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.
In recognition of the crisis precipitated by the COVID-19 pandemic, the EEOC delayed the reporting requirements and deadlines for 2019 and 2020. The delay means that now, in 2021 you will need to make 2 submissions, instead of one: the first submission must contain 2019 EEO-1 data and the second one must contain 2020 EEO-1 data.
In recognition of COVID-19 pandemic’s continuing global impact, and of the significant task of simultaneously submitting two years’ EEO-1 data, the EEOC has extended the data collection period this year from 10 weeks to 12 weeks.
What exactly is EEO-1 reporting and what is the reporting period?
Who must file the EEO-1 Report?
How to file.
Race, ethnicity, and job categories.
What must federal contractors include?
Collecting data from your workers while ensuring your methods are compliant.
Collecting information when you have multiple locations
Avoiding penalties for non-compliance
How the EEO-1 report can spot potential pay discrimination
New requirements for 2021.
EEOC's and OFCCP's change in enforcement: What employers need to be aware of
Using your EEO-1 report to find potential pay discrimination
What about the status of the Pay Data Reporting Reporting
pay data — what’s new for 2021?
Why Should Attend:
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 you will have until Monday, August 23, 2021, to submit your EEO-1 data for 2019 and 2020. You should attend this webinar because you will learn about the most recent court decision and information available regarding annual government EEO-1 reporting. You will get clarity on the new EEO-1 reporting requirements and ensure accurate, timely filing. You will be provided 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.
Who Should Attend?
*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Janette Levey Frisch has over 20
years of legal experience, more than 10 of which she has spent in Employment
Law. It was during her tenure as sole in-house counsel for a mid-size staffing
company headquartered in Central New Jersey, with operations all over the
continental US, that she truly developed her passion for Employment Law.
Janette operates under this core
belief: It is possible, and it is in an employer’s best interest, to proactively
solve workforce challenges before they become problems, before they result in
lawsuits or steep fines caused by government audits.
Janette works with employers on
most employment law issues, acting as the Employer’s Legal Wellness
Professional — to ensure that employers are in the best position possible
to avoid litigation, audits, employee relations problems, and the attendant,
often exorbitant costs.
Janette authors the firm’s weekly blog, where you can
read each week, in plain English (not legalese) about issues impacting
Janette has written articles on many different employment law
issues for many publications, including EEO Insight, Staffing Industry Review,
@Law, and Chief Legal Officer.
has served on the Workplace Violence Prevention Institute, a multidisciplinary
task force dedicated to providing proactive, holistic solutions to employers
serious about promoting workplace safety and preventing workplace violence.
Janette has also spoken and
trained on topics, such as Criminal Background Checks in the Hiring Process,
Joint Employment, Severance Arrangements, Pre-Employment Screening among many,
Edupliance 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 www.shrmcertification.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.