EEOC Issues Update on 2024 EEO-1 Report

Robinson+Cole Manufacturing Law Blog

As most manufacturers know, employers employing 100 or more employees and federal contractors employing 50 or more employees meeting certain criteria are required to file component 1 data reports annually on the EEO-1 report with the U.S. Equal Employment Opportunity Commission (EEOC). The law requires covered employers to report on the racial/ethnic and gender composition of their workplace across EEO job categories.

Recently, the EEOC announced that the 2023 EEO-1 component 1 data collection will be open on Tuesday, April 30, 2024, and the deadline to file the report is June 4, 2024. As a reminder, the EEOC requires electronic submission through a web-based portal referred to as the “EEO-1 Component 1 Online Filing System”. Therefore, beginning on April 30, 2024, employers will be able to access the portal and file the EEO-1 Component 1 Report. Also, on that date, the EEOC’s filer support message center, which is a filer help desk, will be available to assist filers and answer questions. The EEOC anticipates posting the 2023 EEO-1 Component 1 Instruction Booklet and the 2023 Data File Upload Specifications by March 19, 2024, in the portal listed above.

As employers may know, for purposes of this reporting, all job positions should be appropriately classified under the EEOC’s ten major EEO job categories; descriptions of these categories and examples of positions falling within each category are available on the EEOC’s website and in its other materials (including frequently asked questions, factsheets, and other materials). For each employee, employers should report their race/ethnicity and gender. The EEO-1 Component 1 Report is a “snapshot” of the workforce employment data, which should be any pay period from the last quarter of the year, October through December.

Employers who require assistance with regard to compliance with the EEO-1 Component 1 Report obligation should consult competent counsel.

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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.

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