Weekly catch-up
By Robin Shea on
Posted in Affirmative Action, Discrimination, Elections, Equal Pay, Reference
  • The Equal Employment Opportunity Commission announced last week that it would indeed require all employers with 100 or more employees to file EEO-1 reports that contain compensation data by EEO category, race, ethnicity, and sex. The first compensation reports will be due March 31, 2018, for a "snapshot" period that will run from October 1 through December 31, 2017. (There will be no EEO-1 report due in September 2017.) Don Prophete and I have summarized the provisions, with a splash of editorialization and some suggestions for employers who want to be ready. Please note that this new reporting requirement applies to all employers with 100 or more employees, not just federal contractors.
  • On the same day that the new EEO-1 reporting protocol was announced, the U.S. Department of Labor issued a Final Rule on President Obama's Executive Order 13706, which mandates that certain federal contractors provide paid sick leave to employees working on "or in connection with" federal contracts. Cara Crotty has an excellent summary of the Final Rule.
  • And, yes, I know I've already blogged about it, but I just have to mention it one more time -- please do review and download a copy of our 2016 Employer's Guide to Employee Voting Rights. It includes a summary of time-off-for-voting laws in each of the 50 states and under Canadian federal law, employers' rights, and (where applicable) laws that limit or prevent employers from pressuring employees to vote for certain political initiatives or candidates.
Tags: 2016 Election, Apocalypse, Cara Crotty, Don Prophete, EEO-1 Reports, EEOC, ELBC, Employer's Guide to Employee Voting Rights, Equal Employment Opportunity Commission, Executive Order 13706, Fight for $15, Fluctuating Workweek, Golden Rule, Hooters, Media Statements, Mr. Dithers, OFCCP, Office of Federal Contract Compliance Programs, Paid Sick Leave Law, Philiip Miles, Sides v. Duke Medical Center, The Reasonable Man, U.S. Department of Labor, USDOL

Robin Shea has 30 years' experience in employment litigation, including Title VII and the Age Discrimination in Employment Act, the Americans with Disabilities Act (including the Amendments Act). 
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