Your organization is hopefully familiar with the EEO-1 report. The reports are filed with the Equal Employment Opportunity Commission (EEOC), as part of a mandate by Title VII of the Civil Rights Act of 1967. This act was amended by the Equal Employment Opportunity Act of 1972. In short, EEOC reporting requirements collect annual reports on the racial/ethnic and gender profile of your workforce.
There are job categories specified in the survey under component one of the survey and, in some cases, employers are also required to include the number of hours worked and how much workers were paid. This part of the reporting is referred to as component 2. However, this year the government has delayed reporting due to COVID-19.
Delayed Submission Dates Confirmed
According to a Federal Register notice, the U.S. EEOC has delayed opening the 2019 EEO-1 Component 1 data collection and the 2020 EEO-3 and EEO-5 data collections due to the Coronavirus. The EEO surveys slated to open included:
- 2019 EEO-1 Component 1 (Employer Information Report)
- 2020 EEO-3 (Local Report)
- 2020 EEO-5 (Elementary-Secondary Staff Information Report)
However, with the impact the pandemic has had on the workforce, the EEOC has delayed reporting to ensure they collect the most accurate information.
Filers Given More Time
The expected filers included private sector employers, local referral unions, and public elementary and secondary school districts. The EEOC feels with so much uncertainty, it is best to provide more time to filers so they can meet their deadlines without sacrificing the quality of the information they provide. Delays into 2021 will allow employers more time to collect information more efficiently.
Filers Should be Prepared
While the EEOC has provided some wiggle worm for filers, it’s more important than ever to prepare yourself to file on time with the correct information. At this time, the EEOC is awaiting approval from the Office of Management and Budget under the Paperwork Reduction Act (PRA) to confirm collecting reports can begin as soon as January 2021.
This would include the 2020 EEO-3 and the 2020 EEO-5. 2019 and 2020 EEO-1 Component 1 report collection would begin in March 2021. Filers will be notified once a date has been confirmed including the date the surveys will become available online.
How to Prepare for EEOC Reporting
This is the perfect opportunity to prepare for your EEOC reporting. Some helpful tips would include:
Understand the Classifications
The data can refer to any pay period between July to September. Consider asking your staff to complete a survey, as self-identification allows you to collect the most accurate data. Be prepared to answer on behalf of employees who refuse to identify themselves. If you do find you have to provide race information for some employees, be sure to refer to the EEOC handbook so you understand the reporting requirements. The information collected must include both full and part-time workers. Each employee is classified based on their job roles that include:
- Executive/Senior Level Officials and Managers
- First/Mid-Level Officials and Managers
- Sales Workers
- Administrative Support Workers
- Craft Workers
- Laborers and Helpers
- Service Workers
Familiarize yourself with EEOC reporting requirements so you don’t use the wrong classifications.
Track changes in EEO-1 reporting requirements
Because EEOC annual reporting requirements can change, always be sure you are familiar with the most recent EEOC classifications. This will help you avoid filing an inaccurate report, which can lead to fines not to mention termination of government contracts.
Ensure you are compliant
If you are a federal contractor, it is especially important to ensure you are reporting accurately. With the need to show the right job category in hand with the correct wage, using a payroll system that keeps you up to date for reporting is the best way to avoid errors. However, it goes beyond those currently working for you. You could unwittingly be placing ads for jobs that are inadvertently directed at a certain demographic.
Tracking who applies for jobs can help ensure your ads are inclusive and you aren’t breaking any laws. This will help you maintain as diverse a workforce as possible. If you use applicant tracking software that helps you analyze job applicants, you can look for issues in the responses to your ads. With clear analysis, you can become proactive and post job openings that will appeal to people of all races, ages and sexes.
A system with EEOC annual reporting requirement features will make it easier for you to remain compliant and keep up to date on both your job applicants as well as your current team.
About The Author
Ingrid is the Content Marketing Manager at Paypro, managing both inbound and outbound marketing initiatives for the company. She has 15+ years’ of extensive marketing communications experience, leveraging brand awareness and strategic partnerships to increase sales revenue for a diverse group of B2B brands.