EEO-1 Survey Deadline Extended Until June 1

With little fanfare and just a couple of red-ink sentences on its electronic reporting portal, the Equal Employment Opportunity Commission (EEOC) has extended the deadline for submitting the annual EEO-1 Report until Friday, June 1.

EEO-1-report-deadline-extended-to-june-1

One of two red-ink notifications on the home page of the EEO-1 portal.

The original deadline was March 31, but it was largely ignored.

Some confusion may exist as to what the report entails. Originally, the report was to include data on W-2 wages and hours worked, but the Trump administration Office of Management and Budget (OMB) initiated a review of the entire EEO-1 regulation and excluded those categories pending review.

As the electronic reporting site’s FAQs indicate: “Therefore, for the 2017 EEO-1 reporting cycle, the EEO-1 will not collect data about pay and hours worked from employers. But, for the 2017 EEO-1 reporting cycle, the EEO-1 will collect data on the race, ethnicity, and sex of workers, by job category, from private employers with 100 employees or more and federal contractors with 50 employees or more and $50,000 in contract(s).”

The report can be entered directly into the reporting site or can be uploaded as a file on the same platform.

The EEO-1 Report is a compliance survey mandated by federal statute and regulations. The survey requires company employment data to be categorized by race/ethnicity, gender and job category. The EEO-1 Report is used by the agencies to collect data from private employers and government contractors about their women and minority workforce. The agencies also use the EEO-1 Report data to support civil rights enforcement and to analyze employment patterns, such as the representation of women and minorities within companies, industries or regions.

The Obama EEOC in 2016 added the pay reporting requirement, which was then blocked by the incoming Trump administration.


NOTE: The details in this blog are provided for informational purposes only. All answers are general in nature and do not constitute legal advice. If legal advice or other expert assistance is required, the services of a competent professional should be sought. The author specifically disclaims any and all liability arising directly or indirectly from the reliance on or use of this blog.
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