EEOC Releases Guidance for Pay Data Reporting
This past spring, the Equal Employment Opportunity Commission (EEOC) announced that employers with 100 or more employees will be required to report data on all their employees, detailed by pay, hours, race, sex and ethnicity. The information reporting deadline was May 31, 2019 for demographics and then September 30, 2019 for the detailed pay and hours data. The pay/hours data due in September is required to cover both 2017 and 2018. The EEOC has announced that employers can start reporting this information as of this past Monday, July 15. As well, the EEOC has also released filing support guidance materials
This spring’s development follows a ruling from the U.S. District Court for the District of Colombia that reinstated an Obama Administration rule that was previously stayed by the Trump Administration in 2017. Specifically, this reporting requirement, referred to the EEOC as the EEO-1 report, is made up of two components, one of which requires employers to report their employee demographics (known as Component 1), and second requires those employers to break down those demographics with pay data and hours worked (known as Component 2). While the Component 1 portion has been a requirement for a number of years is due May 31, 2018, the Component 2 is the added portion promulgated by the Obama Administration, recently restored by the court, with a reporting deadline of September 30, 2019.
This reporting requirement and its deadlines represent a burden to industry; the Trump Administration has appealed the court’s decision and is working toward a reinstatement of its previous stay before the September 30 reporting deadline. NRMCA, from the beginning of this issue, has opposed the Obama Administration’s Component 2 addition. With this new development, NRMCA again has signaled its opposition to Component 2 and its reinstatement. NRMCA is working with its like-minded coalition partners to explore legal, regulatory and legislative remedies.