Although the proposed new reporting form was scrapped, the EEOC directed covered employers to submit the long-used EEO-1 form for 2017 no later than March 31, 2018.
Who is required to file an EEO 1 - Find out more explanation for : 'Who is required to file an EEO 1' only from this channel. Information Source: google
Miller Johnson's Gary Chamberlin and Kelley Stoppels discuss the upcoming changes to the EEO-1 Report.
Compliance Trainings by 247Compliance https://247compliance.com To Enroll Please Visit: https://247compliance.com/webinar/understanding-the-overlap-between-fmla-ada-and-workers-compensation/ A Webinar by: U. Harold Levy Introduction On September 29, 2016, the EEOC announced approval of a revised EEO-1, starting with the 2017 report, to collect summary pay data from employers, including federal contractors and subcontractors, with 100 or more employees. Summary pay data for private employers subject to Title VII jurisdiction will go to the EEOC. Summary pay data only for federal contractors and subcontractors subject to Executive Order 11246 will go to OFCCP. The Equal Employment Opportunity Commission says that the new data will improve investigations of possible pay discrimination, which remains a contributing factor to persistent wage gaps, according to the EEOC announcement. For purposes of self-assessment, employers can use published aggregated data to compare or benchmark their own data with data from other employers in their industry or geographical area. Why should you attend? Pay equity is now a central focus for both Federal and state agencies. In addition to the growing list of states with aggressive equal pay laws, the EEOC recently announced dramatic changes to the EEO-1 Report. In order for companies to be in compliance with Federal reporting regulations all employers in the private sector with 100 or more employees, and some federal contractors with 50 or more employees, must annually file the EEO-1 Report, with the Joint Reporting Committee (a joint committee consisting of the EEOC and the OFCCP) by September 30. The current EEO-1 Report requires covered private sector employers to provide workforce profiles by race, ethnicity, sex, and job category. This webinar will help employers to avoid costly and potentially damaging litigation Learning Objectives Who must file EEO-1 Report -Step-by-step basics of filing the form. Understand the race, ethnicity, job categories. How to classify managers and supervisors. Practical strategies for complying with confidentiality requirements. Practical suggestions on how to legally survey and classify your employees. What federal contractors can’t ignore. Which methods of collecting data from your workers are the most affordable and legally compliant. Collecting employee information when your organization has multiple employment locations. EEOC’s and OFCCP’s change in enforcement. What employers need to be aware of. Areas covered in the Webinar Who must file EEO-1 Report -Step-by-step basics of filing the form. Understand the race, ethnicity, job categories. Change Summary Pay Data. Change Deadline and Payroll Period. Method for Filing EEO-1 Reports. Entering Hours Worked Data. Confidential and Privacy of EEO-1 Data. Use of Summary Pay Data. Who Will Benefit? HR professionals. Financial Officers. In-House Counsel. Affirmative Action/EEO Officers. Federal Contractors.
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The Equal Employment Opportunity Commission proposed major revisions to EEO-1 reporting that would require the addition of employee pay data, which must be broken out by race, gender, and ethnicity. After years of research and two public comment periods, the EEOC is expected to issue final regulations in 2016, with potentially significant consequences for employers.
To buy or get more information about this EEO training course go to This course starts with a 10 minute EEO training video that provides a thorough overview of U.S. Equal Opportunity Laws...the laws that govern discrimination and harassment prevention in the workplace. When the video completes employees will take a 15 question quiz. This EEO course provides critical management training that will keep your managers and supervisors in compliance with the law. Available on DVD, USB flash drive, MP4, SCORM 1.2 e-learning, On Demand streaming and as an online training course.
Most employers are well aware that they must prevent discrimination in the workplace, yet, within the past 5 years, the Equal Employment Opportunity Commission (EEOC) received the highest number of charges of discrimination and retaliation in its 50+ year history. From an employer’s perspective, settlement costs to resolve an EEOC claim fade in the face of additional, often unrecorded, costs to the employer’s organization, such as the potential loss of employee morale or the employer’s reputation. This webinar will show you how to avoid these costs by teaching you: - What qualifies as discrimination under the EEOC - Which laws are enforced by the EEOC - How to stay in compliance with those laws - What an employer’s obligations are, including EEOC posting requirements and more Check this video to learn the strategies needed to prevent EEOC claims and protect your organization from lawsuits and fines
An hrsimple.com webinar presented by Gilbert Sanchez of the Kemp Smith Law Firm (TX). On January 21, 2016, the EEOC released proposed changes to its guidance on workplace retaliation. The proposed changes would significantly broaden the definition of retaliation and reflects the EEOC’s aggressive stance against retaliation. This webinar reviews these changes and discusses the impact on employers and their dealings with employees who engage in a protected activity.