EEO-1 Report Filling (Deadline Extended to May 31, 2019) - How to Comply to Avoid Costly Fines

Duration: 60 Minutes
Due to the partial lapse in appropriations, the opening of the EEO-1 has been postponed until early March 2019. The deadline to submit EEO-1 data will be extended until May 31, 2019. The EEO-1 is an annual survey that requires all private employers with 100 or more employees and federal government contractors or first-tier subcontractors with 50 or more employees and a federal contract, subcontract or purchase order amounting to $50,000 or more to file the EEO-1 report. The filing of the EEO-1 report, is required by federal law per Section 709(c), Title VII of the Civil Rights Act of 1964, as amended; and §1602.7-§1602.14, Title 29, Chapter XIV of the Federal Code of Regulations.
EEO-1 Report Filling for May 31, 2019
Product ID: 506304
Objectives of the Presentation
  • Who must file EEO-1 Report -Step-by-step basics of filing the report?
  • Understand the race, ethnicity, job categories
  • How to classify managers and supervisors
  • Practical strategies for complying with confidentiality requirements
  • Practical suggestions on how to legally survey and classify your employees
  • What federal contractors can't ignore
  • Collecting employee information when your organization has multiple employment locations
  • EEOC's and OFCCP's change in enforcement: What employers need to be aware of
Why Should you Attend
In order for companies to be in compliance with Federal reporting regulations all employers in the private sector with 100 or more employees, and some federal contractors with 50 or more employees, must annually file the EEO-1 Report, with the Joint Reporting Committee (a joint committee consisting of the EEOC and the OFCCP) by March 31, 2018. The current EEO-1 Report requires covered private sector employers to provide workforce profiles by race, ethnicity, sex, and job category. This webinar will help employers to avoid costly and potentially damaging litigation.

If you are required to file an EEO-1 report but fail to do so, you could be subject to a lawsuit compelling you to report. False reporting could result in the imposition of fines or imprisonment. Government contractors that do not file a report could be subject to debarment from their contracts.

Areas Covered
  • How to gather pertinent information for your EEO-1 report-including information on race, gender, and national origin
  • How to prepare the report
  • How to interpret your EEO-1 report
  • How to determine if your organization must file an EEO-1 report
  • The time period for reporting employment data
  • How to determine the different requirements for single- vs. multi-establishment employers, including how to establish reporting requirements, consolidated reports, and reports for corporate headquarters
  • Reporting requirements that every employer with 50 or fewer employees should know about
  • Online filing options
  • Best practices for first-time reporters to follow
  • Confidential and Privacy of EEO-1 Data
Who will Benefit
  • All employers in the private sector with 100 or more employees
  • Federal contractors with 50 or more employees
  • HR professionals
  • Financial Officers
  • In-House Counsel
  • Affirmative Action/EEO Officers
  • Federal Contractors
Topic Background
The U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP) enforces federal prohibitions against employment discrimination based on race, sex, and national origin, among other bases. The EEOC enforces Title VII of the Civil Rights Act (Title VII). OFCCP enforces Executive Order 11246.
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Instructor Profile:
U. Harold Levy is a national and international speaker, trainer, consultant and recognized expert on civil right issues, human resources, leadership and management. Mr. Levy has over 25 years of experience in the profession, most recently as the Eastern Regional Business Enterprise Analyst for the Department of General Services, Bureau of Minority and Women Business Opportunities. Some of Harold's clients have included major pharmaceutical corporations, Police Departments, colleges and universities, and state and county government agencies.

U. Harold Levy has published several articles on topics relating to Equal Employment Opportunity and Affirmative Action, Equity Issues, Student Recruitment and Retention, Civil rights and Human Resource Issues. A graduate of the Pennsylvania State University, Harold Levy has a Bachelor's degree in International Relations, a Master's Degree in Public Administration and is a certified Mediation Counselor. Mr. Levy is the recipient of many awards including the prestigious Administrative Service Award at the University of Minnesota Duluth, and the Tri State Consortium of Opportunity Programs for New Jersey, New York and Pennsylvania. Mr. Levy is an adjunct Sociology at Northampton Community College and serves in several communities and professional organizations including Northampton County Human Relations Advisory Council to the Pennsylvania Human Relations Commission; American Association for Affirmative Action and as President of the Pennsylvania Black Conference on Higher Education.
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