EEO-1. The EEO-1 is the U.S. Equal Employment Opportunity Commission’s (EEOC) annual survey that requires all private employers with 100 or more employees and certain federal government contractors to file the EEO-1 report. In past years, the filing deadline was September 30, however the 2017 filing deadline has been changed to March 31, 2018 (and will continue to be March 31 of each subsequent year).
The filing deadline was changed to allow employers more time to adjust to changes in the required reporting. Going forward, the EEOC will collect summary pay data by race, ethnicity, and sex from employers that already file the EEO-1 report.
Employers and covered federal contractors with 100 or more employees on the payroll during one employer-selected pay period between October 1 and December 31 (previously the pay period was between July 1 and September 30) will file the EEO-1 with summary pay and hours-worked data starting with the 2017 EEO-1 report. The selected pay period is called the “workforce snapshot period” and employers use this to count employees by job category, sex, race, or ethnicity for the EEO-1 report.
However, reporting summary pay data is for the entire year (W-2, box 1, and FLSA hours worked) for employees who are on the payroll during the chosen workforce snapshot period.
Employers that do not have a total of 100 employees during their workforce snapshot period between October 1 and December 31 will not submit the EEO-1 that year. The only exception will be for employers that are covered federal contractors with 50 to 99 employees in 2017; they will submit only demographic data on the EEO-1, not summary pay and hours worked data. All federal contractors and subcontractors with 49 or few employees will not file the EEO-1 at all.
The EEO-1 survey website contains helpful reference documents such as a recorded webinar with slides, sample form, instructions, and FAQs.
VETS-4212. The Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) requires federal contractors and subcontractors subject to the Act’s affirmative action provisions to track and report annually to the Secretary of Labor the number of employees and new hires who are covered veterans, by job category and hiring location, who are protected veterans under the statute. VEVRAA also requires federal contractors and subcontractors to report the number of new hires during the reporting period who are qualified covered veterans.
All nonexempt federal contractors and subcontractors with a contract or subcontract in the amount of $150,000 or more with any department or agency of the United States for the procurement of personal property or non-personal services must file an annual report called the VETS-4212. The VETS-4212 must be submitted no later than September 30 of each year following a calendar year in which a contractor held a covered government contract or subcontract.
The reporting cycle for 2017 is now open, and the filing deadline is September 30. Frequently asked questions related to reporting can be found here.
Source: EEOC.gov; Lynell Meeth, HR Business Advisor, MRA – The Management Association