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In 1998, the Conference for Food Protection (CFP) attempted to alleviate this problem through the formation of a committee that was charged with determining what constitutes a wild mushroom expert. Administrative authority is different from legislative or judicial authority in that it includes the power to create rules and regulations based on the statutes that legislative authorities put into effect.

Pages: 174

Publisher: Child Poverty Action Group; 7th Revised edition edition (September 15, 2014)

ISBN: 190607691X

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The OMB approved the EEOC’s Final Revisions today, September 29, 2016. 

What Does the EEO-1 Report Currently Require?

The EEO-1 Report is a survey document that has been mandated for more than 50 years. Currently, employers with more than 100 employees, and federal contractors or subcontractors with more than 50 employees, are required to collect and provide to the EEOC information about employees’ race/ethnicity and sex in each of ten job categories (e.g., Executive & Senior-Level Officials and Managers, First/Mid-Level Officials & Managers, Professionals, Technicians, Sales Workers, Administrative Support Workers, Craft Workers, Operatives, Labors and Helpers, and Service Workers).  The current EEO-1 report is available here.

There are no changes to the EEO-1 report for 2016, which remains due September 30, 2016.

What Will the New EEO-1 Report Require?

Beginning in March 2018, covered employers will still be required to provide the demographic information currently required.  However, in addition, employers with more than 100 employees  will be required to submit a “Component 2” report which discloses previous year W-2 earnings and hours worked for all employees.  Federal contractors and subcontractors with between 50 and 99 employees will only be required to submit the current EEO-1 form without the compensation and hours worked data required in the Component 2 report.  The format of the new report is available here.

Employers will submit information based on an employee workforce snapshot taken from the end of any pay period between October 1st and December 31st.  Employers are required to account for and include all employees who were active as of that snapshot pay period.   So, for example, if the employer chose December 15th as the snapshot pay period, it would include the year-end income and hours worked for every employee who was active during that pay period.  In this example, if an employee was hired on December 1st, the employer would only report on the hours and income that the employee worked and earned between December 1st and December 15th.  However, if another employee was terminated on November 15th of the reporting year, that employee’s income and earnings would not be reported on the EEO-1 report because the employee was not employed during the December 15th snapshot pay period.  As another example, if the employer chose October 1st as the snapshot pay period, the employee who was hired in December would not be included but the employee who was terminated on November 15th would be included.  For the employee who was terminated as of November 15th, the employer would report the entire calendar-year hours and earnings (i.e., all hours and W-2 earnings between January 1st and the termination date of November 15th).  The employer will report year-end income and hours works for employees captured on the snapshot  pay period, regardless of the date of the snapshot pay period.

The filing deadline for each year will be March 31st of the following year.  So, for example, the 2017 EEO-1 reports must be submitted by March 31, 2018.

The EEOC will require that covered employers submit compensation and hours worked data as follows:

  • Compensation Data - For each of the ten EEO-1 job categories, the new EEO-1 report requires that employers report W-2 “Box 1” income calculated on a calendar-year basis, ending December 31st.  “Box 1” of the W-2 includes wages, tips, overtime, bonuses and other earnings, but does not include pre-tax retirement and benefit deductions. 

This W-2 income data will be reported by tallying the number of employees in each of the ten EEO-1 job categories and categorizing their pay in twelve pay bands.  The pay bands track those used by the Bureau of Labor Statistics in the Occupation Employment Statistics Survey as follows:
 

Pay Band 1

<19,239

Pay Band 2

$19,240-$24,439

Pay Band 3

$24,240-$30,679

Pay Band 4

$30,680-$38,999

Pay Band 5

$39,000-$49,919

Pay Band 6

$49,920-$62,919

Pay Band 7

$62,920-80,079

Pay Band 8

$80,080-$101,919

Pay Band 9

$101,920-$128,959

Pay Band 10

$128,960-$163,799

Pay Band 11

$163,800-$207,999 and

Pay Band 12

>$208,000

 

For instance, an employer would report that it employs ten African-American men who are Craft Workers in the second pay band ($19,240-$24,439) or that it employs four White women in the Professional job category who are in the seventh pay band ($62,920-$80,079).

  • Hours Worked - The report will also require employers to submit hours worked by the employees in each job category and pay band.  For example, an employer would report that the ten African-American men who are Craft Workers in the second pay band worked a total of 10,000 hours. 

For non-exempt workers, employers will report actual hours worked (including overtime hours).  But what about exempt employees who often do not track their hours?  The EEOC’s answer was non-satisfactory and will result in skewed data ref.: G90: General Conditions of read epub http://luxorrocks.com/library/g-90-general-conditions-of-contract-for-water-industry-plant-contracts.

The state paid sick leave law does not supersede local ordinances, and employers must comply with both the state and the local laws, whichever is more favorable to employees.
 
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Seyfarth Synopsis: OSHA’s new Silica Rule will have a lasting effect on nearly 2.3 million workers and over 675,000 employers.  The chances are high that the new Silica Rule will affect your business and may require you to implement new policies and programs to protect your employees’ safety.

Introduction

The Occupational Safety and Health Administration (OSHA) released its new Respirable Crystalline Silica Rule (Silica Rule) on March 25, 2016.  Crystalline silica particles are commonly dispersed in the air when workers cut, grind, crush, or drill silica-containing materials such as concrete, masonry, tile, and rock.  OSHA estimates that 2.3 million American workers are exposed to respirable silica, with 1.85 million of those workers in the construction industry.  Other common sources of exposure are building products manufacturing, sandblasting, and hydraulic fracturing (fracking) of oil and gas wells.

Revised Exposure Limits

OSHA’s new Silica Rule establishes permissible silica exposure limits (PEL) for all workers at 50 micrograms per cubic meter (μg/m3) of air over an 8-hour day (8-hour TWA), cutting allowable exposures in half in general industry and even more in the construction and maritime industries.  OSHA found that, even with a PEL of 50 μg/m3, there is still a significant risk remaining for workers.  However, OSHA determined that 50 μg/m3 is the lowest level that can be reasonable achieved through the use of engineering controls and work practices at a majority of employers.  OSHA also established an “action level” of 25 μg/m3 over an 8-hour day.

Compliance Deadlines

OSHA identified a new Silica Rule as a top priority since the beginning of the Obama administration.  The Agency published a Notice of Proposed Rule Making in the Federal Register on September 12, 2013 (78 Fed ref.: Welfare Reform Bill: Fourth download here Welfare Reform Bill: Fourth Marshalled.

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