After more than a year off from filing annual EEO-1 Reports, covered employers must once again submit data on the race/ethnicity and gender of their workforce, sorted into 10 job categories. For many years, September 30 was the annual deadline, but the 2017 report was moved to March 31, 2018, as part of an Obama-era attempt to require covered employers to also submit data on pay and hours worked. Those components were put on hold under the Trump administration, so we’re back to the old system, but with a new due date.
Covered employers must file the EEO-1 Report electronically and use a snapshot date from a payroll period in October, November, or December 2017. Covered employers include (1) those with at least 100 employees; and (2) those with at least 50 employees who also (a) hold government contracts or subcontracts of at least $50,000; (b) serve as a depository of federal funds in any amount; or (c) are an issuing and paying agent for U.S. savings bonds and savings notes.
Tips For Employers: If you are a federal contractor with at least $150,000 in federal contracts or subcontracts, we recommend you select December 31, 2017, as your snapshot date for your 2018 EEO-1 Report. Doing so will allow you to use the same snapshot date for your 2018 VETS-4212 Report. That report displays the number of protected veteran employees and new hires in 10 job categories for employers with at least $150,000 in federal contracts or subcontracts. The VETS-4212, which is due on September 30 each year, normally requires a snapshot date from the end of a payroll period in July or August. There is an exception, however, if the U.S. Equal Employment Opportunity Commission (EEOC) has given permission for the employer to use a December 31 snapshot in its EEO-1 Report. The 2018 version of the EEO-1 Report now explicitly authorizes the December 31 date, so covered employers can take advantage of this beginning with the filing of their 2018 VETS-4212 Report. Be sure to download and save a PDF of your submitted report for your records.
This website presents general information in nontechnical language. This information is not legal advice. Before applying this information to a specific management decision, consult Vigilant or legal counsel.