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

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

Event ID: 75312
Not for Sale
Recording: 16824
Date: Thursday, December 5, 2019, 1 PM Eastern
Duration: Scheduled for 90 minutes including question and answer period.
Presenter: Cheryl Behymer, partner, Fisher & Phillips LLP
Credits: 1.5 HRCI, 1.5 SHRM


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

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.

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