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EEO-1 Pay Data Reporting – What to Expect

Following recent news about the decision to reinstate the collection of pay data in annual EEO-1 reporting, our consultants at HR Works have been in contact with the EEOC to gather as much information as possible about what our clients can expect when the filing system opens next week.

This reinstatement is a result of the federal court ruling that OMB had failed to provide adequate reasoning to support its move to stay the pay data collection. While no official announcement has been made, our contacts at the EEOC have told us that the forms will not be ready to collect pay data in the near future. EEO-1 filers can expect the forms in the online filing system, which opens Monday, March 18th, to mirror those that were in place last year. At the very least, this delays the time at which employers will need to report pay data to the EEOC. If implemented later this year, it could mean a 2-part filing where the standard EEO-1 data is collected now and the pay data is collected later.

Based on our conversations with EEOC employees we are hearing that the case is expected to go through appeals, further contributing to delays in implementing the pay data collection form.

In the meantime, HR Works will continue to follow the news from the EEOC and communicate any further details to our clients as soon as they are available.

Employers with 100+ employees, plus federal contractors/subcontractors with 50+ employees, are required to file EEO-1 Reports each year. HR Works’ Affirmative Action division files EEO-1 Reports for employers meeting the filing requirements and is available to consult on filing requirements and procedures.

 

 

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HR Works, Inc., headquartered at 200 WillowBrook Office Park in Fairport (Rochester), New York, with an office in East Syracuse, is a human resource management outsourcing and consulting firm serving clients throughout the United States. HR Works provides scalable strategic human resource management and consulting services, including: affirmative action programs; benefits administration outsourcing; HRIS self-service technology; full-time, part-time and interim on-site HR managers; HR audits; legally reviewed employee handbooks and supervisor manuals; talent management and recruiting services; and training of managers and HR professionals.