Legal Blog

EEO-1 Component Data Collection for 2019 and 2020 due July 19, 2021

On March 29, 2021, the EEOC announced that the EEO-1 Component Data Collection for 2019 and 2020 is due on July 19, 2021. The collection time period will be open on April 26, 2021. In light of the pandemic, this allows employers 12 weeks to collect the data for the last two years.

WHAT IS EEO-1 REPORTING?

The regulations that accompany Title VII require that all employers with 100 or more employees file the Standard Form 100 on an annual basis.

MANDATORY FOR EMPLOYERS

It is mandatory for employers with 100 or more employees to submit this form.

VOLUNTARY FOR EMPLOYEES

The EEO-1 is voluntary for employees to complete. It is best practice for employers to remind the workforce in writing that the self-identification is not mandatory for the employees to complete. However, employers should also remind the employees that if they choose not to self-identify, then the employer is required to do a visual identification of the employee’s race, ethnicity, and gender.

NOTE: The Standard Form 100 requests information related to gender and race. Prudent employers should consult with counsel regarding reporting non-binary and transitioning employees.

REPORTING PERIOD OPENS APRIL 26, 2021

Covered Employers should commence the process of obtaining the requisite information for 2019 and 2020.

STANDARD 100 FORMS ARE DUE JULY 19, 2021

Covered employers must submit their EEO forms on or before July 19, 2021. Employers should consult with counsel now with any questions or concerns to ensure that they are compliant with the federal law.

 

ABOUT SUSIE CIRILLI

Susie.Cirilli@offitkurman.com | 267.338.1395

Susie M. Cirilli is a Labor & Employment attorney that assists clients with issues involving the ADA, FMLA, and Title VII claims. Susie litigates on matters related to hostile work environment, discrimination based on sex, sexual orientation, pregnancy, race and disability. Susie has experience representing employers in fact-finding conferences and mediations before the PHRC and the EEOC. Susie’s practice also consists of counseling and advising clients on employment matters. She often advises employers on day to day employment matters and assists her clients on employee issues such as hiring and terminations, which includes drafting and negotiating separation agreements. Susie has experience drafting and revising employment agreements, employee handbooks, non-compete and non-solicitation agreements. Susie is admitted in the Middle District and Eastern District of Pennsylvania. She is also admitted in the Federal Court for the District of New Jersey.

 

 

 

 

 

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