EEO-1 Reporting in 2024
The EEOC has announced that the long-delayed 2023 EEO-1 reporting period will finally open on April 30, 2024.
The EEOC provided important details concerning support for these filings, stating that the EEO-1 online Filer Support Message Center, the new title for the filer help desk, would also open on April 30, 2024. The EEOC will post updated information concerning the 2023 EEO-1 data collection on the agency's website as it becomes available. Specifically, the EEOC plans to post an updated 2023 EEO-1 Component 1 Instruction Booklet for filers and the updated 2023 EEO-1 Component 1 Data File Upload Specifications for filers by March 19, 2024. It is anticipated that the EEOC will release a new set of guidance in the form of answers to frequently asked questions (FAQs) for this year's filings prior to the opening of the filing platform.
One very significant omission from this announcement was the lack of any discussion of adding pay data collection to the 2023 EEO-1 filings. While there had been much speculation that the EEOC would begin EEO-1 Component 2 pay data collection as part of the 2023 filings, there was no mention of this in the announcement, strongly suggesting that there will be no pay data collection for 2023.
The EEOC’s announcement follows closely on the heels of the completion of the 2022 EEO-1 filing cycle, which ended on January 9, 2024, when the filing platform was closed.
All employers with 100 or more U.S. employees and federal contractors with at least 50 U.S. employees are required to submit an EEO-1 report to the Equal Employment Opportunity Commission (EEOC) each year. The EEO-1 report provides the EEOC with data about the size, location, race or ethnicity, and gender demographics of an employer’s workforce. The 2023 report will have to be based on a workforce payroll snapshot taken between October 1 and December 31, 2023.
The EEOC has stated that all updates about the 2023 EEO-1 data collection, including an updated Instruction Booklet and Data File Upload Specifications, will be posted to www.eeocdata.org/eeo1 on March 19, 2024.
The EEO-1 reporting deadline has become a moving target, so covered employers need to sharpen their data collection and be ready to upload.
The EEOC and the U.S. Department of Labor Office of Federal Contract Compliance Programs (OFCCP) regulations require eligible employers to file Standard Form 100 (EEO-1 reports) annually through the EEOC’s dedicated website for EEO-1 Component 1 data collection.
The purpose of collecting the data is to support enforcement actions, facilitate research on employment patterns, and encourage self-assessment by employers, according to the EEOC. Some companies voluntarily go a step further and publicly release their demographic information to support their diversity efforts or improve accountability.
Why You Should Attend
File by June 4, 2024 – or earlier! In the past, the EEO-1 reporting system has slowed down significantly as the deadline approached, which makes filing more challenging. You might want to allow yourself sufficient time before the deadline so you aren’t scrambling at the last minute with technical challenges. Typically, the EEOC does not provide for extensions.
What You will Learn
- What EEO-1 Reporting Instructions have changed, and which have stayed the same
- What changes will be established for the 2023 reporting period?
- Will there be any surprises for the 2023 reporting period?
- Who is required to complete the EEO-1 Report?
- How to use the proper categories to complete requirements?
- The best practices when getting employees to complete the voluntary identification
- What the changes are to complete the requirements of the EEO-1 reporting
- What the categories are for completing the EEO-1 form within compliance
- How the EEOC will manage transgender and binary recording
- How you should handle transgender reporting
- How to use the EEOC’s EEO-1 Online Filing System (OFS)
- How Federal Contractors need to complete the requirements of risk penalties
- How the pay data reporting is still looming for the EEOC
- How companies have been selected to have their reports reviewed
Who will Benefit
- All Employers required to file EEO-1 reports
- OFCCP federal contractors with 50 or more employees
- Company Leadership
- Compliance professionals
- HR Professionals
- Managers
- Supervisors
Margie Faulk
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and International compliance. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural. Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management. Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings. Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
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This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.
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