"name":"Reminder of EEO-1 Reporting for 2022! New Changes and How to Prepare for Meeting the May 17, 2022 Deadline",
"description":"PEDU - Please join the webinar EEO-1 Reporting for 2022! New Changes and How to Prepare for Meeting the May 17, 2022 Deadline By Matthew Burr on April 20, 2022 12:00 PM CST",
"label":"Add to Calendar",
EEO-1 Reporting for 2022! New Changes and How to Prepare for Meeting the May 17, 2022 Deadline
EEO-1 Reporting for 2022: How to Comply with the New Changes?
The Equal Employment Opportunity Commission (EEOC) announced that it will open the 2021 EEO-1 Component 1 Report on April 12, 2022, with a due date of May 17, 2022. The EEOC’s announcement indicates that both dates are “tentative”. Although the EEO-1 opening and closing dates have been subject to modification by EEOC in recent years, it’s better to prepare for the requirements keeping in view the current deadline.
EEOC has already announced one change for the 2021 report. EEOC will discontinue the EEO-1 Component 1 Type 6 Establishment List Report for establishments with fewer than 50 employees. These establishments must now use the Type 8 Establishment Report for the 2021 filing cycle.
Join us on Pedu to learn about the EEO-1 Reporting requirements and this new modification in detail.
EEO-1 Reporting Obligation
Businesses with 100 or more employees and some federal contractors with at least 50 employees must submit an annual EEO-1 form, which asks for information from the previous year about the number of employees who worked for the business, sorted by job category, race, ethnicity, and gender.
Why Should You Attend?
Covered employers are encouraged to confirm that all employees have had the opportunity to voluntarily self-identify their gender, ethnicity, and race. If employees who have not responded to this voluntary invitation, employers may re-extend the invitation and/or rely on employment documents such as an I-9 or visual observation. If an employer needs to rely on visual observation, it will be easier to gather this information now rather than waiting until April 2022.
Critical takeaways and highlights:
What is the EEO-1 report and what does the government do with it?
Your legal obligation to provide data and why you must comply
Specifications for submitting EEO-1 reports, including how and when to file
The standard for collecting demographic information
Reporting pay data — what’s new for 2022?
Certification of results, recordkeeping requirements and more
The best way to steer clear of penalties for noncompliance
Matthew Burr has over 15-years of experience working in the human resources field, starting his career as an Industrial Relations Intern at Kennedy Valve Manufacturing to most recently founding and managing a human resource consulting company; Burr Consulting, LLC, Talentscape, LLC and Co-Owner of Labor Love, a Labor and Employment Law poster printing company. Prior to founding the consulting firm, the majority of his career was spent in manufacturing and healthcare. He specializes in labor and employment law, conflict resolution, performance management, labor, and employment relations. Matthew has a generalist background in HR and provides strategic HR services to his clients, focusing on small and medium sized organizations.
In July 2017, Matthew started as an Associate Professor of Business Administration at Elmira College and was promoted into the Continuing Education & Business Administration Department Liaison role in July 2018. He teaches both undergraduate and graduate level business courses at Elmira College, and successfully designed an HR Concentration in the business management major that is aligned with both SHRM and HRCI certifications. Matthew is also the SHRM Certification Exam Instructor, with a current pass rate of 89% on the SHRM-SCP and 100% pass rate on the SHRM-CP.
Matthew works as a trainer Tompkins Cortland Community College, Corning Community College, Broome Community College, Penn State University and HR Instructor for Certification Preparation for the Human Resource Certification Institute (HRCI). He also acts as an On-Call Mediator and Factfinder through the Public Employment Relations Board in New York State, working with public sector employers and labor unions.
Pedu is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
This Program has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).
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