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California Pay Data Reporting Portal is Now Open



In a significant step towards pay equity and transparency, California has once again launched its Pay Data Reporting Portal, reaffirming the state's commitment to addressing wage disparities on an annual basis. This portal, a product of California's Fair Pay Act, is designed to collect detailed information on employee compensation and demographic data from employers.  



Purpose of Reporting to the Civil Rights Department


The Pay Data Reporting Portal is developed by the California Department of Fair Employment and Housing (DFEH). This portal requires private employers of 100 or more employees and/or 100 or more workers hired through labor contractors to annually report data. This data includes information such as the number of employees, job categories, gender, race, and ethnicity, along with details on employees' annual earnings and hours worked. This data is submitted through the online portal to the Civil Rights Department (CRD).

 


The purpose of this reporting requirement is to identify, and address pay disparities based on gender, race, and ethnicity, the thereby promoting pay equity across various industries. By collecting comprehensive data, the state aims to gain insights into potential wage gaps and take necessary actions to rectify them.




Who Needs to Report Data


Employers who meet specific criteria are required to report pay and demographic data through the portal. Like mentioned previously, private employers of 100 or more employees and/or 100 or more workers hired through labor contractors are legally obligated to submit this data through the portal.


Employers who are also required to file an annual Employer Information Report (EEO-1) under federal law, fall under the scope of this reporting requirement. In other words, employers in California must report if they are required to file an EEO-1 report, regardless of their workforce size, to ensure comprehensive data collection.


Critical Timeframe


The reporting obligations follow a detailed schedule. Employers should take note of the following critical timeframes:

 

  • Reporting Portal Opening: The portal in which employers must submit their pay data reports opened on February 1st, 2024.

  • Submission Deadline: The deadline to submit payroll and labor contractor employee reports is May 8th, 2024.


It's essential for employers to familiarize themselves with the reporting requirements and ensure compliance with the deadlines to avoid potential penalties or legal repercussions.


Vast Amount of Information Necessary to Report


Meeting the reporting requirements for California's Pay Data Reporting Portal entails compiling a vast amount of information, encompassing details on gender and race/ethnicity for all employees. Notably, the practice of reporting "unknown" race/ethnicity or sex of a labor contractor employee is no longer permissible, emphasizing the need for thorough and accurate data collection.


With only three months allocated for reporting all this information, employers face a pressing deadline to ensure compliance with the state's regulations. This condensed timeframe underscores the urgency for organizations to streamline their data gathering processes and implement robust reporting mechanisms promptly. 


How a PEO can Help you with Pay Reporting


Action will be taken against businesses that do not report their pay data. Employers grappling with the complexities of submitting data to California's Pay Data Reporting Portal can find assistance by partnering with a Professional Employer Organization (PEO). PEO’s specialize in HR management and can offer several benefits when it comes to navigating the reporting requirements.



Firstly, PEOs typically have dedicated teams well-versed in compliance matters, including the intricacies of pay data reporting. A PEO must stay updated on changes to these regulations and ensure that your reporting remains compliant with current requirements.



By entrusting reporting tasks to a PEO, employers mitigate the risk of non-compliance and associated penalties. PEOs have systems in place to monitor regulatory changes and adapt reporting processes accordingly, reducing the risk of oversights or mistakes.


PEOs can leverage their technology platforms to streamline data collection and reporting processes, saving employers valuable time and resources. By entrusting this task to a PEO, employers can focus on their core business operations while having peace of mind that their reporting obligations are being handled efficiently.


Additionally, Their expertise ensures accurate and timely submission of the required information, reducing the risk of errors or omissions that could lead to penalties. Collaborating with a PEO ensures that the employer has ample time to gather all required data accurately and submit it within the stipulated timeframe.


If you work directly with Cornerstone PEO, given the intricacies involved in gathering and reporting the necessary information, we strongly advise that you inform your CSR well in advance that you will need this information. By notifying our PEO early, we can proactively address any potential challenges or questions that may arise during the data collection process. This proactive approach helps mitigate the risk of last-minute complications and ensures a smooth and timely submission.




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