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.
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.
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 which would have required certain employers to provide data on wages and hours worked. However, on August 29, 2017, the Office of Management and Budget (OMB) issued a stay of the requirement to report additional data and information on workers' wages and work hours on a revised EEO-1 Report. The previously approved EEO-1 form which collects data on race, ethnicity and gender by occupational category will remain in effect. Employers should plan to comply with the earlier approved EEO-1 (Component 1) by the previously set filing date of March 31, 2018. For the 2018 EEO-1 Report, employers should report on employment data chosen from a payroll period in October, November or December of 2017.
Author: Beth P. Zoller, JD, Legal Editor
Updated to reflect extension to file EEO-1 Report.
The EEOC changed the filing deadline posted on its website to give employers additional time for filing their 2017 EEO-1 report.
XpertHR offers many tools and resources to help an employer prepare and file the EEO-1 Report.
The EEOC has told employers not to report their employees' pay data when filing their 2017 EEO-1 report. However, employers should continue to report the same data about the ethnicity, race and sex of workers by job category as they filed in previous years.
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.
This section is a guide for HR professionals regarding the mediation process. Mediation is an informal dispute resolution process that employers use to resolve disputes in an effort to avoid more costly and complicated litigation. The section discusses the mediation process, the role HR professionals may play in that process and best practices for participating in mediation.
HR guidance on filing an EEO-1 Report with the EEOC and fulfilling annual obligations to report to the EEOC.