EEO-1 Reporting for 2022: How to Comply with the New Changes?
The Equal Employment Opportunity Commission (EEOC) announced that it will open the 2021 EEO-1 Component 1 Report on April 12, 2022, with a due date of May 17, 2022. The EEOC’s announcement indicates that both dates are “tentative”. Although the EEO-1 opening and closing dates have been subject to modification by EEOC in recent years, it's better to prepare for the requirements keeping in view the current deadline.
EEOC has already announced one change for the 2021 report. EEOC will discontinue the EEO-1 Component 1 Type 6 Establishment List Report for establishments with fewer than 50 employees. These establishments must now use the Type 8 Establishment Report for the 2021 filing cycle.
Join us to learn about the EEO-1 Reporting requirements and this new modification in detail. You'll also receive a FREE customized compliance tool to help you comply with the new guidelines.
Why Should You attend:
Covered employers are encouraged to confirm that all employees have had the opportunity to voluntarily self-identify their gender, ethnicity and race. If employees who have not responded to this voluntary invitation, employers may re-extend the invitation and/or rely on employment documents such as an I-9 or visual observation. If an employer needs to rely on visual observation, it will be easier to gather this information now rather than waiting until April 2022.
EEO-1 Reporting Obligation
Businesses with 100 or more employees and some federal contractors with at least 50 employees must submit an annual EEO-1 form, which asks for information from the previous year about the number of employees who worked for the business, sorted by job category, race, ethnicity and gender.
- Learn what changes are part of the new reporting guidelines.
- Learn why the reporting period was shortened.
- Learn what process was eliminated.
- Step-by-step basics of filing the form.
- Understand the race, ethnicity, job categories.
- Learn about the dilemma for Employers when reporting non-binary employees.
- How to comply with confidentiality requirements.
- Take a step by step overview of the new Online Reporting System.
- Best practice on how to align job categories with job titles.
- Learn how to maximize the EEO-1 Data Collection Fact sheets and other resources.
- What federal contractors can't ignore.
- The best way to steer clear of penalties for noncompliance.
- Collecting employee information when your organization has multiple employment locations.
- What are the penalties if the EEO-1 report is not filed by the deadline.
- How will the EEOC and the OFCCP enforce violations for missed deadlines.
Who Should Attend:
- All Employers required to complete the EEO-1 reporting
- Business Owners
- Human Resources Professionals
- Company Leadership
- Compliance professionals