In January, the U.S. Equal Employment Opportunity Commission (EEOC) published a proposal that targets the collection of pay data in annual reports submitted to it by employers in an effort to create a database of wage information that might be used to identify opportunities for achieving equal pay. In the event that this plan does get approved, it will begin in the Fall of 2017.
We, at Kilgore Law, can answer any questions you may have regarding this policy. If you feel you have a claim concerning your employee rights, Contact Kilgore Law or call us at (214) 969-9099. We offer a free 15-minute consultation with an employment lawyer.
The laws that prohibit discrimation are enforced by the EEOC. The EEOC obtained records in regards to differences in sex, race, and so on. Each year a form called the EEO-1 is sent in in order to catalog the information regarding this categories.It was proposed, this year, that the EEO-1 also have the pay information of all private and federally contracted employees provided that the company has more than 100 employees.
Pay inequality often goes undetected because of a lack of information about what employees are paid. Employers often ignore or retaliate against employees who might suspect discriminatory pay practices and seek information about wages. In order to get rid of pay discrimination, the EEOC and the OFCCP will need to see the data for all different jobs in all different fields of work.
This system could, potentially, elimate discrimination by other employers when they see what their pay practices look like.
The information is not publicly available. Instead, the EEOC would publish only aggregate pay data submitted by employers. By having this information posted, employers can compare their payrates, and ensure that the employees are all being paid fairly.
The goal is for employers to rectify any unfair situations before it comes down to a legal matter. Fair pay data will likely boost earning for companies.
When it comes to keeping up with changes in the requirements and the procedures at the EEOC, there really is no substitute for experience. We are very experieced at Kilgore Law. Get in touch with is for more information. To consult with one of our layers free of charge, email us or call us.