Are You Ready to File Your EEO-1 Report for 2013?
The Employer Information Report EEO-1, otherwise known as the EEO-1 Report, deadline is September 30, 2013. With only a few short weeks left, your organization must take steps now to ensure your data is current and ready for filing. The EEO-1 online filing application website is open and can be found here. If your organization has previously filed an EEO-1 you should have already received a notice from the U.S. Equal Employment Opportunity Commission (EEOC) with a login ID and password to access the online filing application website. If your organization is a first time filer, click here and follow the instructions on how to register and file the report. The EEO-1 filing is not voluntary and your company is legally obligated to file if you meet one of the two criteria listed below.
Who must file?
- All private employers subject to Title VII of the Civil Rights Act of 1964 (as amended by the Equal Employment Opportunity Act of 1972) with 100 or more employees; and
- All federal contractors (private employers) with 50 or more employees and are prime contractors or first-tier subcontractors and have a contract, subcontract or purchase order amounting to $50,000 or more.
What information is included in the report?
- Employment data for all full-time and part-time employees must be pulled from one pay period in July, August or September of the current filing year.
- The employees included in the pay period are reported by the following categories:
- EEO-1 job classification – Executive/Senior Level Officials and Managers; First/Mid-Level Officials and Managers; Professionals; Technicians; Sales Workers; Administrative Support Workers; Craft Workers; Operatives; Laborers and Helpers; and Service Workers.
- For each category, the employees are further subdivided between males and females and then race/ethnicity.
How do I obtain the race/ethnicity information from the employees?
- Each employee must be offered the opportunity to self-identify their race/ethnicity and if they refuse employment records, a visual observation must be used.
Since 1966, The EEOC and the Office of Federal Contract Compliance (OFCCP) have used the data collected in the Employer Information Reports. The EEOC uses the data to analyze employment patterns in the enforcement of civil rights. The OFCCP uses the data to determine which establishments are selected for compliance audits conducted by the OFCCP. Are you ready? The clock is ticking…