EEO-1 Reporting in 2021! Final Extension for Filing Your EEO-1 Report

October 25, 2021, is the New Deadline. What is the Impact for Employers?

Duration - 90 minutes
Speaker : Margie Faulk

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About The Event

The Equal Employment Opportunities Commission (EEOC) has once again extended the EEO-1 Reporting deadline from August 23, 2021, to October 25, 2021. This is the Final extension!! While this is a relief for many Employers, professionals responsible for completing the report. It is critical to ensure the report is completed by the final extension. The extension will be welcomed by employers with outstanding support requests, newly hired employees responsible for completing the report and employees who inherited the task of submitting the report.

As you may recall, in 2020, the EEOC delayed the opening of the 2019 EEO-1 Component 1 Data Collection due to the COVID-19 public health emergency. Therefore, this year, employers are required to make two submissions: one with 2019 EEO-1 data and one with 2020 EEO-1 data.

The new filing portal offers many resources to complete the EEO-1 report. You will get clarity on the new EEO-1 reporting requirements and ensure accurate, timely filing. If Employers take the time to maximize the resources, it will help in filing the reports. You will be provided resources and best practices in migrating from current EEO-1 requirements to the new EEO-1 Form, including Component 1 filing of the Report and other pertinent information. Although the deadline is extended, Employers should not wait until the last minute to submit the report.

Why Should You Attend?

The deadline for filing your EEO-1 report is right around the corner! It is vitally important that you prepare this form correctly as the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs (OFCCP) use your information to determine whether your company should be audited as well as review the data provided to assess complaints of discriminatory practices.

The additional focus will be on what is the impact if Employers fail to meet the final deadline. There are consequences that will impact federal contractors and non-federal companies.

Learning Objectives

  • Why is the extension of the deadline a great relief?
  • What was the reason for the deadline?
  • Why is the EEO-1 Reporting so Complicated?
  • What is the reporting period and the payroll quarters?
  • Who must file the EEO-1 Report
  • Step-by-step basics of filing the form
  • Understand the race, ethnicity, job categories
  • Learn about the dilemma for Employers when reporting non-binary employees
  • How to comply with confidentiality requirements
  • Take a step by step overview of the new Online Reporting System
  • Best practice on how to align job categories with job titles
  • Learn how to maximize the EEO-1 Data Collection Fact sheets and other resources
  • What federal contractors can't ignore
  • Which methods of collecting data from your workers are the most affordable and legally compliant
  • Specifications for submitting EEO-1 reports, including how and when to file
  • The standard for collecting demographic information
  • Certification of results, recordkeeping requirements and more
  • The best way to steer clear of penalties for noncompliance
  • Collecting employee information when your organization has multiple employment locations 
  • What are the penalties if the EEO-1 report is not filed by the deadline
  • How will the EEOC and the OFCCP enforce violations for missed deadlines

Who Should Attend?

  • All Employers required to complete the EEO-1 reporting
  • Business Owners
  • Company Leadership
  • Compliance professionals
  • Payroll Administrators
  • HR Professionals
  • Compliance Professionals
  • Managers/Supervisors
  • Employers in all industries
  • Small Business Owners
  • All Employers
  • Large Business Owners

Industries: Human Resource, HR Compliance, Performance Management
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Margie Faulk

Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.

Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).

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