Description
RECORDED TRAINING COURSE
The EEOC has announced that the long-delayed 2024 EEO-1 reporting period will finally open on May 20, 2025
The EEO-1 2024 reporting deadline has been long awaited with concerns about any changes or even elimination of this reporting process. What is clear is that the one change is the elimination of the Binary Option. This was due to the Trump Administration’s order to have only 2 genders. In addition, several changes have to do with changes under the Trump Administration’s order to modify the Office OFCCP which also uses the EEO-1 Requirements.
OFCCP regulations “require certain federal contractors to file the EEO-1 Component 1 if they have 50 or more employees,” and other criteria are met. The EEOC does not address the fact that the underlying authority for the OFCCP’s regulations implementing Executive Order 11246 was revoked by President Trump’s Executive Order 14173.
One significant omission from this announcement was the lack of any discussion of adding pay data collection to the 2024 EEO-1 filings. Many resources have indicated that the removal of Pay Data Collection was imminent due to the Trump Administration’s message to put that process on hold.
However, Employers with employees in California and other states that have Pay Data Collection Mandates need to be aware of the requirements that impact their compliance efforts.
The 2024 EEO-1 Component 1 Instruction Booklet for filers and the updated 2024 EEO-1 Component 1 Data File Upload Specifications for filers on April 23, 2025. It is anticipated that the EEOC will release a new set of guidance in the form of answers to frequently asked questions (FAQs) for this year’s filings prior to the opening of the filing platform.
The EEOC and the U.S. Department of Labor Office of Federal Contract Compliance Programs (OFCCP) regulations require eligible employers to file Standard Form 100 (EEO-1 reports) annually through the EEOC’s dedicated website for EEO-1 Component 1 data collection.
The purpose of collecting the data is to support enforcement actions, facilitate research on employment patterns, and encourage self-assessment by employers, according to the EEOC. Some companies voluntarily go a step further and publicly release their demographic information to support their diversity efforts or improve accountability.
SESSION HIGHLIGHTS:
- Learn what the EEO_1 Reporting Instructions have changed, and which have stayed the same.
- Learn how the OFCCP’s current status with the revocation of EO 11246 many for federal contractors
- Learn how to use the EEOC’s EEO-1 Online Filing System (OFS).
- Learn how Federal Contractors need to complete the requirements of risk penalties.
- Learn the status of the Pay Data Collection reporting
- Learn what changes will be established for the 2024 reporting period.
- Learn if there will be any surprises for the 2024 reporting period.
- Learn who is required to complete the EEO-1 Report
- Learn how to use the proper categories to complete requirements.
- Learn the best practices when getting employees to complete the voluntary identification.
- Learn what the changes are to complete the requirements of the EEO-1 reporting.
- Learn what the categories are for completing the EEO-1 form within compliance.
- Learn how the EEOC will manage transgender and binary recording.
Why You Should Attend:
The EEO-1 reporting deadline has become a moving target, so covered employers need to sharpen their data collection and be ready to upload. There are new filers that need to be trained on how to complete the EEO-1 report and use the Online Filing System
File by June 24, 2025 – or earlier! In the past, the EEO-1 reporting system has slowed down significantly as the deadline approached, which makes filing more challenging. You might want to allow sufficient time before the deadline so you aren’t scrambling at the last minute with technical challenges. Typically, the EEOC does not provide for extensions.
Who Should Attend:
- All Employers required to file EEO-1 reports
- OFCCP federal contractors with 50 or more employees
- Company Leadership
- Compliance professionals
- HR Professionals
- Managers/Supervisors
Note: You will get access to the Recording link and E-Transcript; in your account and at your registered email address.
Margie Faulk, PHR, SHRM-CP, stands as a senior-level human resources professional with an impressive track record of over 14 years in HR management and compliance. With a background as a former Compliance Officer for the Federal Defense Contracting Industry, Margie has extensive experience serving as an HR and Compliance advisor for major corporations and small businesses across various sectors, including small, large, private, public, and non-profit organizations
