Stock market cycles are the long-term price patterns of the stock market. We propose a novel, risk-based transmission mechanism for the effects of currency manipulation: policies that systematically induce a country’s currency to appreciate in bad times, lower its risk premium in international. The Public Inspection page on FederalRegister.gov offers a preview of documents scheduled to appear in the next day's Federal Register issue. The Public Inspection page may also include documents. President Kennedy disagrees with the ESF Exchange Stabilization Fund — Introduction (Treasury' s website) Dollar's Defense (Wall Street Journal, Mar 1, 1962) History of Federal Reserve Free Edition Treasury Strategy (New.
A Study Of The Federal Reserve And Its Secrets Pdf To Excel
Federal Register. Revision of the Employer Information Report (EEO- 1)Start Preamble. AGENCY: Equal Employment Opportunity Commission. ACTION: Notice. SUMMARY: In accordance with the Paperwork Reduction Act of 1.
A Study Of The Federal Reserve And Its Secrets Pdf Writer
PRA), the Equal Employment Opportunity Commission (EEOC or Commission) announces that it is submitting to the Office of Management and Budget (OMB) a request for a three- year PRA approval of a revised Employer Information Report (EEO- 1) data collection. Employers have submitted the EEO- 1 report for over fifty years. The Commission is responsible for PRA compliance for the EEO- 1, although it is a joint data collection to meet the statistical needs of both the EEOC and the U.
S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP). This PRA submission has two components. Component 1 describes the data now collected by the currently approved EEO- 1, which is data about employees' ethnicity, race, and sex by job category (demographic data). Component 2 describes the W- 2 (Box 1) and hours- worked data that will be added to the EEO- 1 with OMB's approval under this PRA request (pay data). EEO- 1 respondents must comply with the 2. EEO- 1. DATES: Submit comments on or before August 1. ADDRESSES: Comments on this notice must be submitted to Joseph B.
InformationWeek shares news, analysis and advice for government IT leaders. Connect with our government IT experts. 01: Banking / Federal Reserve System: http:// 02: The Federal Reserve System - A Parasite: http:// 03: Federal Reserve - Is it a.
Nye, Policy Analyst, Office of Information and Regulatory Affairs, Office of Management and Budget, 7. Street NW., Washington, DC 2. Commenters are also encouraged to send comments to the EEOC online at http: //www. Federal e. Rulemaking Portal. Follow the instructions on the Web site for submitting comments. In addition, the EEOC's Executive Secretariat will accept comments in hard copy by delivery by COB on August 1. Hard copy comments should be sent to Bernadette Wilson, Acting Executive Officer, EEOC, 1.
M Street NE., Washington, DC 2. Finally, the Executive Secretariat will accept comments totaling six or fewer pages by facsimile (“fax”) machine before the same deadline at (2. These comments will be posted without change, including any personal information you provide.
However, the EEOC reserves the right to refrain from posting libelous or otherwise inappropriate comments including those that contain obscene, indecent, or profane language; that contain threats or defamatory statements; that contain hate speech directed at race, color, sex, national origin, age, religion, disability, or genetic information; or that promote or endorse services or products. All comments received, including any personal information provided, also will be available for public inspection during normal business hours by appointment only at the EEOC Headquarters' Library, 1. M Street NE., Washington, DC 2. Upon request, individuals who require assistance viewing comments will be provided appropriate aids such as readers or print magnifiers. To schedule an appointment, contact EEOC Library staff at (2. TTY). Requests for this notice in an alternative format should be made to the Office of Communications and Legislative Affairs at (2.
TTY). End Further Info. End Preamble. Start Supplemental Information.
SUPPLEMENTARY INFORMATION: Table of Contents. I. The EEOC's Legal Authority To Propose This EEO- 1 Report. A. Title VII of the Civil Rights Act of 1. Start Printed Page 4. B. The Paperwork Reduction Act of 1. III. Revisions to the EEO- 1 Report Are Necessary for the Enforcement of Title VII, the EPA, and Executive Order 1.
IV. Who Will Report Pay Data on the Revised EEO- 1. A. Employers That Currently File the EEO- 1. B. 6. 0- Day Notice: Which Employers Would File Pay Data. C. 3. 0- Day Notice: Employers With 1. More Employees Will File Components 1 & 2. V. When To File: Filing Deadline and Workforce Snapshot Period. A. Deadline for Filing the EEO- 1.
What Pay Data To Report: Measure of Pay for the EEO- 1. A. 6. 0- Day Notice: Options for Measuring Pay. B. Supporting the Use of W- 2 Income. Opposing the Use of W- 2 Income. C. 3. 0- Day Notice: W- 2 (Box 1) Income Is the Measure of Pay.
W- 2 Income and Employee Choice. Supplemental Income Is Important and May Be Linked to Discrimination. Bridging HRIS and Payroll. VII. What Data To Report: Hours Worked.
A. The Importance of Collecting Hours Worked. Defining “Hours Worked”3.
Reporting Hours Worked for Nonexempt Employees. Reporting Hours Worked for Exempt Employees. VIII. How To Report Data in Component 2: Pay Bands and Job Categories.
A. How the EEOC Will Use W- 2 and Hours- Worked Data. A. Early Assessment of Charges of Discrimination.
EEOC Publications Analyzing Aggregate EEO- 1 Data. EEOC Training on the Pay Data Collection.
X. Confidentiality of EEO- 1 Data. A. Legal Confidentialitya.
Data Protection and Security. XI. Paperwork Reduction Act Burden Estimates. A. Formal Paperwork Reduction Act Statement.
A. Overview of Information Collection. Overview of Information Collection—Component 1. Overview of Information Collection—Components 1 and 2a. Component 1 (Demographic and Job Category Data)b.
Components 1 and 2 (Demographic and Job Category Data Plus W- 2 and Hours Worked Data)B. Day Notice PRA Burden Statement. I. Background. This final proposal to supplement the longstanding EEO- 1 employer information report (currently approved by OMB under Control Number 3. EEOC's pay discrimination investigations by collecting employer- and gender- , race- , and ethnicity- specific pay data to identify pay disparities that may result from discriminatory practices or policies. This Notice provides stakeholders with their second opportunity to comment on this proposal.
The EEOC published the first notice of this proposed revision in the Federal Register on February 1, 2. Day Notice”). As required, the 6. Day Notice estimated the cost to employers of completing the current EEO- 1 (Component 1) and the proposed revision of the EEO- 1 (Components 1 and 2). The EEOC received 3. Day Notice. The comments were submitted by individual members of the public, employers, employer associations, Members of Congress, civil rights groups, women's organizations, labor unions, industry groups, law firms, and human resources organizations. Over 1. 20 of the 3.
The mass mail campaigns included submissions from organizations that collected up to thousands of signatures from their members or supporters. The Commission also held a public hearing on March 1. The Commission reviewed their detailed written submissions, heard them discuss their different perspectives on the proposal, and asked them questions. The EEOC also is formally submitting the proposed EEO- 1 revisions to OMB for consideration and decision.
This 3. 0- Day Notice summarizes the 6. Day Notice, describes the public comments, and explains the Commission's decisions. In making these decisions, the Commission took into account all of the hearing testimony and public comments. The Commission also assessed government data regarding components of compensation in United States workplaces, relevant academic literature on compensation practices and on discrimination, and the conclusions of two studies commissioned by the EEOC to examine how and whether to implement a pay data collection. The EEOC's Legal Authority To Propose This EEO- 1 Report.
In written comments in response to the 6. Day Notice, several interested parties questioned whether the EEOC has legal authority to collect pay data and whether the agency should have conducted a formal rulemaking to impose a pay data reporting requirement. As explained in more Start Printed Page 4.
EEOC has the legal authority to collect pay data under Title VII of the Civil Rights Act of 1. Title VII). The EEOC has exercised this statutory authority by implementing a regulation to establish the EEO- 1 reporting requirement, and now administers the EEO- 1 report pursuant to the PRA. A. Title VII of the Civil Rights Act of 1.
The EEOC is responsible for enforcing Title VII, which prohibits all employment discrimination, including pay discrimination, based on race, color, religion, national origin, or sex. The Paperwork Reduction Act of 1. Since 1. 99. 5, the EEO- 1 report also has been governed by the Paperwork Reduction Act of 1. PRA), which provides standards for federal data collections and requires periodic Office of Management and Budget (OMB) review and renewal.
Most recently, in 2. PRA process was used to significantly revise the EEO- 1 by adding a new race category, requiring employers to ask employees to self- identify by race and ethnicity, and requiring employers to ask about ethnicity (Hispanic or Latino) in a separate question. Revisions to the EEO- 1 Report Are Necessary for the Enforcement of Title VII, the EPA, and Executive Order 1.
Some public comments opposing the EEOC's proposal in the 6. Day Notice questioned whether there are still pay disparities that are caused by discrimination linked to gender, race, or ethnicity and, accordingly, whether there is actually a need for more effective enforcement of the prohibitions on pay discrimination in Title VII, the EPA, and E. O. 1. 12. 46. Based on federal data and a robust body of research, the Commission concludes that: (1) Persistent pay gaps continue to exist in the U. S. As of 2. 01. 4, for women of all races and ethnicities, the median annual pay for a woman who held a full- time, year- round job was $3.
As of 2. 01. 4, African American women were paid almost 4. Hispanic, men and approximately 2.
Hispanic women. In 2. African American men who worked full time in wage and salary jobs had median weekly earnings of $6.
Economists Francine Blau and Lawrence Khan found that 6. Experience (1. 4. One study found that, in an occupation dominated by men, pay declines when women enter that occupation in large numbers, even after controlling for factors such as education and work experience. A series of studies by MIT Sloan found racial bias in salary negotiations even after controlling for the applicants' objective qualifications. Spenkuch found that discrimination accounts for at least one- third of the black- white wage gap.