Showing posts with label EEO-1. Show all posts
Showing posts with label EEO-1. Show all posts

Friday, February 1, 2019

GOVERNMENT SHUTDOWN RESULTS IN EXTENDED DEADLINE FOR EMPLOYERS TO SUBMIT EEO-1 DATA


 

Due to the recent partial lapse in federal government appropriations, the deadline to submit EEO-1 data will be extended until May 31, 2019. The EEO-1 is an annual federal survey that requires all private employers with 100 or more employees and federal government contractors or first-tier subcontractors with 50 or more employees and a federal contract, sub­contract or purchase order amounting to $50,000 or more to file the EEO-1 report. The survey requires company employment data to be categorized by race/ethnicity, gender and job category. The filing of the EEO-1 report, is required by federal law per Section 709(c), Title VII of the Civil Rights Act of 1964, as amended; and §1602.7–§1602.14, Title 29, Chapter XIV of the Federal Code of Regulations. Details and instructions for EEO-1 filers, including the exact date of the survey opening, will be forthcoming. Filers should refer to the EEO-1 website in the coming weeks for updates on the new schedule.


 
 



Monday, August 31, 2015

Deadline Approaching for EEO-1 Filings with the EEOC

The deadline for designated employers to file their annual Employer Information Report ("EEO-1") with the Equal Employment Opportunity Commission ("EEOC") is September 30, 2015.
The EEO-1 Report is a compliance survey mandated by federal statute and regulations. The survey requires company employment data to be categorized by race/ethnicity, gender and job category. The form is used by the EEOC to obtain information to support civil rights enforcement and to analyze employment patterns, such as the representation of female and minority workers within companies, industries or regions. The Office of Federal Contract Compliance Programs ("OFCCP") uses the data to determine which employers to select for compliance reviews. OFCCP's system uses statistical assessment of EEO-1 data to select facilities where the likelihood of systematic discrimination is the greatest.
An employer is required to file an EEO-1 with the EEOC’s Joint Reporting Committee if it meets the following criteria:
  • Subject to Title VII of the Civil Rights Act of 1964, as amended, with 100 or more employees; or
  •  
  • Subject to Title VII of the Civil Rights Act of 1964, as amended, with fewer than 100 employees if the company is owned by or corporately affiliated with another company and the entire enterprise employs a total of 100 or more employees; or

  • Federal government prime contractors or first-tier subcontractors subject to Executive Order 11246, as amended, with 50 or more employees and a prime contractor first-tier subcontract amounting to $50,000 or more.

For employers meeting any of the criteria above, the filing of an EEO-1 is required by law and is not voluntary. Failure to file an EEO-1 can result in financial penalties, and for government contractors also can include debarment or ineligibility for federal contracts.
Information regarding the EEOC’s on-line filing system, filing instructions and sample forms can be located by clicking here.
 
Mark Fijman is a labor and employment attorney with Phelps Dunbar, LLP, which has offices in Louisiana, Mississippi, Florida, Texas, Alabama, North Carolina and London. To view his firm bio, click here. He can be reached at (601) 360-9716 and by e-mail at fijmanm@phelps.com