The EEO-1 Report by EEOC, submitted by various employers on September 30 of every year, carries employment data being classified on different parameters. The Federal Law requires all private employers with 100 or more employees, all federal contractors and first-tier subcontractors with 50 or more employees and all financial institutions/government depositories with 50 employees or more, to categorize employment data by race, ethnicity, gender and job category. In 2018, the date of submission changed to March 31. However this year, many employers were preparing to meet that deadline, but on February 1, 2019, the Equal Employment Opportunity Commission (EEOC) notified all employers of an extension. The deadline to submit EEO-1 data was moved to May 31, 2019.
WHY SHOULD YOU ATTEND?
If you are required to file an EEO-1 report but fail to do so, you could be subject to a lawsuit compelling you to report. False reporting could result in the imposition of fines or imprisonment. Government contractors that do not file a report could be subject to debarment from their contracts. Additionally, if a charge of discrimination is filed against your company with the EEOC, the agency may check whether you filed a report and that may be held against you in a court proceeding. All private employers with 100 or more employees, all federal contractors and first-tier subcontractors with 50 or more employees and all financial institutions/government depositories with 50 employees or more are required by federal law to submit an EEO-1 report.
AREA COVERED
- The History of the EEOC and the Laws EEOC Enforces
- The History of the Department of Labor and the Laws OFCCP Enforces
- EEOC Proposed changes to the EEO-1 Report
- Pay Inequities/ Disparities
- The Employer Information EEO-1 report
- Who must file?
- How to File?
- When to File?
- Confidentiality and Privacy of EEO-1 Data
LEARNING OBJECTIVES
- Who must file EEO-1 Report -Step-by-step basics of filing the form?
- Understand the race, ethnicity, job categories
- How to classify managers and supervisors?
- Practical strategies for complying with confidentiality requirements
- Practical suggestions on how to legally survey and classify your employees
- What federal contractors can't ignore?
- Which methods of collecting data from your workers are the most affordable and legally compliant?
WHO WILL BENEFIT?
- HR professionals
- Financial Officers
- In-House Counsel
- Affirmative Action/EEO Officers
- Federal Contractors
If you are required to file an EEO-1 report but fail to do so, you could be subject to a lawsuit compelling you to report. False reporting could result in the imposition of fines or imprisonment. Government contractors that do not file a report could be subject to debarment from their contracts. Additionally, if a charge of discrimination is filed against your company with the EEOC, the agency may check whether you filed a report and that may be held against you in a court proceeding. All private employers with 100 or more employees, all federal contractors and first-tier subcontractors with 50 or more employees and all financial institutions/government depositories with 50 employees or more are required by federal law to submit an EEO-1 report.
- The History of the EEOC and the Laws EEOC Enforces
- The History of the Department of Labor and the Laws OFCCP Enforces
- EEOC Proposed changes to the EEO-1 Report
- Pay Inequities/ Disparities
- The Employer Information EEO-1 report
- Who must file?
- How to File?
- When to File?
- Confidentiality and Privacy of EEO-1 Data
- Who must file EEO-1 Report -Step-by-step basics of filing the form?
- Understand the race, ethnicity, job categories
- How to classify managers and supervisors?
- Practical strategies for complying with confidentiality requirements
- Practical suggestions on how to legally survey and classify your employees
- What federal contractors can't ignore?
- Which methods of collecting data from your workers are the most affordable and legally compliant?
- HR professionals
- Financial Officers
- In-House Counsel
- Affirmative Action/EEO Officers
- Federal Contractors
Speaker Profile

Susan Fahey Desmond is a partner with McGlinchey Stafford, PLLC which has offices in 33 states across the country. She has been representing management in all areas of labor and employment law for over 35 years. A noted author and speaker, Susan is listed in Best Lawyers in America and has been named by Chambers USA as one of America’s leading business lawyers
Upcoming Webinars

2025 Handbook Overhaul: Navigating Critical Updates! Federa…


Dealing With Difficult People In Life & Work

Harassment, Bullying, Gossip, Confrontational and Disruptiv…

Copilot and HR: An Introduction for HR Professionals

Beat Workplace Burnout: 10 Proven Techniques to Manage Your…

Workplace Investigations Uncovered: Best Practices and Stra…

Employers Should Prepare for Immigration Raids in 2025! Thi…

Managing Toxic Employees: Strategies For Leaders To Effecti…


Keys to Captivating an Audience: Informing and Inspiring t…

Do's and Don'ts of Documenting Employee Behaviour, Performa…

Understanding Artificial Intelligence (AI) & using Chat GPT

Transform Data into Insights: A Beginners Guide to Excel Pi…

Empowering Conflict Resolution: Letting Go to Gain Control


Outlook - Master your Mailbox - Inbox Hero Inbox Zero

Bootcamp for New Managers and Supervisors: Develop These Es…

Project Management for administrative professionals

Negotiating Skills For Professional Results - Winning Strat…

How to Write Effective Audit Observations: The Principles f…


How to Use ChatGPT to Write Employee Evaluations


Power BI - Getting Started Building Reports and Dashboards

3-Hour Virtual Boot Camp on Easier Excel Automation with VB…


Onboarding is NOT Orientation - How to Improve the New Empl…

How to Conduct Exit Interviews - Implementing and Enhancing…

Onboarding Best Practices for 2025: Proven Strategies to Po…

Form W-9 Compliance: TIN Verification, B Notices, and Avoid…

The Five Cs Of Commercial Credit: The Basic Elements Of Cre…

2025 EEOC & Employers: Investigating Claims of Harassment …

2-Hour Virtual Seminar on How to Conduct an Internal Harass…