Employment equity
Employment equity is a term that covers Equal Employment Opportunity reporting in the United States and Employment Equity Act reporting in Canada.
Equal Employment Opportunity (EEO)
In the United States, the Equal Employment Opportunity EEO-1 report identifies employee populations by gender, ethnic background, and kind of job worked. You can create the EEO-1 report for a single- or multi-establishment company.
The Equal Employment Opportunity EEO-4 report identifies employee populations of state and local government businesses by functional group, salary class, gender, and ethnic background.
The Equal Employment Opportunity EEO-5 report, for public schools and districts, categorizes employee populations by ethnicity and EEO job category.
The EEO-1, EEO-4, and EEO-5 reports use information from the employee record and the job code. You define an employee's salary, gender, and ethnic background on the employee record; you associate EEO categories with each job code.
For more information, see the Infor Personnel Administration User Guide.
Employment Equity Act (EEA)
In Canada, the Employment Equity Act (EEA) and Employment Equity Regulations provide for tracking and reporting of certain employee census data.
The Government of Canada provides a software product that you can use to report EEA information. The software is called EECRS and Infor creates an interface file to this software that meets the requirements of the Employment Equity Act reporting for private sector employers.
To create the interface file you must assign job rating points, an occupational group, a NOC code, and gender class to each job code.
The EEA report looks at variety of data including
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Employment status
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Occupational group
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Earned salary and wages
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Ethnicity
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Gender
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Minority status
The following types of employees are included in the EEA report:
Permanent full-time employee | A person employed for an indeterminate period by a private sector employer. This employee regularly works the standard number of hours fixed by the employer for his or her occupational group. Reported as of December 31 of the calendar year. |
Permanent part-time employee | A person who is employed for an indeterminate period by a private sector employer. This employee regularly works fewer than the standard number of hours fixed by the employer for his or her occupational group. Reported as of December 31 of the calendar year. |
Temporary employee | A person who is employed on a temporary basis by a private sector employer. This employee is employed for any number of hours within a fixed period or periods totalling 12 weeks or more during a calendar year. This category of employee does not include a person in full-time attendance at a secondary or post-secondary educational institution who is employed during a school break. Reported as of the date in the calendar year on which the number of temporary employees was the greatest. |
Casual employee | Those employees with designated start and end dates working less than 12 weeks during a reporting year. |
Other employees | Employees who are on unpaid leave but who otherwise fulfill the definitions of permanent full-time, permanent part-time or temporary employees and maintain the right to return to work. |
Terminated | In respect to an employee, this means retired, resigned, laid off, dismissed or otherwise having ceased to be an employee, but does not include laid off temporarily or absent by reason of illness, injury or a labour dispute. |
Promotions | Promoted employee, except for those who received a status change (for example, part-time to full-time or temporary to part-time, or temporary to full-time). |
Transferred | Only those employees that are transferred as a result of a corporate transaction. These are mergers or corporate transactions involving the transfer of employees from one company to another. |