We previously posted on the unfortunate ruling in March 2019, when a Federal Court reinstituted the “Component 2” wage reporting in the annual EEO-1 Report. The highly controversial requirement – that employers annually report, to the government, W-2 earnings and hours worked for all employees – had been proposed in 2016, but stayed by the Office of Management and Budget (OMB) in 2017.
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This morning, the U.S. Supreme Court punted a key Equal Pay Act case back to the Ninth Circuit because the decision’s author, Judge Stephen Reinhardt, passed away shortly before the decision was formally issued.
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Date: Thursday, November 16, 2017
Time: 12:00 PM to 1:00 PM PST
Please join Hunton & Williams LLP for a complimentary webinar that will address current concerns faced by employers in California. This program, co-sponsored by Welch Consulting, will examine the following issues:
What is the goal of tomorrow’s “A Day Without A Woman”? According to organizers, “[t]he goal is to highlight the economic power and significance that women have in the US and global economies, while calling attention to the economic injustices women and gender nonconforming people continue to face.” Organizers are looking to end workplace discrimination and urge employers to adopt benefits such as paid family leave, sick days, adequate healthcare, fair pay, vacation time, and healthy work environments.
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One month into 2017 and new pay equity laws already are springing up with activity in Philadelphia, New York, and New Orleans. These new developments make it clear that states and localities will continue to proffer their own individualized pay equity laws into 2017.
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When it comes to employee wage equality, California already has one of the most expansive laws in the country, and it is now attempting to go even further. On June 23, the Wage Equality Act of 2016 (“Wage Equality Act”), SB 1063, took one step closer to becoming law as it passed the California State Assembly’s Committee on Labor and Employment.
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On January 19, 2016, a series of bills in New York commonly known as the Women’s Equality Act will take effect. These laws are intended to help achieve pay equity, strengthen human trafficking laws and protections for domestic violence victims, and end pregnancy discrimination in all workplaces, by, among other things:
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In late August, California legislators advanced Senate Bill 358 which aimed to further close gender pay gaps in California.
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The proposed rule will likely increase the cost of defending against equal pay cases for all employers, not just government contractors and subcontractors.
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You’re Invited: Pay Equity Under The Obama Administration. Pay equity for women and minorities has been a priority throughout President Obama’s administration. President Obama has wielded his Executive power with increasing frequency in 2014. President Obama recently issued an Executive Order and a Presidential Memorandum that target the pay practices of federal contractors. Both actions are designed to increase transparency in employee compensation. They may have significant consequences for covered employers.
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