The U.S. Equal Employment Opportunity Commission (EEOC) issued a revised version of its proposal to expand pay data collection from federal contractors and other employers with more than 100 workers on July 14, 2016. The revised proposal extends the date date of the 1st required EEO-1 report to incorporate W-2 wage and salary reports.Initially published in late January, the proposed rule is nothing more than a data grab that increases the information that certain employers must report to the federal government on an EEO-1 report by collecting pay data ranges and hours worked in addition to data currently collected.One change in the revised rule is changing the EEO-1 survey from 9/30/2017 to 3/31/2018, the change allows employers use W-2’s that match a calendar year.The EEOC has still failed addressed concerns that many federal contractors have regarding the confidentiality of the data collected, specifically salary information.  The EEOC is prohibited by Section 709(e) of Title VII of the Civil Rights Act of 1964 from making public the employment data derived from its EEO-1 compliance surveys. However, courts have ruled that the prohibition against disclosure in Title VII does not apply to federal government prime contractors or their first tiered subcontractors. While the EEOC did not accept the call for Congress to amend Title VII to expressly extend the statute’s confidentiality provisions to other state and federal agencies that may receive data disclosed in the EEO-1 form, the agency agreed to take extensive measures to protect the confidentiality and integrity of EEO-1 data.Written comments in response to the revised rule may be submitted through until August 15, 2016. Alternatively, comments may also be mailed to Joseph B. Nye, Policy Analyst, Office of Information and Regulatory Affairs, Office of Management and Budget, 725 17th Street NW, Washington, D.C. 20503, or emailed to