EEOC-1 Reporting Deadline Established For 2023! Prepare for Compliance!
DateJul 26, 2023
Time13:00 PM EST
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 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
The purpose of
collecting the data is to support enforcement actions, facilitate research on
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
· Learn who is required to complete the EEO-1 Report
· Learn what the categories are for completing the EEO-1 form within compliance
· Learn how you should handle the transgender reporting
· Learn how to use the EEOC’s EEO-1 Online Filing System (OFS)
· Learn how Federal Contractors need to complete the requirements of risk penalties
· Learn how to use the proper categories to complete requirements
· Learn the best practice when getting employees to complete the voluntary identification
· Learn what the changes are to complete the requirements of the EEO-1 reporting
· Learn how to use the data from the report to establish diversity initiatives
· Learn what companies have been selected to have their reports reviewed
· Learn what those companies can do to avoid having their reports reviewed
Why Should You 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 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.
Benefits For Attending:
This training will provide you with clarity on the new EEO-1 reporting requirements and ensure accurate, timely filing. In addition, each training I offer free customized compliance tools for all attendees Also get:
· SHRM Recertification & HRCI PDU Credits
· Free customized compliance tools in the form of guides, templates, policies, toolkits
· Additional Supplemental Slides
· Free answer to all questions even after the training ends
Who Should Attend:
· All Employers
· Business Owners
· Company Leadership
· Compliance Professionals
· HR Professionals
· Office Managers
· Legal Counsel
· All Employers required to file EEO-1 reports
· OFCCP federal contractors with 50 or more employees
Ask your question
directly from our expert during the Q&A session following the live event.
Margie Faulk is a senior level human resources 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, Non-profit sectors and international compliance. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
1.5 SHRM-CP & 1.5 HRCI Credits