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On March 18, 2019, the U.S. Equal Employment Opportunity Commission (EEOC) opened its EEO-1 online reporting portal(link is external) for the 2018 survey. The EEO-1 is an annual survey that requires all private employers with 100 or more employees and federal government contractors or first-tier subcontractors with 50 or more employees and a federal contract, subcontract or purchase order amounting to $50,000 or more to file the EEO-1 report. The traditional EEO-1 report (“Component 1”) requires employers to tally employment data by race/ethnicity, gender and job categories. “Component 2” of the EEO-1 report requires employers to query their databases for W-2 pay data and FLSA hours worked information, even though individual pay data is not actually reported to the EEOC. The filing of the EEO-1 report is not voluntary and is required by federal law.
The September 30th deadline for the new EEO-1 pay data reporting requirements is fast approaching! Is your company ready? Join BirdDogHR and their partner myHRcounsel to learn what the new EEO-1 reporting requirements are, which employee’s data to include, which timeframes are important, who must comply with these requirements, and what must be reported by the due date of September 30, 2019.
- Review the new EEO-1 reporting requirements.
- Identify which employee’s data to include.
- Discuss which timeframes are important.
- Discuss who must comply with these requirements.
- Review what must be reported by the September 30th due date.
Vice President of Communications
Janell Stanton is the Vice President of Communications for myHRcounsel where she is responsible for positioning the company’s alternative legal services model and directs marketing, communications and related business development and relationship initiatives. She is also a senior attorney advising small and medium size businesses on all facets of HR and employment law including everything from onboarding to offboarding and everything in between. Janell is a frequent speaker and trainer on HR and employment law issues. She provides ongoing training to employees, managers, human resource personnel and company leaders on matters including FMLA, ADA, wage and hour laws, hiring and firing, sexual harassment, discrimination, drug and alcohol testing and more. She has spoken to organizations both large and small throughout the United States.
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