The 2021 EEO-1 Component 1 data collection is tentatively scheduled to open on April 12, 2022, with a filing deadline of May 17, 2022.
In other words, the filing window for the 2021 EEO-1Component 1 Reports is limited to five weeks, a significantly shorter period than the EEO-1 filing period allowed for the years 2019 and 2020, which was extended several times during the COVID-19 pandemic, as well as the 10-week period that the EEOC traditionally has permitted to file EEO-1 Component 1data. The EEOC has described the opening and closing dates for the 2021 EEO-1Component 1 data as “tentative” and has indicated that future updates will be posted on its website.
In light of the shorter window and other changes, employers need to be even more vigilant about ensuring that they properly report the information required in the EEO-1. In this webinar, we will discuss these and other points.
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;
Certifying results, Recordkeeping requirements
Collecting information when you have multiple locations
Avoiding penalties for noncompliance
How the EEO-1 report can spot potential pay discrimination
Requirements in 2022 for 2021
Why you should attend?
In addition to the shorter window for filing the EEOC has also made changes as to which companies file which Establishment Reports. 2022 is the first time since 2020 that the EEOC apparently is not making special allowances related to the pandemic. While it is always important for employers to ensure that they properly complete their EEO-1s, it is even more important now that employers learn what they do and do not have to do, and what they can and can not do with respect to EEO-1 reporting.
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 S. Levey
Janette S. Levey 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.