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HR MATTERS E-TIPS
THIS WEEK'S E-TIP: Prepare Now For EEO-1 Revisions
Published by Personnel Policy Service, Inc.
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THIS WEEK'S E-TIP: Prepare Now For EEO-1 Revisions
The EEOC has made several significant changes to its EEO-1 filing
requirements that will take effect this year. Find out what you need to
do
to comply with the new additions to the form. |
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THIS WEEK'S E-TIP: Prepare Now For EEO-1 Revisions
The Employer Information Report, commonly known as the EEO-1
Report, has finally gotten a major makeover that affects what
information
you must collect about your employees and how you collect it.
The
Equal Employment Opportunity Commission (EEOC) revised the form
in
response to additions made to racial and ethnic categories
collected for
the 2000 census.
Private employers with 100 or more employees and federal
contractors
with 50 or more employees and a contract of $50,000 or more are
required to submit annual EEO-1 reports to the Joint Reporting
Committee (JRC), a committee of the EEOC and the Office of
Federal
Contract Compliance Programs (OFCCP). These reports track
employee data by race, ethnicity, sex, and job classification.
The EEOC
uses the data to support enforcement of
Title VII of the Civil
Rights Act
and to analyze employment patterns. The OFCCP uses the
information
to target employers for compliance evaluations. The EEO-1 must
be
filed each year by September 30.
Previously, you had to collect information on five EEO-1
race/ethnicity
categories: Hispanic, White, Black, Asian or Pacific Islander,
and
American Indian or Alaskan Native. The new changes increase the
categories to seven: Hispanic or Latino, White, Black or
African-
American, Native Hawaiian or Other Pacific Islander, Asian,
American
Indian or Alaska Native, and Two or More Races.
The revisions also change the information gathering process. In
the
past, the EEOC directed you to obtain the racial and ethnic
information
by visual surveys of the workforce or from post-employment
records.
The new revisions instruct you to ask employees to self-identify
and only
rely on the old method as a back up when self-identification is
not
possible. The EEO-1 instruction booklet, revised in January 2006
for the
2007 reporting cycle, includes sample language you can use in an
employee questionnaire on race and ethnicity to explain the
EEO-1 self-
identification process. A copy of the booklet is available on
the EEOC's
Web site, online at http://www.eeoc.gov/eeo1/instruction_rev_2006.pdf.
The EEOC also changed the EEO-1 job categories. The new
categories
continue to be skill-based rather than industry-based, but the
Officials
and Managers category has been split into two subcategories:
Executive/Senior Level Officials and Managers and
First/Mid-Level
Officials and Managers. The EEOC believes the subcategories will
allow
for more detailed assessment of female and minority involvement
at
different levels.
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In addition, the old Office and Clerical category has been
changed to
Administrative Support Workers, and current references to
skilled,
unskilled, or semi-skilled work have been dropped. The Laborers
category is now Laborers and Helpers.
The EEOC has provided helpful information on the new EEO-1
Report
on its Web site at http://www.eeoc.gov/eeo1/index.html,
including a
discussion of the revisions to the EEO-1 form and how to
implement the
new racial and ethnic categories. |
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Subscribers to the
Personnel Policy Manual and HR Policy Answers on
CD can find more information on on the EEO-1 recordkeeping
requirements in
Equal Employment Opportunity, Chapter 201, note 23.
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Information provided in HR Matters E-Tips is researched and reviewed
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encouraged to seek appropriate legal or other professional advice.
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