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Overview: The EEOC requires employers with 100 or more employees to comply with the EEOC's annual reporting requirements.
Most employers are covered and required to report even though there are some exemptions, i.e., state and local governments, school systems etc. Employers with 100 or more employees must annually submit an EEO-1 Report in September.
The EEO-1 Report requires that employers provide information about the gender and ethnic breakdown of the workforce as it pertains to numerous job categories as well as the employer's location and business purpose. In 2018, the EEO-1 Report will begin to collect data on compensation and hours worked as well.
The EEOC provides documentation on its website to assist employers in classifying their workforce.
On September 29, 2016, the EEOC announced approval of a revised EEO-1 Report. Beginning in March 2018, pursuant to a revised EEO-Report, the EEOC will begin collecting summary employee pay data from certain employers (private employers, including federal contractors or subcontractors with 100 or more employees) to attempt to improve pay discrimination investigations and increase pay transparency. The first deadline for the new 2017 EEO-1 Report will be March 31, 2018 which gives employers 18 months to prepare. Covered employers will be required to report the total number of full and part- time employees that it had during the year in each of 12 pay bands used by the Bureau of Labor Statistics for the Occupation Employment Statistics survey for each EEO-1 job category. An employer should not report individual pay or salaries or any personally identifiable information. An employer will also need to tally and report the number of hours worked that year by all employees accounted for in each pay band for the W-2 reporting year.
Author: Beth P. Zoller, JD, Legal Editor
This How To can help prudent employers prepare and file the EEO-1 Report with the Equal Employment Opportunity Commission (EEOC).
To guide employers on how to gather and compile information to draft and file the EEO-1 Report, XpertHR's content has been enhanced with How to Prepare and File an EEO-1 Report.
The September 30, 2016, due date for employers to file their annual EEO-1 reports with the Equal Employment Opportunity Commission (EEOC) is fast approaching. Although it is business as usual this year, changes in the information required to be reported and the due date of the report are likely starting with 2017 reports.
The Equal Employment Opportunity Commission (EEOC) has published a notice in the Federal Register regarding a proposed revision of the Employer Information Report (EEO-1), furthering the Obama Administration's plans to advance equal pay protections for all workers.
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This section provides an overview of what HR professionals need to know to ensure that affirmative action plans are legally compliant while also highlighting the legal complexities of the issue.
This How To outlines the steps that an employer should take when preparing a written affirmative action plan.
HR guidance on filing an EEO-1 Report with the EEOC and fulfilling annual obligations to report to the EEOC.