In 2016, the Equal Employment Opportunity Commission (EEOC) proposed and then approved a new EEO-1 Form for the collection of certain workforce data. In particular, the new form would require all employers with 100 or more employees, and federal contractors with 50 or more employees, to now annually report certain pay and hours worked data,

A distinguishing characteristic of employment discrimination claims in their short statute of limitations – for Minnesota Human Rights Act claims the statute is only 12 months. Defamation claims are two years and tort and breach of contract claims are six years, so a one year limitation period is very favorable to employers. Doubtless, the Minnesota

On February 1, 2016, the Equal Employment Opportunity Commission (EEOC) published a notice regarding a proposed revision of the Employer Information Report, otherwise known as the EEO-1 Report.  The proposed revision would result in employer submission of workforce compensation data.  According to the EEOC, this access to pay data would allow the agency to identify

Recently, the Occupational Safety and Health Administration, (OSHA) announced a proposed rule concerning injury and illness recordkeeping requirements for employers that would make public employee records about illnesses and injuries.  78 Fed. Reg. 67254 (Nov. 8, 2013).
OSHA Assistant Secretary Dr. David Michaels stated that the proposed rule would require employers with 250 or more

The Equal Employment Opportunity Commission (EEOC) requires that the Employer Information Report (EEO-1 Report) must be filed by September 30, 2013.  Generally, all private employers who are subject to Title VII and have at least 100 employees must file this Report.  Additionally, private employers who have fewer than 100 employees, but are owned or affiliated

Private employers in Minnesota need to be familiar with personnel record statutes and employee privacy rights.  The Minnesota Government Data Practices Act, a wholly separate and much more demanding set of employee privacy laws that apply to public employers and public employees, is irrelevant to private employers – for the most part.

The annual EEO-1 Report filing deadline is quickly approaching.  The EEO-1 Report is a compliance survey report mandated by federal statute and regulations.  It requires employers to categorize employment data by race/ethnicity, gender and job category and file a report with the United States Equal Employment Opportunity Commission (EEOC).  Most private employers who have 100