As many of you know, the Equal Employment Opportunity Commission made significant changes to the Employer Information Report EEO-1 (often called “EEO-1 Report”) last year which are currently in effect. The most significant change imposes new obligations on employers to report pay data. The chart below sets out the differences between the new form and the old form.
On July 14, 2016, the Equal Employment Opportunity Commission (EEOC) issued a revised proposed rule about collecting equal-pay data. The biggest difference between the initial proposed rule and the revised proposed rule is the date for filing the required form.
On September 11, 2015, the Office of Federal Contract Compliance Programs (OFCCP) issued a final rule that prevents government contractors from having pay secrecy or confidentiality policies. Specifically, the rule prohibits discharging or otherwise discriminating against an employee or applicant because the employee or applicant inquired about, discussed, or disclosed the compensation of the employee or any other employee. But the rule allows contractors to require human resources personnel (who have access to employee compensation information as part of their job responsibilities) to keep such compensation information confidential.
Nearly 2,500 men received back wages, interest, and benefits because they were steered by the employer to “men’s work” and not hired to do “women’s work.”
The current federal minimum wage is $7.25 an hour. But beginning on January 1, 2015, government contractors will have to begin paying a minimum wage of $10.10 an hour. This comes as a result of President Barack Obama’s signing Executive Order 13658.