EEO-1 Reporting For 2022: What Are The New Changes

Businesses with 100 or more employees, and some federal contractors with at least 50, must file an annual EEO-1 report with prior-year counts of employees by job category, race, ethnicity and gender. This 90-minute EEO-1 reporting webinar walks through the filing step by step.

It covers the changes EEOC made for the 2021 filing cycle, including a shortened reporting window and the discontinuation of the Type 6 Establishment List Report for establishments with fewer than 50 employees, which must use the Type 8 report instead. You'll review the online reporting system, race, ethnicity and job categories, aligning job titles with categories, reporting non-binary employees, confidentiality and multi-location data.

The session also explains penalties and how EEOC and OFCCP enforce missed deadlines.

• Explain the reporting changes, including why the period was shortened and which report was eliminated
• File the EEO-1 form step by step using the online system
• Apply race, ethnicity and job categories and align them with job titles
• Handle reporting of non-binary employees and confidentiality
• Collect data for organizations with multiple locations
• Identify federal contractor obligations
• Avoid penalties and understand EEOC and OFCCP enforcement

• Who must file the EEO-1 report
• Changes to the reporting guidelines, including the shortened reporting period
• Discontinuation of the Type 6 report and use of the Type 8 report
• Step-by-step basics of filing
• Race, ethnicity and job categories
• Reporting non-binary employees
• Confidentiality requirements
• The online reporting system
• Aligning job categories with job titles
• EEO-1 data collection fact sheets and other resources
• What federal contractors can't ignore
• Collecting data across multiple locations
• Penalties and EEOC and OFCCP enforcement of missed deadlines

Employers should confirm that every employee has had the chance to voluntarily self-identify gender, ethnicity and race. If they haven't responded, employers may re-extend the invitation or rely on employment records such as an I-9 or visual observation, which is easier to do well before filing.

This session suits employers required to file, business owners, company leadership and compliance professionals.

• All Employers are required to complete the EEO-1 reporting.
• Business Owners.
• Company Leadership.
• Compliance professionals.

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations. 
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).