EEO-1 Reporting: What Employers Need to Know | Orlando Employment Law Attorneys | Discrimination Lawyer Winter Park, FL

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Home » EEO-1 Reporting: What Employers Need to Know

EEO-1 Reporting: What Employers Need to Know

by | Oct 18, 2023 | HR Legal Compliance

EEO-1 reporting, as required by the Equal Employment Opportunity Commission (EEOC), is a mandatory data collection and reporting requirement that aims to monitor and promote equal employment opportunities and prevent discrimination in the workplace. The EEO-1 report is an annual submission that certain employers must provide to the EEOC, and it includes demographic data about their workforce.

EEO-1 reporting is an essential tool for the EEOC to track workforce demographics and assess potential employment discrimination. It helps identify trends and disparities in hiring and employment practices, allowing for targeted enforcement of equal employment opportunity laws. Employers subject to EEO-1 reporting requirements should ensure they comply with the submission deadlines and provide accurate and complete information as mandated by law.

Here are the key details about EEO-1 reporting and what is required:

Covered Employers: EEO-1 reporting is required for private employers with 100 or more employees, as well as federal contractors and subcontractors with 50 or more employees and federal contracts or subcontracts of $50,000 or more. Certain other employers may also be required to file an EEO-1 report.

Reporting Categories: Employers are required to report data on their employees broken down by specific job categories and by race, ethnicity, and gender. The report collects information on the composition of the workforce to identify potential patterns of discrimination.

Employers should collect demographic information from employees, which employees should provide voluntarily. To obtain this information, employers can distribute a survey for employees to self-identify their race and ethnicity. Furthermore, compensation data can be retrieved from employees’ W-2 forms and their recorded work hours.

As per guidance from the EEOC, the recommended approach for collecting ethnicity information from employees is through their self-identification. The EEOC’s website advises employers to accomplish this by giving employees the chance to self-identify and providing a statement emphasizing the voluntary nature of this inquiry for employees.

Job Categories: Employers must classify their workforce into specified job categories based on the type of work performed. These categories typically include executive/senior-level officials and managers, professionals, technicians, sales workers, administrative support workers, craft workers, operatives, laborers and helpers, and service workers.

Reporting Period: The EEO-1 report covers a single payroll period selected by the employer during the fourth quarter (October through December) of the reporting year. The deadline for submitting the report is typically March 31 of the following year.

Electronic Filing: Employers are required to submit their EEO-1 reports electronically through the EEO-1 Online Filing System, which is provided by the EEOC.

Penalties for Non-Compliance: Failing to submit an EEO-1 report or submitting inaccurate or incomplete information can result in legal penalties and enforcement actions by the EEOC.

If you have additional questions, visit the EEOC’s EEO-1 form website.

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