EEO-1 Reporting for 2022: How to Comply with the New Changes?
The Equal Employment Opportunity Commission (EEOC) announced that it will open the 2021 EEO-1 Component 1 Report on April 12, 2022, with a due date of May 17, 2022. The EEOC’s announcement indicates that both dates are “tentative”. Although the EEO-1 opening and closing dates have been subject to modification by EEOC in recent years, it's better to prepare for the requirements keeping in view the current deadline.
EEOC has already announced one change for the 2021 report. EEOC will discontinue the EEO-1 Component 1 Type 6 Establishment List Report for establishments with fewer than 50 employees. These establishments must now use the Type 8 Establishment Report for the 2021 filing cycle.
Join us on Compliancevent to learn about the EEO-1 Reporting requirements and this new modification in detail. You'll also receive a FREE customized compliance tool to help you comply with the new guidelines.
EEO-1 Reporting Obligation
Businesses with 100 or more employees and some federal contractors with at least 50 employees must submit an annual EEO-1 form, which asks for information from the previous year about the number of employees who worked for the business, sorted by job category, race, ethnicity, and gender.
Why Should You Attend?
Covered employers are encouraged to confirm that all employees have had the opportunity to voluntarily self-identify their gender, ethnicity, and race. If employees who have not responded to this voluntary invitation, employers may re-extend the invitation and/or rely on employment documents such as an I-9 or visual observation. If an employer needs to rely on visual observation, it will be easier to gather this information now rather than waiting until April 2022.
Get Answers to
-How to maximize the EEO-1 Data Collection Fact sheets and other resources?
-What are the penalties if the EEO-1 report is not filed by the deadline?
-How will the EEOC and the OFCCP enforce violations for missed deadlines?
-What changes are part of the new reporting guidelines?
-Why was the reporting period shortened?
-What process was eliminated?
-How to comply with confidentiality requirements?
-What can't federal contractors ignore?
-What's the best way to steer clear of penalties for noncompliance?
-How to collect employee information when your organization has multiple employment locations?
-How to align job categories with job titles? Best practice to help you.
What will You Learn?
-Step-by-step overview of the new Online Reporting System.
-Step-by-step basics of filing the form.
-Understand race, ethnicity, job categories.
-Learn about the dilemma for Employers when reporting non-binary employees.
Who Will Benefit?
-All Employers required to complete the EEO-1 reporting
You may ask your Question directly to our expert during the Q&A session.
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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