new-eeo-1-reporting-component-2-pay-data-requirements-2019

New EEO-1 Reporting & Component 2 Pay Data Requirements 2019

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On Demand | CEU Approved

  • 90 minutes
  • 0 Day Left
     Aug 16, 2019 - Aug 23, 2019
  •   08:00 AM - 09:30 AM ET
    05:00 AM - 06:30 AM PT

The Equal Employment Opportunity Commission (EEOC), the enforcement arm for workplace discrimination with the authority to investigate, make charges, conduct workplace audits and levy penalties.

The on again, off again Pay Data EEO-1 Reporting Requirement is On Again! Effective September 30, 2019, Employers Have to submit pay data as part of their reporting mandate!

EEO-1 Disclosure Requirements

For decades, the EEOC has required private employers with 100 or more employees to annually file an EEO-1 report, which breaks down the number of employees in different job categories by gender, race and ethnicity. Federal government contractors and subcontractors with 50 or more employees also are subject to this reporting requirement.

New EEO-1 Reporting Guidelines for Component 2-PayData

What This Mean for Employers Notably, the court specifically found that requiring employers to comply with the requirement to report pay data by September 30, 2019 would not be disruptive because the pay data requirement had been in place for almost a year before it was blocked and employers have been on notice that the stay could be lifted at any time.

Employers required to submit the Pay Data for 2017 & 2018 must submit the data by September 30, 2019

New EEOC Requirements and resources for Employers to Complete the Pay Data Reporting!

Look out for possible changes as we get closer to the September 30, 2019 Deadline!

Join this session by expert speaker Margie Faulk, where she will discuss how conducting an internal audit of pay practices can make Employers heroes to their employees.

Session Highlights:

  • Historical perspective of the EEOC and the new authority they have in making Employers fear to violate their regulations

  • Which Employers are required to complete the EEO-1 Report

  • How should Employers complete the new EEO-1 Pay Data Reporting form?

  • What the pay data proposed to be included in the EEO-1 Report Form?

  • The Background of the Equal Pay Act (EPA)

  • Create a checklist to ensure you submit the correct workplace data

  • Review the new EEO-1 Pay Data Report and other guidelines that are included

  • What is the pay bands included in the requirements?

  • What job titles do you use consist of the reporting data you collect

  • Learn what pay bands the EEOC categorizes when they consider pay and compensation data

  • Learn how to count employees in multi-state Employer locations Employers who have federal contracts

Why You Should Attend:

These new reporting obligations mean you will need to gather and merge information across multiple systems and then format employee and establishment data to comply with the Revised EEO-1 Report specifications. This program will help you understand the data collection requirements and the impact they will have for your organization.

Who Should Attend:

  • Employers required to complete EEO-1 Reports

  • Employers contemplating or in the process of becoming government contractors

  • HR professionals

  • Compliance professionals

  • Leadership Managers who want to be knowledgeable in the area of federal contractors

  • Any professional who has the responsibility to manage AAP and EEO-1


*You may ask your Question directly to our expert during the Q&A session.

** You can buy On-Demand and view it as per your convenience.

Margie Faulk

Margie Faulk

Margie Faulk, a senior level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations. 

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).

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Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1 PDC for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org


This webinar has been approved for 1 HR (General) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

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