EEOC report due Sept. 30 for dealers with over 100 employees
Dealers with 100 or more employees must submit an EEO-1 report to the Equal Employment Opportunity Commission (EEOC) by September 30. The requirement also applies to employers with 100 or more employees from affiliated entities.
Entities are considered affiliated if they have centralized ownership, control or management. That applies even if each location is a separate business for tax purposes. Employers with multiple businesses or locations must file:
(1) A report for the headquarters or main office;
(2) A report for each location with more than 50 employees;
(3) A consolidated report for all locations, including those with fewer than 50 employees; and
(4) A list with the name, address, total number of employees and the major activity (product or service) for each location. This information must accompany the consolidated report.
Employers who meet these criteria, or who filed an EEO-1 report in 2015, who have not received the 2016 EEO-1 notification letter, should immediately contact the EEO-1 Joint Reporting Committee at 1-877-392-4647 or firstname.lastname@example.org.
The EEO-1 report provides employment data by race/ethnicity, gender and job categories and is used by researchers, private attorneys and human resources staff to develop affirmative action plans and to help the EEOC enforce the Civil Rights Act.
New this year, companies can test and upload their data files without having to email them or wait for confirmation. For detailed instructions and the forms, visit www.eeoc.gov.
A reporting change expected for 2018, according to dealer attorney Michael Charapp, Charapp & Weiss: Starting March 31, 2018, and every year after, employers with 100 or more employees will have to report on pay and hours worked for each employee for the previous calendar year. An employer must do a workforce snapshot count during any pay period between October 1 and December 31 of the reporting year. The employer must also report the W-2 income and hours worked data for those employees for the entire calendar year.
Those new requirements are not definite yet. The EEOC accepted comments on them until August 15. But past experience indicates that the final requirements will likely be very close to the proposal described above, according to Charapp.Download Bulletin PDF