Compliance Stuff

And eight FAQs about preparing your data.   According to  documents recently filed  with the Office of Management and Budget, the Equal Employment Opportunity Commission is moving forward with the collection of 2024 employment data. The tentative filing period for 2024 EEO-1 Reports will begin on  May 20  and close at 11 p.m. Eastern on  June 24 . The EEOC notes in the proposed  Instruction Booklet  for 2024 that the final dates will be posted on its website. Employers “are strongly advised” to check  the site  for updates regarding the filing cycle as well as the data collection itself. Not surprisingly, the EEOC is requesting the OMB to approve a “non-substantive” change to the filing process to comply with Executive Order 14168,  Defending Women From Gender Ideology Extremism and Restoring Biological Trust to the Federal Government . This Executive Order requires that any federal form seeking an individual’s sex will not req...

A funny thing happened as a result of the COVID-19 pandemic. Employers everywhere sent their employees home to work, many of whom will work forever more out of their home or remote worksite, never to see the Company headquarters again. Coming out of the pandemic, some employers have drastically scaled back their brick-and-mortar headquarters. Others have ditched the company HQ, replacing it with a modest store front or even a Post Office Box. [ All you Gen Z peeps : if you are wondering what a “Post Office box” is, ask your parents!] As remote work cements itself into the fabric of the 21st Century workplace, it’s wreaking havoc on how an FMLA-covered employer determines whether its remote employees are eligible for FMLA leave. Why, you ask? Consider the definition of an eligible employee. Under the FMLA, an employee is eligible for FMLA leave if they have worked 12 months and 1250 hours prior to FMLA leave. These two, of course, are relatively easy to determine. However, the employe...