NACSPAC was created in 1979 by NACS as the entity through which the association can legally contribute funds to political candidates supportive of
our industry’s issues. For more information about NACSPAC and how political action committees (PACs) work, go to nacsonline.com/nacspac or contact
Political Engagement Manager Caroline Quat at firstname.lastname@example.org. NACSPAC contributors who made contributions from August 1-31, 2016:
E-Z Mart Stores Inc.
CS T Brands Inc.
Quik Trip Corporation
E-Z Mart Stores Inc.
Callaway Oil Inc. (Ultra-Fuel)
Moyle Petroleum Company
GT Petroleum Company (GT Fast Mart)
Young Oil Inc. (Grub Mart)
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mandated paid sick leave for federal agencies and any
contractors doing business with the federal government—and the list goes on. Whether or not you're a
fan of the president, there is no denying he has put his
money where his mouth is on labor issues.
Fast forward to 2016, and Obama has turned up
the volume. He started the year by highlighting the
equal pay during his State of the Union address. He
immediately followed up with an announcement that
the Equal Employment Opportunity Commission
(EEOC), in partnership with the Department of
Labor, published a proposal to annually collect
summary pay data by gender, race and ethnicity from
businesses with 100 or more employees—covering
more than 63 million employees.
These businesses already submit a form called
an EEO- 1, which pulls workforce profiles from
private-sector employers by race, ethnicity, sex
and job category and is publicly available. This
proposal would add aggregate data on pay ranges
and hours worked to the information already collected, beginning with the September 2017 report.
Operationally, this will add a significant
compliance challenge for larger employers when
it comes to record keeping and data collection.
Additionally, this new access to payroll records in
the name of equal pay could bring unknown legal
liability to companies as they defend themselves
from potential pay disparity lawsuits.
The real exposure for some companies,
however, may be brand reputation with regard to
elected officials, opinion leaders, consumers and
ultimately employees. Quite often in the retail,
service and hospitality sectors, there is signifi-
cant pay and benefit parity at the hourly level, but
the further up the management ladder you go, the
greater the disparity becomes.
Once again, just like minimum wage and health
care, business leaders need to prepare for a very
personal and potentially very public examination
of their pay and promotion policies.
Joe Kefauver is the managing partner at
Align Public Strategies.