EEO-1 Reporting Deadline Established For 2023, Employers Should Prepare for Compliance!
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Date
Oct 31, 2023 -
Time
13:00 PM EST -
Duration
90 Min
Overview:
The EEOC has announced
that the long-delayed 2022 EEO-1 reporting period will finally open on October
31, 2023. The deadline for filing will be December 5, 2023.
All employers with 100
or more U.S. employees and federal contractors with at least 50 U.S. employees
are required to submit an EEO-1 report to the Equal Employment Opportunity
Commission (EEOC) each year. The EEO-1 report provides the EEOC with data about
the size, location, race or ethnicity, and gender demographics of an employer’s
workforce. The 2022 report will have to be based on a workforce payroll
snapshot taken between October 1 and December 31, 2022.
The EEOC has stated
that all updates about the 2022 EEO-1 data collection, including an updated
Instruction Booklet and Data File Upload Specifications, will be posted to
www.eeocdata.org/eeo1 on Wednesday, September 13, 2023.
As companies make all
necessary programming changes this year to produce the file in the new format,
they should be mindful that with the renewal of the EEO-1 form being applicable
for one year only, there could be additional formatting changes within the next
1-2 years (for example, the agency will likely seek to revisit in some form or
fashion its collection of data on employee compensation and hours worked).
The Office of
Management and Budget (OMB) told the EEOC in the renewal that EEOC should work
“closely with OMB to ensure that the collection is preparing to become fully
compliant with upcoming revisions to OMB's Standards for Maintaining,
Collecting, and Presenting Federal Data on Race and Ethnicity and any
associated OMB guidance.
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 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 on
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.
Session Highlight:
· Learn what the EEO_1
Reporting Instructions have changed, and which have stayed the same.
· 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.
· Learn how you should handle transgender reporting.
· 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 how the Office of Contract Compliance Programs has informed participants of the 2019 Pay Data Reporting component 2 results will be reported and why.
· Learn what companies have been selected to have their reports reviewed.
· Learn what those companies can do to avoid having their reports reviewed.
· Learn if the Pay Data reporting component 2 is coming back.
Why Should You Attend:
Covered employers need
to be ready to file their EEO-1 reports by the deadline of December 5, 2023. 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.
Benefits For Attending:
This training will provide you with clarity on EEO-1 reporting and how to comply & avoid penalties. In addition, each training I offer free customized compliance tools for all attendees. Also get:
· SHRM Recertification
PDU Credits
· Free customized compliance tools in the form of guides, templates, policies, and toolkits
· Additional HR Compliance Supplemental Slides
· Free answer to all questions even after the training ends
Who Should Attend:
· All Employers required to file EEO-1 reports
· Business Owners
· Company Leadership
· Compliance professionals
· HR Professionals
· Managers/Supervisors
· Employers in all industries
· OFCCP federal contractors with 50 or more employees
· Large Business Owners
Ask your question
directly from our expert during the Q&A session following the live event.
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 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).
1.5 SHRM-CP & 1.5 HRCI Credits