The Employer Information Report EEO-1, otherwise known as the EEO-1 Report, is required to be filed with the U.S. Equal Employment Opportunity Commission's EEO-1 Joint Reporting Committee. Reports must be submitted and certified by September 30, 2016 at the latest. The EEOC has also announced proposed changes for the EEO-1 beginning with the 2017 filing cycle.
The Employer Information Report (EEO-1) is an annual report mandated by the government which asks private employers and Federal Contractors to identify how many employees are currently staffed within their organization. Employers must provide the employee count by specified job category for both race/ethnicity and gender.
The annual EEO-1 filing cycle officially began July 1st. Companies who are required to file may choose any pay period between July 1st and September 30th to report on their workforce population. Now that the EEOC has gone fully electronic, you don’t want to miss some interesting developments in your reporting process as well as some helpful information specific to this reporting cycle.
Are you prepared to file your company 2016 EEO-1 Report? Are you ready for the proposed changes to the report in 2017?
In just 90 minutes, you'll also learn effective strategies to limit your organization's risk and you'll get expert advice on how to avoid errors or omissions that could expose your organization to major liabilities. You will learn the EEO-1 reporting requirements as well as practical, easy to use approaches to completing and submitting the EEO-1 report by the filing deadline - September 30, 2016. Yes, that’s a Friday this year.
And there’s more! Federal agencies are now better funded, and more motivated than ever to aggressively enforce systematic discrimination rules. In fact, pay equity is now a central focus for both Federal and state agencies as evidenced in the dramatic increase in audits. How are the EEO-1 and pay discrimination linked? Well join us as we discuss how the EEOC recently announced dramatic changes to the EEO-1 Report, which would require that all employers annually submit compensation data to the EEOC in 2017. We will also talk about the proposal to change filing deadlines, the reporting of pay data, and overall impact on employers.
- Who must file - and the step-by-step basics of actually filing the form
- Understand ethnicity, job description, and race categories
- How to classify managers and supervisors
- Practical strategies for complying with confidentiality requirements
- Strategies to comply with the reporting rules without risking litigation
- Practical suggestions on how to legally survey and classify your employees
- How to identify the period to analyze
- What federal contractors can't ignore
- Which methods of collecting data from your workers are the most affordable and legally compliant
- Collecting employee information when your organization has multiple employment locations
- In particular we will be discussing helpful information and new developments for the 2016 cycle, including filing rule changes you need to be aware of
- Finally, we will take a moment to talk about the proposed 2017 EEO-1…
- EOC's and OFCCP's change in enforcement: What employers need to be aware of
Ms Cathleen M. Hampton,
Human Resource Compliance & Risk Management Consultant
Cathleen Hampton has more than 25 years of experience as a human resources professional providing subject matter expertise in areas such as human capital and work force planning. She serves as full service HR Leader responsible for the alignment of personnel with strategic mission and service level requirements. She is noted for her ability to understand the nuances of her client environments and designing solutions that optimize human capital that best meet the needs of the organization.
Cathleen's greatest strengths lie in her ability to analyze operations for risk and help maneuver cultural practices and compliance enhancements that would increase organizational outcomes. Risk as defined as financial, operational, as well as from a more general workforce planning perspective. As a died in the wool HR professional, she continually looks for ways to capture the essence of strategic thought as it would relate to human capital and workforce planning. She is noted for launching new programs focused on talent acquisition and retention strategies that outpaced major completion through strong and decisive business leadership.