Oh get your popcorn ready, folks, cause your friends (and ours) at the Equal Employment Opportunity Commission (EEOC) have finally finalized their EEO-1 Reporting Requirements, and with a twist.
First, who needs to care? Only two categories of employers need to submit EEO-1 data:
- Organizations with 100 or more employees (excluding public primary and secondary schools, institutions of higher education, tribes, and tax-exempt private membership organizations):
- Federal contractors with 50 or more employees, that also are prime or first-tier subcontractors with a contract worth $50,000 or more; or are a depository for US government funds in any amount; or are an issuing and paying agent for US Savings Bonds and Savings Notes.
Ok, if that’s not you, you’re good so run away from this post or read on for what you’re missing, especially part 2:
If that IS you, then you need to know exactly WHAT information to file and BY WHEN — For your edification, the EEOC has divided the information it requires into two categories, referred to as components.
- Component 1 data: This is the information that has always been required. It includes data about all employees by job category, race, ethnicity, and sex. Component 1 data for calendar year 2018 is due by May 31, 2019. The online survey application is open and available here. If you have never filed the EEO-1 report before and believe you need to, start here.
- Component 2 data: This is the newly required information. It includes data about all employees, including W-2 wages, total hours worked, race, ethnicity and sex. This year employers will need to report Component 2 data for calendar years 2017 and 2018. Component 2 data is due by September 30, 2019. The online filing portal is not yet
open,but expected to be available mid-July.
How do you file? For both types of data, the preferred method of reporting is through the EEO-1 Survey Application, which generates a table for employers to provide the required information. Employers do not need to worry about creating and formatting a complicated report.
And just like that, you’ll be submitting data and getting that compliance thing all figured out. Hey, it’s just one more way we help HR pros and their companies rule this stuff. If you have any questions about this, please call on our team of health insurance and employee benefits experts to save the day!
EEOC INSTRUCTION BOOKLET