646 Federal Register / Vol. 90, No. 3 / Monday, January 6, 2025 / Notices 

IV. What is the TSCA Review Plan? 

Pursuant to TSCA section 8(b), EPA 

finalized the Review Plan rule 

establishing, inter alia, the Agency’s 

plan for reviewing all active TSCA 

Inventory CBI claims concerning 

specific chemical identities that had 

been made in Active-Inactive rule 

reporting taking place in 2017 and 2018 

(see 40 CFR part 710, subparts B 

(Commercial Activity Notification) and 

C (Review Plan)). Consistent with TSCA 

section 8(b)(4)(E)(i), which allows a fiveyear period for these reviews following 

compilation of an initial list of active 

substances, the reviews were targeted 

for completion by February 19, 2024 

(see 40 CFR 710.55(d). Since finalizing 

the Review Plan rule, however, EPA has 

encountered issues that have prevented 

meeting this original target. These issues 

and/or their effects persist to the 

present, making meeting the extended 

target of February 19, 2025, impossible. 

Consequently, consistent with TSCA 

section 8(b)(4)(E)(ii)(I) and 40 CFR 

710.55(e), which permit EPA to extend 

the review period by up to two years, 

EPA is further extending the target 

review completion date until February 

19, 2026. 

Several issues and factors caused 

delays that prevented EPA from 

completing its review within the fiveyear period (and are going to prevent 

completion within the previous oneyear extension). These issues are 

described in more detail in the 

document at 89 FR 4605–4606, but 

include a large universe of claims to 

review (more than 4,805 chemical 

substances in 5,787 often-complex 

submissions) and concurrent activities 

to update the public portion of the 

TSCA Inventory, consistent with the 

requirements of TSCA sections 8(b) and 

14. Also, adapting and maintaining the 

Agency’s information technology (IT) 

systems to complete these reviews has 

continued to contribute to delays in 

reviewing these CBI claims. The size 

(i.e. very large file size) and other 

features of certain submissions caused 

IT difficulties that halted the CBI review 

process for about nine months while 

available resources were prioritized to 

address more critical IT needs. A lack of 

requested appropriated funds in FY24 

and FY25 resulted in insufficient 

contract resources to address IT system 

issues in addition to not allowing EPA 

to maintain the necessary staffing level 

to make progress on these reviews. 

Finally, EPA was delayed in 

commencing Review Plan reviews for 

approximately six months to a year as 

a result of the decision of the U.S. Court 

of Appeals for the District of Columbia 

Circuit in Environmental Defense Fund 

v. EPA, 922 F.3d 446 (D.C. Cir. 2019), 

which resulted in a need for additional 

rulemaking activity to add a reporting 

requirement. The additional reporting 

requirement created confusion among 

some reporting entities, further slowing 

the review process. 

These issues and factors together 

justify extending the review period 

deadline by a total of two years, 

consistent with TSCA section 

8(b)(4)(E)(ii)(I). 

Authority: 15 U.S.C. 2607(b). 

Dated: December 20, 2024. 

Michal Freedhoff, 

Assistant Administrator, Office of Chemical 

Safety and Pollution Prevention. 

[FR Doc. 2024–31291 Filed 1–3–25; 8:45 am] 

BILLING CODE 6560–50–P 

EQUAL EMPLOYMENT OPPORTUNITY 

COMMISSION 

Agency Information Collection 

Activities: Extension Without Change 

of An Existing Collection; Comment 

Request 

AGENCY: Equal Employment 

Opportunity Commission. 

ACTION: Final notice of information 

collection—Uniform Guidelines on 

Employee Selection Procedures— 

extension without change. 

SUMMARY: In accordance with the 

Paperwork Reduction Act of 1995, the 

Equal Employment Opportunity 

Commission (EEOC or Commission) 

announces that it has submitted the 

information described below to the 

Office of Management and Budget 

(OMB) for a three-year extension 

without change. 

DATES: Written comments on this notice 

must be submitted on or before February 

5, 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 

particular information collection by 

selecting ‘‘Currently under 30-day 

Review—Open for Public Comments’’ or 

by using the search function. 

FOR FURTHER INFORMATION CONTACT: Gary 

Hozempa, Senior Attorney, at (202) 

921–2672 or Gary.Hozempa@eeoc.gov. 

Requests for this notice 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 

Video Phone). 

SUPPLEMENTARY INFORMATION: 

Overview of Current Information 

Collection 

Collection Title: Recordkeeping 

Requirements of the Uniform Guidelines 

on Employee Selection Procedures, 29 

CFR part 1607, 41 CFR part 60–3, 28 

CFR part 50, 5 CFR part 300. 

OMB Number: 3046–0017. 

Type of Respondent: Businesses or 

other institutions; Federal Government; 

State or local governments and farms. 

North American Industry 

Classification System (NAICS) Code: 

Multiple. 

Standard Industrial Classification 

Code (SIC): Multiple. 

Description of Affected Public: Any 

employer, Government contractor, labor 

organization, or employment agency 

covered by the Federal equal 

employment opportunity laws. 

Respondents: 887,869. 

Responses: 887,869. 

Recordkeeping Hours: 15,422,941 per 

year. 

Number of Forms: None. 

Form Number: None. 

Frequency of Report: None. 

Abstract: The Uniform Guidelines 

provide fundamental guidance for all 

title VII-covered employers about the 

use of employment selection 

procedures. The records addressed by 

UGESP are used by respondents to 

ensure that they are complying with 

title VII and Executive Order 11246; by 

the Federal agencies that enforce title 

VII and Executive Order 11246 to 

investigate, conciliate, and litigate 

charges of employment discrimination; 

and by complainants to establish 

violations of Federal equal employment 

opportunity laws. While there is no data 

available to quantify these benefits, the 

collection of accurate applicant flow 

data enhances each employer’s ability to 

address deficiencies in recruitment and 

selection processes, including detecting 

barriers to equal employment 

opportunity. 

On October 29, 2024, the Commission 

published a 60-Day Notice informing 

the public of its intent to request an 

extension without change of the 

information collection requirements 

from the Office of Management and 

Budget (89 FR 85963 (October 29, 2024). 

Public comments were solicited. None 

were submitted as of the December 30, 

2024 deadline for filing. 

Burden Statement: There are no 

reporting requirements associated with 

UGESP. The burden being estimated is 

the cost of collecting and storing a job 

applicant’s gender, race, and ethnicity 

data. 

The only paperwork burden derives 

from this recordkeeping. Only 


khammond on DSK9W7S144PROD with NOTICES
Federal Register / Vol. 90, No. 3 / Monday, January 6, 2025 / Notices 647 

1 In calculating burden, data from multiple 

sources are used. Some of these sources do not 

allow us to identify only those employers who are 

covered by Title VII (employers with 15 or more 

employees). 

2Source 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 only include those with 15 or more 

employees. 

3Source of original data: 2022 Census of 

Governments: Employment. 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 only 

include those with 15 or more employees. 

4Source: 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). 

5Source: 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). 

6The 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 referral unions 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/). 

7Source 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 only include those with 15 or more 

employees. 

8The average number of applicants per job 

opening in 2023, according to the iCIMS 2024 

January Workforce Report (https://icims.drift.click/ 

January-2024-Workforce-Report). 9Bureau of Labor Statistics Job Openings and 

Labor Turnover Survey, 2023 annual level data 

(seasonally adjusted), (http://www.bls.gov/jlt/ 

data.htm) is the source of the original data. The BLS 

figure includes new hires in both the public and the 

private sectors across all employer sizes. 10Burden hour cost estimates are based on the 

median hourly wage rate of $22.94 for Human 

Resources Assistants, except payroll and 

timekeeping obtained from the Bureau of Labor 

Statistics, May 2023 (see U.S. Department of Labor, 

Bureau of Labor Statistics, Occupational 

Employment and Wage Statistics, https://

www.bls.gov/oes/current/oes434161.htm). 11Source 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 only include those with 15 or more 

employees. 

12Source of original data: 2021 Economic Census. 

(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 only 

include those with 15 or more employees. 

13See 29 CFR 1607.15A(1): Simplified 

recordkeeping for users with less than 100 

employees. In order to minimize recordkeeping 

burdens on employers who employ one hundred 

(100) or fewer employees, and other users not 

required to file EEO–1, et seq., reports, such users 

may satisfy the requirements of this section 15 if 

they maintain and have available records showing, 

for each year: (a) The number of persons hired, 

promoted, and terminated for each job, by sex, and 

where appropriate by race and national origin; 

(b)The number of applicants for hire and promotion 

by sex and where appropriate by race and national 

origin; and (c) The selection procedures utilized 

(either standardized or not standardized). 

employers covered under title VII and 

Executive Order 11246 are subject to 

UGESP. However, for the purposes of 

burden calculation, data for all 

employers are counted.1 The number of 

employers with 15 or more employees is 

estimated at 887,869 which combines 

estimates from private employment,2

the public sector,3 colleges and 

universities,4 apprenticeship programs,5

and referral unions.6 Employers with 15 

or more employees represent 

approximately 13.5% of all employers 

in the U.S. and employ about 86.2% of 

all employees in the U.S.7

This burden assessment is based on 

an estimate of the number of job 

applications submitted to all employers 

in one year, including paper-based and 

electronic applications. The total 

number of job applications submitted 

every year to covered employers is 

estimated to be 1,850,752,956 based on 

an average of approximately 26 

applications 8 for every hire and a 

Bureau of Labor Statistics data estimate 

of 71,046,000 annual hires.9 This figure 

also includes 136,806 applicants for 

union membership reported on the 

EEO–3 form for 2022. The employer 

burden associated with collecting and 

storing applicant demographic data is 

based on the following assumptions: 

applicants would need to be asked to 

provide three pieces of information— 

sex, race/ethnicity, and an identification 

number (a total of approximately 13 

keystrokes); the employer may need to 

transfer information received to a 

database either manually or 

electronically; and the employer would 

need to store the 13 characters of 

information for each applicant. 

Recordkeeping costs and burden are 

assumed to be the time cost associated 

with entering 13 keystrokes. 

Assuming that the required 

recordkeeping takes 30 seconds per 

record, and assuming a total of 

1,850,752,956 paper and electronic 

applications per year (as calculated 

above), the resulting UGESP burden 

hours would be 15,422,941. Based on a 

wage rate of $22.94 10 per hour for the 

individuals entering the data, the 

collection and storage of applicant 

demographic data would come to 

approximately $353,802,267 per year. 

The foregoing assumptions likely are 

over-inclusive because many employers 

have electronic job application 

processes that should be able to capture 

applicant flow data automatically. 

While the burden hours and costs for 

the UGESP recordkeeping requirement 

seem large, the average burden per 

employer is relatively small. UGESP 

applies to an estimated 887,869 

employers, or about 13.5% of employers 

in the U.S, and these employers employ 

about 86.2% of employees in the U.S.11

Therefore, the estimated cost per 

covered employer is about $398. 

Additionally, 36.4% of employees work 

for firms with at least 5,000 

employees,12 for which the burden of 

data entry is transferred to the 

applicants via use of electronic 

application systems. Finally, UGESP 

allows for simplified recordkeeping for 

employers with more than 15 but less 

than 100 employees.13

For the Commission. 

Dated: December 31, 2024. 

Charlotte A. Burrows, 

Chair. 

[FR Doc. 2024–31755 Filed 1–3–25; 8:45 am] 

BILLING CODE 6570–01–P 

FEDERAL ELECTION COMMISSION 

Sunshine Act Meetings 

FEDERAL REGISTER CITATION OF PREVIOUS

ANNOUNCEMENT: 89 FR 105048. 

PREVIOUSLY ANNOUNCED TIME AND DATE OF

THE MEETING: Thursday, January 9, 2025, 

at 10:00 a.m. 

CHANGES IN THE MEETING: The meeting 

was rescheduled for Tuesday, January 

14, 2025, at 10:00 a.m. 

CONTACT PERSON FOR MORE INFORMATION: 

Judith Ingram, Press Officer. Telephone: 

(202) 694–1220. 

(Authority: Government in the Sunshine Act, 

5 U.S.C. 552b) 

Vicktoria J. Allen, 

Deputy Secretary of the Commission. 

[FR Doc. 2025–00017 Filed 1–2–25; 11:15 am] 

BILLING CODE 6715–01–P 

FEDERAL TRADE COMMISSION 

[File No. 222 3156] 

accessiBe; Analysis of Proposed 

Consent Order To Aid Public Comment 

AGENCY: Federal Trade Commission. 


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