Reminder: EEO-1 Employer Information Report Filing Deadline is June 1

Businesswoman working on her computer in the office

In late April 2018, the federal Equal Employment Opportunity Commission (EEOC) announced the deadline for the EEO-1 Employer Information Report (EEO-1 Report) had been extended from March 31, 2018 to June 1, 2018. Although the majority of employers met the March 31, 2018 deadline with the EEOC reporting 84 percent of employer reports received by April 24, 2018, a number of requests for technical assistance at the last minute prompted the deadline extension. 

The extension came after a filing deadline change. In previous years, the EEO-1 report was due September 30 of each year with the last report filed September 30, 2016. No report was due in 2017 due to the filing deadline change to March 31, 2018 to account for a new pay-data reporting requirement that has since then been suspended. However, the EEOC has stated it will leave the March 31 annual EEO-1 reporting deadline in place.

What is an EEO-1 Report?

The EEO-1 Report is a compliance survey filed with the Equal Employment Opportunity Commission (EEOC), mandated by federal and state regulations. The survey requires companies to report employment data categorized by race/ethnicity, gender and job category.

Who is Required to Report?

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 EEO-1 Survey will not collect data about pay and hours worked.

Compliance

EEO-1 Report filing errors frequently occur such as pulling data from the wrong quarter, failing to count employees properly, missing the reporting deadline and/or not reporting a merger, acquisition or spinoff. Additionally, failure to include employees in the report who did not self-identify their race, ethnicity or gender, not accurately classifying job titles and/or simply not filing due to lack of awareness or HR resources. If you’re worried about compliance, the experts at Axcet HR Solutions work to remove the HR burden from small to mid-sized businesses. Learn more about our services: http://www.axcethr.com/services For additional information on misclassifying employees, check out this article by Jo McClure, Director of Payroll Administration for Axcet HR Solutions.

Jeanette Coleman

Written by Jeanette Coleman