The recent election and a new administration are sure to bring even more corporate compliance and regulation changes. The Equal Employment Opportunity Commission (EEOC) is already proving this axiom.
By Bob Coughlin |
Updated on December 19, 2016
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It is often said that the only constant is change, and that’s certainly true in the business world. The recent election and a new administration are sure to bring even more corporate compliance and regulation changes. The Equal Employment Opportunity Commission (EEOC) is already proving this axiom.
The EEOC has proposed changes to their update procedure for the EEO-1 report to require the inclusion of pay data for certain companies. If your organization employs more than 100 workers, these changes will definitely create the need for additional effort to the way you track and report the EEO-1. So it’s best to get in front of this update now, rather than fall behind in practice when the new tracking period begins on January 1, 2017.
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