For example, if the employee was employed as a Technical Advisor I from January 1 through June 30, and then was promoted to Technical Advisor II from July 1 through December 31, the business should list them twice. Note: if an employee holds more than one position in a reporting year, they must be listed for each position. A CSV template is available on IDOL’s website, but please be advised that the template does not include a column for total hours worked. The portal allows you to upload all of the information in a common CSV file. For each employee, you must submit their name, last 4 digits of their SSN, gender, race, ethnicity, wages paid in the previous calendar year (rounded to the nearest hundredth dollar), hire date, termination date for each employment position, EEOC Job Classification, job title, county where the employee performs most of the work, total hours worked by each employee for the payroll year. You’ll need your FEIN, business name, address, and business contact information. Log into the portal and add the business. To create an Illinois Public ID Account, click here. The Public ID Account allows the employer to access the EPRC Portal. Employers must create an Illinois Public ID Account. To submit your contact information to IDOL, click here. Employers must submit their business contact information to IDOL and answer basic questions about the business. Failure to comply with the reporting requirements may result in a fine of up to $10,000. We have detailed the basic steps to remain in compliance below. The EPRC program is resource intensive and requires assembling and submitting copious personnel and payroll data to IDOL.
#Fair pay act 2022 registration
After submitting the report, the employer is issued with an Equal Pay Registration Certificate (EPRC). The reports are then reviewed by IDOL investigators for compliance with certain state and federal laws. The new program, called the Equal Pay Registration, requires employers to submit annual compensation reports and employment law compliance certifications to the Illinois Department of Labor (IDOL). The Illinois legislature recently amended the Equal Pay Act (EPA) to require new self-certification and data disclosure obligations for employers with 100 or more employees in Illinois. Illinois employers face stringent new employment law reporting requirements.
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