96968 Federal Register / Vol. 89, No. 235 / Friday, December 6, 2024 / Notices 

1See Notice of Information Collection 89 FR 

66714 (Aug. 16, 2024) at https://

www.federalregister.gov/documents/2024/08/16/ 

2024-18420/agency-information-collectionactivities-existing-collection. 

2Available at https://www.regulations.gov/ 

document/EEOC-2024-0006-0002. 

3 42 U.S.C. 2000e, et seq. 

TABLE 1—PROJECTED BURDEN FOR EACH EEO–5 BIENNIAL REPORTING YEAR

[N=10,500] 

Staff job category Percent in job 

category 

Median hourly 

wage rate 

Hours per 

report 

Total burden 

hours 

Cost per 

report 

Total burden 

hour cost 

Human Resource Specialists ................... 39.1 $30.88 1.9 7,807 $58.67 $241,078.65 

Executive-Level Staff ............................... 15.9 48.12 1.7 2,829 81.80 136,153.91 

Secretaries and Administrative Assistants 14.1 21.19 1.8 2,674 38.14 56,659.49 

Bookkeeping, Accounting, and Auditing 

Clerks ................................................... 14.0 22.05 1.3 1,904 28.67 41,993.03 

Administrative Services and Facilities 

Managers .............................................. 7.7 48.98 1.4 1,137 68.57 55,707.84 

Database Administrators and Architects 3.0 53.91 1.3 414 70.08 22,301.40 

Other a ...................................................... 6.1 37.52 1.8 1,161 67.54 43,577.97 

Average ............................................. ........................ ........................ 1.7 ........................ 56.90 ........................

Total b ......................................... 100.0 ........................ ........................ 17,927 ........................ 597,472.29 

aThe average hourly wage rate for the ‘‘Other’’ category was derived by taking the weighted mean average of the hourly wage rates of the six 

BLS job categories listed in the above table. bThese estimates are based upon filers’ use of the EEO–5 Online Filing System (OFS) to submit reports electronically because paper submissions are no longer accepted. Electronic filing remains the most efficient, accurate, and secure means of reporting for respondents required to 

submit EEO–5 data. 

Dated: December 2, 2024. 

For the Commission. 

Charlotte A. Burrows, 

Chair. 

[FR Doc. 2024–28581 Filed 12–5–24; 8:45 am] 

BILLING CODE 6570–01–P 

EQUAL EMPLOYMENT OPPORTUNITY 

COMMISSION 

Agency Information Collection 

Activities: Existing Collection 

AGENCY: Equal Employment 

Opportunity Commission. 

ACTION: Notice of information 

collection—proposed revision of Local 

Union Report (EEO–3). 

SUMMARY: In accordance with the 

Paperwork Reduction Act (PRA), the 

Equal Employment Opportunity 

Commission (EEOC or Commission) 

announces that it has submitted to the 

Office of Management and Budget 

(OMB) a request for a three-year PRA 

approval of revisions to the currently 

approved Local Union Report (EEO–3). 

DATES: Written comments on this notice 

must be submitted on or before January 

6, 2025. 

ADDRESSES: Written comments should 

be sent within 30 days of publication of 

this final notice to www.reginfo.gov/ 

public/do/PRAMain. Find this 

information collection by selecting 

‘‘Currently under Review—Open for 

Public Comments’’ or by using the 

search function. 

FOR FURTHER INFORMATION CONTACT: Paul 

Guerino, Director, Data Development 

and Information Products Division, 

Office of Enterprise Data and Analytics 

(OEDA), Equal Employment 

Opportunity Commission, 131 M Street 

NE, Washington, DC 20507; (202) 921– 

2928 (voice), (800) 669–6820 (TTY) or 

email at OEDA@eeoc.gov. Requests for 

this notice in an alternative format 

should be made to the EEOC’s Office of 

Communications and Legislative Affairs 

at (202) 921–3191 (voice), (800) 669– 

6820 (TTY), or (844) 234–5122 (ASL 

Video Phone). 

SUPPLEMENTARY INFORMATION: A notice 

that the EEOC would be submitting this 

request was published in the Federal 

Register on August 16, 2024, allowing 

for a 60-day public comment period, 

which ended on October 15, 2024.1 The 

EEOC received one non-substantive 

comment during the public comment 

period, which was published on the 

www.regulations.gov website.2

I. Background 

A. The EEO–3 Report 

Since 1967, the EEOC has required 

EEO–3 filers to submit workforce 

demographic data. Every labor 

organization subject to title VII of the 

Civil Rights Act of 1964, as amended 

(title VII) 3 is required to file the EEO– 

3 report, provided it has 100 or more 

members at any time during the 12 

months preceding the due date of the 

report and is a ‘‘local union’’ (as that 

term is commonly understood) or an 

independent or unaffiliated union. 

Labor organizations required to report 

are those which perform, in a specific 

jurisdiction, the functions ordinarily 

performed by a local union, whether or 

not they are so designated. 

B. The 60-Day Notice: Request for 

Three-Year PRA Approval of Revisions 

to the EEO–3 

Pursuant to the PRA and OMB 

regulations found at 5 CFR 1320.8(d)(1), 

the Commission published a Notice in 

the Federal Register on August 16, 

2024, soliciting public comments during 

a 60-day period (‘‘60-day Notice’’) on 

the Commission’s intent to seek threeyear OMB approval of revisions to the 

currently approved EEO–3. In 

particular, in its 60-day Notice, the 

EEOC sought comments 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 

60-day Notice comment period ended 

on October 15, 2024. 

Based on data from the most recent 

EEO–3 data collection reporting year 

(i.e., 2022), as well as ongoing updates 

by the EEOC to the EEO–3 frame (i.e., 

filer roster or master list), the EEOC 


lotter on DSK11XQN23PROD with NOTICES1
Federal Register / Vol. 89, No. 235 / Friday, December 6, 2024 / Notices 96969 

4Available at https://www.federalregister.gov/ 

documents/2024/08/16/2024-18420/agencyinformation-collection-activities-existing-collection. 

5Available at https://www.regulations.gov/ 

document/EEOC-2024-0006-0002. 

6Labor organizations required to report are those 

which perform, in a specific jurisdiction, the 

functions ordinarily performed by a local union, 

whether or not they are so designated. 

7Labor organizations required to report are those 

which perform, in a specific jurisdiction, the 

functions ordinarily performed by a local union, 

whether or not they are so designated. 

8This figure is based on the expanded frame of 

potentially eligible respondents and the response 

rate for the most recently completed EEO–3 data 

collection (the 2022 EEO–3 data collection). 

9 42 U.S.C. 2000e–8(c). 

10The EEOC’s EEO–3 regulation is at 29 CFR part 

1602 subparts F and G. The EEOC is responsible for 

obtaining OMB’s PRA approval for the EEO–3 

report. 

11Labor organizations required to report are those 

which perform, in a specific jurisdiction, the 

functions ordinarily performed by a local union, 

whether or not they are so designated. 

12Beginning in 1986, the EEO–3 report has been 

collected biennially in even-numbered years. Prior 

to 1986, the EEO–3 report was collected annually. 

13EEO–3 filers may access the OFS through the 

EEOC’s dedicated EEO–3 website at 

www.eeocdata.org/eeo3. 

14All reports and any information from 

individual reports are subject to the confidentiality 

provisions of Section 709(e) of title VII of the Civil 

Rights Act of 1964, 42 U.S.C. 2000e–8(e), as 

amended (title VII), and may not be made public by 

the EEOC prior to the institution of any proceeding 

under title VII involving the EEO–3 data. Any EEOC 

employee who violates this prohibition may be 

found guilty of a criminal misdemeanor and could 

be fined or imprisoned. The confidentiality 

requirements allow the EEOC to publish only 

aggregated data, and only in a manner that does not 

identify any particular filer or reveal any individual 

member’s personal information. With respect to 

other Federal agencies with a legitimate law 

enforcement purpose, the EEOC gives access to 

information collected under title VII only if the 

agencies agree in writing to comply with the 

confidentiality provisions of title VII. In addition, 

section 709(d) of title VII (42 U.S.C. 2000e–8(d)) 

provides that the EEOC shall furnish upon request 

and without cost to State or local civil rights 

agencies information about employers in their 

jurisdiction on the condition that they not make it 

public prior to starting a proceeding under State or 

local law involving such information. The EEOC 

shares EEO–3 data with Fair Employment Practices 

Agencies (FEPAs) pursuant to Worksharing 

Agreements that impose obligations on the 

contracted FEPA with respect to confidentiality, 

privacy, and data security. On a case-by-case basis, 

the EEOC may share EEO–3 data with a FEPA that 

does not have a Worksharing Agreement, but only 

if that FEPA agrees to comply with confidentiality, 

privacy, and data security obligations similar to 

those imposed on FEPAs with Worksharing 

Agreements. 

15Any reports the EEOC publishes based on EEO– 

3 data include only aggregated EEO–3 data that 

protect the confidentiality of each union’s 

information, as well as the privacy of each 

member’s personal information. 

anticipates the total number of filers 

submitting an EEO–3 report may 

increase to 5,999 per biennial collection. 

Accordingly, the burden estimates in 

this Notice are based on this revised 

estimate of the number of filers. 

II. The Public Comments on the 60-Day 

Notice 

The 60-day Notice was published in 

the Federal Register on August 16, 

2024.4 The EEOC received one nonsubstantive comment during the public 

comment period, which was published 

on the www.regulations.gov website.5

III. Commission Decisions and Final 

EEOC Proposals to OMB 

The EEOC Will Seek Three-Year 

Approval of Revisions to the Currently 

Approved EEO–3 Local Union Report 

After evaluating the one nonsubstantive comment received from the 

public during the 60-day comment 

period, the Commission has decided it 

will seek a three-year approval by OMB 

of revisions to the EEO–3 Local Union 

Report as described in this Notice. 

IV. Formal Paperwork Reduction Act 

Statement 

A. Overview of Information Collection 

Collection Title: Local Union Report 

(EEO–3). 

OMB Number: 3046–0006. 

Frequency of Report: Biennial. 

Type of Respondent: Labor 

organizations with 100 or more 

members 6 that are local unions or 

independent or unaffiliated unions and 

meet certain criteria. 

Description of Affected Public: Labor 

organizations with 100 or more 

members 7 that are local unions or 

independent or unaffiliated unions and 

meet certain criteria. 

Reporting Hours: 8,922 per biennial 

collection. 

Respondent Burden Hour Cost: 

$359,091 per biennial collection. 

Federal Cost: $378,002 per biennial 

collection. 

Number of Filers: 5,999 per biennial 

collection.8

Number of Responses: 5,999 per 

biennial collection. 

Number of Forms: 1. 

Form Number: EEOC Form 274. 

Abstract: Section 709(c) of title VII 

requires labor organizations to make and 

keep records relevant to the 

determination of whether unlawful 

employment practices have been or are 

being committed, to preserve such 

records, and to produce reports as the 

Commission prescribes by regulation or 

order.9 Pursuant to this statutory 

authority, the EEOC issued regulations 

prescribing the reporting and related 

record retention requirements for labor 

organizations.10 The regulations require 

every local union to retain the most 

recent report filed, to make records 

necessary for completion of the EEO–3, 

and to preserve them for a year (or if a 

charge of discrimination is filed, 

relevant records must be retained until 

final disposition of the matter). These 

recordkeeping requirements are part of 

standard administrative practices, and 

as a result, the EEOC believes that any 

impact on burden would be negligible 

and nearly impossible to quantify. 

Additionally, the regulations require 

labor organizations with 100 or more 

members at any time during the 12 

months preceding the due date of the 

report, and that are a ‘‘local union’’ (as 

that term is commonly understood) 11 or 

are independent or unaffiliated unions, 

to file executed copies of the EEO–3 

report in conformity with the directions 

set forth in the form and accompanying 

instructions. Under this authority, such 

unions are required to report 

biennially 12 the number of their 

members and applicants for 

membership by sex and race or 

ethnicity. 

Please note that on March 28, 2024, 

OMB published revisions, the first since 

1997, to its Statistical Policy Directive 

No. 15: Standards for Maintaining, 

Collecting, and Presenting Federal Data 

on Race and Ethnicity.’’ See https://

spd15revision.gov/. The revisions 

include, for example, using a single 

combined race and ethnicity question 

and adding Middle Eastern or North 

African (MENA) as a new minimum 

reporting category. Federal agencies, 

including the EEOC, are required to 

bring their data collections into 

compliance with these standards by 

March 28, 2029. Because the EEOC’s 

current EEO–3 PRA clearance expires 

January 31, 2025, the agency is not 

proposing updates to its collection of 

race and ethnicity data under this 

Notice in order to provide filers with 

sufficient notice of the revised standards 

and to give the EEOC sufficient time to 

implement the revisions across its EEO 

collections. 

These data are currently collected 

electronically by the EEOC through a 

web-based data collection application 

(i.e., portal) referred to as the EEO–3 

Online Filing System (OFS).13 Filers 

must submit their data electronically to 

the web-based portal. The individual 

EEO–3 reports are confidential.14 EEO– 

3 data are used by the EEOC to 

investigate charges of employment 

discrimination against local unions and 

to publish periodic reports on workforce 

demographics.15

B. Burden Statement 

The EEOC’s Office of Enterprise Data 

and Analytics (OEDA) administers the 


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96970 Federal Register / Vol. 89, No. 235 / Friday, December 6, 2024 / Notices 

16U.S. Government Accountability Office, 

‘‘Workforce Diversity: Hispanic Workers Are 

Underrepresented in the Media, and More Data Are 

Needed for Federal Enforcement Efforts’’, 

Government Accountability Office, Sept. 29, 2022, 

https://www.gao.gov/products/gao-22-104669. 

17The OPDR database contains information on 

approximately 20,000 unions in the United States. 

See https://olmsapps.dol.gov/olpdr/. 

18This estimate covers local unions within the 50 

United States and the District of Columbia, as well 

as the Commonwealth of Puerto Rico, the U.S. 

Virgin Islands, and the U.S. Possessions of 

American Samoa, Guam, Northern Mariana Islands, 

and Wake Island. Please note that 5,999 

respondents may ultimately turn out to be an 

overestimate. Following the initial enhancement of 

the EEO–3 frame, collection data may yield an 

unknown number of ineligible filers. 

19Hourly wage rates for these four job categories 

were obtained from the U.S. Department of Labor’s 

Bureau of Labor Statistics (BLS) Occupational 

Outlook Handbook. See https://www.bls.gov/ooh/. 

Please note that the actual job titles reported during 

the 2022 EEO–3 data collection were collapsed into 

these four BLS occupational categories. 

20The time estimates are based on the average 

time elapsed among filers who completed their 

reports during the same calendar day within the 

OFS. 

agency’s data collections, including the 

EEO–3 data collection. Since OEDA’s 

creation in 2018, the EEOC has 

undertaken several efforts to modernize 

the agency’s data collections and 

improve the quality of data collected. 

OEDA also has streamlined functions, 

such as providing additional self-service 

options, resource materials, and an 

online support message center. 

As part of these ongoing 

modernization efforts, and in response 

to a recent GAO report 16 which 

recommended that the EEOC improve 

its approach to routinely identify local 

unions required to file the EEO–3 

report, OEDA has undertaken measures 

to enhance the agency’s EEO–3 frame 

(i.e., filer roster or master list) of 

potentially eligible filers. 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,17 OEDA identified more than 

5,000 local unions that may be eligible 

to file during the next biennial EEO–3 

data collection. With the addition of 

these unions to the EEO–3 frame and 

considering response rates during the 

2022 EEO–3 data collection, OEDA now 

estimates 5,999 potential respondents to 

the agency’s next EEO–3 data 

collection.18

The EEOC has also updated its 

methodology for calculating the biennial 

burden of the EEO–3 data collection to 

better reflect the types of personnel 

responsible for preparing and filing 

these reports on behalf of their unions. 

Based upon job titles provided during 

the 2022 EEO–3 data collection by 

individuals completing the report 

within the OFS, the EEOC has identified 

four specific job categories that account 

for the largest amount of time spent 

biennially on EEO–3 reporting. These 

job categories include: (1) Secretaries 

and Administrative Assistants; (2) 

Administrative Services and Facilities 

Managers; (3) Bookkeeping, Accounting, 

and Auditing Clerks; and (4) ExecutiveLevel Staff.19

Additionally, the OFS captures 

detailed information on when each filer 

starts and certifies their report. The 

EEOC used this information from the 

most recent EEO–3 data collection (i.e., 

2022) to calculate more precise burden 

hour estimates.20 As shown in Table 1 

below, the estimated average hour 

burden per report is 1.49 hours. The 

total estimated biennial respondent 

burden for all filers is 8,922 hours. The 

estimated average burden hour cost per 

report is $59.90, and the estimated total 

burden hour cost for all filers per 

biennial collection is $359,091. 

TABLE 1—PROJECTED BURDEN FOR EACH EEO–3 BIENNIAL REPORTING YEAR

[N = 5,999] 

Staff job category Percent in job 

category 

Median hourly 

wage rate 

Hours per 

report 

Cost per 

report 

Total burden 

hours 

Total burden 

hour cost 

Secretaries and Administrative Assistants ................................ 21.4 $21.19 0.33 $6.99 1,958 $41,490 

Administrative Services and Facilities Managers ..................... 56.5 48.98 0.84 41.14 5,046 247,153 

Bookkeeping, Accounting, and Auditing Clerks ........................ 5.1 22.05 0.09 1.98 546 12,039 

Executive-Level Staff ................................................................ 4.4 48.12 0.06 2.89 365 17,564 

Other a ....................................................................................... 12.6 40.56 0.17 6.90 1,007 40,845 

Total b ................................................................................. ........................ ........................ 1.49 59.90 8,922 359,091 

aThe average hourly wage rate for the ‘‘Other’’ category was derived by taking the weighted mean average of the hourly wage rates of the four BLS job categories 

listed in the above table. bThese estimates are based upon filers’ use of the OFS to submit reports electronically because paper submissions are no longer accepted. Electronic filing remains the most efficient, accurate, and secure means of reporting for respondents required to submit EEO–3 data. 

Dated: December 2, 2024. 

For the Commission. 

Charlotte A. Burrows, 

Chair. 

[FR Doc. 2024–28579 Filed 12–5–24; 8:45 am] 

BILLING CODE 6570–01–P 

FARM CREDIT ADMINISTRATION 

Sunshine Act Meetings 

TIME AND DATE: 10 a.m., Thursday, 

December 12, 2024. 

PLACE: You may observe this meeting in 

person at 1501 Farm Credit Drive, 

McLean, Virginia 22102–5090, or 

virtually. If you would like to observe, 

at least 24 hours in advance, visit 

FCA.gov, select ‘‘Newsroom,’’ then 

select ‘‘Events.’’ From there, access the 

linked ‘‘Instructions for board meeting 

visitors’’ and complete the described 

registration process. 

STATUS: This meeting will be open to the 

public. 

MATTERS TO BE CONSIDERED: The 

following matters will be considered: 

• Approval of Minutes for November 

14, 2024 

• Quarterly Report on Economic 

Conditions and Farm Credit System 

Condition and Performance 

• Semiannual Report on Office of 

Examination Operations 

CONTACT PERSON FOR MORE INFORMATION: 

If you need more information or 

assistance for accessibility reasons, or 

have questions, contact Ashley 

Waldron, Secretary to the Board. 

Telephone: 703–883–4009. TTY: 703– 

883–4056. 

Ashley Waldron, 

Secretary to the Board. 

[FR Doc. 2024–28775 Filed 12–4–24; 11:15 am] 

BILLING CODE 6705–01–P 


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