|
|
|
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
|
Report Link 2007 EEO-1 Filing Deadline is Approaching: Employers Must Use New Report Form.Ford & Harrison LLP - October 01, 2007 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. Report Link EEOC Requires New EE0-1 Report Form.Elarbee, Thompson, Sapp & Wilson, LLP. - October 01, 2007 As the end of September approaches, covered employers should be aware that they must use a new EEO-1 Report form for their 2007 EEO-1 Report due on September 30, 2007. The revised EEO-1 Report form has two notable changes: 1) there are now seven race/ethnicity classifications as opposed to five; and 2) the “Officials and Managers” category has been divided to distinguish First/Mid-Level management from Executive/Senior-Level management. Although employers are not obligated to resurvey current employees until 2008, employers should use the expanded race/ethnicity categories for all employees hired in 2007. Employers must, however, classify management into the two new categories starting this year. Report Link Reminder -- 2007 EEO-1 Filing Deadline is Approaching: Employers Must Use New Report Form.Ford & Harrison LLP - September 25, 2007 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. Report Link New EEO-1 Rules.Littler Mendelson, P.C. - September 17, 2007 Employers with 100 or more employees (and covered government contractors/subcontractors with 50 or more employees) must annually file an EEO-1 Report with the EEOC. However, the EEO-1 form due by September 30, 2007, will differ from the old form in two respects: (1) the "Officials and Managers" category will be split into two separate categories; and (2) the existing five racial classifications have been expanded to seven. Report Link Navigating the New EEO-1 Reporting System (pdf).Vedder Price - August 31, 2007 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. Report Link Changes To EEO-1 Report Due September 30, 2007Fisher & Phillips, LLP - June 25, 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. Report Link Employers Must Use New EEO-1 Form for 2007.Ford & Harrison LLP - April 11, 2007 September may seem like a long way off, but employers must be ready to file the new EEO-1 form. Report Link Planning Ahead for New EEO-1 Requirements (pdf).Ogletree Deakins - January 26, 2007 Employers should begin now to plan for several major changes in EEO-1 reporting requirements. Report Link EEOC Implements Changes to EEO-1 Report.Ford & Harrison LLP - November 29, 2006 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. Report Link Revisions to the EEO-1 Report (pdf).Hogan & Hartson LLP - October 30, 2006 This update discusses recent changes made by the Equal Employment Opportunity Commission to the EEO-1 report and explains how employers should alter their procedures for obtaining employees' race and ethnicity information in order to properly complete the report. Report Link EEO-1 Filing Requirements Undergo Changes.Fredrikson & Byron, P.A. - September 13, 2006 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. Report Link EEOC Issues Final Revisions to EEO-1 Report (pdf).Ford & Harrison LLP - March 07, 2006 The Equal Employment Opportunity Commission (EEOC) has
announced the implementation of final revisions to the EEO-1
Report. Report Link EEOC Announces Revisions To EEO-1 Reports.Helms Mulliss & Wicker - February 10, 2006 The Employer Information Report, better known as the EEO-1 report, was modified recently by the EEOC. Beginning in the 2007 reporting cycle (any pay period in July through September 2007), the EEO-1 report will increase and more specifically define the number of job categories and racial categories reported. Report Link The EEOC Approves Revisions to its Employer Information Report, the EEO-1, Effective for the 2007 Reporting Cycle (pdf).Phelps Dunbar LLP - February 07, 2006 The purpose of the EEO-1 form is to report to the government an entity’s workforce demographics divided into job categories by ethnicity, race, and gender. The current EEO-1 form has been in existence for the last three decades. Private employers of 100 or more employees and federal contractors with 50 or more employees are required to file this annual report. Recent changes to this form effective for the 2007 Reporting Cycle include an increase to the number of job categories as well as a new “two or more races” category. Opponents of these revisions have argued that the new category is ambiguous and requested that the EEOC allow employees to choose the race or ethnicity they primarily identify with or allow for more detailed reporting. The EEOC has rejected these concerns. Report Link EEO-1 2005 Filing Deadline Extended to March 31, 2006 for Companies Located in Areas Damaged by Katrina (pdf).Phelps Dunbar LLP - February 07, 2006 The 2005 EEO-1 filing deadline of September 30, 2005, has been extended to March 31, 2006, for all companies located in the New Orleans, Louisiana; Biloxi, Mississippi; and Mobile, Alabama, geographic areas that were severely damaged by Hurricane Katrina. Report Link EEOC Approves Final Revisions To EEO-1 Form (pdf).Ogletree Deakins - December 16, 2005 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. Report Link Beware Misleading and Overbroad EEO-1 Filing Requirements.Littler Mendelson, P.C. - September 08, 2005 When submitting EEO-1 forms to the EEOC, each filing company must indicate whether it is a “government contractor.” 29 C.F.R. §1602.7. The OFCCP has later used these forms to target identified“ government contractors” for audit. However, a company is not a “government contractor” just because it is owned by, or affiliated with, another company. Ernst-Theodore Arndt, 52 Comp. Gen. 145 (9/21/72). Nevertheless, the EEO-1 website tries to force all parent and subsidiary entities to file as if they were one single company. Report Link STANDARD FORM 100, REV. 3 - 97, EMPLOYER INFORMATION REPORT EEO-1, 100 -118, INSTRUCTION BOOKLET. Equal Employment Opportunity Commission - (No Date) EEOC's instruction booklet for the EEO-1 report. Report Link Sample Form. [PDF Format].Equal Employment Opportunity Commission - (No Date) Sample form EEO-1 (Employer Information Report). Report Link What reports must small employers file with EEOC?Equal Employment Opportunity Commission - (No Date) Single paragraph description of which employers must file EEO-1s.
|
ArticlesFound: 20 ArticlesNO SUBTOPICSEmployment Law Seminars
UNDERSTANDING YOUR ETHICAL RESPONSIBILITIES AT WORK (AB 1234 COMPLIANCE)
Sacramento
May 13, 2008 Shaw Valenza LLPPreventing Wage/Hour Class Actions.Online
May 13, 2008 LittlerHOW TO CONDUCT EFFECTIVE INTERNAL INVESTIGATIONSSacramento
May 13, 2008 Shaw Valenza LLPHow to Stay Union FreeLas Vegas
2008-5-13 Jackson Lewis LLPConducting Effective Investigations of Employment Claims: Essential Skills for Internal InvestigatorsHouston
May 13, 2008 Littler2008 Public Sexual Harassment Training for supervisors and managers.Universal City
May 13, 2008 Ballard RosenbergSHRM Morris County Monthly Legal UpdateFlorham Park
2008-5-14 SHRM Morris County ChapterThe Connecticut Sexual and Other Harassment Education and Training in the Workplace ActHartford
2008-5-14 Jackson Lewis LLPDigital Dangers: Recent E-Discovery Developments and TrendsLas Vegas
May 14, 2008 LittlerHealth Care's New Labor and Privacy Law Frontiers: Defusing Tomorrow's Problems TodayDenver
May 14, 2008 Littler |
|
| ||
|
Terms of Use
|
Privacy
|
Advertising
|
About
|
Contact
|
For Law Firms
|
Partners
Copyright © 2006 elinfonet.com, llc.
All Rights Reserved.
The use of this site, and the terms and conditions for our providing information, is governed by our Terms of Use, including the disclaimers contained therein. By using this site, you acknowledge that you have read the Terms of Use and that you accept and will be bound by the terms thereof.
This site is designed for lawyers concentrating in employment law and human resource professionals who specialize in employee relations. As more fully set forth in the terms of use, the information provided on or through this site is for general information purposes; it is not a determination of your legal rights, nor your responsibilities under the law. None of the information contained on this site is, or should be construed as, legal advice. The information should not be relied upon for legal advice. We are not engaged in the practice of law and no attorney-client relationship is being created. Any information communicated to any lawyer via this site does not have the confidentiality protection of the attorney/client privilege. If you are seeking legal advice, find a qualified lawyer in your area. If you need help finding a lawyer, call your local, county or state bar association. All logos and trademarks on this site are property of their respective owners. | ||
Federal Article Feeds