The delayed EEO-1 Component 1 data collection portal for 2022 will open on Tuesday, October 31, 2023. The deadline to file the 2022 EEO-1 Component 1 report is Tuesday, December 5, 2023. All employers in the private sector with 100 or more employees and federal contractors or subcontractors with 50 or more employees or $50,000 or more in federal contracts must file the EEO-1 report each year. Filers should begin preparing to submit data in anticipation of the opening of the data collection period. According to the EEOC, filing after the December 5, 2023, deadline may result in a “Notice of Failure to File” letter from the EEOC, and no reports will be accepted after January 9, 2024. The EEO-1 Report is a federally mandated survey that collects workforce data categorized by race, ethnicity, sex, and job category. Under Title VII of the Civil Rights Act, certain employers must usually submit EEO-1 Reports by March 31st of each year. However, for the 2022 EEO-1 Reports, the EEO

With the passage of California Senate Bill 1162 (SB 1162), the Pay Transparency Act, in September of 2022, businesses that operate in or hire out of California have new requirements to meet for payroll reporting. This new law, which went into effect on January 1, 2023, sets new standards for Pay Data Reporting (PRD) to help businesses better identify existing pay disparities and prevent potential pay disparities for employees based on race, ethnicity, sex, and other protected characteristics. The Pay Transparency Act is a further evolution of California’s existing pay data reporting law—a law that is important for any business located in California or hiring out of California to understand. California business law can be complex and difficult to navigate, so we’ll break down the basics of California pay data reporting laws, including what’s changed since SB 1162 went into effect. What is CA Pay Data Reporting? In 2020, California enacted its first pay data law,

With the start of the new year, it is time to dust off the employee handbook, review your policies and procedures, and make sure they comply with all the new laws, regulations, and interpretations that have either already gone into effect or will in early 2023. Below, we have identified our “top 10” changes. Please keep in mind there were hundreds of laws, regulations, and changes implemented at the local, state, and federal levels throughout 2022.  So, if you need a handbook/COVID-19 policy review or have any questions, please call. 1. California and Local Minimum Wage Raised – In addition to the gradual increase to minimum wage that has been in effect under California law, several Sonoma County cities have increased minimum wage beyond that required by the state. Below is a table that describes the state and local city requirements: Locality Effective Date Employers With 26 Or More Employees Employers With Less Than 26 Employees California 1/1/2023 $15.5

Usually, California employers need to be prepared for the possibility of new employment laws signed during the legislative session, which adjourned on August 31. This year, there was some additional wrangling in the legislature that took a little longer. But, as expected, Governor Newsome signed several bills expanding employee workplace protections on September 29th and 30th. Below are the top laws that we believe could impact our clients. Read on, the fun has just begun! Before you start, we suggest you have your heartburn medication handy, or maybe some coffee or some other drink of choice. . . we’re HR people, and can’t tell you what kind of drink to choose, but we think you might already know. Ok, ready? Set? Here we go. . . 1. COVID-Related Bills: AB 152, AB 2693, and AB 1751 California COVID-19 Supplemental Paid Sick Leave Effective now through the end of the 2022 (But you’re already compliant, right?) Ok, we know, we’re all done with COVID, right? N

In advance of our traditional list of relevant employment law updates issued every January, we would like to bring your attention to some changes that will require edits to your hiring practices and edits to your handbooks. I. Pay Scale and Data Reporting Effective January 1, 2023: All employers must provide pay scales to any employee or applicant asking for one. All employers must keep pay history for every employee for the duration of their employment, and three years after the employment ends. Employers with 15+ employees must post a pay scale along with any new job advertisement. Employers with 100+ employees must submit detailed pay data reports to the state Civil Rights Department (formerly the Department of Fair Employment and Housing) in addition to the pay data reports to the federal EEOC.  Last year, employers were permitted to submit a copy of their EEO-1 report to the CRD, but now the CRD has created its own list of required information.  These reports are due by

Under California law, private employers with 100 or more employees (with at least one employee in California) are required to submit a report with aggregate pay data to the Department of Fair Employment and Housing (DFEH) with information about their employees’ gender, race, and ethnicity in various job categories. The report will cover the previous calendar year of 2021. The DFEH has updated its Pay Data Reporting guidance for the 2021 California Pay Data Report and set the reporting deadline for April 1, 2022. There are a number of key differences in this year’s reporting requirements. There are 5 key changes to the 2021 California Pay Data Report: A New Due Date: The 2021 Pay Data Report is now due on April 1, 2022. Updated Pay Bands: The Bureau of Labor Statistics has updated the wage intervals (aka pay bands) from those used in last year’s collection. A chart with the updated values can be found on page 6 of the Pay Data Reporting User Guide. A link to this is lo