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Each month, Mployer collects and presents some of the most relevant and most pressing recent changes in law, compliance, and policy in areas related to employee benefits, health care, and human resources.
Beginning on October 31st, data collection will open for 2022 EEO-1 Component 1 filings.
These reports are part of a mandatory annual data collection process which legally requires all employers with at least 100 employees and federal contractors with at least 50 employees to provide certain information about their employees to the Equal Employment Opportunity Commission, including employee demographics and job categories.
When data collection opens, the Filer Support Message Center, which is a help desk that provides support and assistance to help people submit filings online, will open as well.
The deadline for 2022 EEO-1 Component 1 filings is December 5th, 2023.
Updated versions of the 2022 EEO-1 Component 1 Data File Upload Specifications are available here. You can find an updated version of the 2022 Component 1 Instruction Booklet here, as well.
You can visit the EEO-1 data collection website here.
As of October 23, 2023, The US Department of Labor is now implementing a recently finalized rule that updates the Davis-Bacon Act in a comprehensive way for the first time in more than 4 decades.
According to the updated regulation, if a given federal construction contract is meant to include a wage-determination calculation but that calculation is omitted within the contract, contractors are now required to reimburse any employees who may be negatively affected by the omission, and the federal agency responsible for contracting must reimburse the contractor accordingly.
You can read more about the new updates here.
Beginning November 1st, 2023, applicants for Paid Family and Medical Leave benefits in Massachusetts will be able to supplement those benefits with certain types of employer paid leave that were previously prohibited.
Under the old regulation, the only types of paid employer leave that applicants were permitted to receive on top of PFML benefits from the state were disability benefits and any employer-provided PFML benefits that may have been available.
Under the updated regulation, new applicants for PMFL benefits can supplement their state-provided benefits with any paid leave that has accrued under their employer’s policies. Such leave may include vacation as well as sick leave or personal days, for example.
The only stipulation is that the total amount of state-benefits and employer-provided benefits cannot exceed the applicant’s average weekly wage.
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