In recent announcements to the media and otherwise, the Equal Employment Opportunity Commission (EEOC) provided the following information which should be of interest to all employers:

• 2023 EEO-1 Reports – The 2023 EEO-1 Component 1 data collection will open on Tuesday April 30, 2024. The DEADLINE for employers covered by the EEO-1 requirements to file their 2023 EEO-1 Component 1 report is Tuesday June 4, 2024.  The 2023 EEO-1 Component 1 Instruction Booklet is available here.

It appears that any further consideration of resurrecting the Component 2 pay data collection has been ...

As you likely know, the EEO-1 Report is a mandatory annual data collection which requires all private employers with 100 or more employees and all federal contractors (and their applicable subcontractors) with 50 or more employees to submit workforce demographic data, by job category and by sex and race to the Equal Employment Opportunity Commission (EEOC).

For the year 2022, the deadline for the filing of the EEO-1 Report is DECEMBER 5, 2023. The 2022 EEO-1 Report is based upon the filing employer’s workforce for a single pay period during the time frame of October 1, 2022 to December ...

For federal government contractors and their applicable subcontractors, your OFCCP Portal registration/certification deadline is now here for 2023 affirmative action plans (AAPs) – it is Thursday, June 29, 2023! The OFCCP has not extended this deadline as of yet and has indicated that, unlike last year, it most likely will not do so this year – so be alert. Previous updates on OFCCP compliance: January 26, 2023; June 24, 2022; January 28, 2022

Regarding the submission of the EEO-1 Report, an annual obligation of federal contractors and their applicable subcontractors, the EEOC ...

Last Friday, January 20, 2023, the Office of Federal Contract Compliance Programs (OFCCP) issued its newest Corporate Scheduling Announcement List (affectionately known as CSAL) for applicable supply and service federal contractors and their applicable subcontractors. The OFCCP definition of “federal contractor” is relatively straightforward - generally a single $50,000 contract with a federal agency - but the OFCCP definition of an applicable subcontractor to a federal contractor can be much more subtle in application and could be difficult to ascertain.

The OFCCP ...

If your organization is a federal government contractor or subcontractor with annual affirmative action plan requirements, you need to be aware of some recent, important developments.

On December 2, 2021, the U.S. Department of Labor’s Office of Federal Contractor Compliance Programs (“OFCCP”) issued an announcement introducing its new online contractor “portal.”  The OFCCP describes the “portal” as a platform through which covered federal government contractors and subcontractors must register and then subsequently annually “certify” whether they ...

Deja vu, all over again!!! Last week, the EEOC announced that the deadline to submit and certify 2019 and 2020 EE0-1 Component 1 Reports has been changed – for the umpteenth time. The NEW filing deadline is now Monday, October 25, 2021. And, the EEOC has said (again, as I recall) that this new deadline is the FINAL DEADLINE, that all eligible filers must submit data by this time, and that ”No additional changes to the filing deadline will be made.”  

While we should all take the EEOC at its word, the EEOC also said that this latest extension was due to the “continuing impact of the pandemic ...

An EEO-1 Report must be submitted by all private sector employers with at least 100 employees, or federal contractors with 50 or more employees. This submission has been required for over a half century. Because of the pandemic, the due dates for the submission of the 2019 and 2020 EEO-1 Reports were suspended by the EEOC until March 31, 2021.

Earlier this year the EEOC announced that the EEOC’s collection site for the submission (the EEOC On Line Filing System) will open in April 2021 for an eligible employer’s submission of both the 2019 and 2020 EEO-1 Component 1 workforce ...

The COVID-19 pandemic has drastically changed the landscape for all employers. Most have had to lay off or furlough a significant number of employees and institute other cost-cutting measures, such as salary decreases, discontinuation of 401(k) matching programs, and hours reductions. For those still operating, they face the challenge of keeping their employees safe while still meeting their customers demands, priorities that are not always aligned. 

In this environment, labor unions have been fighting to insert themselves into these critical management decisions in the name ...