Compliance Corner

The U.S. Equal Employment Opportunity Commission (EEOC) has announced that it is tentatively scheduled to begin accepting EEO-1 reports for 2022 via its portal in the fall of 2023. Previously, the EEOC had expected to start the process in mid-July 2023.

The reason for the delay is that the EEOC is currently completing a mandatory, three-year renewal of the EEO-1 Component 1 data collection by the Office of Management and Budget (OMB).

The alternative procedure may be used starting on August 1, 2023 and does not expire, but can be cancelled or amended by the Department of Homeland Security. The alternative procedure is only available to employers enrolled in E-Verify.

This notice is to clarify how  in Groff v. DeJoy, the U.S. Supreme Court has ruled that when establishing an undue hardship in the context of providing reasonable accommodations for employees’ religious beliefs and practices, employers must demonstrate substantial increased costs in relation to the operations of its business.

This notice is to clarify how  in Groff v. DeJoy, the U.S. Supreme Court has ruled that when establishing an undue hardship in the context of providing reasonable accommodations for employees’ religious beliefs and practices, employers must demonstrate substantial increased costs in relation to the operations of its business.

Colorado has enacted legislation (Senate Bill 23-172), which prohibits discrimination based on marital status, redefines harassment under state law, clarifies the protections for individuals with disabilities, and extends recordkeeping requirements. The changes take effect Aug. 7, 2023.

Colorado has enacted legislation (Senate Bill 23-172), which prohibits discrimination based on marital status, redefines harassment under state law, clarifies the protections for individuals with disabilities, and extends recordkeeping requirements. The changes take effect Aug. 7, 2023.

Georgia has enacted legislation (Senate Bill 129) that amends the rules governing an employee’s entitlement to time off to vote in elections. The changes take effect July 1, 2023.

Hawaii has enacted legislation (Senate Bill 1057), which requires employers with 50 or more employees to disclose in job listings the hourly rate or salary range for the position. Senate Bill 1057 also broadens the state’s equal pay law. The changes take effect Jan. 1, 2024.