EEO-1 Form Guidelines

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September 19, 2012 — 2,368 views  
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Payroll managers throughout the United States must file numerous payroll tax and statistical reports. One of these reports is the Employer Information EEO-l survey. This is an annual report that is covered under Title VII of the Civil Rights Act of 1964. This mandatory survey is submitted to the Equal Employment Opportunity Commission and the Department of Labor’s Office of Federal Contract Compliance Programs. The two government agencies jointly designed the form to meet the filing requirements with one single report. The purpose of the survey is to ensure that employers’ hiring and firing practices do not violate anti-discrimination laws against employees. Employers are encouraged to use the filing of this report as a way to monitor their internal human resource practices. The instructions for filing the EEO-1 form are straightforward and easily accessible on the Equal Employment Opportunity Commission website.

Who Must File the EEO-1 Report

Except for state and local governments, primary and secondary school systems, higher education institutes, and Indian tribes, all private industry employers with 100 or more employees are mandated to file the report. There are also specific requirements for federal contractors who meet certain federal guidelines for employing 50 or more people.

Method of Filing

Filing electronically is the preferred method for submitting the EEO-1 survey. The online application is a Web based program that does not require specific software. A special data file format is also available as an alternative way to file the report. An employer may request a paper EEO-1 form but it is only provided, in severe cases, if the employer does not have access to the Internet.

Due Date of Report

For 2012, the due date of the EEO-1 survey is September 30.

Quick Facts about Employment Data

• Employees should be allowed to self-identify their race and ethnic information.
• The Officials and Managers category has two sub-categories: Executive/Senior Level Officials and Managers and First/Mid-Level Officials and Managers.
• Intentionally making false statements on the EEO-1 form is punishable by fines or imprisonment.
• Any human resource or employment records generated or kept by an employer are required to be retained for one year from the creation of the record.
• If employers believe that the preparing or filing of the EEO-1 report would be beyond their capabilities, they can request an exemption from the EEOC.

It may be cumbersome or time-consuming to prepare the EEO-1 form, but the intention is not to burden employers but to uphold laws that protect employees from discrimination.

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