HR Management Compliance

Time for Employers to Put together For EEO-1 Knowledge Assortment Deadline


Employers required to report equal employment alternative knowledge can start submitting their experiences for 2019 and 2020 on April 26, the Equal Employment Alternative Fee (EEOC) has introduced. The deadline for submitting the experiences is July 19.

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Employers with 100 or extra workers and federal contractors with 50 or extra workers and a contract with the federal authorities value at the least $50,000 are required to adjust to the annual EEO-1 knowledge assortment, which collects race/ethnicity, gender, and job class knowledge on employers’ workforces. Info from the experiences helps the EEOC gauge compliance with federal equal alternative legal guidelines.

The EEOC delayed assortment of the 2019 knowledge final yr due to the COVID-19 pandemic, so this yr’s assortment will collect knowledge for each 2019 and 2020.

The EEOC’s announcement says the gathering interval has been prolonged this yr from 10 weeks to 12 weeks to supply employers nonetheless coping with the affect of the pandemic extra time to file.

Nita Beecher, an legal professional with FortneyScott in Washington, D.C., says the additional time ought to assist employers meet the deadline. Employers even have been on discover for a yr that the data must be submitted, however the pandemic should current some issues.

“I feel the actual challenge will probably be the place workers who’ve been working from dwelling will probably be reporting for the EEO-1 knowledge for 2020,” Beecher says. “Some employers might have knowledge points due to workers being laid off in 2020 due to the pandemic and being confused as to the place to report them.”

The EEOC’s announcement says EEO filers can go to for data on updates on the info assortment. When the gathering opens, the web site additionally will present sources to help filers with their submissions.

Standing of Part 2

In the course of the Obama administration, the EEOC added a Part 2 knowledge assortment, which was a compilation of knowledge to assist the EEOC and the U.S. Division of Labor’s Workplace of Federal Contract Compliance Packages (OFCCP) establish pay disparities throughout industries and occupations.

The Trump administration claimed the Part 2 necessities have been too burdensome on employers and issued a keep on the the gathering. Later a federal choose ordered the keep lifted, and the Part 2 knowledge was collected for fiscal years 2017 and 2018.

Then in July 2020, the EEOC launched a statistical research with the Nationwide Academies of Sciences, Engineering, and Medication’s Committee on Nationwide Statistics to evaluate the standard and utility of the Part 2 knowledge that had been collected, Beecher says. That challenge is predicted to be accomplished by December 31, 2021.

Beecher says the EEOC requested the Workplace of Administration and Funds within the fall of 2019 to approve the EEO-1 Part 1 report however didn’t ask for an extension of Part 2.

“So, for the reason that EEOC didn’t request renewal of Part 2, Part 2 is successfully useless proper now,” Beecher says. “It is very important be aware that the EEOC at present has a majority of Republicans though the chair and the vice chair are Democrats. So long as the Republicans have the bulk and the Fee has to approve requesting that it reestablish Part 2, Part 2 will stay useless.”

Tammy Binford writes and edits information alerts and publication articles on labor and employment regulation subjects for BLR internet and print publications.

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