New EEO-1 Reporting Requirements for 2024, Employers Should Prepare for Compliance
-
-
Date
Apr 12, 2024 -
Time
15:00 PM EST -
Duration
90 Min
Overview:
The EEOC has announced
that the long-delayed 2023 EEO-1 reporting period will finally open on April
30, 2024.
The EEOC provided
important details concerning support for these filings, stating that the EEO-1
online Filer Support Message Center, the new title for the filer help desk,
would also open on April 30, 2024. The EEOC will post updated information
concerning the 2023 EEO-1 data collection on the agency's website as it becomes
available. Specifically, the EEOC plans to post an updated 2023 EEO-1 Component
1 Instruction Booklet for filers and the updated 2023 EEO-1 Component 1 Data
File Upload Specifications for filers by March 19, 2024. 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.
One very significant
omission from this announcement was the lack of any discussion of adding pay
data collection to the 2023 EEO-1 filings. While there had been much
speculation that the EEOC would begin EEO-1 Component 2 pay data collection as
part of the 2023 filings, there was no mention of this in the announcement,
strongly suggesting that there will be no pay data collection for 2023 or 2024.
The EEOC’s
announcement follows closely on the heels of the completion of the 2022 EEO-1
filing cycle, which ended on January 9, 2024, when the filing platform was
closed.
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 2023 report will have to be based on a workforce payroll
snapshot taken between October 1 and December 31, 2023.
The EEOC has stated
that all updates about the 2023 EEO-1 data collection, including an updated
Instruction Booklet and Data File Upload Specifications, will be posted to
www.eeocdata.org/eeo1 on March 19, 2024.
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 what changes will be established for the 2023 reporting period.
· Learn if there will be any surprises for the 2023 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.
· 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 pay data reporting is still looming for the EEOC.
· Learn what companies have been selected to have their reports reviewed.
Why Should You Attend:
File by June 4, 2024 –
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 yourself 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.
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
· Business Owners
· Company Leadership
· Compliance professionals
· HR Professionals
· Managers/Supervisors
· Employers in all industries
· Small Business Owners
· Large Business Owners
· OFCCP federal contractors with 50 or more employees
· All Employers required to file EEO-1 reports
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 Credits