Learn About the New EEO-1 Report, the New Filing Deadlines, and Protect Your Self-Audit from Disclosure
Despite the passage of the Equal Pay Act in 1963, women still lag significantly behind in pay. While many may say the discrepancy is caused by lifestyle choices, it appears that pay discrimination is still an ongoing concern. Unfortunately, pay issues are difficult to investigate due to a lack of information.
For this reason, the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP) have been looking for ways to get more pay information in order to address the continued discrepancy in pay. One of the ways is the use of a new EEO-1 form on which employers will report not only traditional demographic data but also pay information. The reports will require reporting of W-2 wages and not just base pay. Companies that are required to file the EEO-1 must ensure compliance with federal statutes and regulations. Are you prepared to comply with the requirements for proper EEO-1 reporting?
How the EEOC and OFCCP will utilize this information is far from clear. Many experts believe that the data will result in “false positives” that suggest that your pay practices are discriminatory. You need to be able to defend against claims of discrimination with regard to your pay decisions. It is clear that the government is no longer going to accept that pay discrepancies are a result of lifestyle choices.
This session, by expert speaker Susan Fahey Desmond, will prepare you for the upcoming changes and will address what you need to be doing now to ensure that you can protect your company against claims of pay discrimination.
- The new EEO-1 report and who has to file
- New filing deadlines
- Obtaining the race and gender information you need
- Single establishment vs. multi-establishment employers – how should you file?
- How the OFCCP and the EEOC will use this information to address pay discrimination
- How to conduct your self-audit before the EEOC or the OFCCP comes knocking
- Protecting your self-audit from disclosure
Who Should Attend:
- Human resources professionals
- CEOs, directors, VPs and C-level professionals
- EHS managers
- Regulatory authorities
- Benefit managers
- Wellness coordinators