As the dust settles from the 2016 election, predictions abound regarding what a Trump presidency will mean for employers. Predicting what policy changes an administration will make is difficult after a typical election year . . . and Donald Trump’s successful campaign was anything but typical. One issue employers may be concerned about is what is going to happen to the new EEO-1 reporting rule that requires employers with 100 or more employees to annually submit detailed pay data and work hours—in addition to race and gender data—for all employees beginning in 2018.
Unfortunately, it’s not clear. President-elect Trump campaigned on a promise to (among other things) relieve businesses of unduly burdensome regulations enacted during President Obama’s Administration. Therefore, the EEO-1 pay data reporting requirements may be one of the rules on the chopping block. Continue reading →
Here at OutSolve we support contractors throughout the country in Affirmative Action Planning, OFCCP audits and all things relate to EEO/AA compliance. Our primary interest is in AAP support, meaning every day we work with data, generate reports and answer hundreds of questions related to compliance. One important lesson we have learned over the years is that while many plan requirements are clear and well documented, not all aspects of compliance are so straightforward. Affirmative action planning can be as much an art as it is a science. It is often these grey areas that require the most support so OutSolve created a presentation to help federal contractors understand the requirements surrounding training and affirmative action plan implementation. Continue reading →