30-day Notice

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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

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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
Equal Employment
Opportunity Commission.
ACTION: Final notice of information
collection—Uniform Guidelines on
Employee Selection Procedures—
extension without change.
AGENCY:

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 [email protected].
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:
SUMMARY:

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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

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

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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).
2 Source 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.
3 Source 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.
4 Source: 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).
5 Source: 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).
6 The 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/).
7 Source 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.

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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
8 The

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).
9 Bureau 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.
10 Burden 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).
11 Source 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.

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647

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.
The meeting
was rescheduled for Tuesday, January
14, 2025, at 10:00 a.m.

CHANGES IN THE MEETING:

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.

12 Source 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.
13 See 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).

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