Covered employers are encouraged to confirm that all employees have had the opportunity to voluntarily self-identify their gender, ethnicity and race.  If employees who have not responded to this voluntary invitation, employers may re-extend the invitation and/or rely on employment documents such as an I-9 or visual observation.  If an employer needs to rely on visual observation, it will be easier to gather this information now rather than waiting until April 2022.

EEO-1 Reporting Obligation

Businesses with 100 or more employees and some federal contractors with at least 50 employees must submit an annual EEO-1 form, which asks for information from the previous year about the number of employees who worked for the business, sorted by job category, race, ethnicity and gender.

Areas Covered:

• Learn what changes are part of the new reporting guidelines.
• Learn why the reporting period was shortened.
• Learn what process was eliminated.
• 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.
• 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.