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.

Proposed Rules Federal Register

92076 

Vol. 89, No. 225 

Thursday, November 21, 2024 

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. 5The 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). 

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. 

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’’: 

‘‘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 


lotter on DSK11XQN23PROD with PROPOSALS1
Federal Register / Vol. 89, No. 225 / Thursday, November 21, 2024 / Proposed Rules 92077 

6 44 U.S.C. chapter 35. 

7See 89 FR 46021. 

8For 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’’). 

9Section 3502(3) of the PRA defines ‘‘collection 

of information’’ to include recordkeeping 

requirements. 

10 42 U.S.C. 2000gg–2(a)(1). 

11 42 U.S.C. 2000e–8(c). 

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. 

This rulemaking proposes to amend 

§ 1602.14, covering private employers; 

§ 1602.21(b), covering employers, labor 

organizations, and joint labormanagement committees that control 

apprenticeship programs; § 1602.28(a), 

covering labor organizations; and 

§ 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. 

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. 

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 labormanagement 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 


lotter on DSK11XQN23PROD with PROPOSALS1
92078 Federal Register / Vol. 89, No. 225 / Thursday, November 21, 2024 / Proposed Rules 

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). 

16Source 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. 

17Source 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. 

18Source: 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). 

19Source: 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. 

20The 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/). 

21Sources: 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). 

22Burden 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/). 

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). 

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

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 EEOCcompliant 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 × 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

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 onetime burden. The EEOC estimates that a 

respondent will need 30 minutes to 

ensure that its previously existing 


lotter on DSK11XQN23PROD with PROPOSALS1
Federal Register / Vol. 89, No. 225 / Thursday, November 21, 2024 / Proposed Rules 92079 

23 Id. 

24 5 U.S.C. 603(a). 

25Sources: 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-sizestandards). 

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 × 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

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. 

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. 

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 

■ 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. 

§ § 1602.14, 1602.21, 1602.28, and 1602.31 

[Amended] 

■ 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: 

■ a. Section 1602.14; 

■ b. Section 1602.21(b); 

■ c. Section 1602.28(a); and 

■ 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 

ENVIRONMENTAL PROTECTION 

AGENCY 

40 CFR Part 52 

[EPA–R01–OAR–2024–0051; FRL–12403– 

01–R1] 

Air Plan Approval; Connecticut; 

Approval of State Implementation Plan 

Requirements for the 2008 Ozone 

Standard 

AGENCY: Environmental Protection 

Agency (EPA). 

ACTION: Proposed rule. 

SUMMARY: The Environmental Protection 

Agency (EPA) is proposing to approve 

State Implementation Plan (SIP) 

revisions submitted by the State of 

Connecticut. The SIP revisions are for 

the Connecticut portion of the New 

York-Northern New Jersey-Long Island, 

NY-NJ-CT Serious ozone nonattainment 

area for the 2008 ozone standard. The 

revisions pertain to requirements 

relating to reasonable further progress 

(RFP) plans, an Enhanced vehicle 


lotter on DSK11XQN23PROD with PROPOSALS1