Updated EEO-1 Reporting Requirement: Step-by-Step Guidance & Review

Event ID:72072

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On-Demand (OD)     $299.00
Duration: Scheduled for 90 minutes including question and answer period.
Presenter(s): Cheryl Behymer, partner, Fisher & Phillips LLP
Price: $299.00 webinar or On-Demand, $449.00 webinar and On-Demand. Each option may be viewed by an unlimited number of attendees in one room. On-Demand includes full audio presentation, question and answer session, and presentation slides.
CE Credits: This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.
Who Should Attend? HR, financial officers, CEOs, in-house counsel, affirmative action/EEO officers, federal contractors

The 2018 EEO-1 filing deadline has been split into two pieces: Component 1 (demographic data) was due on May 31 and Component 2 (pay data and hours worked) is due September 30, 2019. The burdensome pay data and hours worked requirements have recently been reactivated – catching employers and the EEOC by surprise. Now, employers must add pay data and hours worked to their annual EEO-1 mandatory reports, required by both the EEOC and the OFCCP. The EEOC uses EEO-1 data to support civil rights enforcement and to analyze employment patterns, such as the representation of female and minority workers within companies. The OFCCP uses the data to determine which company establishments to select for compliance reviews. Both federal agencies are responsible for enforcing federal anti-discrimination laws and the EEO-1 that you will be filing may serve as an indicator of whether either of these agencies may be taking a closer look at your employment practices. The EEO-1 can be a key piece of information in determining how well you are complying with anti-discrimination laws before federal auditors decide to take a closer look for themselves.

Please join Cheryl Behymer, attorney at law, as she reviews this year's two-part filing requirements step-by-step and offers suggestions for how the EEOC and OFCCP may interpret the workforce data you'll be sending them.


Just a sampling of what this webinar will cover:

  • Review how to prepare and interpret the data you will be including in your EEO-1 report, including pay data and hours worked.
  • Discuss how the EEOC and OFCCP interpret and utilize the information provided to identify patterns of workplace discrimination and employers to possibly audit.
  • Know who must file.
  • Learn for what time period(s) companies must report 2018 employment data—IMPORTANT—this changed in 2017!
  • What is the deadline for providing the Component 2 data?
  • Review how the EEOC wants the Component 2 Pay Data/Hours Worked presented.
  • Discuss the EEOC’s guidance for employers for the new pay data/hours worked requirements.



Your conference leader for “Updated EEO-1 Reporting Requirement: Step-by-Step Guidance & Review” is Cheryl Behymer, attorney at law. Cheryl is a partner in the Columbia office of Fisher and Phillips and co-chair of the firm’s Pay Equity Practice Group, as well as the Affirmative Action and Federal Contract Compliance Practice Group. She assists clients by providing timely and practical counsel, training and audit defense in affirmative action, workplace harassment, employee leave issues involving the Family and Medical Leave Act and the Americans with Disabilities Act, and other labor and employment issues.

Cheryl defends employers who are responding to administrative charges, actively involved in litigation, or are participating in compliance reviews conducted by the Office of Federal Contract Compliance Programs. Cheryl prepares affirmative action plans for federal contractors and subcontractors and assists federal contractor and non-federal contractor clients with self-audits, including compensation audits. She also defends employers in multi-plaintiff lawsuits, including class and collective actions.

Cheryl is a frequent presenter on pay equity, compensation, affirmative action, and harassment legal issues. She is also past chair of the South Carolina Diversity Council, a committee of the South Carolina Chamber of Commerce, and a diversity fellow of The Diversity Leadership Institute affiliated with the Riley Institute at Furman University. Cheryl is an ambassador for the South Carolina Diversity Recruitment Consortium, and she is a former board member of the South Carolina ILG. Cheryl regularly presents on federal contract compliance at the ILG National Conferences, served as co-chair for the 2016 National Conference for the Industry Liaison Group, and regularly presents and publishes with national, state and local organizations and publications. Cheryl is “AV” Peer Review Rated by Martindale-Hubbell.


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