Tag: EEO-1

The Equal Employment Opportunity Commission extended the deadline to submit 2017 EEO-1 report data to June 1. If you haven’t already submitted your report, get on it – it’s due tomorrow! Questions on EEO-1 reporting? Perhaps we have already answered them on the blog. Recent EEO-1 posts include: What is the EEO-1 report, which companies…

Electronic Submission of Injury and Illness Records to OSHA for Tracking The federal Occupational Safety and Health Administration (OSHA) announced that establishments with 250 or more employees that are currently required to keep OSHA injury and illness records, and establishments with 20–249 employees that are classified in certain industries with historically high rates of occupational injuries and…

Here’s an update on EEO-1  reporting by Cara Crotty, partner with leading national labor and employment law firm (and ThinkHR strategic employment law partner) Constangy, Brooks, Smith & Prophete, LLP. The new deadline is June 1, but only for this year. The Equal Employment Opportunity Commission announced that it has extended the deadline to submit 2017 EEO-1 report data….

Question: What is the best way to get ethnicity and race information for each employee for the EEO-1 report? Answer: Self-identification is the preferred method for gathering the required information for the EEO-1 report. As an employer, you are required to ask employees to self-identify if they wish; however, employees are not required to self-identify. If…

Question: We are a staffing firm with employees in multiple locations. Do we need to submit an EEO-1 report for each location? Answer: It depends. A company with only one physical address (single-establishment) is only required to submit one EEO-1 data report. Companies with more than one physical address (multi-establishments) are required to submit a separate…

The EEOC says “stay” On August 29, 2017 the Equal Employment Opportunity Commission (EEOC) Acting Chair Victoria Lipnic announced that the Office of Management and Budget’s (OMB) Office of Information and Regulatory Affairs (OIRA) set an immediate stay of the previously announced EEO-1 pay reporting requirement that would have added new pay data reporting for…

The EEO-1 reports that would have been required by September 30, 2017, now do not have to be filed until March 31, 2018. The “catch” is that the new EEO-1 reports will require compensation data from a workforce “snapshot” taken between October 1 and December 31, 2017

By Cara Crotty Columbia Office, Constangy, Brooks & Smith, LLP August 11, 2014 The Office of Federal Contract Compliance Programs issued a Notice of Proposed Rulemaking on Friday in response to President Obama’s April directive that the agency develop a tool for compensation data collection. The OFCCP proposes a supplement to the EEO-1 Report, which…

Question: We are a federal contractor and maintain an Affirmative Action Plan and file annual employer EEO-1 Annual Reports.  Can you tell us what reporting and records retention requirements there are for veterans, if any, that we should also be providing? Answer:  Your timing is great for this question, as the Department of Labor’s Veterans’…