IllinoisâJoining CaliforniaâWants Pay Data
Employment Law April 14, 2021
Subscribe
Employers are facing growing requirements to share pay data, with Illinois joining California in enacting a new law mandating transparency.
The push for sharing pay data can be traced back to 2016, when the Equal Employment Opportunity Commission (EEOC) proposed a revision to the EEO-1 report that would require employers to share information about the wages paid to their workers.
While the Trump administration hit pause on the collection, a lawsuit kept the movement alive. After a COVID-19 delay in 2020, the EEOC announced that demographic data reporting required by the EEO-1 will resume this month. Pay data will likely follow in the coming years.
To print this article, all you need is to be registered or login on Mondaq.com.
In an effort to address the gender pay gap, California Governor
Gavin Newsom signed into law SB 973 on September 30, 2020, which, among
other things, mandates employers to provide new specified data to
the Department of Fair Employment and Housing ( DFEH )
regarding employee pay and demographics of the employer s
workforce.
As a result of the new law, any employer with 100 or more
employees at least one of whom is in California was
required to submit a California Pay Data Report on or before March
31, 2021, and each year thereafter. The California Pay Data Report
March 2021 Employment Law Update: New ARPA/COBRA Subsidy, COVID-19-Related Sick Leave Developments And More - Employment and HR mondaq.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from mondaq.com Daily Mail and Mail on Sunday newspapers.
To embed, copy and paste the code into your website or blog:
While many employers may be familiar with the requirement to provide harassment training, including training regarding the handling of internal complaints, what to do when a complaint is received may be less clear.
The DFEH’s guide provides steps for conducting a fair investigation, including:
Conducting a thorough interview with the complaining employee;
Giving the employee accused of inappropriate conduct an opportunity to explain their perspective;
Interviewing relevant witnesses and reviewing relevant documents; and
Taking other investigatory steps as may be necessary to determine facts, such as visiting work sites or reviewing video.
Legal Disclaimer
You are responsible for reading, understanding and agreeing to the National Law Review s (NLR’s) and the National Law Forum LLC s Terms of Use and Privacy Policy before using the National Law Review website. The National Law Review is a free to use, no-log in database of legal and business articles. The content and links on www.NatLawReview.com are intended for general information purposes only. Any legal analysis, legislative updates or other content and links should not be construed as legal or professional advice or a substitute for such advice. No attorney-client or confidential relationship is formed by the transmission of information between you and the National Law Review website or any of the law firms, attorneys or other professionals or organizations who include content on the National Law Review website. If you require legal or professional advice, kindly contact an attorney or other suitable professional advisor.