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ARTICLE · 26 MAY 2016

An Activist EEOC Seeks To Leave Its Mark

Herbert Smith Freehills Kramer LLP
Herbert Smith Freehills Kramer LLP
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Seeking to capitalize on President Obama's final year in office, the Equal Employment Opportunity Commission (the "EEOC") is proposing a new burden on employers and codifying its positions on discrimination and retaliation.

United StatesEmployment and HR
Kevin B. Leblang
Kevin B. Leblang
Robert N. Holtzman
Robert N. Holtzman
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Seeking to capitalize on President Obama's final year in office, the Equal Employment Opportunity Commission (the "EEOC") is proposing a new burden on employers and codifying its positions on discrimination and retaliation.

Show Me the Money: Adding Pay Data to the EEO-1

On January 29, 2016, the seventh anniversary of the Lilly Ledbetter Fair Pay Act, President Obama announced that employers with more than 100 employees will be required to add pay information to their employer information reports, known as the EEO-1. This proposed report will permit the EEOC to review racial, ethnic, and gender distinctions in pay ranges and hours worked within broad job categories. Not only will this change create an additional administrative headache for employers, but this noncontextual data necessarily presents potential liability concerns.

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