EEO-1 Survey Open for 2014

Explore:  EEO EEO-1 EEOC

Private Sector Employers Must Provide Workforce Data to EEOC By Sept. 30

Washington -- The Equal Employment Opportunity Commission has completed its mailing of the 2014 EEO-1 survey Notification Letters.  The EEO-1 is an annual survey that requires all private employers with 100 or more employees, and federal government contractors or first-tier subcontractors with 50 or more employees and a contract/subcontract of $50,000 or more to file the EEO-1 report.  The filing of the EEO-1 report is not voluntary, and is required by federal law.  The annual filing deadline is September 30, 2014.  

The EEO-1 report provides valuable employment data by race/ethnicity, gender and job categories, and is used by researchers, private attorneys, human resource staff in developing affirmative action plans, and in the Commission's enforcement of Title VII of the Civil Rights Act.

Employers who meet the criteria listed above or employers that filed the EEO-1 report in 2013 and have not received the 2014 EEO-1 Notification Letter by the end of July, 2014 should immediately contact the EEO-1 Joint Reporting Committee at 866.286.6440 (toll-free) or e-mail at  If you have any questions about the EEO-1 survey, please contact the EEO-1 Joint Reporting Committee at 866.286.6440 (toll-free) or by email, at

Deidre M. Flippen, Director of the Office of Research, Information and Planning, points out that, "This year we continue our efforts to make it easier for employers to file by providing more technical assistance guidance in the form of a postal code lookup table, sample self-identification forms, and the ability for employers who upload their data files, to test their data files for errors prior to upload.  These new tools will assist employers in meeting the September 30 deadline."

See the EEOC's EEO-1 survey website for EEO-1 reference documents, i.e. sample form, instructions, Q&A's, Fact Sheet and new EEO-1 Job Classification Guide.  The website address is

The EEOC enforces federal laws prohibiting employment discrimination in the public and private sectors.  Further information about the EEOC is available online at

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DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© U.S. Equal Employment Opportunity Commission (EEOC) | Attorney Advertising

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