ALERT: While May 31, 2019 marks the deadline for filing your EEO-1 Component 1 data; that’s only half of your compliance obligation. The EEO-1 Component 2 data must be submitted by September 30, 2019, by federal contractors and other private employers with 100 or more employees in 2017 and 2018.
Meeting EEO-1 report filing obligations often creates a host of questions for HR—and we’ve got answers, including what the EEOC’s website means when it says the agency is “working diligently on next steps” related to the newly required pay and hours-worked data that will be due by September 30, 2019.
Join us on September 23, for a rebroadcast of a widely popular webinar featuring live Q&A. Federal Employment Law Insider coeditor Nita Beecher of Fortney & Scott, LLC will update you on what’s changed and what’s the same so you’re well prepared to accurately file the necessary information for the annual EEO-1 survey.
- How to tell if your organization must file one or more EEO-1 reports
- The time period for reporting employment data, including information on the September 30, 2019 Component 2 deadline (and the May 31, 2019, Component 1 deadline for this year)
- The different requirements for single- vs. multi-establishment employers, including consolidated reports, and reports for headquarters
- How to gather and report gender and ethnicity information
- How to categorize your job titles into EEO-1 categories
- Challenges presented by the new requirement for compensation and hours-worked data (the EEO-1 report’s Component 2) and strategies for meeting the September 30 deadline
- Online and paper filing options
- Frequently asked questions and answers for first-time filers
- How the EEOC and the OFCCP use the information employers provide on EEO-1 reports to identify patterns of workplace discrimination and take a closer look at your company in audits and charges
- And much more!
YOUR EXPERT INSTRUCTOR
H. Juanita (Nita) Beecher is a nationally recognized expert on Office of Federal Contract Compliance Programs (OFCCP) and U.S. Equal Employment Opportunity Commission (EEOC) matters. She is Of Counsel to Fortney & Scott, LLC with a focus on OFCCP regulatory affairs.
Ms. Beecher's primary focus is labor and employment law with substantial experience with class investigations by the EEOC and OFCCP. She has more than 30 years of experience in labor and employment law particularly with class investigations by the OFCCP and the EEOC. From 2000 to 2015, she led networks of senior diversity, EEO and affirmative action corporate practitioners as well as senior in-house labor and employment lawyers.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.