To provide another opportunity to receive input on the Agency’s proposed revisions to the EEO-1 report, EEOC has scheduled a public hearing on the matter for November 20, 2019. The notice comes as EEOC has been ordered to continue with collection of Component 2 of the EEO-1 Report for 2017 and 2018 beyond expiration of the original data collection deadline.

As a reminder, the EEOC has filed for renewed approval for the continued collection of EEO-1 Component 1 race, gender and ethnicity workforce data for the next three years (2019, 2020 & 2021).  While EEOC plans to continue to collect Component 1 data, it reported that it is not seeking renewed authority at this time to collect Component 2 pay data and hours worked.  In furtherance of this, EEOC is seeking to decouple the Component 1 form from the pay data reporting of Component 2.

The hearing is intended to allow the Commission “hear from panels of experts, representing a diverse range of different views” on the proposed changes to the reports and is seen as part of the agency’s evaluation of the future of pay data reporting.

The hearing, which will be held in Washington, D.C. will be open to the public on a first come, first serve basis.  The public also has until November 12, 2019 to file comments in response to the Agency’s pending renewal notice.

 

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Photo of Laura A. Mitchell Laura A. Mitchell

Laura A. Mitchell is a Principal in the Denver, Colorado, office of Jackson Lewis P.C. She is a member of the firm’s Affirmative Action and OFCCP Defense practice group as well as the firm’s Pay Equity Resource Group. She is also on the…

Laura A. Mitchell is a Principal in the Denver, Colorado, office of Jackson Lewis P.C. She is a member of the firm’s Affirmative Action and OFCCP Defense practice group as well as the firm’s Pay Equity Resource Group. She is also on the leadership team for the firm’s Government Contractor Industry Group.

Her practice is focused on representing government and non-government contractors in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. Ms. Mitchell personally oversees the development of hundreds of AAPs each year and is intimately involved in the defense of numerous OFCCP audits. She also spends significant time counseling companies in connection with conducting pay equity analyses as well as government contractor employment obligations.

Ms. Mitchell is the editor and a principal contributor of The Affirmative Action Law Advisor blog and frequently presents on pay equity, affirmative action compliance, OFCCP enforcement trends, and government contractor obligations.

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