The U.S. Equal Employment Opportunity Commission has extended the deadline for its EEO-1 survey to October 30. Despite the month-long postponement, companies should still review the necessary data and file the report as quickly as possible. Let's take a closer look at the EEO-1:
Who has to file?
The EEO-1 survey is a government form requiring employers to provide a count of all workers by job category and elements including gender and race and ethnicity. This survey is a requirement for businesses with at least 100 employees, an affiliate of a parent company that has 100 workers or more and government contractors with an agreement totaling $50,000 or more.
The responses to the count are completely confidential under government statute. The EEOC and Office of Federal Contract Compliance Programs use the information to take a closer look at employment patterns and monitor possible discrimination. Supporting civil rights enforcement, the EEOC reviews the numbers to understand the representation, or lack thereof, of women or minorities within certain companies, industries or regions of the country.
The OFCCP analyzes the data to select companies for compliance reviews. Those businesses with a likelihood of systemic discrimination will, therefore, receive closer inspection.
Completing the survey
Companies can complete the EEO-1 by using the Web-based filing system. Businesses that have filed the form in the past should have already received the notification letter, complete with login ID. All the data transferred through the survey will be encrypted to maintain an enterprise's privacy with employees' sensitive information.
Businesses should pull employment data from one pay period in July, August or September of the current survey year, according to the EEOC. Both part-time and remote employees must be included in the form just as full-time workers are. People who telework should be listed under the company's location, instead of their home addresses. Furthermore, enterprises must be sure to include their employer identification number and North American Industry Classification System code in the form.
The EEO-1 form aims to point out and eliminate patterns of discrimination in the workplace.To provide the correct ethnicity data, companies should allow employees to self-identify. If workers refuse to do so, businesses can then use employment records or visual observation.Enterprises should also determine if they are a single- or multi-establishment company. The former only does business at one location, while the latter operates at two or more addresses. Single-establishment companies are required to fill out only one EEO-1 form. Multi-location businesses must submit a separate report for each address based on whether they have more or less than 50 employees.
A reconciliation report is available for enterprises to acknowledge any errors that may have occurred. Businesses can use this form to identify what mistakes were they made in an organized way.
2015 form alterations
Every year, the EEOC updates the EEO-1 form and 2015 is no different. Here are the changes to the report companies should be aware of:
- Companies can now obtain and reset their passwords.
- The EEOC will more carefully monitor the EIN requirement.
- Company locations with the same address and NAICS code must consolidate these locations into one record.
Next steps for HR
EEO-1 filing is an important process for human resources. These teams should keep updated employee records to ensure the company has the correct numbers to report for the survey.
A business can develop the foundations of proper reporting through recruiting and promotion procedures. HR should ensure their hiring process is an inclusive one, with a detailed company policy against discrimination. The EEOC recommends enterprises not only establish neutral, objective criteria for important employment decisions, but frequent analysis of those requirements and employment practices to confirm they do not disadvantage female or minority workers.
"It is crucial that enterprises correctly report and file their EEO-1 forms by October 30."
Companies should also monitor compensation and benefits practices to eliminate any present patterns of discrimination that would subject the business to OFCCP inspection. An in-depth harassment and discrimination policy will also be beneficial for enterprises. A completed and compliant EEO-1 form can be used in the future to protect businesses against serious lawsuits regarding these issues,. The EEOC will use the report in its investigation during a harassment or discrimination legal battle.
It is crucial that enterprises correctly report and file their EEO-1 forms by October 30. Failure to report when required could lead the EEOC to file a lawsuit compelling companies to file. Incorrect or false records could lead to financial penalties or imprisonment, according to HR Hero. HR staff should ensure that all employee details regarding gender and race/ethnicity are correct to avoid future compliance issues or continued government investigation into employment and workplace practices.