LIVE ONLINE TRAINING COURSE
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 U.S. Equal Employment Opportunity Commission (EEOC) recently announced that the collection window will open in “mid-July” 2023, not April, as initially scheduled.
Covered employers should expect to have the same amount of time (about one month) to upload or file their 2022 EEO-1 Component 1 data through the EEOC’s website before the window closes. Despite the postponement of the deadline, employers should do what they can now to prepare for submission.
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 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. Join us this June to learn how to file the EEO-1 reports in 2023.
- Who is required to complete the EEO-1 Report
- The categories for completing the EEO-1 form within compliance
- How you should handle the transgender reporting
- How to use the EEOC’s EEO-1 Online Filing System (OFS)
- How Federal Contractors need to complete the requirements of risk penalties
- What companies have been selected to have their reports reviewed
- What those companies can do to avoid having their reports reviewed
- How to use the proper categories to complete requirements
Why You Should Attend:
Covered employers need to be ready to file their EEO-1 reports in mid-July 2023 because the EEOC only provides approximately one month for the upload of the EEO-1 Component 1 data. 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.
The Office of Federal Contract Compliance Programs has posted a second updated list of non-objectors whose EEO-1 Type 2 data the agency intends to release in response to a Freedom of Information Act (FOIA) request.
Who Should Attend:
- All Employers required to file EEO-1 reports
- OFCCP federal contractors with 50 or more employees
- Company Leadership
- Compliance professionals
- HR Professionals
During the Q&A session following the live event, ask a question, and get a direct response from our expert speaker.
Note: You will get access to the Recording link and E-Transcript; in your account and at your registered email address, in the next 2 -3 days once the webinar is accomplished.
Margie Faulk, PHR, SHRM-CP is a senior-level human resource 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, and Non-profit sectors.