new-eeo-1-reporting-and-compliance-2017

New EEO-1 Reporting and Compliance 2017

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On Demand | CEU Approved | Best Sellers

  • 90 minutes

One of the most important forms is the annual EEO-1 where you have to identify the race and gender of your employees by various employment categories. The EEOC uses EEO-1 data to support civil rights enforcement and to analyze employment patterns, such as the representation of female and minority workers within companies. The OFCCP uses the data to determine which company establishments to select for compliance reviews. 

Both federal agencies are responsible for enforcing federal anti-discrimination laws and the EEO-1 that you will be filing may serve as an indicator of whether either of these agencies should be taking a closer look at your employer's employment practices. The EEO-1 is a key piece of information in determining how well you are complying with anti-discrimination laws before federal auditors decide to take a closer look for themselves.

The government compiles the information on the forms and may target an employer for an audit or investigation if the information suggests that you are not in compliance with discrimination laws. Now the government is seeking even more information – your compensation data! 

Now there is a new EEO-1 reporting deadline for 2017 and expert Susan Desmond will help explain the significant changes the EEOC recently made to the EEO-1 survey, its impact on businesses, and what you can do now to prepare.

Session Highlights:

  • The role of the Equal Employment Opportunity Commission and the changes made by them to the EEO-1 for 2017 

  • What a company must do in order to comply with the new EEO-1  

  • The technical differences between the existing EEO-1 and the new EEO-1  

  • Who has to file an EEO-1 report 

  • What has to be filed 

  • Obtaining the race and gender information you need  

  • Single establishment vs. multi-establishment employers 

  • How the OFCCP and the EEOC will use this information

  • Focus on agency action regarding compensation discrimination 

  • Affirmative action as it relates to veterans and the disabled 

  • The financial risk created by the new reporting obligations and how to minimize them 

Why You Should Attend:

  • You will learn about the most recent information available regarding annual government EEO-1 reporting for 2017 

  • Get clarity on the new EEO-1 reporting requirements and ensure accurate, timely filing  

  • You will be provided resources and best practices in migrating from current EEO-1 requirements to the new EEO-1 Form and additional requirements

Who Should Attend:

  • Human Resources Managers

  • Compensation Specialists

  • Chief Financial Officers

  • Business Owners

  • In-house Counsel

  • Affirmative Action/EEO officers

Ask your question directly from our expert during the Q&A session following the live event.

Susan  Desmond

Susan Desmond

Susan Fahey Desmond is a principal with Jackson Lewis PC. She has been representing management in all areas of labor and employment law for over 30 years. A frequent author and speaker, Ms. Desmond is listed in Best Lawyers in America and has been named by Chambers USA as one of America’s leading business lawyers for labor and employment law. She is also listed in Mid-South Super Lawyers and Louisiana Super Lawyers.

A fantastic webinar!

     

This was a fantastic webinar. A lot of information in an hours time with great instructions on what is to come and how to prepare. Thanks for sharing!

by Megan Rossi, Miller's Ale House, Inc.


EEO-1 new reporting requirements

    

The seminar was very informative. The moderator was very helpful in conducting the Q&A.

by Beverley Harrison


Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.


This webinar has been approved for 1.5 HR (General) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.


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