The EEOC’s Proposed Revisions to EEO-1 Report: Time to Review Your Pay Practices and Overhaul Your Payroll System?
Earlier this year, the Equal Employment Opportunity Commission (EEOC) unveiled its proposed revisions to the Employer Information Report (EEO-1). The current EEO-1 directs federal contractors and employers with 100 or more employees to report annually the number of individuals they employ by job category, race, ethnicity, and gender. As part of the government’s enhanced focus on equal pay, the revisions aim to expand information on pay data and working hours to help EEOC discover potential discrimination in employment and pay equity.
It is crucial that employers consider carefully how the EEOC could use the new EEO-1 to measure compliance with discrimination laws. Attention to the form and process can help employers avoid scrutiny by the EEOC and federal auditors. However, the recent proposals also mean additional administrative burdens and increased risk of legal consequences. Is it time to review your pay practices and overhaul your payroll system?
In this two-hour LIVE Webcast, a panel of key thought leaders assembled by The Knowledge Group will discuss EEO-1 reporting requirements, describe the EEOC’s stated uses for its new collection of employee pay and work hours, and will offer practical approaches to preparing for the EEOC’s enhanced scrutiny of employers’ pay practices as well as completing and submitting the new EE0-1 report. The panel will also provide best practices on what employers should do now to prepare for the proposed revisions.
- EEO-1 Report – An Overview
- EEO-1 Report: Who Has to File?
- EEO-1 Report: What Has to Be Filed?
- Purposes of Revised EE0-1 Report
- Methods to Identify Disparity in Pay
- Practical Steps Before Filing Deadline
- Obtaining Race and Gender Information
- Preparation/Process for Internal Compensation Audit
Drinker Biddle & Reath LLP
NERA Economic Consulting
Seyfarth Shaw LLP
- What information does the proposed new EEO-1 form require employers to report about their workforce?
- What are the EEOC’s stated purposes and goals
- Update on the status of EEOC’s adoption of the new EEO-1 form after notice and comment.
- EEOC Proposed Methodologies/Use of Statistics
- How employers can get the most out of a payroll audit to be ready for EEO-1 reporting requirements and the increase in state legislation on fair pay.
Who Should Attend:
- Employment and Labor Lawyers
- Human Resource Personnel
- Compliance Managers
- Employment Practitioners
- Top Level Management
- Executive Directors
- Private Companies
- Other Interested Professionals and Organizations
Kate S. Gold is a partner in Drinker Biddle’s Labor & Employment and Commercial Litigation Practice Groups. For more than 25 years, Kate has defended clients in employment and other business disputes in state and federal courts, arbitrations, and before agencies. Kate's practice includes defense of individual, collective and class actions, and focuses on business and employment litigation and counseling, such as wrongful termination, retaliation, whistle blower, sexual harassment, race, age, family leave, pregnancy and disability discrimination cases. Kate has been recognized by the Daily Journal as one of the top Labor & Employment lawyers in California.
Kate S. Gold is a partner in Drinker Biddle’s Labor & Employment and Commercial Litigation Practice Groups. For more than …
NERA Vice President Dr. Newlon has over a decade of experience applying economics and statistics to matters relating to employee, contractor, and physician compensation. Dr. Newlon has been retained by defense counsel and plaintiffs for a wide range of labor matters from class actions (class certification, liability, and damages) to individual plaintiff allegations. She has analyzed allegations of wage and hour violations, compensation suppression, and discrimination. Dr. Newlon has considerable experience with state-level (including, substantial knowledge about the intricacies of California wage orders) and FLSA wage and hour cases related to contractor misclassification, unpaid overtime, regular rate calculation, missed meal violations, and timecard rounding. In addition to her testifying and consulting experience, Dr. Newlon has extensive knowledge about building analyzable databases from complex employee, contractor, and healthcare records.
NERA Vice President Dr. Newlon has over a decade of experience applying economics and statistics to matters relating to employee, …
Ms. Riley is a partner in the Chicago office of Seyfarth Shaw LLP. She is a member of the Firm’s Labor & Employment Department and a member of the Firm’s Complex Discrimination Litigation and Wage & Hour Litigation Practice Groups.
Ms. Riley practices in the employment litigation area, with a particular emphasis on complex collective and class action proceedings. She regularly represents companies facing class actions, collective actions, pattern or practice lawsuits, and systemic investigations, involving hundreds to thousands of putative class members. Ms. Riley counsels and defends employers from a range of employment law theories, including claims of race, age, gender, and disability discrimination, sexual harassment, retaliation, and alleged wage and hour violations.
Ms. Riley has extensive commercial litigation experience. She has represented clients in a wide range of complex civil litigation matters in federal and state courts across the country. She has served as trial counsel in federal court bench trials, jury trials, and arbitration proceedings. Ms. Riley has secured dismissal of complex and large-scale actions by defeating class or collective action certification, prevailing on summary judgment, and structuring and securing approval of complex and multi-party settlements and consent decrees.
Ms. Riley is a partner in the Chicago office of Seyfarth Shaw LLP. She is a member of the Firm’s …
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About Drinker Biddle & Reath LLP
With 620 lawyers in 12 offices nationwide, Drinker Biddle & Reath LLP strives to provide clients with unparalleled service in matters ranging from billion-dollar deals to complex class actions, across a broad spectrum of industries. Their nationally-recognized Labor and Employment Practice provides businesses with a full range of employment-related legal services, and helps their clients avoid litigation by working with in-house legal counsel, executives and human resources professionals to anticipate and resolve employment issues before they ripen into litigation. They have developed in-house training programs on a variety of workplace issues, and conduct workplace audits of personnel policies, EEO compliance, and hiring, promotion and compensation practices.
About NERA Economic Consulting
NERA Economic Consulting (www.nera.com) is a global firm of experts dedicated to applying economic, finance, and quantitative principles to complex business and legal challenges. For over half a century, NERA’s economists have been creating strategies, studies, reports, expert testimony, and policy recommendations for government authorities and the world’s leading law firms and corporations. With its main office in New York City, NERA serves clients from more than 25 offices across North America, Europe, and Asia Pacific.
About Seyfarth Shaw LLP
At Seyfarth Shaw LLP, we are leading the way in delivering legal services more effectively, more efficiently, and more transparently. With more than 850 attorneys in the United States, London, Shanghai, Melbourne, and Sydney, we offer a national platform and an international gateway to serve our clients’ changing business and legal needs in corporate, employee benefits, employment, litigation, and real estate. Seyfarth Shaw provides thoughtful, strategic, practical legal counsel to clients of all sizes across all industries, delivering excellent legal service, sophisticated technology and process improvement solutions. Our clients range from Fortune 100 to midsize companies, and include publicly traded and privately held companies and various types of funds.
Our success is the result of a constant, unrelenting focus on the needs of our clients, and we are always looking for ways to meet our clients’ needs for value and efficiency while maintaining the high quality of our services. That's why we created SeyfarthLean®, our proprietary, value-driven client service model, which combines the core principles of Lean Six Sigma process improvement with project management and tailored technology solutions. Since 2005, SeyfarthLean has been unique within the legal profession and a distinctive approach to providing, delivering, and managing client and legal services.
Our client-first approach has resulted in numerous accolades from a variety of highly respected industry associations, consulting firms, and the media, including: BTI Consulting’s “Client Service A-Team” list, which ranks firms that serve the Fortune 1000 and is based exclusively on client feedback; a top spot in the Financial Times North America Innovative Lawyers 2015 report of the most innovative firms; the Association of Corporate Counsel “Value Champion” award; and multiple awards from the International Legal Technology Association, including 2014 “Innovative Project of the Year” and 2013 “Innovative Law Firm of the Year.”