Online Seminar 2019 - 2019 EEO-1 Reporting: Pay Data Collection Requirements Back In Effect; What Does This Mean For Employers?

OverView
The Equal Employment Opportunity Commission (EEOC), the enforcement arm for workplace discrimination with the authority to investigate, make charges, conduct workplace audits and levy penalties.
The on again, off again Pay Data EEO-1 Reporting Requirement is On Again! Effective September 30, 2019, Employers Have to submit pay data as part of their reporting mandate!
EEO-1 Disclosure Requirements
For decades, the EEOC has required private employers with 100 or more employees to annually file an EEO-1 report, which breaks down the number of employees in different job categories by gender, race and ethnicity. Federal government contractors and subcontractors with 50 or more employees also are subject to this reporting requirement.
New EEO-1 Reporting Guidelines for Component 2-PayData
What This Mean for Employers
Notably, the court specifically found that requiring employers to comply with the requirement to report pay data in 2019 would not be disruptive because the pay data requirement had been in place for almost a year before it was blocked and employers have been on notice that the stay could be lifted at any time.
Session Highlights
Historical perspective of the EEOC and the new authority they have in making Employers fear to violate their regulations
Which Employers are required to complete the EEO-1 Report
How should Employers complete the new EEO-1 Pay Data Reporting form?
What the pay data proposed to be included in the EEO-1 Report Form?
The Background of the Equal Pay Act (EPA)
Create a checklist to ensure you submit the correct workplace data
Review the new EEO-1 Pay Data Report and other guidelines that are included
What are the pay bands included in the requirements?
What job titles do you use consist of the reporting data you collect
Learn how conducting an internal audit of pay practices can make Employers heroes to their employees
Learn what pay bands the EEOC categorizes when they consider pay and compensation data
Learn how to count employees in multi-state Employer locations
Who will Benefit
Employers who have federal contracts
Employers required to complete EEO-1 Reports
Employers contemplating or in the process of becoming government contractors
HR professionals
Compliance professionals
Leadership Managers who want to be knowledgeable in the area of federal contractors
Any professional who has the responsibility to manage AAP and EEO-1
Speaker
HR Compliance Solutions, LLC Compliance Officer Bio-Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for a defense contracting technologies firm, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.
Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE)