What do I need to know for September? EE0-1 & Massachusetts Paid Family and Medical Leave
April 4, 2021
Massachusetts Paid Family and Medical Leave
The Massachusetts Paid Family and Medical Leave law (PFML) requires most private employers to provide employees (including 1099-MISC contract workers) with paid family and medical leave – up to 12 weeks for eligible employees to care for a family member, and up to 20 weeks for the employee’s own serious health condition. Leave will be available beginning in January 2021.
The deadline for PFML notices to be issued to your workforce is quickly approaching. You should already be displaying the “Notice of Benefits” poster provided by the Department of Family & Medical Leave, but you are also required to distribute the appropriate Employer Notice of “Rights and Obligations under the Massachusetts Family and Medical Leave Law, M.G.L. c. 175M” by the end of September.
EEO-1 “Component 2”
As you’re likely aware, employers with at least 100 employees, and federal contractors with contract of at least $50,000 and 50 or more employees, are required to file an EEO-1 report with the EEOC.
These reports are due on March 31 of each year and include data on employee race/ethnicity and gender, called “Component 1” data. This data is used by the EEOC and the Office of Federal Contract Compliance Programs to gauge compliance with federal equal opportunity laws.
Starting this year the EEOC is collecting “Component 2“data. This requirement was established by the Obama administration and specifically called for employers to submit two years of information on compensation and hours worked from employee W-2 forms to identify pay disparities across industries and occupations which would not otherwise be detectable from the Component 1 information.
To assist employers in gathering the data to be submitted through the online reporting portal, the EEOC has released a sample form which contains the relevant salary bands and job classifications.
Although the Trump administration is appealing the decision, a federal judge has lifted an administration stay on this requirement. This appeal does not impact the submission requirement and accordingly, employers now have until September 30, 2019 to submit Component 2 data from 2017 and 2018 for all employees.
For More Information: https://www.eeoc.gov/eeoc/newsroom/release/7-15-19.cfm