EEO-5 Report is a mandatory biennial data collection that requires all public elementary and secondary school districts with 100 or more employees to submit demographic workforce data, including data by race/ethnicity, sex, and activity assignment classification.
After delaying the opening of the 2020 EEO-5 Data Collection on May 8, 2020, in light of the COVID-19 public health emergency, the 2020 EEO-5 Data Collection will NOW open on Tuesday, July 27, 2021. The deadline for submitting 2020 EEO-5 data will be Monday, October 4, 2021. A notification letter with additional instructions on how to file will be sent via U.S. mail to school systems/districts in mid-July. Filers should begin preparing to submit data in anticipation of the July 27, 2021 opening.
Who is EEO-5 Reporting For?
Every public elementary and secondary school system or district, including every individually or separately administered district within a system, and every separately administered school, with 15 or more employees, and every individual school regardless of its size, within such system or district, is required to make or keep all records necessary for completing and filing the report EEO-5, whether or not it is required to file the report in any particular year. Biennially, in the even-numbered years, the School Reporting Committee will determine which of these systems, districts, and schools will be required to file report EEO-5, and will notify them of that fact when it mails them the form.
EEOC has recently launched a website to provide improved user-friendly features and enhanced customer service and help desk resources, including self-service help desk options and enriched reference materials.
Why You Should Attend It
Eligible reporters of the EEO-5 report should be aware of all the changes and updates to the reporting process. There is a new portal that was created for submitting reports. While the portal has many resources, there are also changes to the criteria and since the report is not annual some reporters may need a refresher on how to complete the report. For new filers, this is the time to get training on how to maximize the time before the deadline.
Join Compliancevent this August for proper guidelines on 2020 data collection, and how to file this report without errors.
What You Will Learn
-What school systems and districts are required to file the 2020 EEO-5 Report?
-What is the method for filing the 2020 EEO-5 Report?
-When does the 2020 EEO-5 data collection open? What is the filing deadline?
-What are the new updates to the filing?
-What data is collected and what data is relevant?
-What about foreign workers in the school district?
-What should filers do to ensure they have the necessary information needed to submit the EEO-5 report?
-What are first-time filers supposed to do about submitting the EEO-5 report?
-What type of data does the EEO-5 Report collect?
-How can non-binary employees be identified?
-What are the definitions of terms for the EEO-5 Report?
-What are the compliance concerns with the EEO-5 Report?
-What are some of the errors that filers make?
-When is it appropriate to claim undue hardship for completing the EEO-5 report?
-How should the certification process be completed?
Who Should Attend
-All Employers in the Public Elementary and Secondary School Systems with over 100 employees
-Teachers, para teachers, and administration who are interested in how the EEO-5 report is completed
-Any individual who is interested in understanding the EEO-5 reporting process
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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