On Monday, October 24, 2016, a nationwide temporary restraining order and preliminary injunction was granted by a U.S. District Court Judge to temporarily block the implementation and enforcement of sections of the Fair Pay and Safe Workplaces Final Rule and Guidance, often called the “blacklisting” rules. The preliminary injunction was granted in response to a lawsuit brought by industry groups representing the security and construction industries.
The 2016 election season is coming to an end. As voting day quickly approaches, it is imperative HR professionals are up-to-date on the policies of both Hillary Clinton and Donald Trump—and the impact those policies will have on the workplace. Below are some of the federal policy areas subject to change with a new president:
The Equal Employment Opportunity Commission (EEOC) recently updated its Strategic Enforcement Plan for FY 2017-2021 to include a focus on “the increasing use of data-driven screening tools” in hiring and other employment contexts. The agency also held a recent public hearing on the topic, with a panel of attorneys, labor economists, and industrial psychologists telling the agency the use and scope of big data in the employment context is “expected to grow exponentially in the future.”
Industry groups representing the construction and security industry sued the government last week over the recently-published Fair Pay and Safe Workplaces rules, often called the “blacklisting” rules.
The U.S. Government Accountability Office (GAO) recently completed a review of the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). The GAO’s review included an assessment of OFCCP’s supply and service scheduling process, its compliance review process, and its outreach and technical assistance.
In the digital age, optimizing recruitment efforts for mobile users is a must. Mobile devices are quickly replacing desktop computers as the preferred method for searching, reviewing, and applying for jobs. Embracing mobile recruitment is a way for today’s employers to expand their reach and increase the likelihood of finding and hiring top performers. Companies who fail to adopt a mobile-first approach put themselves at a competitive disadvantage.
The Equal Employment Opportunity Commission (EEOC) will host a public meeting next Thursday, October 13, 2016, at 1:00 P.M. Eastern Time to discuss “Big Data and Employment Discrimination.” The meeting will “examine big data trends and technologies, the benefits and risks of big data analytics, current and potential uses of big data in employment, and how the use of big data may implicate equal employment opportunity laws.”
The Department of Labor has issued final regulations implementing Executive Order 13706, which will require federal contractors and subcontractors to provide up to 56 hours (7 days) of paid sick leave annually to its employees. The rule will apply to all solicitations of new contracts and replacements for expiring contracts with the federal government beginning on or after January 1, 2017.
The Equal Employment Opportunity Commission (EEOC) has finalized revisions to the Employer Information Report (EEO-1 Report) that will require most private employers to submit employee pay data to the federal government on an annual basis. Other than changing the reporting period for the EEO-1 Report, the EEOC made few changes from its original proposal, first announced in January 2016. The new requirement begins with the 2017 EEO-1 reporting cycle and will be due by March 31, 2018. Here are five things employers should know.
The U.S. Equal Employment Opportunity Commission (EEOC) today announced that starting March 2018, it will collect summary employee pay data from certain employers. The new data will improve investigations of possible pay discrimination, which remains a contributing factor to persistent wage gaps. The summary pay data will be added to the annual Employer Information Report or EEO-1 report that is coordinated by the EEOC and the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). OFCCP collects data from federal contractors and subcontractors.