On the eve of the end of its fiscal year, the U.S. Department of Labor has released final rules for new EEO-1 Pay Data reporting obligations as well as paid sick leave regulations for federal contractors.

EEO-1 Pay Data Reporting

As highly anticipated, and a day before the deadline for the 2016 EEO-1 reporting period, EEOC announced its final requirements surrounding the revision of the EEO-1 for the collection of pay data.  As previously reported, the new pay data reporting obligation will commence in March 2018.

EEOC has provided information about the new EEO-1 report, including the new form, a Fact Sheet for Small Business, and a question and answer document.  The Agency announced it will also offer free webinars for interested employers and stakeholders on October 20 and October 26, 2016, however, registration for the webinars does not yet appear to be open.

Paid Sick Leave

In addition to releasing information on the new EEO-1 pay data report, the Department of Labor also announced final rules implementing Executive Order 13706 requiring covered federal contractors provide paid sick leave for covered employees.

Scheduled for official publication tomorrow in the federal register, the rule will go into effect 60 days after publication.  As proposed, the rules require federal contractors provide at least 1 hour of paid sick leave for every 30 hours of work, for a total of at least 56 hours per year.

We are making our way through both of these new rules and regulations and will be back soon with updated insights and analysis.

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Photo of Laura A. Mitchell Laura A. Mitchell

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with…

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with employers to build programs that benefit employees and create a stable, high-functioning workplace. Understanding that an inclusive, values-based culture provides a crucial competitive advantage in the modern workplace, Laura enjoys counseling companies on the development of proactive and equitable pay and diversity practices.

In Laura’s version of the reimagined workplace, attention to human capital issues, especially DEI and pay equity, would be the rule rather than the exception nationwide and she works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize this vision for her clients’ ongoing success. She helps clients understand all issues across the spectrum of their journey, helping to establish regular analyses as well as counseling organizations on implementation and compliance obligations, where applicable. Committed to putting her clients’ organizational goals first and foremost, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication.

Laura also represents companies in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. She personally oversees the development of hundreds of Affirmative Action Plans for clients each year and is intimately involved in the defense of OFCCP audits. Her approach to compliance is one of facilitation and conciliation while simultaneously advocating in the best interests of her clients.