The Equal Employment Opportunity Commission (“EEOC”) is making equal pay for men and women an agency priority. On July 13, 2016 the EEOC announced a revised version of its plan to expand the collection of payroll data from federal contractors and other employers with more than 100 employees.
The required report, EEO-1, underwent revisions after extensive, heated comments on the EEOC’s prior proposed updates to the report this past spring. While the EEOC’s revised proposal still requires that data on pay ranges and hours worked be reported, the EEOC pushed back the date by which employers will have to submit the new EEO-1 report from September 2017 to May 2018. Not only does this delayed reporting date give employers more time to prepare, it also simplifies reporting by allowing employers to use existing W-2 data from the 2017 calendar year for the 2018 report.
Despite this delay in reporting, the new EEO-1 report will provide a more comprehensive method for collecting data on pay rates among men and women. This data in turn will help the EEOC assess complaints about pay discrimination and identify existing pay disparities in the workplace. The Equal Pay Act was passed in 1963. Nonetheless, studies confirm that there continues to be a significant wage gap between men and women performing the same job. In fact, as Time Magazine recently reported, a recent studies shows that female physicians make an average of $20,000 less than their male counterparts.