The March 31, 2018 deadline for filing the EEO-1 report is right around the corner. Private employers with 100 or more employees and certain federal contractors are required to file an annual EEO-1 report. In 2016, the EEOC announced changes to the EEO-1 reporting process that would take effect in 2017. Covered employers would be required to submit additional information to the data they were already required to provide, in the form of summary pay data and aggregate hours worked. Additionally, the workforce snapshot period was changed from the third quarter to the fourth quarter of the reporting year, and the reporting deadline was moved from September 30, 2017 to March 31, 2018 to coincide with W2 calculations. (We discussed the new requirements in detail on In Town Employer in November 2016.)
With the advent of the new administration, the additional reporting requirements have been put on hold. The White House Office of Management and Budget (OMB) is reviewing the appropriateness of the revisions under the Paperwork Reduction Act (PRA). What does this mean for you?
While the substance of the EEO-1 report will stay the same as it was prior to the changes, certain procedural changes remain in effect. Covered employers must still submit an annual EEO-1 report providing data on race, ethnicity, and sex of workers by job category. However, the change moving the EEO-1 reporting deadline from September 30 to March 31 remains in place. The deadline for filing the 2017 EEO-1 report is March 31, 2018.
With the later reporting deadline, the workforce snapshot period was also changed from July 1 – September 30 of the reporting year to October 1 – December 31 of the reporting year. This change also remains in effect. The workforce snapshot period used to report for 2017 should include data collected from a payroll period in October, November, or December 2017.
Future articles will address any other changes should they occur.