Is your company prepared for the new 2017 EEO-1 reporting requirements?
In September of 2016, the Equal Employment Opportunity Commission (EEOC) announced that it had approved an updated Form EEO-1, a compliance survey required by the federal government, that employers must use to report employment data for 2017.
The EEO-1 report requires employers to submit employment information categorized by race/ethnicity, gender and job category. The EEOC and the Office of Federal Contract Compliance Programs (OFCCP) then use these reports to enforce federal prohibitions against employment discrimination.
The new reporting requirements (outlined below) apply to the report that includes information for the 2017 calendar year. This report will be due by March 31, 2018.
What’s changing for the 2017 EEO-1 report?
The new form will require certain employers to add summary information about employee wages and hours of work to the EEO-1 report.
Summary pay data: The total number of full-time and part-time employees an employer had during the year in each of the 12 pay bands listed for each EEO-1 job category.
Hours worked data: A complete tally of the number of hours worked by all employees accounted for in each pay band.
Who’s required to report the additional information?
Not all employers are required to submit summary pay and hours worked data. Requirements for private employers are listed below:
Private employers with 100 or more employees must file the new EEO-1
Private employers with 99 or fewer employees are not subject to EEO-1 reporting requirements, and will not be required to file EEO-1 reports (a continuation of current practice).
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Click here to view a sample version of the updated form on the EEOC website.
NOTE: Additional requirements exist for federal contractors and subcontractors. For a full explanation of the reporting requirements for federal contractors and subcontractors, visit the EEOC website: https://www.eeoc.gov/employers/eeo1survey/2017survey-fact-sheet.cfm
Additional information about the 2017 EEO-1 report can be found on the EEOC website.
Source: G&A Partners blog. This article is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice.