Last month, we informed our clients and colleagues of the recent, pending decision of whether or not qualifying employers would be required to submit Component 2 (collection of pay data) of the EEO-1 report by May 31, 2019 in addition to Component 1. “Component 2” of the EEO-1 report is intended to analyze pay data to determine any disparities or discrimination in pay, with the goal of improving upon this issue should any discrepancies come to light.
Last week, the EEOC finally released an update on the requirement to submit pay data. Employers who meet the EEOC’s reporting criteria are required to submit Component 2 of the EEO-1 report for both 2018 and 2017 no later than September 30, 2019.
Note: Employers are still expected to submit Component 1 of the EEO-report by the May 31, 2019 deadline.
The EEOC will begin accepting this component of the report in mid-July from employers who file the EEO-1 report annually who have more than 100 employees (in both the private sector and some federal/government contractors or subcontractors with more than 50 employees). Employers are expected to report pay data which includes hours actually worked and pay data gathered from their employee’s W-2 forms which will be categorized by race, ethnicity, and sex.
2019 EEO-1 Reporting
31, 2019: Component 1 data for 2018 is
14, 2019: Component 1 data for employers that requested a two-week extension is
15, 2019: Expected date employers can begin submitting Component 2 of the EEO-1
30, 2019: Component 2 data for 2017 and 2018 is due
Don’t wait until the last minute to get this data compiled; HRCentral is here to help you and your HR Department gather and submit data for your organization’s EEO-1 report. Contact us today for assistance in filing or for establishing a streamlined reporting process.
This Sunday marks Mother’s Day, the one day out of the year in
which we celebrate all things mom! While this of course shouldn’t be the ONLY
day we show some appreciation and love to the mothers in our lives, many of us
jump on this opportunity to express the gratitude and admiration to the women
who do so much for us. In the workplace, celebrating strong and dedicated women
is something many employers like to do; however, there are a few things to keep
in mind when organizing and executing a workplace, Mother’s Day celebration.
While Mother’s Day is full of joy and love for so many of us, it
is important to keep in mind that for others, this day can be challenging and
very emotional. Some may be missing a mother who has passed away, some women wish
to be mothers but for whatever reason are not, some mothers may be mourning the
loss of a child. Be mindful and respectful of those mothers and employees who
may be struggling this Mother’s Day, and try to coordinate activities that will
ideally not make anyone feel left out. Consider a few of these options for
celebrating the moms within your company:
- Have a Mother’s Day potluck – ideally one in which moms don’t have to do any work!
- Order food in and have a luncheon or breakfast catered
- Give each mother a small gift (e.g., a coffee card, chocolates, a rose, etc.), but make sure that gift giving isn’t extravagant to the point that some women are made to feel left out
- Consider flexibility with scheduling if a mother wants to celebrate with their family (e.g., many schools invite mothers for “tea parties” or other activities)
- Acknowledge women who may be struggling this Mother’s Day; let them know they are not invisible and offer a small gift or note to attempt to make a hard day manageable
Being a mother in any capacity is hard work, and with nearly 60
million working moms in today’s workforce, employers have a responsibility to
try to create a culture that supports working mothers (and parents in general).
At the end of the day, let your employees (particularly on this day, working
mothers) know that their hard work is valued and appreciated year-round, in
addition to celebrating the hard work moms do on this special day.