It’s EEO-1 Report Time

Now what?

Mark your calendar. Friday, June 1st is the new deadline for filing your 2017 EEO-1 report with the Equal Employment Opportunity Commission (EEOC). March 31st was the original deadline. Whew, right?

Before you panic about yet another form, let’s first go over what the report is and which companies need to comply.

The report is a survey mandated by Title VII of the Civil Rights Act of 1967, and followed by the Equal Employment Opportunity Act of 1972.

Private employers in all 50 states and the District of Columbia with 100 or more employees on their rosters must file the EEO-1 Report. Federal contractors or first-tier subcontractors with 50 or more employees and contracts of at least $50,000 are subject to this mandate as well.

The EEO-1 Report requires companies to categorize employment data by race, ethnicity, gender, and job category.  For this reason, it can be problematic when employees are reluctant to share this information. Keep in mind that employees do not have to provide self-identification information. Under those circumstances, employers can visually identify and categorize the employee.

Collecting your Data

Ideally, the time to collect this information is during the onboarding process. Make sure your forms are compliant with the EEOC requirements. There are strict rules about what can and cannot be included on them — sample forms can be found here. And instructions are here.

When considering how to collect your data, Niki Ramirez from HRAnswers.org recommends,
Niki Ramirez, MBA/PHR/SHRM-CP/THRP HRAnswers.org
“It’s important to develop a clear written procedure for collecting data and a practice of ensuring that employees understand clearly that their participation (providing the data) is voluntary.  Employees should be informed that the information collected is for the sole purpose of complying with government reporting regulations; and will never be used to make decisions about their employment. Also, a great procedure for collecting and storing this sensitive data should mandate that only the administrator of the program (usually the human resources team) receives the information; never an employee’s direct supervisor.  Employers who are required to submit the EEO-1 are subject to state and federal non-discrimination laws, as such, they should have a strong Equal Employment Opportunity policy in place.”

Journey has created a checklist to guide you through filing your EE0-1 Report.

It’s important that you take care of this and ensure accuracy. The penalties for noncompliance can be very serious (up to an including imprisonment) for willfully providing false statements.

Yeah, you don’t want to be that person.  Journey Employer Solutions can assist you and take this EEOC reporting off your hands.  Please contact your local Journey team to learn more about how you can move the EEOC stress off of your shoulders, and onto ours.  
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