Equal opportunity employer EEO-1 reporting
Equal opportunity employer EE0-1 reporting: As your company develops, more responsibilities are added to your list of tasks, reporting and planning. Increasing your staff is a great accomplishment! This growth requires you to also fulfill governmental requirements when your employee count reaches a certain number. For the purpose of this article, the government requirement is to ensure that you are an Equal Opportunity Employer, which requires you to complete EEO-1 Reporting annually.
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. It is really a means to tracking compliance for all Equal Opportunity Employers.
Who must complete the EEO-1 Report Annually?
» All private employers with 100 or more employees
» Private employer with less than 100 employees that are owned, affiliated with or controlled by a company with more than 100 employees overall
» Federal contractors and first-tier subcontractors with 50 or more employees with Contracts of at least $50,000
» Employers with 50 or more employees that act as an issuing and paying agent for US Savings Bonds OR serve as a depository of government funds
What form should I use?
» Single-Establishment Companies: File Standard 100 Form
» Multi-Establishment Companies: File individual 100 Forms for each location with 50 or more employees. A consolidated report is also required with all locations, even those locations with fewer than 50 employees.
Information Needed to Complete Report(s)
» Employee List (full time and part time)
» Self-Identification forms are each employee (Employers need to provide employees the opportunity to self-identify their own ethnicity. If an employee then refuses to do so, employment records or visual observation must be used.)
» Location of each employee (employees who telework must be counted in the location which they report)
» Job Category for each employee
Steps to Reporting:
» File Your EEO-1 Report Online by September 30th of each year.
» Choose one pay period in the 3rd Quarter (July, August, September) of the current survey year to complete the EEO-1 Report
» Complete the EEO-1 Online Application (First time Filers must register before completing the Application)
» Complete or Pull a list of each employee (in this order) with location, job category, ethnicity, race and gender.
» Check the accuracy of the employment data:
For Single-Establishments – The sum total for Employment Data (Line 10-Column A-Section D) must equal the sum total of Line 10-Sections B-K
For Multiple-Establishments – The totals on the Headquarter Report, Establishment(s) Report and/or Establishment(s) List (Fewer than 50 at these locations) must equal the totals on the Consolidated Report (EEOC Form 352B)
» Certify! Without clicking the “certify report” button, the EEOC will not receive your report. You will receive an EEO-1 violation notice and appear on our non-respondent list even if the rest of the report is completed.
» Records should be retained for at least one year from the records creation date.
Who Administrates EEO-1 Reporting?
The Equal Employment Opportunity commission (EEOC) and Office of Federal Contract Compliance Programs (OFCCP) administrate EEO-Reporting
How is the data used?
The EEOC states: “Both the EEOC and OFCCP have used EEO-1 data since 1966. The EEOC uses EEO-1 data 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 OFCCP uses EEO-1 data to determine which company establishments 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.”
For specific EEO-1 reporting questions for your company, contact the company’s designated EEO-1 contact person or EEO-1 Joint Reporting Committee.
Pay DATA Proposal for Employers with 100 employees+
There is a proposal by the EEOC to also capture additional data from employers with 100 employees. Besides the above data (noted as Component 1-demographic data), employers with 100 or more employees will have to also provide “Component 2 which will collect data on employees’ W-2 earnings and hours worked, which EEO-1 filers already maintain in the ordinary course of business.” Component 2 will have two sections and will require covered employers to report aggregate W-2 wages and hours worked in 12 pay bands for each of the 10 EEO-1 job categories and 14 gender, race, and ethnicity categories on the current form. This would go into effect in 2017. There is a comment period that will end on 8/15/16.
Additional Information Regarding the Proposed Rule:
» Employers would use Box 1 on the employees’ W-2 for Component 2 reporting of wages.
» The rule also proposes to change the deadline date from September 30 to March 31. For example: 2017 reporting would be completed by 3/31/18 instead of 9/30/17. 2016 reporting will stay the same.
» Also, the rule proposes to report hours worked for exempt employees. The new proposal clarifies that the EEO-1 instructions will give employers the option to: (1) report a proxy of 40 hours per week for full-time exempt employees and 20 hours per week for part-time exempt employees, multiplied by the number of weeks the individuals were employed, or (2) provide actual hours of work by exempt employees during the EEO-1 reporting year if the employer already maintains accurate records of this information.
Equal opportunity employer EE0-1 reporting
Get Compliant & Save Your Profits with this Compliance & Auditing Toolkit!
Are you prepared for a governmental audit? Do you know where your gaps are (everyone has gaps)? Do you know how to close those gaps? Do you want to give your company’s profits to government agencies?
We have made it easier for you to audit your compliance requirements. This Compliance Audit Toolkit will make it easier for you to find those costly gaps and close them. This tool will give you insight into your business’ HR functions, ensuring that you do not fall into compliance traps. It will help you to remain compliant with Federal Regulations while avoiding substantial penalties! The work is done for you! Just answers questions, and you can start eliminating those risky gaps!
Purchase Your Compliance Audit Tools Today!
- Compliance & Audit Toolkit$599.00