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[Federal Register Volume 89, Number 225 (Thursday, November 21, 2024)]
[Proposed Rules]
[Pages 92076-92079]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2024-27286]

========================================================================
Proposed Rules
                                                Federal Register
________________________________________________________________________

This section of the FEDERAL REGISTER contains notices to the public of 
the proposed issuance of rules and regulations. The purpose of these 
notices is to give interested persons an opportunity to participate in 
the rule making prior to the adoption of the final rules.

========================================================================


Federal Register / Vol. 89, No. 225 / Thursday, November 21, 2024 / 
Proposed Rules

[[Page 92076]]

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION

29 CFR Part 1602

RIN 3046-AB35

Recordkeeping and Reporting Requirements Under Title VII, the 
ADA, GINA, and the PWFA

AGENCY: Equal Employment Opportunity Commission.

ACTION: Notice of proposed rulemaking; hearing.

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SUMMARY: The Equal Employment Opportunity Commission (EEOC or 
Commission) proposes to amend the language of its existing 
recordkeeping regulations under title VII of the Civil Rights Act of 
1964 (title VII), the Americans with Disabilities Act (ADA), and the 
Genetic Information Nondiscrimination Act (GINA) to add references to 
the Pregnant Workers Fairness Act (PWFA). The PWFA requires covered 
employers to provide reasonable accommodations to a qualified 
applicant's or employee's known limitations related to, affected by, or 
arising out of pregnancy, childbirth, or related medical conditions, 
unless the accommodation will cause the employer an undue hardship. The 
PWFA adopts by reference the statutory recordkeeping provision of title 
VII, which authorizes the existing EEOC recordkeeping regulations.

DATES: Written comments must be received on or before January 21, 2025. 
Pursuant to 42 U.S.C. 2000e-8(c), a public hearing concerning these 
proposed changes will be held at a place and time to be announced. To 
request an opportunity to speak about your views at the hearing, please 
submit a written request in accordance with the instructions in the 
SUPPLEMENTARY INFORMATION section no later than December 23, 2024 to be 
assured of consideration.

ADDRESSES: You may submit comments, identified by RIN 3046-AB35, by any 
of the following methods--please use only one method:
     Federal eRulemaking Portal: https://www.regulations.gov. 
Follow the instructions on the website for submitting comments.
     Fax: Comments totaling six or fewer pages may be sent by 
fax machine to (202) 663-4114. Receipt of fax transmittals will not be 
acknowledged, except that the sender may request confirmation of 
receipt by calling the Executive Secretariat staff at (202) 921-2815 
(voice), (800) 669-6820 (TTY), or (844) 234-5122 (ASL Video Phone).
     Mail: Comments may be submitted by mail to Raymond 
Windmiller, Executive Officer, Executive Secretariat, U.S. Equal 
Employment Opportunity Commission, 131 M Street NE, Washington, DC 
20507.
     Hand Delivery/Courier: Raymond Windmiller, Executive 
Officer, Executive Secretariat, U.S. Equal Employment Opportunity 
Commission, 131 M Street NE, Washington, DC 20507.
    Instructions: The Commission invites comments from all interested 
parties. All comment submissions must include the Regulatory 
Information Number (RIN) for this rulemaking. The EEOC will post all 
comments received without change to https://www.regulations.gov, 
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.
    Docket: To read the public comments received by the EEOC, go to 
https://www.regulations.gov and search for this item. There may be a 
few days' delay between submission of a comment and public posting on 
this docket. The received comments also will be available for review on 
a computer in the Commission's Headquarters library, 131 M Street NE, 
Suite 4NW08R, Washington, DC 20507, between the hours of 9 a.m. and 
4:30 p.m. on days the Commission is open for business. You must make an 
appointment with library staff to review the comments in the 
Commission's library by contacting 202-921-3119.

FOR FURTHER INFORMATION CONTACT: Raymond Peeler, Associate Legal 
Counsel, (202) 921-3240 (voice); (800) 669-6820 (TTY), Office of Legal 
Counsel, 131 M Street NE, Washington, DC 20507. Requests for this 
document in an alternative format should be made to the Office of 
Communications and Legislative Affairs at (202) 921-3191 (voice), (800) 
669-6820 (TTY), or (844) 234-5122 (ASL).

SUPPLEMENTARY INFORMATION: The Pregnant Workers Fairness Act (PWFA) \1\ 
became law on December 29, 2022, and took effect on June 27, 2023. The 
PWFA requires a covered employer to provide reasonable accommodations 
for a qualified employee's or applicant's known limitations related to 
pregnancy, childbirth, or related medical conditions, unless the 
employer can demonstrate that the accommodation would impose an undue 
hardship on the employer's operation of the business.\2\ In the PWFA's 
enforcement section,\3\ Congress adopted by reference the statutory 
``powers, remedies, and procedures'' of sections 705, 706, 707, 709, 
710, and 711 of title VII.\4\ Specifically, section 709(c) of title VII 
provides that, with respect to ``records relevant to the determinations 
of whether unlawful employment practices have been or are being 
committed'':
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    \1\ 42 U.S.C. 2000gg et seq.
    \2\ 42 U.S.C. 2000gg-1.
    \3\ 42 U.S.C. 2000gg-2.
    \4\ 42 U.S.C. 2000e-4, 2000e-5, 2000e-6, 2000e-8, 2000e-9, and 
2000e-10.

    ``Every [covered entity] subject to this subchapter shall . . . 
(2) preserve such records for such periods . . . as the Commission 
shall prescribe by regulation or order, after public hearing, as 
reasonable, necessary, or appropriate for the enforcement of this 
---------------------------------------------------------------------------
subchapter or the regulations or orders thereunder.''

    Pursuant to this authority, the Commission has issued recordkeeping 
regulations at 29 CFR part 1602.
    On February 14, 2024, the EEOC issued an interim final rule 
implementing changes to its administrative and procedural regulations 
to include references to the PWFA in a rule found at 89 FR 11167.\5\ 
The interim final rule, as corrected on May 28, 2024, did not revise 
four sections of 29 CFR part 1602 that

[[Page 92077]]

pertain to recordkeeping, because revisions to those recordkeeping 
provisions require approval under the Paperwork Reduction Act of 1995 
(PRA),\6\ as well as the opportunity for a public hearing pursuant to 
42 U.S.C. 2000e-8(c) (as incorporated into the PWFA by 42 U.S.C. 
2000gg-2).\7\ Through the current rulemaking, the EEOC is proposing to 
add express references to the PWFA to these four recordkeeping 
provisions, in conformance with the PRA and the statutory requirement 
that the EEOC hold a public hearing as a condition of imposing 
recordkeeping obligations.
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    \5\ The EEOC has also issued regulations to implement the PWFA, 
pursuant to section 105 of the statute, 42 U.S.C. 2000gg-3(a) (see 
89 FR 29096).
    \6\ 44 U.S.C. chapter 35.
    \7\ See 89 FR 46021.
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    This rulemaking proposes to amend Sec.  1602.14, covering private 
employers; Sec.  1602.21(b), covering employers, labor organizations, 
and joint labor-management committees that control apprenticeship 
programs; Sec.  1602.28(a), covering labor organizations; and Sec.  
1602.31, covering State and local governments. Under these existing 
recordkeeping requirements, these entities already must preserve 
records ``made or kept'' \8\ by that covered entity for one year 
(private employers and labor organizations) or two years 
(apprenticeship programs and public sector) and must continue to 
preserve any records relevant to charges filed under title VII, the 
ADA, or GINA until final disposition of those matters. The proposed 
rulemaking would expressly add the PWFA to this list of statutes and 
thus would impose the same record preservation requirements for records 
relating to PWFA charges as are currently imposed for records relating 
to title VII, ADA, and GINA charges.
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    \8\ For specific language for different covered entities, see 29 
CFR 1602.14 (``Any personnel or employment record made or kept by an 
employer . . . shall be preserved''); 29 CFR 1602.21(b) (``other 
records relating to apprenticeship made or kept . . . shall be 
kept''); 29 CFR 1602.28(a) (``shall preserve other membership or 
referral records . . . made or kept''); 29 CFR 1602.31 (``Any 
personnel or employment record made or kept by a political 
jurisdiction . . . shall be preserved'').
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    This recordkeeping requirement does not require respondents to 
create any records, but only requires each covered entity to preserve 
records it already has made or kept in the normal course of its 
business operations. The EEOC proposal addresses record preservation 
only and does not impose any reporting requirements under the PWFA. 
However, the EEOC reserves the right in the future to issue reporting 
regulations as may be necessary to accomplish the purposes of the PWFA, 
pursuant to the proper statutory process.
    A public hearing concerning the proposed revision to the 
Commission's existing recordkeeping requirements will be held at a 
place and time to be announced, as required by section 709(c) of title 
VII as adopted by reference in the PWFA. Persons wishing to speak about 
the proposal to revise the record preservation requirements should 
notify the Commission in writing of their desire to do so with a 
request to Raymond Windmiller, Executive Officer, Executive 
Secretariat, Equal Employment Opportunity Commission, 131 M Street NE, 
Washington, DC 20507. The request should include the requester's 
contact information and a written summary of the remarks to be offered.

Regulatory Procedures

Executive Order 12866 (as Amended by Executive Order 14094)

    The Commission has complied with the principles in section 1(b) of 
Executive Order 12866, as amended by Executive Order 14094, Regulatory 
Planning and Review. This rulemaking is not a ``significant regulatory 
action'' under section 3(f) of the Executive order and does not require 
an assessment of potential costs and benefits under section 6(a)(3) of 
the Executive order.

Paperwork Reduction Act

    As part of its continuing effort to reduce paperwork and respondent 
burden, the Commission provides the general public with an opportunity 
to comment on proposed and continuing collections of information in 
accordance with the Paperwork Reduction Act of 1995 (PRA) (44 U.S.C. 
3506(c)(2)(A)).
    These proposed changes to the EEOC's existing regulations contain 
information collection requirements \9\ subject to review and approval 
by the Office of Management and Budget (OMB) under the PRA. It is 
estimated that the public recordkeeping burden will not increase 
significantly as a result of the revisions because all covered entities 
affected by them are already required to preserve records that they 
make or keep for a period of one or two years, and that requirement 
would not be changed by the proposed revisions. The only new 
requirement imposed by the proposed revisions is that, if a charge is 
filed under the PWFA during that one- or two-year period, a covered 
entity must continue to preserve any of those records already made or 
kept that are relevant to the PWFA charge until final disposition of 
the charge, which may necessitate preservation for longer than one or 
two years.
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    \9\ Section 3502(3) of the PRA defines ``collection of 
information'' to include recordkeeping requirements.
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    As required by the PRA, the EEOC is submitting to OMB a request for 
approval of these information collection requirements under section 
3507(d) of the PRA. Organizations or individuals desiring to submit 
comments for consideration by OMB on these information collection 
requirements should access www.reginfo.gov/public/do/PRAMain. Find this 
particular information collection by selecting ``Currently under 
Review--Open for Public Comments'' or by using the search function.

Overview of Information Collection

    Collection Title: Recordkeeping under Title VII, the ADA, GINA, and 
the PWFA.
    OMB Number: 3046-0040.
    Description of Affected Public: Employers and labor organizations 
subject to title VII.
    Number of Respondents: 887,869.
    Number of Reports Submitted: 0.
    Estimated Burden Hours: 178,485 annually; 443,935 one-time burden.
    Burden Hour Cost: $5,806,101 annually; $14,441,189.29 one-time 
burden.
    Federal Cost: None.
    Number of Forms: None.
    Abstract: The PWFA adopted the enforcement mechanisms and 
procedures of title VII, such that these requirements also apply to the 
PWFA. Section 104(a)(1) of the PWFA \10\ incorporates the powers, 
procedures, and remedies found in section 709 of title VII. Section 
709(c) of title VII,\11\ by incorporation into the PWFA, authorizes the 
Commission to establish regulations pursuant to which employers subject 
to the PWFA shall preserve records to assist the EEOC in assuring 
compliance with the PWFA's nondiscrimination in employment 
requirements. The EEOC has issued recordkeeping regulations setting out 
recordkeeping requirements for private employers (29 CFR 1602.14); 
employers, labor organizations, and joint labor-management committees 
that control apprenticeship programs (29 CFR 1602.21(b)); labor 
organizations (29 CFR 1602.28(a)); State and local governments (29 CFR 
1602.31); elementary and secondary school systems or districts (29 CFR 
1602.40); and institutions of higher education (29 CFR 1602.49(a)). 
These regulations require all covered entities to preserve records they 
make or keep for a period of one or two years and to continue to 
preserve all records

[[Page 92078]]

relevant to a title VII, ADA, or GINA charge against them until final 
disposition of the charge. This proposed rule would extend these same 
recordkeeping requirements to records relevant to a PWFA charge. Any 
records that are subsequently disclosed to the EEOC during an 
investigation are protected from public disclosure by the 
confidentiality provisions of sections 706(b) \12\ and 709(e) \13\ of 
title VII, which are adopted by reference into the ADA at section 
107(a),\14\ GINA at section 207(a),\15\ and the PWFA at section 104(a).
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    \10\ 42 U.S.C. 2000gg-2(a)(1).
    \11\ 42 U.S.C. 2000e-8(c).
    \12\ 42 U.S.C. 2000e-5(b).
    \13\ 42 U.S.C. 2000e-8(e).
    \14\ 42 U.S.C. 12117(a).
    \15\ 42 U.S.C. 2000ff-6(a).
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    Burden Statement: The estimated number of respondents currently 
subject to this recordkeeping requirement is 887,869 entities, which 
combines estimates from private employment,\16\ the public sector,\17\ 
colleges and universities,\18\ apprenticeship programs,\19\ and labor 
organizations.\20\
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    \16\ Source of original data: U.S Census Bureau, 2021 Statistics 
of U.S. Businesses (SUSB) (Dec. 2023) (https://www.census.gov/data/tables/2021/econ/susb/2021-susb-annual.html). Local Downloadable CSV 
data. Select U.S. & states, 6-digit NAICS. The original number of 
employers was adjusted to include only those with 15 or more 
employees.
    \17\ Source of original data: U.S. Census Bureau, 2022 Census of 
Governments, Survey of Public Employment & Payroll Datasets & 
Tables. Individual Government Data File (https://www.census.gov/data/datasets/2022/econ/apes/2022.html), Local Downloadable Data zip 
file ``Individual Unit Files.'' The original number of government 
entities was adjusted to include only those with 15 or more 
employees.
    \18\ Source: U.S. Department of Education, National Center for 
Education Statistics, IPEDS, Fall 2022, Institutional 
Characteristics component (provisional data). See Table 1, ``Number 
and percentage distribution of Title IV institutions, by control of 
institution, level of institution, and region: United States and 
other U.S. jurisdictions, academic year 2022-23'' (https://nces.ed.gov/ipeds/search/viewtable?tableId=35945&returnUrl=%2Fsearch).
    \19\ Source: U.S. Department of Labor, Registered Apprenticeship 
National Results Fiscal Year 2021, Number of active apprenticeship 
programs in 2021 (https://www.dol.gov/agencies/eta/apprenticeship/about/statistics/2021). This is the most recent year for which the 
Department of Labor makes this data available.
    \20\ The EEOC has undertaken measures to enhance the agency's 
existing EEO-3 data frame (i.e., roster) of potentially eligible 
filers that was most recently used during the 2022 EEO-3 data 
collection. The number of labor organizations was estimated by 
comparing the EEOC's 2022 EEO-3 frame to a list of active unions 
from the U.S. Department of Labor's Office of Labor Management 
Standards (OLMS) Online Public Disclosure Room (OPDR) database 
(https://olmsapps.dol.gov/olpdr/).
---------------------------------------------------------------------------

    Pursuant to the existing recordkeeping requirements under title 
VII, the ADA, and GINA in 29 CFR part 1602, a covered entity currently 
must preserve all personnel or employment records, records relating to 
apprenticeship, or union membership or referral records made or kept by 
that entity for one year (private employers and labor organizations) or 
two years (apprenticeship programs and public sector). It also must 
continue to preserve any records relevant to charges filed under title 
VII, the ADA, or GINA until final disposition of the charges, which may 
be longer than one or two years. This recordkeeping requirement does 
not require respondents to make reports or create any records, but 
merely requires each covered entity to preserve records it already has 
made or kept in the normal course of business. Thus, for covered 
entities currently complying with these requirements, continued 
compliance does not impose an added time burden because their systems 
for preserving the records are already in place. For newly created 
entities, the EEOC previously has estimated an annual burden of 178,485 
hours representing the time needed for appropriate personnel at the 
newly created entity to familiarize themselves with and to implement 
the recordkeeping requirements for title VII, the ADA, and GINA.
    In addition to the above requirements, this proposed rulemaking 
would require covered entities also to continue to preserve records 
relevant to charges filed under the PWFA until final disposition of 
those charges. For existing entities (whose recordkeeping systems 
already preserve records relating to charges under title VII, the ADA, 
and GINA), the EEOC estimates a one-time burden associated with the 
time needed to update the recordkeeping systems to ensure compliance 
with the additional requirement to preserve PWFA charge records. Aside 
from this one-time burden, the EEOC estimates that the proposed 
revision imposes no annual burden on existing entities. For newly 
created entities that will be implementing new record preservation 
systems that cover title VII, ADA, GINA, and PWFA charge-related 
records, the time and associated cost of reviewing the regulatory 
standards and setting up the system will be virtually the same as it 
was before this proposed regulation added PWFA records. Accordingly, 
this proposal necessitates no change to the EEOC's previously approved 
annual burden estimate of 30 minutes for a newly created entity to set 
up an EEOC-compliant record preservation system.
    Annual Burden on Newly Created Entities. Newly formed entities may 
incur a small burden when implementing their record preservation 
systems to ensure compliance with the EEOC's recordkeeping 
requirements. The EEOC assumes some effort and time must be expended by 
newly created covered entities to familiarize themselves with the title 
VII, ADA, GINA, and PWFA recordkeeping requirements and explain those 
requirements to the appropriate staff. New entities will need to 
identify the appropriate records-focused personnel to understand the 
EEOC's straightforward recordkeeping requirements and ensure that the 
new entity follows them. To do so, they will need to recognize that 
they must preserve records that they will already make or keep in the 
ordinary course of their business for a period of one year (private 
employers and labor organizations) or two years (apprenticeship 
programs and public sector). For any of these already preserved records 
that are relevant to any charges of employment discrimination that may 
have been filed against the entity under title VII, the ADA, GINA, or 
the PWFA, the staff must arrange to continue to preserve them until 
final disposition of the charges, which may be longer than one or two 
years. The EEOC estimates that, on average, 30 minutes would be needed 
for this one-time familiarization process. Using projected business 
formation estimates from the U.S. Census Bureau for 2023 and the number 
of new apprenticeship programs established in 2021 provided by the 
Department of Labor, the EEOC estimates that there are 356,969 entities 
that would incur this start-up burden.\21\ Assuming a 30-minute burden 
per entity, the total annual hour burden is 178,485 hours (.5 hour x 
356,969 new entities = 178,485 hours). The estimated associated burden 
hour cost to respondents is $5,806,101, or around $16.27 per new 
entity.\22\
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    \21\ Sources: U.S. Census Bureau, Business Formation Statistics 
(https://www.census.gov/econ/bfs/index.html); Total projected 
business formation statistics (series BF_PBF4Q) for 2023, across all 
industries, for the U.S., not seasonally adjusted; U.S. Department 
of Labor, New Apprenticeship programs for 2021 (https://www.dol.gov/agencies/eta/apprenticeship/about/statistics/2021).
    \22\ Burden hour cost estimates are based on the median hourly 
wage rate of $32.53 for Human Resources Specialists obtained from 
the Bureau of Labor Statistics, May 2024 (see U.S. Department of 
Labor, Bureau of Labor Statistics, Occupational Outlook Handbook, 
https://www.bls.gov/ooh/).
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One-Time Burden on Existing Entities

    To ensure compliance with the changes to the recordkeeping 
requirements, existing entities covered by those requirements may incur 
a one-time burden. The EEOC estimates that a respondent will need 30 
minutes to ensure that its previously existing

[[Page 92079]]

system of continuing to preserve records pertinent to charges filed 
under title VII, the ADA, and GINA until final disposition of those 
charges is modified to likewise preserve records relating to charges 
filed under the PWFA (based upon the above estimate that a new entity 
would need 30 minutes to implement its recordkeeping system). For the 
887,869 respondents, this 30-minute burden per entity results in a 
total one-time burden of 443,935 hours (.5 hour x 887,869 respondents = 
443,935 hours). The estimated associated one-time burden hour cost to 
respondents is $14,441,189.29, or around $16.27 per entity.\23\
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    \23\ Id.
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    Pursuant to the Paperwork Reduction Act of 1995, and OMB regulation 
5 CFR 1320.8(d)(1), the Commission solicits public comment to enable it 
to:
    1. Evaluate whether the proposed collection of information is 
necessary for the proper performance of the Commission's functions, 
including whether the information will have practical utility;
    2. Evaluate the accuracy of the Commission's estimate of the burden 
of the proposed collection of information, including the validity of 
the methodology and assumptions used;
    3. Enhance the quality, utility, and clarity of the information to 
be collected; and
    4. Minimize the burden of the collection of information on those 
who are to respond, including the use of appropriate automated, 
electronic, mechanical, or other technological collection techniques or 
other forms of information technology, e.g., permitting electronic 
submission of responses.
    The Office of Information and Regulatory Affairs in OMB and the 
Commission review all comments posted at www.regulations.gov.

Regulatory Flexibility Act

    The Regulatory Flexibility Act (RFA), 5 U.S.C. 601-612, requires 
the Commission to evaluate the economic impact of this rulemaking on 
small entities. The RFA defines small entities to include small 
businesses, small organizations, including not-for-profit 
organizations, and small governmental jurisdictions. The Commission 
must determine whether the rule would impose a significant economic 
impact on a substantial number of such small entities. When an agency 
issues a rulemaking proposal, the RFA requires the agency to ``prepare 
and make available for public comment an initial regulatory flexibility 
analysis'' which will ``describe the impact of the rule on small 
entities.'' \24\ Section 605 of the RFA allows an agency to certify a 
rule, in lieu of preparing an analysis, if the rulemaking is not 
expected to have a significant economic impact on a substantial number 
of small entities. For the reasons outlined below, the Chair of the 
Commission hereby certifies that this rulemaking will not have a 
significant economic impact on a substantial number of small entities.
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    \24\ 5 U.S.C. 603(a).
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    This proposed rulemaking applies to employers with fifteen or more 
employees, the majority of which are small entities.\25\ Although this 
proposed rule would impact small entities, it will not have a 
``significant economic impact'' on those entities. As discussed above, 
the proposed rulemaking may result in each small entity subject to the 
EEOC's recordkeeping requirements incurring a one-time cost of 
approximately $16.27, either as a new entity implementing a 
recordkeeping system that complies with the requirement or an existing 
entity updating the recordkeeping system it already has in place. The 
Commission has determined that the impact of this minimal one-time cost 
of $16.27 per affected small entity will not be ``significant.'' 
Accordingly, the Commission certifies under 5 U.S.C. 605(b) that this 
rulemaking will not have a significant economic impact on a substantial 
number of small entities because any burden it may impose on these 
entities is minimal. For this reason, a regulatory flexibility analysis 
is not required.
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    \25\ Sources: U.S. Census Bureau, 2021 Statistics of U.S. 
Businesses (SUSB) (Dec. 2023) (https://www.census.gov/data/tables/2021/econ/susb/2021-susb-annual.html). Local Downloadable CSV data. 
Select U.S. & states, 6-digit NAICS; U.S. Small Bus. Admin., Table 
of Size Standards (Mar. 17, 2023) (https://www.sba.gov/document/support-table-size-standards).
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Unfunded Mandates Reform Act of 1995

    This rulemaking will not result in the expenditure by State, local, 
or Tribal governments, in the aggregate, or by the private sector, of 
$100 million or more in any one year, in 1995 dollars, updated annually 
for inflation. It will not significantly or uniquely affect small 
governments. Therefore, no actions were deemed necessary under the 
provisions of the Unfunded Mandates Reform Act of 1995, 2 U.S.C. 1501, 
1532(a).

Congressional Review Act

    This proposed rule is not a ``rule'' under the Congressional Review 
Act (Subtitle E of the Small Business Regulatory Enforcement Fairness 
Act of 1996) because the Congressional Review Act only applies to final 
rules. Therefore, the reporting requirement of 5 U.S.C. 801 does not 
apply.

List of Subjects in 29 CFR Part 1602

    Administrative practice and procedure, Equal employment 
opportunity.

    Accordingly, the U.S. Equal Employment Opportunity Commission 
proposes to amend 29 CFR part 1602, as follows:

PART 1602--RECORDKEEPING AND REPORTING REQUIREMENTS UNDER TITLE 
VII, THE ADA, GINA, AND THE PWFA

0
1. The authority citation for part 1602 continues to read as follows:

    Authority: 42 U.S.C. 2000e-8, 2000e-12; 44 U.S.C. 3501 et seq.; 
42 U.S.C. 12117; 42 U.S.C. 2000ff-6; 42 U.S.C. 2000gg-2.

Sec.  Sec.  1602.14, 1602.21, 1602.28, and 1602.31   [Amended]

0
2. Remove the words ``title VII, the ADA, or GINA'' and add in their 
place the words ``title VII, the ADA, GINA, or PWFA'' in the following 
places:
0
a. Section 1602.14;
0
b. Section 1602.21(b);
0
c. Section 1602.28(a); and
0
d. Section 1602.31.

    For the Commission.
Charlotte A. Burrows,
Chair.
[FR Doc. 2024-27286 Filed 11-20-24; 8:45 am]
BILLING CODE P
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