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The EEOC has announced that the long-delayed 2024 EEO-1 reporting period will finally open on May 20, 2025.
The EEO-1 2024 reporting deadline has been long awaited with concerns about any changes or even elimination of this reporting process. What is clear is that the one change is the elimination of the Binary Option. This was due to the Trump Administration’s order to have only 2 genders. In addition, several changes have to do with changes under the Trump Administration’s order to modify the Office OFCCP which also uses the EEO-1 Requirements. OFCCP regulations “require certain federal contractors to file the EEO-1 Component 1 if they have 50 or more employees,” and other criteria are met.
One significant omission from this announcement was the lack of any discussion of adding pay data collection to the 2024 EEO-1 filings. However, Employers with employees in California and other states that have Pay Data Collection Mandates need to be aware of the requirements that impact their compliance efforts. The 2024 EEO-1 Component 1 Instruction Booklet for filers and the updated 2024 EEO-1 Component 1 Data File Upload Specifications for filers on April 23, 2025. It is anticipated that the EEOC will release a new set of guidance in the form of answers to frequently asked questions (FAQs) for this year’s filings prior to the opening of the filing platform.
· Learn what the EEO_1 Reporting Instructions have changed, and which have stayed the same.
· Learn how the OFCCP’s current status with the revocation of EO 11246 many for federal contractors
· Learn how to use the EEOC’s EEO-1 Online Filing System (OFS).
· Learn how Federal Contractors need to complete the requirements of risk penalties.
· Learn the status of the Pay Data Collection reporting
· Learn what changes will be established for the 2024 reporting period.
· Learn if there will be any surprises for the 2024 reporting period.
· Learn who is required to complete the EEO-1 Report
· Learn how to use the proper categories to complete requirements.
· Learn the best practices when getting employees to complete the voluntary identification.
· Learn what the changes are to complete the requirements of the EEO-1 reporting.
· Learn what the categories are for completing the EEO-1 form within compliance.
· Learn how the EEOC will manage transgender and binary recording.
The EEO-1 reporting deadline has become a moving target, so covered employers need to sharpen their data collection and be ready to upload. There are new filers that need to be trained on how to complete the EEO-1 report and use the Online Filing System File by June 24, 2025 – or earlier! In the past, the EEO-1 reporting system has slowed down significantly as the deadline approached, which makes filing more challenging. You might want to allow sufficient time before the deadline, so you aren’t scrambling at the last minute with technical challenges. Typically, the EEOC does not provide for extensions.
· 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).
Compliancevent is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit - portal.shrm.org.
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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