Posts

Hold On to Your Hats – Expanded EEO-1 Pay Data May Need to Be Reported for 2018

APPLIES TO

All Employers Required to Submit EEO-1 Reports

EFFECTIVE

March 4, 2019

QUESTIONS?

Contact HR On-Call

(888) 378-2456

A Washington, D.C. federal district court judge in National Women’s Law Center v. OMB recently stated that the previously revised EEO-1 report, including employee pay data, is the form employers should be using to submit their required Employer Information Report. In 2016, the EEOC proposed changes to its employer data collection requirements to add 12 pay bands for the 10 job categories that are tracked in EEO-1 reporting. After proposed revisions, the rule was approved by the Office of Management and Budget (OMB) and the revised EEO-1 form was issued. However, following the 2016 presidential election, the OMB directed the EEOC to issue a stay of the form’s release, which it did, and the EEOC subsequently removed the revised EEO-1 form from its website.

Read more

Tennessee: New Reporting Requirements for Healthcare Practitioners’ Drug Tests

APPLIES TO

All Employers with TN Employees in the Healthcare Industry

EFFECTIVE

July 1, 2017

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Tennessee employers in the healthcare industry now have increased responsibilities when conducting employee drug testing.  Healthcare practitioner (“HCP”) employers must now “promptly” report if or when (1) an HCP employee refuses to submit to any work-related testing for specific drugs, including pre-hire testing, or (2) when an HCP employee tests positive in a secondary drug test that confirms the presence of a specific drug detected in an initial test.  These new reporting requirements are specific to drug testing and do not include alcohol testing.