Final answer:
A new comparability plan must satisfy nondiscrimination rules through its contribution rate or benefit percentage to ensure fairness, as mandated by regulations enforced by the EEOC which prohibit workplace discrimination.
Step-by-step explanation:
A new comparability plan will only satisfy the nondiscrimination rules if the plan design satisfies contribution rate or benefit percentage. These rules stem from a desire to ensure fairness in employment practices and retirement plan benefits, which align with the objectives set by the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC enforces federal laws that prohibit discrimination in the workplace, and retirement plan contributions fall under these regulations to prevent discrimination based on age or other factors.
Under the EEOC's provisions, and within the scope of Title VII of the Civil Rights Act, employment-related programs, including retirement plans, cannot legally discriminate based on race, color, religion, sex, sexual orientation, national origin, age, disability, or genetic information. It's crucial that new comparability plans are designed to align with these principles of nondiscrimination so that they are fair to all employees and do not unfairly benefit higher-earning employees disproportionately.
The nondiscrimination rules are an integral part of ensuring equal employment opportunity and are designed to uphold a level playing field in the employment realm, including associated benefits like retirement plans.