April Compliance Updates: EEO-1 Reporting Is Now Open

EEO-1 Reporting Is Now Open

The Equal Employment Opportunity Commission (EEOC) has announced that the 2021 EEO-1 Component 1 data collection is now open with the deadline set as May 17, 2022.

For up-to-date information, employers can visit the EEO-1 Component 1 website. Employers can also visit the Filer Support Center for assistance and find helpful resources. 

Who Must File?

An employer must file an EEO-1 report if:

• There are 100 or more employees working at your company
• Your company has 50 or more employees along with a federal contract worth $50,000 or more
• You have 50 or more employees working for your company, and you’re a paying an issuing agent for a savings bond
• You have 50 or more employees working at your business, and your company is serving as a depository of funds from the government
• Your business has less than 100 employees, but the company who owns or acts as an affiliate to your business has more than 100 staff members

New York Requires Electronic Monitoring Notice

On November 8, 2021 New York Governor Kathy Hochul signed an amendment to the New York Civil Rights Law which requires employers to provide notice to employees of electronic monitoring of telephone, email, and internet access and usage. 

The law, which will go into effect on May 7, 2022, will require all New York employers to provide written notice to new employees if the employer intends to monitor telephone or email communications or internet usage. 

Employers are not currently required to obtain acknowledgements from existing employees. However, they will be required to post a notice in an area that is accessible to existing employers who are subject to monitoring. 

More information can be found here. 

Virginia Governor repeals sections to the Virginia Overtime Wage Act (VOWA)

Virginia Senate Bill 631 was signed by the Virginia Governor on April 11, 2022, replacing the current provisions of the VOWA with those provisions of the Fair Labor Standards Act (FLSA). The bill, which will go into effect on July 1, 2022, also requires an employer to compensate air carrier employees, defined in the bill, at a rate not less than one and one-half times the employee's regular rate of pay for any hours worked in excess of 40 hours in any one workweek. 

Additionally, the Secretary of Labor will gather a work group that includes certain industry representatives and legislators to review overtime issues and the Virginia Overtime Wage Act. 

More information can be found here. 

Florida’s Governor Signs “Individual Freedom” Act

House Bill 7, also known as the Individual Freedom Act, states that “subjecting individuals to specified concepts under certain circumstances constitutes discrimination based on race, color, sex, or national origin; revising requirements for required instruction on the history of African Americans.” 

The act prohibits employers from requiring an employee to take diversity training that causes an employee to believe certain ideas or makes that employee feel uncomfortable as a result of ideas being presented during the training. 

More information can be found here.