ALERT: The EEOC has announced that the opening of the 2018 EEO-1 Survey is coming in early March 2019, which means you'll only have until May 31, 2019 to file your EEO-1.
Filing the Employer Information Report (EEO-1) is mandatory for employers with 100 or more employees and for federal contractors with 50 or more employees, and the filing deadline for 2018 is coming up fast.
Meeting EEO-1 report filing obligations often creates a host of questions for HR—and we’ve got answers, including what is meant on the EEOC’s website where it states that for the 2018 EEO-1, the EEOC “will continue to collect race, ethnicity and gender data by job category.”
Join us on February 25 when Attorney Nita Beecher of Fortney & Scott, LLC will update you on what’s changed and what’s the same so you’re well prepared to accurately file the necessary information for the annual EEO-1 survey.
- How to tell if your organization must file one or more EEO-1 reports
- The time period for reporting employment data
- The different requirements for single- vs. multi-establishment employers, including consolidated reports, and reports for headquarters
- How to gather and report gender and ethnicity information
- How to categorize your job titles into EEO-1 categories
- Online and paper filing options
- Frequently-asked questions and answers for first-time filers
- How the EEOC and the OFCCP use the information employers provide on EEO-1 reports to identify patterns of workplace discrimination and take a closer look at your company in audits and charges
- And much more!
YOUR EXPERT INSTRUCTOR
H. Juanita (Nita) Beecher is a nationally recognized expert on Office of Federal Contract Compliance Programs (OFCCP) and U.S. Equal Employment Opportunity Commission (EEOC) matters. She is Of Counsel to Fortney & Scott, LLC with a focus on OFCCP regulatory affairs.
Ms. Beecher's primary focus is labor and employment law with substantial experience with class investigations by the EEOC and OFCCP. She has more than 30 years of experience in labor and employment law particularly with class investigations by the OFCCP and the EEOC. From 2000 to 2015, she led networks of senior diversity, EEO and affirmative action corporate practitioners as well as senior in-house labor and employment lawyers.
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