How dare the daughter of President Trump suggest equal pay rights for women? Ivanka Trump has been very vocal about her informal role as President Trump's advisor on equal pay since the beginning of his election campaign. She has vowed to fight for women's rights, equal pay and maternity leave. Have you prepared yourself for pay disclosure? It looks like the pay equity initiative from the previous administration will keep its momentum during the Trump administration.
The EEOC published a proposed rule to require all employers with 100 or more employees to annually provide W-2 earnings and hours worked for all employees on EEO-1 reports beginning in 2017. While the EEOC makes this reporting sound easy (and estimates it will take all employers regardless of size and number of employees just 6 hours and $160 to complete), the W-2 earnings and hours worked are not for calendar year, but for the year leading up to the EEO-1 third quarter snapshot date. And, this data is kept in employer payroll systems whereas the other EEO-1 reporting data (race, gender, EEO-1 category), etc. is kept in employer HRIS systems.
The EEOC will also aggregate and publish this data by geographic area and industry. So, not only will employers need to figure out how to properly merge data between the systems, but the reporting also leads to additional burden and confidentiality concerns. How does the new administration's proposals affect this area of human resources? Join expert Eric Felsberg as he guides you through these concerns and more in this 75-minute Avant Resources training course.
- What information you will be required to collect and report as an employer
- The big confidentiality concern of submitting actual pay data to the government
- What you actions you should take as an employer in light of the significant additional data collection and reporting burdens
- Proposed EEO-1 Pay Reporting Section Sample – This report goes from less than 200 cells per report currently to almost 4,000 per report
- Employer Collection and Reporting Checklist – EEO-1 Pay Reporting Proposal 5-point action checklist from Jackson Lewis
You Also Receive
- 1.25 continuing education credit hours (as applicable)
- Personal answers tailored to your questions and situations
- Attend from office, home or mobile device
Your Avant Expert
Eric J. Felsberg is a Principal in the Long Island Office of Jackson Lewis P.C. Mr. Felsberg is a member of the Firm’s Affirmative Action Compliance & OFCCP Defense Practice Group as well as the Firm’s Pay Equity Resource Group. Since joining Jackson Lewis, Eric has provided training and daily counsel to employers in various industries on day-to-day employment issues and various aspects of affirmative action compliance.