The Wagner Law Group
Wagner Law Group, A Professional Corporation, is a nationally
recognized ERISA & employee benefits, estate planning,
employment, labor & human resources practice.
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.
Wagner Law Group
Fax: (561) 293-3591
7108 Fairway Drive
Palm Beach Gardens, FL 33418
East Kennedy Boulevard
Tampa, FL 33602
Francisco, CA 94104
100 South 4th Street, Suite 550
St. Louis, MO 63102
October 4, 2016
Employment Law Alert
Updates Reporting Requirements for its EEO-1 Report
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.
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.
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.
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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