July 23, 2019 by Dan Kuang, Ph.D. On June 12, 2020, the EEOC received final approval from the Office of Management and Budget (OMB) to collect EEO-1 workforce demographic data (EEO-1 Component 1 data) from covered employers.

Employers are required to submit Component 2 data to the EEOC by September 30, 2019. Many employers are concerned about how the expanded requirements will be used by the EEOC. The web-based portal for the submission of the Component 2 EEO-1 reports for 2017 and 2018 will be active by July 15, 2019 via the Component 2 EEO-1 Online Filing System. On February 10, 2020, a federal court ordered the collection of EEO-1 Component 2 data, also known as pay data, officially closed, thus ending this long saga we’ve documented on HRWatchdog. So here, you are to use that Box 1 from the W-2 as the measure of pay that you’re reporting to the EEOC for Component 2. The EEOC was ordered to collect component 2 data after all. 17-cv-2458 (D.D.C. ), the EEOC's EEO-1 Component 2 "pay data" collection for 2017 and 2018 is now complete. Mark: Yeah. As employers scramble to assemble their reports, many are also concerned with the potential risk exposure these reports may introduce. Maggie: There’s certainly not a box on the EEOC’s EEO-1 Component 2 data that says, “This is an incomplete report.” So, as Mark said, it just wouldn’t be accurate. As we have previously reported, Component 2 of the EEO-1 report requires employers with over 100 employees to report its employees’ compensation and hours worked (sorted by pay band, job category, race ethnicity, and gender).

EEOC Will Not Seek Renewal of Component 2 Requirement September 24, 2019 On September 12, 2019, the Equal Employment Opportunity Commission (EEOC) announced its intention to continue seeking Component 1 data in the years 2019 through 2021, but discontinue seeking the much more detailed Component 2 data. Since the judge’s decision effectively voided the stay since 2017, the Court gave the EEOC the option to choose to collect 2017 and 2018 or 2018 and 2019 pay data. The EEOC has contracted with NORC at the University of Chicago to collect the Component 2 data for 2017 and 2018. Despite ongoing litigation, the EEOC has decided to collect a snapshot of data from 2017 and 2018 for the newly required Component 2 of the EEO-1 report. The Equal Employment Opportunity Commission (EEOC) is the leading federal agency dedicated to enforcing employment anti-discrimination laws and advancing equal opportunity in the work place. The web-based portal for the submission of the Component 2 EEO-1 reports for 2017 and 2018 will be active by July 15, 2019 via the Component 2 … On February 10, 2020, the U.S. District Court for the District of Columbia approved the Equal Employment Opportunity Commission (EEOC)’s request to deem its retrospective collection of compensation data (the so-called “Component 2” information) for calendar years 2017 and 2018 completed, ending (at least for now) the federal government’s first-ever collection of pay data. EEOC requires that employers submit reports via the Component 2 EEO-1 Online Filing System, or as a CSV data file. Component 2 data. Postal Service and an e-mail sent to the registered EEO-1 e-mail address on record. The EEOC will no longer accept Component 2 filings after February 14, 2020. The EEOC is no longer accepting filings of EEO-1 Component 2 pay data for either 2017 or 2018. The EEOC has contracted with NORC at the University of Chicago to collect the Component 2 data for 2017 and 2018. Many employers are concerned about how the expanded requirements will be used by the EEOC. Maggie: There’s certainly not a box on the EEOC’s EEO-1 Component 2 data that says, “This is an incomplete report.” So, as Mark said, it just wouldn’t be accurate. Are You Affected by an EEOC … My advice to anybody in that situation would be to file for either an exception or an exemption. In a recent episode of HR Works Podcast, I discussed the impending EEO-1, Component 2 submission with experts Mark Adams and Maggie Spell of Jones Walker LLP.Specifically, we discussed what employers need to submit on the 30 th of September and what happens if they don’t make the deadline.. Jim: Hello, everyone, and welcome to HR Works, the podcast for HR professionals.

If you’ll recall, the EEOC’s goal here is to take a look at whether there are explanations for or pay gaps out there between what men and women are being paid. Despite resistance from the employer community, EEO-1 “Component 2” compensation reporting requirements will most likely be upheld by federal courts. My advice to anybody in that situation would be to file for either an exception or an exemption.


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