When organizations think about compensation, many focus primarily on salaries, annual increases, or responding to employee requests for higher pay. However, compensation is much more than determining what employees earn. A well-designed compensation program is one of the most powerful tools an organization can use to attract talent, retain high performers, improve employee engagement, support business objectives, and reduce legal and compliance risk. …
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Part II of II: From Compliance to Prevention—Best Practices to Reduce Title VII and False Claims Act Risk As the EEOC continues to increase enforcement activity involving race- and sex-based employment practices, employers should view compliance as a proactive risk-management strategy rather than a reactive exercise. The most successful organizations will be those that identify…
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Part I of II: Understanding the New Enforcement landscape and Its Impact on Employers For decades, employers generally viewed Title VII enforcement through the lens of protecting historically underrepresented groups from workplace discrimination. While Title VII itself has not changed, the Equal Employment Opportunity Commission (EEOC) has signaled a significant shift in how it approaches…
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As federal contractors adjust to the rapidly evolving compliance environment surrounding Executive Order 14398 and FAR 52.222-90, many employers are asking an increasingly common question: Should we stop conducting workforce analytics altogether? For some organizations, concern surrounding DEI enforcement has created hesitation about reviewing hiring, promotion, compensation, or workforce demographic data. That reaction may be…
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Who Must Submit?
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Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
Employers contracted with Ohio that meet one of the following criteria:
Employers contracted with Ohio for construction work
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Employees on payroll over a period of one month.
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Construction employers contracted with Connecticut that meet either of the two criteria:
Construction employers contracted with Connecticut that meet either of the two criteria:
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link
Who Must Submit?
What Must Be Submitted?
Who Must Be Included
Employment Service Delivery System (ESDS) Link