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The Wagner Law Group

The Wagner Law Group, A Professional Corporation, is a nationally recognized ERISA & employee benefits, estate planning, employment, labor & human resources practice. 


Established in 1996, The Wagner Law Group has 25 attorneys engaged exclusively in employee benefits, estate planning and employment law. Six of our attorneys are AV rated by Martindale-Hubbell as having very high to preeminent legal abilities and ethical standards. The firm is among the largest ERISA boutiques in the country. Our practice is national in scope, with clients in more than 40 states and several foreign countries.





Contact Info

The Wagner Law Group


  Integrity | Excellence



Tel: (617) 357-5200 

Fax: (617) 357-5250 

99 Summer Street 

13th Floor

Boston, MA 02110

Palm Beach Gardens 

Tel: (561) 293-3590
Fax: (561) 293-3591
7108 Fairway Drive
Suite 125
Palm Beach Gardens, FL 33418



Tel: (813) 603-2959

Fax: (813) 603-2961

101 East Kennedy Boulevard

Suite 2140
Tampa, FL  33602 


San Francisco

Tel: (415) 625-0002

Fax: (415) 358-8300

300 Montgomery Street

Suite 600

San Francisco, CA 94104


St. Louis

Tel: (314) 236-0065

Fax: (314) 236-5743
100 South 4th Street, Suite 550
St. Louis, MO  63102 







October 4, 2016


 Employment Law Alert




    EEOC Updates Reporting Requirements for its EEO-1 Report






The U.S. Equal Employment Opportunity Commission ("EEOC") has announced revisions to its Employment Information Report, or "EEO-1." Employers that are required to annually file EEO-1 with the EEOC must now begin to report summary employee compensation data, including W-2 compensation and hours worked. These new requirements first apply to the 2017 version of EEO-1, which employers must file with the EEOC on or before March 31, 2018.


Background. Since 1966, EEOC has required certain private employers and federal contractors to report certain employment demographic data categorized by race, ethnicity, gender and job category. EEOC uses this data to analyze patterns of employment discrimination and support its civil rights enforcement actions. In order to strengthen its efforts to combat discrimination, the EEOC will now require, for the first time, pay information and hours worked, thereby giving the EEOC the ability to target the pay practices of those employers whose data suggests pay disparities.


New EEO-1 Requirements. The new EEO-1 requires private employers with more than 100 employees and federal contractors with more than 50 employees to: (1) include the total number of full and part-time employees during the year in each of the 12 pay bands listed for each EEO-1 job category; and (2) report the number of hours worked by all employees included in each pay band. Federal contractors with 50 to 99 employees will not need to report summary pay data, but will continue to report employees by job category as well as by sex, ethnicity and race.


Equally important to note is that the EEOC has changed the annual filing deadline for EEO-1 from September 30 to March 31. This new filing deadline takes effect for the 2017 EEO-1, which employers must file with the EEOC by March 31, 2018. (As a result of this new deadline, employers will only need to pull W-2 pay data once a year for both tax and EEO-1 reporting purposes.) Accordingly, employers now have 18 months to prepare to comply with the new reporting requirements.


NOTE: the 2016 EEO-1 reports, which were due to be filed with the EEOC on or before September 30, 2016, are not affected by these new reporting requirements.



Takeaway for Employers. Employers are advised to review their pay practices, HRIS and payroll systems to ensure that they can comply with the new EEO-1 reporting requirements. Moreover, employers should conduct self-audits to determine if any impermissible pay discrepancies exist. For assistance with meeting the new EEO-1 reporting requirements or correcting pay discrepancy issues, please contact one of The Wagner Law Group's employment law attorneys.  






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This Newsletter is provided for information purposes by The Wagner Law Group to clients and others who may be interested in the subject matter, and may not be relied upon as specific legal advice.  This material is not to be construed as legal advice or legal opinions on specific facts. Under the Rules of the Supreme Judicial Court of Massachusetts, this material may be considered advertising.