On April 26, 2021, the Equal Employment Opportunity Commission (EEOC) issued a bulletin announcing that required EEO-1 component data collection for 2019 and 2020 is now open for reporting. The EEOC suspended EEO-1 data collection for 2019 due to the COVID-19 pandemic, so both 2019 and 2020 must be completed during this reporting window.
Since 1966, the EEOC has required qualifying employers to submit demographic workforce data on their employees by race/ethnicity, sex, and job categories. The data is used by the EEOC to investigate charges of employment discrimination against employers and to provide information about the employment status of minorities and women.
EEO-1 data collection is a mandatory requirement for all private sector employers with 100 or more employees and all federal contractors with 50 or more employees meeting certain criteria. State and local governments, public primary and secondary school systems, institutions of higher education, American Indian or Alaska Native tribes, and tax-exempt private membership clubs other than labor organizations are exempt from the EEO-1 component report. However, non-profits and not-for-profit organizations that otherwise meet the requirements must file the EEO-1 component report.
See the EEOC website
for additional information relating to required criteria.
The deadline for submitting both the 2019 and 2020 EEO-1 data is Monday, July 19, 2021. Employers must file the 2019 data first and then file for 2020 after the 2019 report is submitted and certified.
Employers required to submit EEO-1 data to the EEOC that have not received an EEO-1 Component 1 notification by U.S. mail for 2019 and 2020 data collection should contact the EEOC’s Filer Support Team at FilerSupport@eeocdata.org
for assistance. Employers who have received a notification letter may now log in using the letter's information to file the required EEO-1 data online.
Additional questions may be answered through the EEOC website
. As always, Bullard attorneys are available to assist on any employment or labor law-related questions.
The content of this Alert is provided for general information purposes only. It should not be considered legal advice or used as a substitute for consulting an attorney for legal advice.
Content ©2021, Bullard Law. All Rights Reserved.