Yesterday, we looked at some of the EEO-1 reporting requirements. Today, the stiff penalties you face for noncompliance—and a webinar that will help you get it all sorted out.
[For yesterday’s rundown of the reporting requirements, click here.]
Penalties for Noncompliance
If you are required to file an EEO-1 report but fail to do so, you could be subject to a lawsuit compelling you to report. False reporting could result in the imposition of fines or imprisonment.
Government contractors that do not file a report could be subject to debarment from their contracts.
Additionally, if a charge of discrimination is filed against your company with the EEOC, the agency may check whether you filed a report. If the EEOC investigator finds out that you didn’t file an EEO-1 report, his opinion of your company may be negatively influenced, which could lead to a lawsuit to compel you to file.
Don’t miss our informative EEO-1 webinar on July 16—get all your questions answered before the filing deadline! Learn more.
Bottom Line
EEO-1 reporting is required by law. Gathering the appropriate data, while relatively simple at small companies, can be quite time-consuming for large companies that don’t keep centralized employment records.
Large companies should appoint an individual to be responsible for gathering the data from the various locations and drafting the reports. If you have questions about your EEO-1reporting responsibilities, contact legal counsel familiar with the reporting requirements.
EEO-1 Report Deadline: How to Re-Survey Employees and File In Time
The September 30 filing deadline for employers to file their EEO-1 reports is fast approaching. Both the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP), which are responsible for enforcing federal antidiscrimination laws, adhere to this annual filing requirement.
The EEOC uses EEO-1 data to analyze workplace discrimination patterns and support its civil rights enforcement efforts, while the OFCCP uses it to figure out which organizations to tap for compliance reviews.
The fact is that EEO-1 reports help these federal agencies determine which organizations to target for audits, and they can be a crucial piece of the puzzle for determining how well your organization is complying with antidiscrimination laws before federal auditors come knocking.
Don’t miss our informative webinar on July 16, when we’ll explain:
- How to gather relevant information for your EEO-1 report—including information on race, gender, and national origin—and prepare the report
- How to interpret your EEO-1 report
- How the EEOC and the OFCCP use the information employers provide to identify patterns of workplace discrimination and take a closer look at your company in audit
- How to tell if your organization must file an EEO-1 report
- The time period for reporting employment data
- Distinctions between employment and applicant data
- The different requirements for single- vs. multi-establishment employers, including how to establish reporting requirements, consolidated reports, and reports for headquarters
- Reporting requirements that every employer with 50 or fewer employees should know about
- Online filing options
- Best practices for first-time reporters to follow
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What type of timeline is advisable for the info gathering? Is there any rule of thumb for how far out you should started, based on the number of employees?