How to Comply with the EEO-1 Report Filing Requirements ahead of March 31, 2018 Deadline to Avoid Costly Fines
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On August 29, 2017, the Office of Management and Budget (OMB) issued a memorandum informing the U.S. Equal Employment Opportunity Commission (EEOC) of OMB's decision to initiate a review and immediate stay of the EEOC's collection of aggregate
W-2 pay and hours-worked data on the EEO-1 report. At the same time, OMB expressly permitted the EEOC to continue collecting EEO-1 data identifying the race, ethnicity, and sex of workers, by job categories.
As a result of the stay on the 2017 EEO-1 reporting cycle, the EEO-1 will not collect data about pay and hours worked from employers. But, for the 2017 EEO-1 reporting cycle, the EEO-1 will collect data on the race, ethnicity, and sex of workers, by job category, from private employers with 100 employees or more and federal contractors with 50 employees or more and $50,000 in contract(s).
Objectives of the Presentation
As a result of the stay on the 2017 EEO-1 reporting cycle, the EEO-1 will not collect data about pay and hours worked from employers. But, for the 2017 EEO-1 reporting cycle, the EEO-1 will collect data on the race, ethnicity, and sex of workers, by job category, from private employers with 100 employees or more and federal contractors with 50 employees or more and $50,000 in contract(s).
Objectives of the Presentation
- Who must file EEO-1 Report -Step-by-step basics of filing the form
- Understand the race, ethnicity, job categories
- How to classify managers and supervisors
- Practical strategies for complying with confidentiality requirements
- Practical suggestions on how to legally survey and classify your employees
- What federal contractors can't ignore
- Collecting employee information when your organization has multiple employment locations
- EEOC's and OFCCP's change in enforcement: What employers need to be aware of
Outline
Why Should you Attend
In order for companies to be in compliance with Federal reporting regulations all employers in the private sector with 100 or more employees, and some federal contractors with 50 or more employees, must annually file the EEO-1 Report, with the Joint Reporting Committee (a joint committee consisting of the EEOC and the OFCCP) by March 31, 2018. The current EEO-1 Report requires covered private sector employers to provide workforce profiles by race, ethnicity, sex, and job category. This webinar will help employers to avoid costly and potentially damaging litigation.
Areas Covered
In order for companies to be in compliance with Federal reporting regulations all employers in the private sector with 100 or more employees, and some federal contractors with 50 or more employees, must annually file the EEO-1 Report, with the Joint Reporting Committee (a joint committee consisting of the EEOC and the OFCCP) by March 31, 2018. The current EEO-1 Report requires covered private sector employers to provide workforce profiles by race, ethnicity, sex, and job category. This webinar will help employers to avoid costly and potentially damaging litigation.
Areas Covered
- Change: Summary Pay Data
- Change: Deadline and Payroll Period
- Method for Filing EEO-1 Reports
- Entering Hours Worked Data
- Confidential and Privacy of EEO-1 Data
- Use of Summary Pay Data
Speaker/s
Instructor Profile:
U. Harold Levy is a national and international speaker, trainer, consultant and recognized expert on civil right issues, human resources, leadership and management. Mr. Levy has over 25 years of experience in the profession, most recently as the Eastern Regional Business Enterprise Analyst for the Department of General Services, Bureau of Minority and Women Business Opportunities. Some of Harold's clients have included major pharmaceutical corporations, Police Departments, colleges and universities, and state and county government agencies.
U. Harold Levy has published several articles on topics relating to Equal Employment Opportunity and Affirmative Action, Equity Issues, Student Recruitment and Retention, Civil rights and Human Resource Issues. A graduate of the Pennsylvania State University, Harold Levy has a Bachelor's degree in International Relations, a Master's Degree in Public Administration and is a certified Mediation Counselor. Mr. Levy is the recipient of many awards including the prestigious Administrative Service Award at the University of Minnesota Duluth, and the Tri State Consortium of Opportunity Programs for New Jersey, New York and Pennsylvania. Mr. Levy is an adjunct Sociology at Northampton Community College and serves in several communities and professional organizations including Northampton County Human Relations Advisory Council to the Pennsylvania Human Relations Commission; American Association for Affirmative Action and as President of the Pennsylvania Black Conference on Higher Education.
U. Harold Levy is a national and international speaker, trainer, consultant and recognized expert on civil right issues, human resources, leadership and management. Mr. Levy has over 25 years of experience in the profession, most recently as the Eastern Regional Business Enterprise Analyst for the Department of General Services, Bureau of Minority and Women Business Opportunities. Some of Harold's clients have included major pharmaceutical corporations, Police Departments, colleges and universities, and state and county government agencies.
U. Harold Levy has published several articles on topics relating to Equal Employment Opportunity and Affirmative Action, Equity Issues, Student Recruitment and Retention, Civil rights and Human Resource Issues. A graduate of the Pennsylvania State University, Harold Levy has a Bachelor's degree in International Relations, a Master's Degree in Public Administration and is a certified Mediation Counselor. Mr. Levy is the recipient of many awards including the prestigious Administrative Service Award at the University of Minnesota Duluth, and the Tri State Consortium of Opportunity Programs for New Jersey, New York and Pennsylvania. Mr. Levy is an adjunct Sociology at Northampton Community College and serves in several communities and professional organizations including Northampton County Human Relations Advisory Council to the Pennsylvania Human Relations Commission; American Association for Affirmative Action and as President of the Pennsylvania Black Conference on Higher Education.
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Professional training, in the essential quality disciplines, contributes to both the competitiveness of your business and also to personal motivation; it broadens the experience and accelerates the development of those who participate. We provide training in a number of ways: ...
Professional training, in the essential quality disciplines, contributes to both the competitiveness of your business and also to personal motivation; it broadens the experience and accelerates the development of those who participate. We provide training in a number of ways: ...
