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Breaking Down the Newly Updated EEO-1 Component 2 Pay Data Materials Part 2

Proudly Serving Employers

In part one of this two-part series, the Orlando construction attorneys at Cotney Construction Law discussed the newly updated EEO-1 Component 2 Pay data materials. The Equal Employment Opportunity Commission (EEOC) updated the site for employers who need to submit pay and hours worked data for their annual EEO-1 reports.

Now, our Orlando construction attorneys will continue to discuss this topic, focusing on some recently provided answers to frequently asked questions related to EEO-1 reports. Failure to maintain compliance with EEOC provisions can greatly hinder your business by sticking you with fines or imprisonment.

Answering Employers’ Most Nagging Questions

To help mitigate confusion and provide employers with robust resources for maintaining EEOC compliance, the EEOC has provided answers to employers’ most nagging questions, including:

  • There is no requirement for filers to utilize the same workforce snapshot date they originally used when filing Component 1 reports for 2017 and 2018. However, they may utilize a different snapshot date (or period) for Component 2 reporting if necessary.
  • When reporting hours for exempt employees, employers should not stray from the typical 40/20 hours per week proxy numbers. If the employer chooses to do so, they can report actual hours worked. For instance, if an exempt employee works only 35 hours per week, the employer may report this figure instead of the 40- or 20-hour proxy. Employers can only use the proxy when dealing with workers who are putting in 40 or 20 hours a week. That said, an employer is not required to report proxy hours for every single exempt employee on their payroll. Employers can report actual hours for some workers and proxy hours for others if they have the relevant information.

Consult an Orlando Construction Attorney

When it comes to employment law, you can’t afford to let a simple accident throw a wrench in your project. The EEOC is responsible for enforcing federal laws designed to level the playing field for all workers. Failure to maintain EEOC compliance can lead to lofty fines and even imprisonment. If you want to safeguard your business against any potential legal issues related to the EEOC, consult an Orlando construction attorney from Cotney Construction Law.

If you would like to speak with an Orlando construction attorney, please contact us today.

Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.