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Human Resource & Payroll
On March 29, 2021, the U.S. Equal Employment Opportunity Commission (“EEOC”) announced that data collection for 2019 and 2020 EEO-1 Component 1 filing will open on Monday, April 26, 2021 and that employers will have until Monday, July 19, 2021, to submit their data for those years. Every year, employers with 100 or more employees (and federal contractors with 50 or more employees) must file EEO-1 Component 1 data, which consists of demographic information, such as race, gender, and ethnicity information, of the employer’s workforce by job category.
As you may recall, in 2020, the EEOC delayed the opening of the 2019 EEO-1 Component 1 Data Collection due to the COVID-19 public health emergency. Therefore, this year, employers are required to make two submissions: one with 2019 EEO-1 data and one with 2020 EEO-1 data. The EEOC is extending the data collection period this year from 10 weeks to 12 weeks to provide employers additional time to file, acknowledging that the global COVID-19 pandemic continues to impact workplaces across the country and recognizing that the requirement to submit two years of EEO-1 data is a substantial undertaking.
What is EEO-1 Reporting? How do you file it? When is it due and why is it important? This webinar will help you complete it without errors.
Join Compliancevent this June to learn about the most recent court decision and information available regarding annual government EEO-1 reporting. You will get a clear idea about the new EEO-1 reporting requirements to ensure accurate and timely filing. You will be provided with resources and best practices in migrating from current EEO-1 requirements to the new EEO-1 Form, including Component 1 and Component 2 of the Report and other pertinent information.
The deadline for filing your EEO-1 report is right around the corner! It is now vital that you prepare this form correctly as it lets the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs use your information to determine whether your company should be audited.
-Is the EEO-1 Reporting really complicated? If so, why?
-What is the exact reporting period?
-Who must file the EEO-1 Report?
-Step-by-step basics of filing the form
-An in-depth review of the race, ethnicity, and job categories
-You will learn to comply with confidentiality requirements
-Practical suggestions on how to legally survey and classify your employees
-What federal contractors can't ignore
-The most affordable and legally compliant methods of collecting data from your workers
-Specifications for submitting EEO-1 reports, including how and when to file
-Certification of results, recordkeeping requirements, and more
-The standard for collecting demographic information
-Collecting employee information when your organization has multiple employment locations
-The best way to steer clear of penalties for noncompliance
-EEOC's and OFCCP's change in enforcement: What employers need to know!
-Understand the status of the Pay Data Reporting
-Using your EEO-1 report to find potential pay discrimination
-Reporting pay data — what’s new for 2021?
-What are the state pay data requirements and how can you meet them?
-This Program, ID No. 561931, has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ , and SPHRi™ recertification through HR Certification Institute®? (HRCI®).
-This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
-All Employers
-Company leadership
-Business owners and executives
-HR Professionals
-Payroll Administrators
-Managers/Supervisors
-Compliance professionals
-Large business owners
-Small business owners
-Employers in all industries
-All Employers
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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