Updated EEOC Equal Pay Data Rule: Answers to Employer Concerns

Event ID:15192

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DL Only                  $349.00 includes DL and materials
Duration: 90 minutes including question and answer period.
Presenter(s): Cheryl Behymer, partner, Fisher & Phillips LLP
Price: $349.00, DL includes full audio presentation, question and answer session, and presentation slides.
CE Credits: This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
Who Should Attend? HR, financial officers, CEOs, in-house counsel, affirmative action/EEO officers, federal contractors

The Equal Employment Opportunity Commission aims to move forward with its planned Equal Pay Data Rule, which seeks to significantly revise the EEO-1 reports to identify gender-related pay gaps and enhance enforcement of equal pay standards. Employers would be required to report in their EEO-1 reports pay information by gender, race, and ethnicity, with those reports potentially highlighting disparities that could subject the employer to further investigation and scrutiny. Despite EEOC’s revisions to the proposed rules, employers continue to express serious concerns about the proposed requirements, asking many questions about how it will be implemented, whether the data generated will be useful, and whether the rule is unduly burdensome. Further, employers are concerned that reporting the data could subject them to disparate impact claims in discrimination lawsuits. Because it looks like the EEOC is moving forward in the process to implement the rule, what steps should an employer take now to minimize the risks associated with reporting pay data?

Please join Cheryl Behymer as she discusses the proposed equal pay data rule, the timeline for its implementation, the requirements businesses will face, and strategies to take now to minimize potential risks associated with pay data reporting.


This webinar will cover:

  • What the equal pay data would require of businesses,
  • Determining what is reportable pay data
  • Who would be subject to the equal pay data rule
  • How and when the data would be reported
  • Employer concerns that have been expressed, such as data utility, burden of data collection, and privacy issues
  • Steps employers should take now, such as reviewing pay systems and potential areas of pay disparity
  • Whether to conduct a gender-specific audit of pay practices before reporting begins


Your conference leader for “Updated EEOC Equal Pay Data Rule: Answers to Employer Concerns” is Cheryl Behymer, attorney at law. Ms. Behymer is a partner in the Columbia, South Carolina office of Fisher and Phillips LLP. She is co-chair of the firm’s Affirmative Action and Federal Contract Compliance Practice Group. She assists clients by providing timely and practical counsel and training in affirmative action, workplace harassment, employee leave issues, and other labor and employment issues. Cheryl regularly advises clients on affirmative action and employment law matters, including international EEO. Cheryl defends employers who are responding to administrative charges, actively involved in litigation, or are participating in compliance reviews conducted by the Office of Federal Contract Compliance Programs. Cheryl prepares affirmative action plans for federal contractors and subcontractors and assists clients with self-audits. She also defends employers in multi-plaintiff lawsuits, including class and collective actions. Cheryl is a frequent presenter on harassment and affirmative action updates. She is also past chair of the South Carolina Diversity Council, a committee of the South Carolina Chamber of Commerce, and a diversity fellow of The Diversity Leadership Institute affiliated with the Riley Institute at Furman University. Cheryl also participates in the Diversity Recruitment Consortium. Ms Behymer received her J.D. degree from Catholic University of America, Washington D.C.


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