President Obama has made it clear that equal pay is one of his top priorities, and his latest action should go a long way to advancing that goal. It’s also likely to add a significant amount of administrative work for HR and benefits pros.
On the seventh anniversary of the Lilly Ledbetter Act, the Obama administration announced that it is taking some monumental steps to identify potential pay discrimination.
The first: Enlisting the help of the EEOC to procure more detailed payroll data from employers.
The EEOC — in partnership with the DOL — issued a proposal to start collecting pay data from employers with 100 or more employees to help uncover and root out pay discrimination.
And the feds plan to garner that info through a revised version of its Employer Information Report or EEO-1 Report. As most HR pros are well aware, the EEO-1 is a compliance survey — a survey that, with limited exception, is required for all private employers (including federal contractors) with 100 or more employees — where employers report employment data categorized by race/ethnicity, gender and job category.
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