RECORDED TRAINING COURSE
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. Now, however, the EEOC is not delaying reporting. Instead, deadline for 2022 for reporting 2021 numbers is May 17, 2022, giving employers a shorter filing period.
Timely and correct EEO-1 reporting is a must for employers with 100 or more employees. Failure to do so can result in significant negative consequences for employers.
In this webinar we will discuss the fundamentals of EEO-1 filing and how to ensure timely and correct filing.
Areas to be covered include, without limitation:
- What exactly is EEO-1 reporting and what is the reporting period?
- Who must file the EEO-1 report?
- How to file EEO-1 reporting?
- Race, ethnicity, and job categories
- Confidentiality requirements
- 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
- How penalties can be avoid non-compliance?
- How the EEO-1 report can spot potential pay discrimination
- New requirements that make into force in 2022, and more.
Why You Should Attend:
The EEOC and the Office of Federal Contract Compliance Programs (OFCCP) use the information you enter into your EEO-1 form, to determine whether your company is in compliance with EEO and of applicable Affirmative Action laws. Failure to either submission of the EEO-1 in a timely manner or failure to report your information accurately, could result in an audit.
If one of your employees or a third party submits a discrimination or harassment complaint about your company with the EEOC, one of the first things agency representatives will do as part of their investigation is to review your company’s EEO-1 report. Your company’s history of compliance and transparency could impact the outcome of current or future investigations.
Additionally, if your company is a federal government contractor, you could lose your contract by not submitting your company’s report by the deadline.
Since the deadline is only weeks away, this is the time to get the information you need to discharge your requirements correctly. It is now vital that you prepare this form correctly as it lets the EEOC, and the OFCCP use your information to determine whether your company should be audited.
Who Should Attend:
- Business owners and executives
- HR Professionals
- Payroll Administrators
- Senior Managers and all Company Leadership
- Compliance professionals
- Company leadership
Note: You will get access to the Recording link and E-Transcript; in your account and at your registered email address.
Janette S. Levey is an attorney with more than 20 years’ legal experience. She works with employers on most employment law issues to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs.