Federal Filing Deadline! Action Required Now

The EEO-1 Report provides the federal government with workforce profiles by ethnicity, race, and gender divided into job categories. The new format will be required for the first time for the 2007 survey, which is due by September 30, 2007. The agency expects employers to use the current format for their 2006 EEO-1 submissions.

WHAT THIS MEANS TO YOU AS AN EMPLOYER
Consequences If You Do Not Comply

By statute, "Any employer failing or refusing to file an EEO-1 when required to do so may be compelled to file by order of a U.S. District Court, upon application of the Commission." Moreover, anyone making "willfully false statements" on the EEO-1 may be punished by a fine, imprisonment (up to five years) or both.

EEO-1 Reports must be filed annually by employers with 100 or more employees, or employers with federal government contracts of $50,000 or more and 50 or more employees.
   

The new EEO-1 Report’s race and ethnic categories include:

  • Adding a new category titled “Two or more races, not Hispanic or Latino”;
  • Deleting the “Asian and Pacific Islanders” category;
  • Adding a new category titled “Asians, not Hispanic or Latino”;
  • Adding a new category titled “Native Hawaiian or Other Pacific Islander, not Hispanic or Latino”;
  • Extending the EEO-1 data collection by race and ethnicity to the State of Hawaii; and
  • Strongly endorsing employee self-identification of race and ethnicity, as opposed to visual identification by employers.

The new EEO-1 Report’s job categories include:

  • Dividing “Officials and Managers” into two levels based on responsibility and influence within the organization: “Executive/Senior Level Officials and Managers” and “First/Mid-Level Official and Managers”; and,
  • Moving non-managerial business and financial occupations from the “Officials and Managers” category to the “Professionals” category.
 
 
   

For Corporate Synergies clients enjoying the benefits of our technology solutions, these changes will be managed automatically. These new regulations will significantly change your reporting requirements.
 

WANT TO LEARN MORE?
 Additional information and explanations can be found on the EEOC’s website.

Unless you have an HRIS application that has been updated to handle the new
EEO-1 reporting requirement then it is too late to deploy that application now!

Corporate Synergies continues to monitor developments in this area and will keep you informed of any additional changes as they occur.  This eCommunication serves as a reminder of the new format in EEOC reporting changes for 2007.
 
 

 

 
INFORMATIVE TOPICS
YOU NEED TO READ
   
 
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