2016 - 60 Minutes Webinar on 'EEOC: New Reporting Requirements'

Overview:
The EEO-1 is a compliance survey that is mandated by federal statute and regulations. This survey form requires that an organization's employment data to be categorized by race/ethnicity, gender, and job category
Poor writing causes corporations to spend billions of dollars annually on remedial training. This problem is especially significant as the flattening of the global marketplace has increasingly burdened financial professionals to write high-profile, complex documents for diverse audiences on the fly. They often perform this essential work in diverse locations, such as commuter trains, hotel lobbies, and conference rooms; during fast-paced, noisy business meetings, and under exceedingly tight time pressures. While many financial professionals benefit from using templates when developing major documents, circumstances often demand they think on their feet by either adapting the template to the situation or abandoning it for an alternative method.
The EEO-1 must be filed annually by establishments located in the District of Columbia and the 50 states and include:
All private employers with 100 or more employees;
Private employers subject to Title VII of the Civil Rights Act who have fewer than 100 employees if the employer is owned or affiliated with another organization, or there is centralized ownership, control or management (such as central control of personnel policies and labor relations) so that the group legally constitutes a single enterprise, and the entire enterprise employs a total of 100 or more employees;
Private employers who are federal contractors, that have 50 or more employees; and (a) are prime contractors or first-tier subcontractors, and have a contract, subcontract, or purchase order amounting to $50,000 or more; or (b) serve as a depository of government funds in any amount, or (c) are a financial institution which are identified as issuing and paying agents for U.S. Savings Bonds and Notes
Organizations must file the EEO-1 not later than September 30 and may include employment figures from any pay period in July through September.
Note: both the EEOC and OFCCP use EEO-1 The EEO-1 Report is used by these agencies to collect data from private employers and government contractors about women and minority workers in their workforce. The agencies also use the EEO-1 Report data to support civil rights enforcement and to analyze employment patterns, such as the representation of women and minorities within companies, industries, or regions.
Why should you attend: The Employer Information Report or EEO-1 is required to be filed annually with the EEOC. This survey currently requires organizations to provide employment data by race/ethnicity, gender, and job category.
The last major change to the EEO-1 was made in 2006. At that time the changes recognized the shifting demographics of the workplace and noted: "The revised report will also better enable the Commission to accurately monitor the advancement of women and people of color into the upper ranks of management." The then “new” EEO-1 added: 1) new race and ethnic categories including the new category titled "Two or more races, not Hispanic or Latino"; deleted the “Asian and Pacific Islanders” category; added a new category titled “Asians, not Hispanic or Latino”; added a new category titled "Native Hawaiian or Other Pacific Islander, not Hispanic or Latino"; extending the EEO-1 data collection by race and ethnicity to the State of Hawaii; and strongly endorsed employee self-identification of race and ethnicity, as opposed to visual identification by employers.
The proposed new EEO-1 effective in 2018 makes an additional change. Employers will now have to report pay data on pay ranges and hours worked. As noted, this change will provide additional information about wages paid to various classes of employees and will require new reporting procedures.
Is your organization prepared for these changes and other issues being addressed by the EEOC? This webinar is intended to provide you with an update of EEOC activities.
Who Will Benefit:
HR professionals
EEO mangers
CFOs
Compliance officers
Internal auditors
Risk managers
Instructor:
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance. Mr. Adler has more than 37 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.
Mr. Adler is a co-developer of the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is a certified instructor on employment practices for the CPCU Society and has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.
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