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EEOC Proposes Significant Expansion of EEO-1 Reporting Requirements

EEOC’s proposed reporting requirements would mandate that employers submit annual reports detailing compensation information by ethnicity, race, and sex.

On February 1, the US Equal Employment Opportunity Commission (EEOC), in coordination with the Office of Federal Contract Compliance Programs (OFCCP), published proposed guidelines that would require all US employers (not just federal contractors) with 100 or more employees to include compensation information on EEO-1 Reports. The proposal represents a substantial expansion of the information that is currently required to be included in EEO-1 Reports, and will almost certainly result in increased government scrutiny for many employers.

The EEOC’s Proposed Reporting Requirements

Under the EEOC’s proposal, beginning in 2017, employers with 100 or more employees would be required to include two categories of information in their EEO-1 Reports. First, employers would continue to submit ethnicity, race, and sex data by job category, as is currently required. Second, employers would be required to submit data regarding employees’ W-2 earnings and hours worked. 

With respect to earnings data, the EEOC proposes that, for each of the 10 EEO-1 job categories (Executive/Senior Level Officials and Managers; First/Mid Level Officials and Managers; Professionals; Technicians; Sales Workers; Administrative Support Workers; Craft Workers; Operatives; Laborers and Helpers; and Service Workers), employers must include the number of employees by ethnicity, race, and sex that fall in the below pay bands:

  • $19,239 and under

  • $19,240 - $24,439

  • $24,440 - $30,679

  • $30,680 - $38,999

  • $39,000 - $49,919

  • $49,920 - $62,919

  • $62,920 - $80,079

  • $80,080 - $101,919

  • $101,920 - $128,959

  • $128,960 - $163,799

  • $163,800 - $207,999

  • $208,000 and over

For purposes of determining the appropriate pay band, the EEOC proposes using employees’ total W-2 earnings for a 12-month period looking back from a pay period between July 1 and September 30. For example, an employer could aggregate W-2 data for the 12 months preceding the second pay period in July of the reporting year. The EEOC maintains that W-2 earnings are the most useful measure of pay because, in addition to base pay, they reflect other taxable income such as commissions, tips, fringe benefits, and bonuses.

The proposal purports to account for employees who work part time or less than a full 12 months by requiring that employers also report total hours worked by the employees included in each pay band. For example, an employer would state on the EEO-1 Report that African-American men who are in the job category Craft Worker in the second pay band ($19,240 - $24,439) worked a total of 10,000 hours.

The EEOC has stated that, consistent with federal law, it will keep all company-specific EEO-1 data confidential unless and until a Title VII proceeding is instituted that implicates the data. Likewise, the OFCCP will keep any EEO-1 data that it receives confidential to the maximum extent permitted by law in accordance with Freedom of Information Act (FOIA) Exemption 4 and the Trade Secrets Act. However, the EEOC has stated that it intends to aggregate the collected EEO-1 data across employers and share the information publicly.

The comment period for the proposed reporting requirements closes on April 1, 2016.

Implications for Employers

In addition to requiring employers to turn over sensitive earnings data, the EEOC’s proposal, if effectuated, would shine a spotlight on pay equity issues and thereby increase the government scrutiny faced by employers. The EEOC has acknowledged as much, stating “EEOC and OFCCP will use this data to more effectively focus agency investigations, assess complaints of discrimination, and identify existing pay disparities that may warrant further examination.”

The EEOC has also stated that it and the OFCCP plan to develop statistical software to analyze EEO-1 data, as well as guidance to be used by their staff when reviewing such data. To that end, the EEOC has suggested the types of statistical analyses that it may utilize in performing these assessments and stated that, consistent with existing case law, it will likely treat results of 2.0 or more standard deviations as statistically significant and therefore indicative of discriminatory pay practices.

The agency has not, however, proposed any means for considering non-discriminatory factors that may explain pay differentials or analyzing why certain employees are in “higher level” positions. For example, while the EEOC’s communications regarding the proposed requirements recognize that pay disparities may be explained by differences in factors such as education, career, and experience, it does not appear that data reflecting this information will be collected. Thus, even the most basic factors that may impact pay (such as an employee’s experience and differences in the types of jobs falling within a job category) will not be captured in the EEOC’s analyses, which could lead to misleading statistical results.

Employer Response and Considerations Moving Forward

Employers will have the opportunity to submit comments regarding the proposed reporting requirements until April 1, 2016, and may use this opportunity to discuss issues such as the burden associated with the proposal and limitations of the proposed pay reporting methodology.

Considering that the EEOC’s reporting requirements could be implemented largely as proposed, employers should assess the proposed rules’ potential implications for their businesses. This could include conducting an internal analysis, on a privileged basis, that hypothetically assesses what the data would show if a company submitted an EEO-1 Report (including the proposed compensation information) now. In addition, employers should consider conducting pay equity analyses to identify the non-discriminatory factors that may explain pay differences, and make any pay adjustments accordingly. Furthermore, because some pay differences may be the result of differences in representation based on job type or level of a position, employers should ensure that they are tracking applicant data on interest and availability for positions.

Copyright © 2022 by Morgan, Lewis & Bockius LLP. All Rights Reserved.National Law Review, Volume VI, Number 33
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About this Author

Grace Speights, Morgan Lewis, employment attorney
Partner

Grace E. Speights handles high profile and high stakes workplace matters for many clients and is often called upon by clients for crisis management assistance. She defends clients against employment discrimination claims—particularly class claims—and claims of discrimination in public accommodations. Grace represents clients in systemic investigations and litigation brought by the Equal Employment Opportunity Commission (EEOC). She also counsels on best practices for corporate diversity initiatives. Grace is the leader of the firm’s labor and employment practice,...

202-739-5189
Michael Burkhardt, Labor and employment lawyer, Morgan Lewis
Partner

Michael S. Burkhardt represents employers in a wide range of labor and employment disputes, including employment discrimination class actions, systemic discrimination investigations, and multiplaintiff litigation. He handles FLSA and state wage and hour actions, as well single-plaintiff disability, sex, age, and race discrimination claims. He also represents clients in whistleblower and wrongful discharge claims. Michael has experience in all areas of employment litigation and counseling, particularly EEOC systemic investigations, class action litigation, noncompetition...

215-963-5130
Paul Evans, Morgan Lewis, labor and employment lawyer
Partner

Paul C. Evans represents employers at the US state, federal, and appellate level in employment discrimination class actions, wage and hour cases, multiplaintiff and complex litigation, and other labor and employment matters. He also defends clients facing challenges to employer-selection devices such as pre-employment tests and credit and criminal record checks. Paul counsels clients in the entertainment, retail, telecommunications, technology, and insurance industries with matters in jurisdictions across the United States. Paul serves as the operations partner for the...

215-963-5431
Blair J. Robinson, Morgan Lewis, labor and employment lawyer
Partner

Blair J. Robinson represents clients in a broad range of labor and employment matters, including class/collective actions and individual plaintiff litigation.  With an emphasis on defending large-scale discrimination and wage and hour class and collective actions, Blair represents clients in the pharmaceutical, financial services, and entertainment industries before state and federal courts across the United States.

212.309.6345
Krissy A. Katzenstein, Morgan Lewis, Labor and employment attorney
Partner

Krissy A. Katzenstein represents employers in a wide range of employment disputes, with a focus on class and collective actions involving systemic discrimination claims and complex multi-plaintiff matters. She also has experience handling a variety of single plaintiff matters involving discrimination and harassment claims, FLSA and state wage and hour claims, and Family Medical Leave Act claims. In addition, Krissy regularly works with clients on large internal investigations involving sensitive allegations.

202.739.5651
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