EEOC MAKES ANNOUNCEMENT REGARDING FUTURE EEO-1 PAY DATA COLLECTION
The Equal Employment Opportunity Commission (EEOC) announced today that, due to high burden on employers and unproven usefulness of the program, it will not collect pay data during future EEO-1 reporting cycles. That is likely welcome news for employers who have been following the EEO-1 reporting saga.
Nothing about today’s announcement changes the obligations for this reporting cycle. Covered employers still need to turn over pay data from 2017 and 2018 by the September 30th deadline as we previously advised. However, they may not need to do so in the future if the EEOC has it’s way.
EEOC Chair Janet Dhillon released a 9-page report on behalf of the Board reestablishing the EEOC’s authority over the pay data. The report states that after reexamining the methodology used, the burden estimate associated with the EEO-1 is higher than … previously estimated. It also noted that the unproven utility to its enforcement program of the pay data … is far outweighed by the burden imposed on employers. For that reason, the report notes, the EEOC will not seek to renew Component 2 of the EEO-1 (pay data) beyond 2019.
What does this announcement mean for employers?
For this reporting cycle — nothing. Employers subject to the EEO-1 reporting requirement will need to submit Component 2 data (hours worked and pay data by race, ethnicity, and sex) by September 30th.
For future reporting cycles — stay tuned. There is nothing to stop the court from enforcing the Obama-era rules requiring pay data collection and reporting for future reporting cycles — just like it did this year. However, the EEOC has taken steps to put a halt to future efforts to collect the data.
NAE will continue to monitor developments and provide updates to ensure employers know what their obligations are. Join our email list to ensure you don’t miss the latest developments on this and other employment-related issues.
HR FORMS
-
Home
For over 85 years
Workplace compliance and HR administration
Nevada Association of Employers (NAE) has compiled a collection of commonly used HR forms, checklists, policies, and employer guides to help Nevada businesses manage workplace compliance and HR administration.
Whether you are looking for an employment application, employee file checklist, payroll deduction form, performance appraisal form, or FLSA exemption worksheet, NAE provides resources designed to support employers with day-to-day HR operations.
These tools help employers maintain consistent documentation practices and ensure workplace policies align with federal and Nevada employment regulations.
Employers who need additional guidance on HR compliance may also benefit from services such as HR Hotline support or professional HR audits, which help identify potential compliance gaps before they become legal issues.
Access HR Forms Through the Member Portal
NAE members can access these HR resources through the Member Portal (login required). The portal includes downloadable HR forms, customizable policies, and other templates that help employers manage employee documentation and HR procedures efficiently.
These resources are designed to work alongside other NAE compliance tools, including the HR Compliance Checklist and Employee Handbook Review services that help employers maintain legally compliant workplace policies.
Lets Start Today
Need a Form or Resource Not Listed?
If you don’t see the HR resource you need, NAE’s HR professionals and employment law attorneys are available to help.
Members can request guidance or customized resources through services such as Legal Hotline or employment legal services, which provide expert advice on workplace compliance and HR documentation.
Contact Nevada Association of Employers to speak with our team about your HR needs.
📞 Phone: 888-438-3125
📧 Email: info@nevadaemployers.org
Contact Nevada Association of Employers
Begin Your Journey Now:
Become a Member
OR
Speak With Member Services:
Give Us a Call
See Why Nevada Employers Trust NAE
[trustindex no-registration=google]