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EEO-1 Update: Now Is The Time To Prepare. The New Compensation Reporting Requirement Remains In Tact

Webinar: ID# 1026180
Recorded On-Demand
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About This Course:
Learn the new EEO-1 reporting requirement, which for the first time includes compensation data, and how to prepare for the March 31, 2018 filing deadline and to recognize and address potential pay disparities.

Title VII of the Civil Rights Act of 1964, the Equal Pay Act, and the Lilly Ledbetter Fair Pay Act all bar pay-based discrimination. In addition to these federal laws, state and local laws addressing the issue of pay disparity are popping up around the country, including in California, Massachusetts, Puerto Rico, New Orleans, New York, New York City, Philadelphia, and Pittsburgh.

While historically, in a nonunion environment, employers were able to keep compensation confidential, the looming compensation reporting requirement for the EEO-1 means that employers will be handing over summary pay data to the EEOC that will highlight disparities based on gender, and race.

When the EEOC announced the new reporting requirement, U.S. Secretary of Labor at the time, Thomas E. Perez, said that “Collecting pay data is a significant step forward in addressing discriminatory pay practices. This information will assist employers in evaluating their pay practices to prevent pay discrimination and strengthen enforcement of our federal anti-discrimination laws.”

While many expected the new administration to reverse the decision to collect pay data, there has been no action yet, and it is critical for employers to understand that the EEOC intends to use the compensation data to target them for enforcement action. You need to know how to effectively gather and analyze the summary pay data in preparation for the March 31, 2018 deadline.

Join us for an update on what’s changing and recommendations on how to prepare now so you’re ready to accurately file the necessary information for the annual EEO-1 survey.

You’ll learn:
  • Which organizations will be impacted by the new EEO-1 summary pay data reporting requirements for 2017 reporting
  • Key differences between the existing and new EEO-1 that will be effective for the March 2018 filing deadline
  • How to analyze your compensation data now to identify any disparities and take corrective action if necessary
  • Which window of time to use for reporting—and why it matters from a financial reporting perspective
  • Learn any last minute information from the EEOC on the new reporting requirements
About Your Presenter:

Catherine Gray, JD
Senior Managing Editor
BLR

Catherine Moreton Gray, JD, is BLR’s Senior Managing Editor for Human Resources and Compensation. She has over 30 years combined experience in HR management and as a management-side labor and employment attorney. Her HR experience includes recruiting, employee relations, affirmative action and compensation.

As an attorney, Ms. Gray regularly counseled employers on issues such as complying with federal and state wage and hour laws, accommodating employees with disabilities, complying with federal and state laws requiring paid sick leave and family and medical leave, and union avoidance and labor relations. She also represented employers in government audits, before administrative agencies, and in federal and state courts on matters including discrimination, wrongful discharge, sexual harassment, affirmative action compliance, unfair labor practices and wage and hour violations.

Ms. Gray received her law degree from the University of Connecticut School of Law, and is admitted to practice law in the State of Connecticut and before the United States District Court for the District of Connecticut.
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EEO-1 Update: Now Is The Time To Prepare. The New Compensation Reporting Requirement Remains In Tact
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