Total Articles: 12
Reminder – September 30, 2009 Deadline: EEO1 and VETS 100 Reports.
This is a reminder that covered employers are required to file their EEO-1 and VETS 100 Reports on or before September 30, 2009.
Dealership Update: Greetings From the EEOC!
Dealers across the country have been receiving letters from the EEOC pointing out that they have failed to file their EEO-1 Report ("Employer Information Report") last year and reminding them that they are required by law to file the report by September 30 of this year and annually thereafter. Many dealers have no idea what the EEOC is talking about.
2007 EEO-1 Filing Deadline is Approaching: Employers Must Use New Report Form.
This is a reminder that covered employers are required to use the EEOC’s revised EEO-1 Report form for their 2007 EEO-1 Report, which is due September 30, 2007. This is the first year employers have been required to use the new form, which incorporates revised race/ethnicity groupings and job categories. The EEOC will not require employers to resurvey current employees to obtain information on the new race/ethnicity groupings until 2008. However, the EEOC strongly encourages employers to utilize opportunities to resurvey without additional burden (for example using routine updates of employee personal information to obtain updated EEO-1 data) as often and as soon as possible. Additionally, employees hired in 2007 should be surveyed as part of the new hire process using the new race/ethnicity groupings.
Reminder -- 2007 EEO-1 Filing Deadline is Approaching: Employers Must Use New Report Form.
This is a reminder that covered employers are required to use the EEOC’s revised EEO-1 Report form for their 2007 EEO-1 Report, which is due September 30, 2007. This is the first year employers have been required to use the new form, which incorporates revised race/ethnicity groupings and job categories. The EEOC will not require employers to resurvey current employees to obtain information on the new race/ethnicity groupings until 2008. However, the EEOC strongly encourages employers to utilize opportunities to resurvey without additional burden (for example using routine updates of employee personal information to obtain updated EEO-1 data) as often and as soon as possible. Additionally, employees hired in 2007 should be surveyed as part of the new hire process using the new race/ethnicity groupings.
Navigating the New EEO-1 Reporting System (pdf).
The Equal Employment Opportunity Commission
has made signifi cant changes to its EEO-1 reporting
system. Since 1966, private employers with 100 or
more employees and federal contractors with more
than 50 employees have reported annual data about the
number of employees in occupational categories and
subcategories.
Changes To EEO-1 Report Due September 30, 2007
Employers with 100 or more employees and federal contractors with 50 or more employees and a $50,000 federal contract must provide an annual count of their employees by job category and ethnicity, race, and gender in an EEO-1 Report. The EEO-1 is due on September 30 each year, and it is used by the EEOC and Office of Federal Contract Compliance Programs (OFCCP) for statistical analysis. The next EEO-1 Report due on September 30, 2007 includes some significant changes.
Employers Must Use New EEO-1 Form for 2007.
September may seem like a long way off, but employers must be ready to file the new EEO-1 form.
Planning Ahead for New EEO-1 Requirements (pdf).
Employers should begin now to plan for several major changes in EEO-1 reporting requirements.
EEOC Implements Changes to EEO-1 Report.
For the first time in forty years, the EEOC has made changes to the EEO-1 Report, which take effect beginning with the 2007 survey due to be filed by employers on September 30, 2007.
EEO-1 Filing Requirements Undergo Changes.
All private companies with 100 or more employees and all companies subject to the federal affirmative action requirements must annually file the Employer Information Report, commonly referred to as the EEO-1 report. The federal affirmative action requirements apply to all companies with 50 or more employees and that (1) are a prime contractor or first-tier subcontractor on a federal government contract of $50,000 or more, (2) serve as a depository of Government funds in any amount, or (3) are a financial institution which is an issuing and paying agent for U.S. Savings Bonds and Notes. Both the federal Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP) have used the EEO-1 report data since 1966.
EEOC Issues Final Revisions to EEO-1 Report (pdf).
The Equal Employment Opportunity Commission (EEOC) has
announced the implementation of final revisions to the EEO-1
Report.
EEOC Approves Final Revisions To EEO-1 Form (pdf).
The Equal Employment Opportunity Commission (EEOC) recently approved
revisions to the EEO-1 form, which must be filed annually by private sector employers
with more than 100 employees and by some federal contractors. The
EEO-1 report is the principal reporting form by which employers provide the federal
government with information about the composition of their workforce in
terms of ethnicity, race and gender.
