Supreme Trainer

About Webinar

Every year, employers with 100 or more employees (and federal contractors with 50 or more employees) must file EEO-1 Component 1 data, which consists of demographic information, such as race, gender, and ethnicity information, of the employer’s workforce by job category.

In recognition of the crisis precipitated by the COVID-19 pandemic, the EEOC delayed the reporting requirements and deadlines for 2019 and 2020. Now, however, the EEOC is not delaying reporting. Instead, deadline for 2022 for reporting 2021 numbers is May 17, 2022, giving employers a shorter filing period.

Timely and correct EEO-1 reporting is a must for employers with 100 or more employees. Failure to do so can result in significant negative consequences for employers.

In this webinar we will discuss the fundamentals of EEO-1 filing and how to ensure timely and correct filing.

Session Highlights

Areas to be covered include, without limitation:

What exactly is EEO-1 reporting and what is the reporting period?
Who must file the EEO-1 report?
How to file EEO-1 reporting?
Race, ethnicity, and job categories
Confidentiality requirements
What must federal contractors include?
Collecting data from your workers while ensuring your methods are compliant
Certifying results
Recordkeeping requirements
Collecting information when you have multiple locations
How penalties can be avoid non-compliance?
How the EEO-1 report can spot potential pay discrimination
New requirements that make into force in 2022, and more.

Why You Should Attend

The EEOC and the Office of Federal Contract Compliance Programs (OFCCP) use the information you enter into your EEO-1 form, to determine whether your company is in compliance with EEO and of applicable Affirmative Action laws. Failure to either submission of the EEO-1 in a timely manner or failure to report your information accurately, could result in an audit.

If one of your employees or a third party submits a discrimination or harassment complaint about your company with the EEOC, one of the first things agency representatives will do as part of their investigation is to review your company’s EEO-1 report. Your company’s history of compliance and transparency could impact the outcome of current or future investigations.

Additionally, if your company is a federal government contractor, you could lose your contract by not submitting your company’s report by the deadline.

Since the deadline is only weeks away, this is the time to get the information you need to discharge your requirements correctly. It is now vital that you prepare this form correctly as it lets the EEOC, and the OFCCP use your information to determine whether your company should be audited.

Who Should Attend

Business owners and executives
HR Professionals
Payroll Administrators
Senior Managers and all Company Leadership
Managers/Supervisors
Compliance professionals
Company leadership

Speaker(s)

SPEAKER

Janette Levey Frisch

Janette S. Levey, “The Employer’s Lawyer” has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law.

Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits.

Janette works with employers on most employment law issues, to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer.

Janette has served on the Workplace Violence Prevention Institute, a multidisciplinary task force dedicated to providing proactive, holistic solutions to employers serious about promoting workplace safety and preventing workplace violence.

Janette currently serves as an Advisory Board Member for Child and Family Resources of Morris County, New Jersey.

Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Addressing and Preventing Employee Leave Abuse, Pre-Employment Screening among many, many others.

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.5

Supreme Trainer is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.5

Supreme Trainer is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: https://www.nasbaregistry.org.

Credits: 1.5

Credits: 0

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