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The EEO-1 reporting deadline has become a moving target, so covered employers need to sharpen their data collection and be ready to upload. The U.S. Equal Employment Opportunity Commission (EEOC) recently announced that the collection window will open in “mid-July” 2023, not April, as initially scheduled. Covered employers should expect to have the same amount of time (about one month) to upload or file their 2022 EEO-1 Component 1 data through the EEOC’s website before the window closes. Despite postponement of the deadline, employers should do what they can now to prepare for submission.
The EEOC and the U.S. Department of Labor Office of Federal Contract Compliance Programs (OFCCP) regulations require eligible employers to file Standard Form 100 (EEO-1 reports) annually through the EEOC’s dedicated website for EEO-1 Component 1 data collection. The purpose of collecting the data is to support enforcement actions, facilitate research employment patterns, and encourage self-assessment by employers, according to the EEOC. Some companies voluntarily go a step further and publicly release their demographic information to support their diversity efforts or improve accountability. Join us this June to learn how to file the EEO-1 reports in 2023.
-Who is required to complete the EEO-1 Report
-The categories for completing the EEO-1 form within compliance
-How you should handle the transgender reporting
-How to use the EEOC’s EEO-1 Online Filing System (OFS)
-How Federal Contractors need to complete the requirements of risk penalties
-What companies have been selected to have their reports reviewed
-What those companies can do to avoid having their reports reviewed
-How to use the proper categories to complete requirements
-The best practice when getting employees to complete the voluntary identification
-Changes to complete the requirements of the EEO-1 reporting
-How to use the data from the report to establish diversity initiatives
Covered employers need to be ready to file their EEO-1 reports in mid-July 2023 because the EEOC only provides approximately one month for upload of the EEO-1 Component 1 data. If a covered employer fails to timely upload its data, the EEOC has the power to seek a court order to obtain compliance. For federal contractors or subcontractors, penalties for non-compliance could include the termination of their contracts and debarment from future contracts. Making willfully false statements on EEO-1 reports is a violation of federal law which is punishable by a fine or imprisonment under the law.
The Office of Federal Contract Compliance Programs has posted a second updated list of non-objectors whose EEO-1 Type 2 data the agency intends to release in response to a Freedom of Information Act (FOIA) request.
-All Employers required to file EEO-1 reports
-OFCCP federal contractors with 50 or more employees
-Company Leadership
-Compliance professionals
-HR Professionals
-Managers
-Supervisors
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and International compliance. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural. Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management. Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings. Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
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This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.
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