The U.S. Equal Employment Opportunity Commission (EEOC) has announced that the 2019 and 2020 EEO-1 Component 1 data collection will open on April 26, 2021. The deadline for submitting 2019 and 2020 EEO-1 Component 1 data is July 19, 2021.The EEO-1 Component 1 collects workforce data from employers with 100 or more employees and federal contractors with 50 or more employees.
The IRS has extended the deadline for taxpayers to May 17, 2021, to make contributions to health savings accounts (HSAs) for the 2020 plan year. The IRS also extended the deadline for making contributions to individual retirement arrangements (IRAs and Roth IRAs), Archer medical savings accounts (Archer MSAs), and Coverdell education savings accounts (Coverdell ESAs).
Peter Sung Ohr, Acting General Counsel of the National Labor Relations Board (NLRB or Board), has issued Memorandum GC 21-03(GC 21-03) to the regional field offices signaling significant changes to enforcement priorities under Section 7 of the National Labor Relations Act (NLRA). In part, GC 21-03 indicates that the NLRB will be “robustly enforcing the Act’s provisions that protect employees’ Section 7 rights” and that “cases involving the retaliation against concerted employee conduct will be vigorously pursued.” GC 21-03 cites to increased workplace health and safety issues resulting from the COVID-19 pandemic as well as employees’ political and social justice advocacy concerns as factors necessitating increased enforcement of the NLRA. It is not uncommon for the NLRB and its general counsel to modify or reverse their interpretations of the NLRA with changes in the composition of the Board. The political party of the presidency enjoys majority representation on the NLRB. Consequently, changes in the presidential administration often lead to significant changes for employers. GC 21-03 is emblematic of that trend. It states that “recent decisions issued by the current Board have restricted [Section 7 rights] for employees.” The enforcement priorities highlighted in GC 21-03 are in stark contrast to enforcement priorities under the previous administration and a clear indication that employers should expect increased NLRB oversight for the foreseeable future.We recommend all employers have SESCO review their Employee Handbook on annual basis to ensure compliance with all federal and state laws.
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