Since 1966 private employers with 100 or more employees and federal contractors with 50 or more employees and that meet certain criteria are required to report annually the number of individuals they employ by job category, sex, and race or ethnicity. The EEO-1 report, although filed in 2023, is for the 2022 year. So, the report is called 2022 EEO-1 Component 1.
More than half of the working population in 2021, 155 million, relied on employer health coverage. While average premiums are up 4% from 2020, costs are up 47% when comparing 2021 to 2011. Deductibles have surged 68.4% over the last decade with the advent of high deductible plans.
The White House Office of Management and Budget (OMB) has approved the U.S. Department of Labor’s Office of Federal Contract Compliance Program’s new scheduling letter. The updated scheduling letter applies to supply and service compliance evaluations scheduled on or after August 24, 2023.
The U.S. Department of Labor’s Office of Federal Contractor Compliance Programs (OFCCP) issued final regulations on August 4, 2023, that essentially gut the 2020 rule on Predetermination Notices (PDN). Essentially, the new rule takes out all transparency of the conciliation process.
Artificial intelligence (AI) is coming at a fast and furious pace. Employers have to strategize the impact of AI on its operations. A study from researchers at Stanford University and MIT indicate that AI platforms such as ChatGPT could make workers more productive faster, meaning that certain skills, such as customer service positions, could be up and running in a shorter time than in the past.
ChatGPT, and now GPT 4, and other similar artificial intelligence tools (AI) are proliferating through the marketplace. Unlike other disruptive technologies that would create new jobs to support it, AI may have the opposite effect. A study by Goldman Sachs reported that 300 million jobs may be lost due to AI. It may also be a wage suppressant.
Be wary if terminating an employee due to “fit.” In a case coming out of the U.S. Fourth Circuit Court of Appeals, the court found that the "not a good fit" approach may be a legitimate reason for termination, but many lawyers say this could lead to major liability for the employer.
An employee was terminated for performance reasons. Then they throw you a curve ball; they have cancer or need operable surgery that could rise to the level of ADA. You now have knowledge of it after you terminate the employee. What do you do?