Government Tips for Accurate EEO-1 Reporting
The U.S. Equal Employment Opportunity Commission (EEOC) has released new guidelines to assist employers in correctly submitting their 2022 EEO-1 reports.
The recently published Frequently Asked Questions (FAQs) confirm key requirements, including that employers must account for all fulltime and part-time employees in their EEO-1 forms, even those who resigned or were terminated after the reporting period. For 2022, submissions will be due by December 5, 2023.
Companies can modify their 2022 EEO-1 submissions until January 9, 2024, but must certify all reports on or prior to this date. While the initial December 5 deadline focuses on raw data quality, this later certification date provides a final opportunity to correct or enhance accuracy.
Pick Snapshot Dates Wisely
Companies should choose a pay period between October 1 and December 31, 2022, to snapshot their employee demographics. This provides a consistent timeline for data comparison from year to year.
Employees who work remotely must still be included in EEO-1 reporting by the specific worksite to which they report rather than their home addresses.
Assemble Complete Employee Data
Per the guidelines, employers must compile full employee data across all job categories based on sex, race, and ethnicity classifications for both full-time and part-time staffers. This encompasses those who departed after the reporting timeframe.
The required data provides transparency into companies’ diversity metrics and recruitment initiatives. Experts note that as certain states link their reporting requirements to the EEO-1, accuracy is more critical than ever.
Consider Multi-Establishment Nuances
A multi-establishment employer with over 100 U.S. staffers must submit three EEO-1 reports:
- Consolidated report: Auto-populated with headquarters and establishment-level data. Changes cannot be made directly to this report.
- Headquarters report: Can be edited to ensure consolidated report accuracy.
- Establishment-level reports: Details each individual location. These can also be updated as needed.
Establishments situated in different physical sites must have separate EEO-1 reports submitted even if they share business activities. Only locations inside the 50 states and Washington D.C. should be included.
Document Organizational Changes
If a company has undergone an acquisition, spinoff, or merger since last year’s EEO-1 reporting, it must utilize the “Report Acquisition, Spinoff or Merger” module to document these shifts for the EEOC. Keeping this information current allows for appropriate year-over-year comparisons.
While the EEO-1 form does not gather compensation data, some states, such as California, do mandate that additional pay details be shared. Employers operating in these areas should ensure their reporting satisfies both federal and more stringent state requirements.
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Government Tips for Accurate EEO-1 Reporting
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