails to comply with the statute. An employee’s request for personnel documents is often an indication that the employee is upset with some action by the employer and may be considering some type of legal action. Employment attorneys almost always ask an employee to provide a copy of his or her personnel file as part of reviewing potential legal action against an employer. A request to inspect or receive copies of a personnel file is sometimes a warning sign to an employer. Upon receiving such a request, an employer should consider if a review of employment actions by a human resources professional or an attorney is appropriate to confirm that a violation of employment laws has not occurred. Documents from personnel files are frequently used in employment related litigation. As a result, it is important that an employer keep current and accurate documentation regarding employment related decisions. Documentation should immediately be placed in an employee’s personnel file at the time of actions such as discipline or termination. The documentation should accurately reflect the relevant reasons for an employment-related decision. An employer should not add documents to a personnel file days after the fact in an attempt to justify an employment-related decision. Placing documents in a personnel file, after the file has been sent to the employee, is especially suspect and problematic for an employer in the event of an employment dispute. Peter Reinhardt is an attorney at Bakke Norman Law Offices. http://www.bakkenorman.com
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.
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
Document Workplace Harassment with Forensic Notes so that you can get the justice you deserve. https://www.ForensicNotes.com/Bullying-in-the-Workplace Are you being harassed at work? Do you feel like a co-worker or your boss is targeting you by making discriminating comments about your age, sex or ethnic background which has you feeling upset and emotionally drained? Workplace discrimination can stop you from promotions, higher pay and the career you deserve. It’s no secret that workplace discrimination and harassment is rampant within North America and Europe. Forensic Notes is designed to assist you in preparing notes that will be credible and trusted by HR Departments, Government Agencies and within a Court of Law. Within the United States, the Equal Employment Opportunity Commission (EEOC) is a Federal agency which enforces discrimination and employment laws in the workplace. Understanding how the EEOC works and how to file an EEOC Claim will allow you to be better prepared should you decide to challenge the workplace harassment you face. https://www.ForensicNotes.com/What-is-the-EEOC-and-Should-I-File-an-EEOC-Complaint/ Forensic Notes offers a customized interface for documenting workplace harassment to ensure your notes can stand up to any form of scrutiny. The best notes will be notes written at the time or shortly after the incident – when the incident is still fresh in your memory. With Forensic Notes – your notes are securely stored in a read-only format to adhere to Best Practice Guidelines for recording notes that can be used in both criminal and civil court. Watch Maggie’s story on how she plans to fight against workplace harassment.
If your company is required to comply with EEO/OFCCP regulations, you can rely on our easy-to-use tools. We’ll help you create and deploy a fully compliant application process. More: https://resources.workable.com/support/eeoc-reporting More about Workable: Product: https://www.workable.com Resources: http://resources.workable.com Workable Support: http://resources.workable.com/support Social: https://www.facebook.com/WorkableHr https://twitter.com/Workable https://plus.google.com/u/0/+Workable... https://www.linkedin.com/company/work...