The March 31, 2018 deadline for employers to file the federally mandated EEO-1 report is quickly approaching, so we’ve put together a list of FAQs to help you know if and how you need to file to remain compliant.
1. What is the EEO-1 report?
The EEO-1 report is a compliance survey that employers must use to report employment data to the federal government. The report categorizes this information by race/ethnicity, gender, and job category. The EEOC and the Office of Federal Contract Compliance Programs (OFCCP) use these reports to enforce federal prohibitions against employment discrimination.
The EEO-1 report that is due on March 31, 2018 covers information from the 2017 calendar year. Specifically, employers who must file this report should use employment data from one pay period in October, November, or December 2017.
2. Which employers are affected?
All private employers with 100 or more employees, as well as all federal contractors and first-tier subcontractors with 50 or more employees AND contracts of at least $50,000 are required to complete and file the EEO-1 report each year.
Note that operations with fewer than 100 employees are required to file if the company is owned or affiliated with another company, or there is centralized ownership, control, or management, which then make the group a single enterprise employing a total of 100 or more employees.
3. How do I file?
This report is filed directly on the Department of Labor’s website. More information can be found here: https://www.eeoc.gov/employers/eeo1survey/index.cfm
4. What is the penalty for not complying?
Check out the federal regulations here, which include the penalties for making false statements on the report or failing to file the report in a timely fashion. Not to mention, if your company is found to have discriminated against a job applicant or employee, it could face litigation from the EEOC.
5. How can SentricWorkforce help you stay compliant with the EEO-1 report?
We’ve updated demographic information for the EEO-1 March 31, 2018 deadline! This includes two new static reports to help you audit your data to stay compliant:
- EEO Employee Listing – This report provides active employees’ EEO demographic data.
- Job by EEO Category – This report shows active jobs grouped by EEO category.
6. Are there EEO reporting changes on the way?
The Equal Employment Opportunity Commission (EEOC) finalized new EEO-1 requirements in September of 2016, and because of these new requirements, the typical EEO-1 report deadline of September 30, 2017 was changed to March 31, 2018 to allow companies time to acclimate themselves to the new report, which included requiring employers to submit compensation and hours data in addition to the standard workforce representation data. However, in August 2017, the Office of Management and Budget delayed these changes to the EEO-1 report, and information regarding pay data and hours worked are NOT required for the March 31, 2018 filing.
It doesn’t look like there are any other immediate reporting changes coming, although the EEOC recently released its Strategic Plan for 2018-2022, which will focus on sexual harassment and more education. You can learn more here.
7. Are there other EEO reports I need to be concerned about?
There are 3 other EEO reports (EEO-3, EEO-4, & EEO-5), which are targeted specifically to union groups, state and local government, and public elementary and secondary school districts. These reports are not conducted each year. To learn more about these other EEO reports and their deadlines, check out the EEOC website.
Resources you may find handy:
U.S. Equal Employment Opportunity Commission
