About The Event

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 EEOC also provides guidance and tools to assist certain Employers to ensure that they do not allow or tolerate workplace discrimination. To that end, Employers obligated to submit workforce data in the form of EEO-1 Reporting. Effective February 2016, the EEOC led by President Barack Obama, established new EEO-1 reporting guidelines to ensure that Employers are accountable for pay equity initiatives. While most agree in theory that men and women should be paid equally for the same job, Employers pushed back on this reporting criteria stating undue burdensome data collection as well as complained about the high cost for Employers to collect the new data.

Based on those factors and other political differences, the Office of Management and Budget (OMB) stopped the EEO-1 pay data reporting as late as August 30, 2017. Although some Employers are thrilled with this “stay of execution”, the suspension is in effect to review and possibly re-introduce the pay equity discussion.

What does this mean for Employers? Well it does not mean that Employers should rest on their laurels. For compliance professionals, it means that the requirements can return therefore, Employers should consider preparing in case pay and compensation data collection is resumed. 

Areas Covered

• The EEOC and the impact of the new White House Administration's vision of pay equity
• Historical perspective of the EEOC and the new authority they have in making Employers fear violating their regulations
• Which Employers are required to complete the EEO-1 Report
• How should Employers complete the new EEO- 1Reporting form?
• What pay data was 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 Report and other guidelines that are included
• What other regulations will be required for federal contractors? 

Learning Objectives

• Learn how the EEOC and the Office of Federal Contract Compliance Programs (OFCCP) are going to use the new data
• Learn how Affirmative Action Programs (AAP) establish corrective actions for Employers who have issues with discrimination gaps
• What job titles do you use to be consisted with the reporting data you collect
• Learn how conducting an internal audit of pay practices can make Employers heroes to their employees
• Learn what pay bands the EEOC categorizes when they consider pay and compensation data Learn what the process is if you are audited by the EEOC or the OFCCP
• Learn how to count employees in multi-state Employer locations
• Learn what Exempt and Non-Exempt classifications are used to determine accurate classification for OFCCP and Department of Labor (DOL)
• Learn that the pay and compensation suspension does not preclude Employers from filing the VETS Form 4212
• Decide if you should have your AAP and EEO-1 Form completed by a legally qualified Third Party Administrator (TDA) manage your requirements. Decision should be based on size of Employer's employee base, number of locations, internal resources available, administrative burden and if you have been audited in the past. 

Who will Benefit

• Employers who have federal contracts
• Employers required to complete EEO-1 Reports
• Employers contemplating or in 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 

Bonus Handouts: Checklist to complete the EEO-1 Report will be offered to all attendees 

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