Agency Information Collection Activities; Comment Request, 26687-26689 [2020-09603]

Download as PDF Federal Register / Vol. 85, No. 87 / Tuesday, May 5, 2020 / Notices Background on the registration review program is provided at: http:// www.epa.gov/pesticide-reevaluation. Authority: 7 U.S.C. 136 et seq. Dated: April 27, 2020. Mary Reaves, Acting Director, Pesticide Re-Evaluation Division, Office of Pesticide Programs. [FR Doc. 2020–09570 Filed 5–4–20; 8:45 am] BILLING CODE 6560–50–P EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Agency Information Collection Activities; Comment Request Equal Employment Opportunity Commission. ACTION: Notice. AGENCY: In accordance with the Paperwork Reduction Act of 1995 (PRA), the Equal Employment Opportunity Commission (EEOC or Commission) announces that it intends to submit to the Office of Management and Budget (OMB) a request for reinstatement without change of the information collection described below. The Commission is seeking public comments on the proposed reinstatement. DATES: Written comments on this notice must be submitted on or before July 6, 2020. ADDRESSES: You may submit comments using any of the following methods— please use only one method: Federal eRulemaking Portal: http:// www.regulations.gov. Follow the instructions on the website for submitting comments. Mail: Comments may be submitted by mail to Bernadette B. Wilson, Executive Officer, Executive Secretariat, Equal Employment Opportunity Commission, 131 M Street NE, Washington, DC 20507. Fax: Comments totaling six or fewer pages can be sent by facsimile (‘‘fax’’) machine to (202) 663–4114 (This is not a toll-free number.) 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) 663– 4070 (voice) or (800) 669–6820 (TTY). (These are not toll-free telephone numbers.) Instructions: All comments received must include the agency name and docket number. All comments received will be posted without change to http:// www.regulations.gov, including any personal information provided. However, the EEOC reserves the right to khammond on DSKJM1Z7X2PROD with NOTICES SUMMARY: VerDate Sep<11>2014 19:16 May 04, 2020 Jkt 250001 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. Although copies of comments received are usually also available for review at the Commission’s library, given the EEOC’s current 100% telework status due to the covid–19 pandemic, the Commission’s library is closed until further notice. Once the Commission’s library is re-opened, copies of comments received in response to the proposed rule will be made available for viewing by appointment only at 131 M Street NE, Suite 4NW08R, Washington, DC 20507, between the hours of 9:30 a.m. and 5:00 p.m. FOR FURTHER INFORMATION CONTACT: Kathleen Oram, Assistant Legal Counsel, (202) 663–4668, or Savannah Marion Felton, Senior Attorney, (202) 663–4909, Office of Legal Counsel, 131 M Street NE, Washington, DC 20507. Requests for this notice in an alternative format should be made to the Office of Communications and Legislative Affairs at 1–800–669–4000 (voice), 1–800–669– 6820 (TTY), or 1–800–234–5122 (ASL Video Phone). SUPPLEMENTARY INFORMATION: The Age Discrimination in Employment Act (ADEA) allows for individuals to waive rights and claims protected under the Act, provided certain circumstances are met; particularly that the waiver is knowing and voluntary. In order for an individual’s waiver in connection with a program to be considered knowing and voluntary, the employer must inform the individual in writing in a manner calculated to be understood by the average individual eligible to participate, as to (i) any class, unit, or group of individuals covered by such program, any eligibility factors for such program, and any time limits applicable to such program; and (ii) the job titles and ages of all individuals eligible or selected for the program, and the ages of all individuals in the same job classification or organizational unit who are not eligible or selected for the program. The EEOC’s regulations clarify that the relevant section of the ADEA addresses two principal issues: To whom information must be provided, and what information must be disclosed to such individuals. The purpose of the informational requirements is to provide an employee with enough information PO 00000 Frm 00032 Fmt 4703 Sfmt 4703 26687 regarding the program to allow an employee to make an informed choice whether or not to sign a waiver agreement. The employer does not provide this information to the EEOC; the ADEA and the EEOC’s regulation solely require that the employer provide this information to any employee it would apply to, and not to the Federal government. The EEOC, in accordance with the PRA and OMB regulation 5 CFR 1320.8(d)(1), provides the general public and Federal agencies with an opportunity to comment on proposed, revised, and continuing collections of information. This helps the EEOC to assess the impact of its information collection requirements and minimize the public’s reporting burden. It also helps the public to understand the EEOC’s information collection requirements and provide the requested data in the desired format. The EEOC is soliciting comments on the information collection that is described below. The EEOC is especially interested in public comment that will assist the EEOC in the following: (1) Evaluating whether the collection of information is necessary for the proper performance of the Commission’s functions, including whether the collection has practical utility; (2) Evaluating the accuracy of the Commission’s estimate of the burden of the collection of information, including the validity of the methodology and assumptions used; (3) Enhancing the quality, utility, and clarity of the information to be collected; and (4) Minimizing 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. Please note that written comments received in response to this notice will be considered public records. Overview of This Information Collection Collection Title: Waivers of Rights and Claims Under the ADEA; Informational Requirements. OMB Number: 3046–0042. Type of Respondent: Business, state or local governments, not for profit institutions. Description of Affected Public: Any employer with 20 or more employees that seeks waiver agreements in connection with an exit incentive or other employment termination program. Number of Respondents: 2,425. E:\FR\FM\05MYN1.SGM 05MYN1 26688 Federal Register / Vol. 85, No. 87 / Tuesday, May 5, 2020 / Notices Burden Hours per Respondent: 16.19 hours. Total Annual Burden Hours: 39,260.75. Number of Forms: None. Abstract: The EEOC enforces the Age Discrimination in Employment Act (ADEA) which prohibits discrimination against employees and applicants for employment who are age 40 or older. The Older Workers Benefit Protection Act (OWBPA), enacted in 1990, amended the ADEA to require employers to disclose certain information to employees (but not to the EEOC) in writing when they ask employees to waive their rights under the ADEA in connection with an exit incentive program or other employment termination program. The regulation at 29 CFR 1625.22 reiterates those disclosure requirements. Burden Statement: In 2016, the EEOC conducted a limited survey as the foundation for estimating the burden hours per Respondent. The goal of the survey was to more accurately capture the actual costs of creating and distributing ADEA waivers and to better understand what type of employees were involved in this process. For the current 2020 submission, the EEOC will rely again on this 2016 estimate of burden hours per respondent. Due to concerns about data quality given the current COVID–19 pandemic, and in accordance with OMB guidance memo M–20–16, the EEOC does not intend to conduct a new limited survey to re-estimate burden hours per respondent at this time. Based on data collected from employers participating in the 2016 limited survey, EEOC learned that the senior human resource managers and legal counsel bear the most significant brunt of the paperwork and human capital burden in drafting and distributing the waivers to employees. The burden hours for the creation of the ADEA waiver are estimated to be 8.25 per employer. Burden hours for the distribution of the ADEA waiver are estimated to be 7.94 per employer, for a total of 16.19 hours per employer. The total annual burden hours is calculated by multiplying the number of Respondents by the burden hours per Respondent [2,425 × 16.19 = 39,260.75]. TABLE 1—COMPUTATIONS RELATED TO PREPARING AND DRAFTING ADEA WAIVER BURDEN ESTIMATE * Wage rate (hour)1 Projected hours per employer Cost per firm Total cost Number of Respondents: 2,425 CLERICAL STAFF ........................................................................................... SENIOR HUMAN RESOURCE MANAGERS .................................................. INTERNALCORPORATE LEGAL COUNSEL ................................................. EXTERNAL CORPORATE LEGAL COUNSEL ............................................... CHIEF EXECUTIVE OFFICERS ..................................................................... COMPUTER SPECIALIST (IT PROFESSIONAL) ........................................... HUMAN RESOURCE SPECIALIST ................................................................ PARALEGAL .................................................................................................... $18.69 54.47 58.13 58.13 50.47 25.70 29.27 24.49 0.11 0.26 2.23 2.00 0.12 0.42 1.61 1.50 $2.06 14.16 129.63 116.26 6.06 10.79 47.12 36.74 $4,985.56 34,343.34 314,352.51 281,930.50 14,686.77 26,175.45 114,277.40 89,082.38 SUB TOTAL .............................................................................................. 319.35 8.25 362.82 879,833.89 * Totals may not sum due to rounding. 1 Wage hour rates listed in first column are based on 2018 Median Pay for the occupation indicated and were obtained online from the U.S. Dept. of Labor, Bureau of Labor Statistics, Occupational Outlook Handbook, http://www.bls.gov/ooh/. Accessed April 8, 2020. TABLE 2—COMPUTATIONS RELATED TO DISTRIBUTING ADEA WAIVER BURDEN ESTIMATE ** Wage rate (hour) 1 Projected hours per employer Cost per firm Total cost Number of Respondents: 2,425 HUMAN RESOURCE SPECIALIST ................................................................ CLERICAL STAFF ........................................................................................... SENIOR HUMAN RESOURCE MANAGERS .................................................. INTERNAL CORPORATE LEGAL COUNSEL ................................................ EXT CORPORATE LEGAL COUNSEL ........................................................... PARALEGAL .................................................................................................... PAYROLL SPECIALIST .................................................................................. ADMINISTRATIVE SERVICES MANAGER .................................................... DEPARTMENT EXECUTIVE ........................................................................... $29.27 18.69 54.47 58.13 58.13 24.49 19.02 46.24 50.47 0.27 0.5 0.85 2.08 2 1.5 0.2 0.27 0.27 $7.90 9.35 46.30 120.91 116.26 36.74 3.80 12.48 13.63 $19,164.53 22,661.63 112,276.29 293,207.72 281,930.50 89,082.38 9,224.70 30,275.64 33,045.23 SUB TOTAL .............................................................................................. 358.91 7.94 367.37 890,868.61 khammond on DSKJM1Z7X2PROD with NOTICES ** Totals may not sum due to rounding. 2 Ibid. Per Table 1 and 2 above, EEOC found that the approximate cost of preparing the ADEA waiver notice is $362.82 per employer and the approximate cost of distributing the ADEA waiver notice is $367.37 per employer. The total per VerDate Sep<11>2014 19:16 May 04, 2020 Jkt 250001 employer cost is therefore $730.19. For all 2,425 employers who are projected to have reductions in force and request waiver notices, the total preparation cost is $879,833.89, and $890,868.61 for distribution. The total cost for all 2,425 PO 00000 Frm 00033 Fmt 4703 Sfmt 4703 employers is $1,770,702.50. Table 1 reflects the calculation of the costs of creating the ADEA waiver and Table 2 reflects the calculation of the costs of distribution of the ADEA waiver. E:\FR\FM\05MYN1.SGM 05MYN1 Federal Register / Vol. 85, No. 87 / Tuesday, May 5, 2020 / Notices For the Commission. Janet L. Dhillon, Chair. public attendees. However, if the space will not accommodate all requests, the ASC may refuse attendance on that reasonable basis. The use of any video or audio tape recording device, photographing device, or any other electronic or mechanical device designed for similar purposes is prohibited at ASC Meetings. [FR Doc. 2020–09603 Filed 5–4–20; 8:45 am] BILLING CODE 6570–01–P FEDERAL FINANCIAL INSTITUTIONS EXAMINATION COUNCIL Dated: April 30, 2020. Lori Schuster, Management & Program Analyst. [Docket No. AS20–05] Appraisal Subcommittee; Notice of Meeting [FR Doc. 2020–09584 Filed 5–4–20; 8:45 am] 26689 ContactUs/feedback.aspx, not later than June 4, 2020. A. Federal Reserve Bank of New York (Ivan Hurwitz, Senior Vice President) 33 Liberty Street, New York, New York 10045–0001. Comments can also be sent electronically to comments.applications@ny.frb.org: 1. Morgan Stanley, New York, New York; to acquire E*TRADE Financial Corporation, and thereby indirectly acquire E*TRADE Bank and E*TRADE Savings Bank, all of Arlington, Virginia, pursuant to Section 4 of the BHC Act. Appraisal Subcommittee of the Federal Financial Institutions Examination Council. ACTION: Notice of meeting. BILLING CODE 6700–01–P SUPPLEMENTARY INFORMATION: Notice of Proposals To Engage in or To Acquire Companies Engaged in Permissible Nonbanking Activities; Extension of Comment Period BILLING CODE P The company listed in this notice provided notice to the Board under section 4 of the Bank Holding Company Act (12 U.S.C. 1843) (BHC Act) and Regulation Y (12 CFR part 225) to acquire or control voting securities of a company, including the companies listed below, that engages either directly or through a subsidiary or other company, in a nonbanking activity that is listed in section 225.28 of Regulation Y (12 CFR 225.28), that the Board has determined by Order to be closely related to banking and permissible for bank holding companies, or that is otherwise permissible for financial holding companies. Unless otherwise noted, these activities will be conducted throughout the United States. The notice is available for inspection at the Federal Reserve Bank indicated. The public record of the notice, including all comments received also will be available on the Board’s website at https://www.federalreserve.gov/foia/ readingrooms.htm. Interested persons may express their views in writing on the question whether the proposal complies with the standards of section 4 of the BHC Act. The comment period for this notice has been extended in light of ongoing challenges for households and businesses caused by the COVID–19 emergency in order to provide additional opportunity for interested persons to submit comments. Comments regarding the notice must be received at the Reserve Bank indicated or the offices of the Board of Governors, Ann E. Misback, Secretary of the Board, 20th Street and Constitution Avenue NW, Washington DC 20551–0001; or https:// www.federalreserve.gov/apps/ Change in Bank Control Notices; Acquisitions of Shares of a Bank or Bank Holding Company AGENCY: FEDERAL RESERVE SYSTEM Board of Governors of the Federal Reserve System. Ann Misback, Secretary of the Board. [FR Doc. 2020–09561 Filed 5–4–20; 8:45 am] Description: In accordance with Section 1104(b) of Title XI of the Financial Institutions Reform, Recovery, and Enforcement Act of 1989, as amended, notice is hereby given that the Appraisal Subcommittee (ASC) will meet in open session for its regular meeting: Location: Due to the COVID–19 Pandemic, the meeting will be open to the public via live webcast only. Visit the agency’s homepage (www.asc.gov) and access the provided registration link in the What’s New box. You MUST register in advance to attend this Meeting. Date: May 13, 2020. Time: 10:00 a.m. Status: Open. Reports Chairman Executive Director Delegated State Compliance Reviews Grants Director Financial Manager Notation Vote khammond on DSKJM1Z7X2PROD with NOTICES Action and Discussion Items Approval of Minutes February 12, 2020 Open Session February 12, 2020 Closed Session April 9, 2020 Special Meeting Selection of ASC Vice Chair Policy on Monitoring and Reviewing the Appraisal Foundation Review and Approval of 2020 State Grant Notice of Funding Availability (NOFA) Summary 2019 ASC Annual Report How to Attend and Observe an ASC Meeting: Due to the COVID–19 Pandemic, the meeting will be open to the public via live webcast only. Visit the agency’s homepage (www.asc.gov) and access the provided registration link in the What’s New box. The meeting space is intended to accommodate VerDate Sep<11>2014 19:16 May 04, 2020 Jkt 250001 PO 00000 Frm 00034 Fmt 4703 Sfmt 4703 FEDERAL RESERVE SYSTEM The notificants listed below have applied under the Change in Bank Control Act (Act) (12 U.S.C. 1817(j)) and § 225.41 of the Board’s Regulation Y (12 CFR 225.41) to acquire shares of a bank or bank holding company. The factors that are considered in acting on the applications are set forth in paragraph 7 of the Act (12 U.S.C. 1817(j)(7)). The applications listed below, as well as other related filings required by the Board, if any, are available for immediate inspection at the Federal Reserve Bank indicated. The applications will also be available for inspection at the offices of the Board of Governors. Interested persons may express their views in writing on the standards enumerated in paragraph 7 of the Act. Comments regarding each of these applications must be received at the Reserve Bank indicated or the offices of the Board of Governors, Ann E. Misback, Secretary of the Board, 20th Street and Constitution Avenue NW, Washington, DC 20551–0001, not later than May 20, 2020. A. Federal Reserve Bank of Philadelphia (William Spaniel, Senior Vice President) 100 North 6th Street, Philadelphia, Pennsylvania 19105– 1521. Comments can also be sent electronically to Comments.applications@phil.frb.org: 1. Patriot Financial Partners, GP III, L.P., Patriot Financial Partners III, L.P., Patriot Financial Partners, GP III, LLC, Patriot Financial Advisors, L.P., Patriot Financial Advisors, LLC and W. Kirk Wycoff, James J. Lynch, and James F. E:\FR\FM\05MYN1.SGM 05MYN1

Agencies

[Federal Register Volume 85, Number 87 (Tuesday, May 5, 2020)]
[Notices]
[Pages 26687-26689]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2020-09603]


=======================================================================
-----------------------------------------------------------------------

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION


Agency Information Collection Activities; Comment Request

AGENCY: Equal Employment Opportunity Commission.

ACTION: Notice.

-----------------------------------------------------------------------

SUMMARY: In accordance with the Paperwork Reduction Act of 1995 (PRA), 
the Equal Employment Opportunity Commission (EEOC or Commission) 
announces that it intends to submit to the Office of Management and 
Budget (OMB) a request for reinstatement without change of the 
information collection described below. The Commission is seeking 
public comments on the proposed reinstatement.

DATES: Written comments on this notice must be submitted on or before 
July 6, 2020.

ADDRESSES: You may submit comments using any of the following methods--
please use only one method:
    Federal eRulemaking Portal: http://www.regulations.gov. Follow the 
instructions on the website for submitting comments.
    Mail: Comments may be submitted by mail to Bernadette B. Wilson, 
Executive Officer, Executive Secretariat, Equal Employment Opportunity 
Commission, 131 M Street NE, Washington, DC 20507.
    Fax: Comments totaling six or fewer pages can be sent by facsimile 
(``fax'') machine to (202) 663-4114 (This is not a toll-free number.) 
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) 663-4070 (voice) or (800) 669-6820 (TTY). 
(These are not toll-free telephone numbers.)
    Instructions: All comments received must include the agency name 
and docket number. All comments received will be posted without change 
to http://www.regulations.gov, including any personal information 
provided. 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.
    Although copies of comments received are usually also available for 
review at the Commission's library, given the EEOC's current 100% 
telework status due to the covid-19 pandemic, the Commission's library 
is closed until further notice. Once the Commission's library is re-
opened, copies of comments received in response to the proposed rule 
will be made available for viewing by appointment only at 131 M Street 
NE, Suite 4NW08R, Washington, DC 20507, between the hours of 9:30 a.m. 
and 5:00 p.m.

FOR FURTHER INFORMATION CONTACT: Kathleen Oram, Assistant Legal 
Counsel, (202) 663-4668, or Savannah Marion Felton, Senior Attorney, 
(202) 663-4909, Office of Legal Counsel, 131 M Street NE, Washington, 
DC 20507. Requests for this notice in an alternative format should be 
made to the Office of Communications and Legislative Affairs at 1-800-
669-4000 (voice), 1-800-669-6820 (TTY), or 1-800-234-5122 (ASL Video 
Phone).

SUPPLEMENTARY INFORMATION: The Age Discrimination in Employment Act 
(ADEA) allows for individuals to waive rights and claims protected 
under the Act, provided certain circumstances are met; particularly 
that the waiver is knowing and voluntary. In order for an individual's 
waiver in connection with a program to be considered knowing and 
voluntary, the employer must inform the individual in writing in a 
manner calculated to be understood by the average individual eligible 
to participate, as to (i) any class, unit, or group of individuals 
covered by such program, any eligibility factors for such program, and 
any time limits applicable to such program; and (ii) the job titles and 
ages of all individuals eligible or selected for the program, and the 
ages of all individuals in the same job classification or 
organizational unit who are not eligible or selected for the program. 
The EEOC's regulations clarify that the relevant section of the ADEA 
addresses two principal issues: To whom information must be provided, 
and what information must be disclosed to such individuals. The purpose 
of the informational requirements is to provide an employee with enough 
information regarding the program to allow an employee to make an 
informed choice whether or not to sign a waiver agreement. The employer 
does not provide this information to the EEOC; the ADEA and the EEOC's 
regulation solely require that the employer provide this information to 
any employee it would apply to, and not to the Federal government.
    The EEOC, in accordance with the PRA and OMB regulation 5 CFR 
1320.8(d)(1), provides the general public and Federal agencies with an 
opportunity to comment on proposed, revised, and continuing collections 
of information. This helps the EEOC to assess the impact of its 
information collection requirements and minimize the public's reporting 
burden. It also helps the public to understand the EEOC's information 
collection requirements and provide the requested data in the desired 
format. The EEOC is soliciting comments on the information collection 
that is described below. The EEOC is especially interested in public 
comment that will assist the EEOC in the following: (1) Evaluating 
whether the collection of information is necessary for the proper 
performance of the Commission's functions, including whether the 
collection has practical utility; (2) Evaluating the accuracy of the 
Commission's estimate of the burden of the collection of information, 
including the validity of the methodology and assumptions used; (3) 
Enhancing the quality, utility, and clarity of the information to be 
collected; and (4) Minimizing 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. Please note that written 
comments received in response to this notice will be considered public 
records.

Overview of This Information Collection

    Collection Title: Waivers of Rights and Claims Under the ADEA; 
Informational Requirements.
    OMB Number: 3046-0042.
    Type of Respondent: Business, state or local governments, not for 
profit institutions.
    Description of Affected Public: Any employer with 20 or more 
employees that seeks waiver agreements in connection with an exit 
incentive or other employment termination program.
    Number of Respondents: 2,425.

[[Page 26688]]

    Burden Hours per Respondent: 16.19 hours.
    Total Annual Burden Hours: 39,260.75.
    Number of Forms: None.
    Abstract: The EEOC enforces the Age Discrimination in Employment 
Act (ADEA) which prohibits discrimination against employees and 
applicants for employment who are age 40 or older. The Older Workers 
Benefit Protection Act (OWBPA), enacted in 1990, amended the ADEA to 
require employers to disclose certain information to employees (but not 
to the EEOC) in writing when they ask employees to waive their rights 
under the ADEA in connection with an exit incentive program or other 
employment termination program. The regulation at 29 CFR 1625.22 
reiterates those disclosure requirements.
    Burden Statement: In 2016, the EEOC conducted a limited survey as 
the foundation for estimating the burden hours per Respondent. The goal 
of the survey was to more accurately capture the actual costs of 
creating and distributing ADEA waivers and to better understand what 
type of employees were involved in this process.
    For the current 2020 submission, the EEOC will rely again on this 
2016 estimate of burden hours per respondent. Due to concerns about 
data quality given the current COVID-19 pandemic, and in accordance 
with OMB guidance memo M-20-16, the EEOC does not intend to conduct a 
new limited survey to re-estimate burden hours per respondent at this 
time.
    Based on data collected from employers participating in the 2016 
limited survey, EEOC learned that the senior human resource managers 
and legal counsel bear the most significant brunt of the paperwork and 
human capital burden in drafting and distributing the waivers to 
employees. The burden hours for the creation of the ADEA waiver are 
estimated to be 8.25 per employer. Burden hours for the distribution of 
the ADEA waiver are estimated to be 7.94 per employer, for a total of 
16.19 hours per employer.
    The total annual burden hours is calculated by multiplying the 
number of Respondents by the burden hours per Respondent [2,425 x 16.19 
= 39,260.75].

              Table 1--Computations Related to Preparing and Drafting ADEA Waiver Burden Estimate *
----------------------------------------------------------------------------------------------------------------
                                                                     Projected
                                                     Wage rate       hours per     Cost per firm    Total cost
                                                     (hour)\1\       employer
----------------------------------------------------------------------------------------------------------------
                                          Number of Respondents: 2,425
----------------------------------------------------------------------------------------------------------------
CLERICAL STAFF..................................          $18.69            0.11           $2.06       $4,985.56
SENIOR HUMAN RESOURCE MANAGERS..................           54.47            0.26           14.16       34,343.34
INTERNALCORPORATE LEGAL COUNSEL.................           58.13            2.23          129.63      314,352.51
EXTERNAL CORPORATE LEGAL COUNSEL................           58.13            2.00          116.26      281,930.50
CHIEF EXECUTIVE OFFICERS........................           50.47            0.12            6.06       14,686.77
COMPUTER SPECIALIST (IT PROFESSIONAL)...........           25.70            0.42           10.79       26,175.45
HUMAN RESOURCE SPECIALIST.......................           29.27            1.61           47.12      114,277.40
PARALEGAL.......................................           24.49            1.50           36.74       89,082.38
                                                 ---------------------------------------------------------------
    SUB TOTAL...................................          319.35            8.25          362.82      879,833.89
----------------------------------------------------------------------------------------------------------------
* Totals may not sum due to rounding.
\1\ Wage hour rates listed in first column are based on 2018 Median Pay for the occupation indicated and were
  obtained online from the U.S. Dept. of Labor, Bureau of Labor Statistics, Occupational Outlook Handbook, http://www.bls.gov/ooh/. Accessed April 8, 2020.


                  Table 2--Computations Related to Distributing ADEA Waiver Burden Estimate **
----------------------------------------------------------------------------------------------------------------
                                                                     Projected
                                                     Wage rate       hours per     Cost per firm    Total cost
                                                    (hour) \1\       employer
----------------------------------------------------------------------------------------------------------------
                                          Number of Respondents: 2,425
----------------------------------------------------------------------------------------------------------------
HUMAN RESOURCE SPECIALIST.......................          $29.27            0.27           $7.90      $19,164.53
CLERICAL STAFF..................................           18.69             0.5            9.35       22,661.63
SENIOR HUMAN RESOURCE MANAGERS..................           54.47            0.85           46.30      112,276.29
INTERNAL CORPORATE LEGAL COUNSEL................           58.13            2.08          120.91      293,207.72
EXT CORPORATE LEGAL COUNSEL.....................           58.13               2          116.26      281,930.50
PARALEGAL.......................................           24.49             1.5           36.74       89,082.38
PAYROLL SPECIALIST..............................           19.02             0.2            3.80        9,224.70
ADMINISTRATIVE SERVICES MANAGER.................           46.24            0.27           12.48       30,275.64
DEPARTMENT EXECUTIVE............................           50.47            0.27           13.63       33,045.23
                                                 ---------------------------------------------------------------
    SUB TOTAL...................................          358.91            7.94          367.37      890,868.61
----------------------------------------------------------------------------------------------------------------
** Totals may not sum due to rounding.
\2\ Ibid.

    Per Table 1 and 2 above, EEOC found that the approximate cost of 
preparing the ADEA waiver notice is $362.82 per employer and the 
approximate cost of distributing the ADEA waiver notice is $367.37 per 
employer. The total per employer cost is therefore $730.19. For all 
2,425 employers who are projected to have reductions in force and 
request waiver notices, the total preparation cost is $879,833.89, and 
$890,868.61 for distribution. The total cost for all 2,425 employers is 
$1,770,702.50. Table 1 reflects the calculation of the costs of 
creating the ADEA waiver and Table 2 reflects the calculation of the 
costs of distribution of the ADEA waiver.


[[Page 26689]]


    For the Commission.
Janet L. Dhillon,
Chair.
[FR Doc. 2020-09603 Filed 5-4-20; 8:45 am]
 BILLING CODE 6570-01-P