Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
EEOC Hits the Ground Running in 2016!
With the issuance of a draft guidance and an announcement that it will be seeking pay data on its annual EEO-1 form in a little over a week, the Equal Employment Opportunity Commission (EEOC) has laid down a marker that it too will play an integral role in advancing President Obama’s public policy agenda during his final year in office.
Here is what the EEOC is out of the gate with so far in 2016:
Updated Retaliation Guidance – On January 21, the EEOC issued draft guidance on preventing retaliation, providing 30 days for public comment. According to the agency, complaints to EEOC of workplace retaliation have grown year over year. The new guidance will replace the current Compliance Manual on Retaliation issued back in 1998 to reflect recent case law and the EEOC’s current interpretations enforcement posture on retaliation cases.
The new guidance defines “protected activity,” including an employee’s opposition to discrimination, which could give rise to a claim of retaliation if interfered with by an employer. The guidance also provides examples of unlawful conduct and includes what the EEOC considers to be “best practices” for employers to avoid retaliation in the workplace. Comments are due to the agency by February 24, and SHRM will be submitting comments on the draft guidance.
Pay Data to be Included in New EEO-1 – The EEOC also announced on January 29, that it is revising its annual EEO-1 report to include the collection of summary pay data by gender, race, and ethnicity from employers with more than 100 employees. The new data reporting requirement was announced in concert with a White House event marking the 7th anniversary of the enactment of the Lilly Ledbetter Fair Pay Act.
In its announcement, the EEOC noted that the new requirements will replace the Equal Pay Report that the OFCCP has been working on for the past two years and expand the Administration’s efforts to collect this type of data beyond federal contractors to include requirements on all employers. SHRM will have an opportunity to comment on this proposal which contains some elements that are similar to last year’s OFCCP proposal. In SHRM’s comments on the OFCCP proposal, the Society identified numerous ways in which we believe the requested data collection requirements (particularly in aggregate form) would not help the agency meet their desired goal; to identify potential pay discrimination and help the government focus its enforcement efforts.
EEOC Hits the Ground Running in 2016!
SHRM Comments to EEOC on GINA’s Relationship to Employer Wellness Programs
Drumbeat over Administration’s Overtime Changes Continues
House Fails to Override ACA Veto, Excise Tax Scheduled to Take Effect in 2020
Free Guides Available to Help Work Work!
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 10,000 companies