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\n within Government, Public Sector, Antitrust\/Competition Law and Insurance topic(s)
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The New York City Council recently voted to override the veto of
\nMayor Eric Adams and pass two laws aimed at increasing pay equity
\nand transparency. These laws amend the administrative code of the
\nCity of New York and will require private employers with 200 or
\nmore employees in the City to annually report certain workforce
\ndemographic data to the City.<\/p>\n
What’s Required of Employers?<\/p>\n
New York Int. No. 982-A<\/a> requires employers to
New York City employers will submit this information using a
The data required by New York City mirrors the data formerly
While the federal government, through the Equal Employment
\nannually report pay and hours data for their employees by job
\ncategory, sex, and race\/ethnicity. New York Int. No. 984-A<\/a>, passed on the same
\nday, provides that a designated City agency will conduct a pay
\nequity study based on the data submitted each year. By mandating
\nthis data reporting and analysis, the City aims to identify and
\naddress potential disparities in compensation related to gender,
\nrace, and ethnicity.<\/p>\n
\nfillable, electronic form that the City will develop and provide.
\nWhile data may be submitted anonymously, employers will be required
\nto submit a separate, signed statement by an authorized agent
\nverifying the accuracy of the information submitted.<\/p>\n
\nrequired by the federal government’s EEO-1 Component 2 from the
\n2017 and 2018 reporting years. EEO-1 Component 1 requires reporting
\nof job category, sex, and race and ethnicity data for all
\nemployees. EEO-1 Component 2 required submission of the same
\ninformation, to include detailed pay data.<\/p>\n
\nOpportunity Commission (EEOC), still collects Component 1 data, it
\nhas since stopped collecting Component 2 data.<\/p>\n