The Impact of the New EEO-1 Reporting Guidelines

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CEU Approved

  • 90 minutes

The Equal Employment Opportunity Commission (EEOC), the enforcement arm for the Equal Employment Opportunity (EEO) who protects employees in the workplace of discrimination with the authority to investigate, make charges, conduct workplace audits and levy penalties. The EEOC also provides guidance and tools to assist certain Employers to ensure that they do not allow or tolerate workplace discrimination. In partnership with the goals and regulations of the Civil Rights Act of 1964, the EEOC determines enforcement initiatives every five years called, the EEOC Strategic Enforcement Priorities (SEP). These SEPs are identified and later posted on the EEO website for all to see.

Join this session by expert speaker Margie Faulk, as she is a compliance officer, and she realized that these resources allowed her to assist her clients on staying ahead. She can predict what the next enforcement trend is going to be and share it with her clients and colleagues.

Session Highlights:

  • Historical perspective of the EEOC and the new authority they have in making Employers fear violating their regulations Historical perspective of the EEOC and the new authority they have in making Employers fear violating their regulations

  • Learn how Employers can utilize the EEOC website resources to mitigate workplace compliance

  • Review the current EEOC Strategic Enforcement Priority (SEP) and see what initiatives are the focus

  • Learn how conducting an internal audit of pay practices can make Employers heroes to their employees

  • Learn what the process is if you are audited by the EEOC or the OFCCP

  • Which Employers are required to complete the EEO-! Report • How should Employers complete the new EEO-1Reporting form?

  • What the pay data proposed to be included in the EEO-1 Report Form?

  • The Background of the Equal Pay Act (EPA)

  • Create a checklist to ensure you submit the correct workplace data

  • Review the new EEO-1 Report and other guidelines that are included

  • What will other regulations be required for federal contractors?

  • Decide if you should have your AAP and EEO-1 Form completed by a legally qualified Third Party Administrator (TDA) manage your requirements.

Why You Should Attend:

Employers obligated to submit the new EEO-1 Reporting form which includes pay data, can breathe a sigh of relief. Based on those factors and other political differences, the Office of Management and Budget (OMB) stopped the EEO-1 pay data reporting as late as August 30, 2017. Although some Employers are thrilled with this “stay of execution”, the suspension is in effect to review and possibly re-introduce the pay equity discussion. What does this mean for Employers? Well it does not mean that Employers should rest on their laurels. For compliance professionals, it means that the requirements can return therefore, Employers should consider preparing in case pay and compensation data collection is resumed.

On March 4, 2019, a federal court in Washington, D.C., ordered the Trump administration to reinstate an Obama-era rule that had been placed on hold. The court ruling will require employers to annually report pay data by gender, race and ethnicity to the Equal Employment Opportunity Commission (EEOC).

If employers are required to submit pay data this year, it is anticipated that the EEOC will extend the May 31, 2019, EEO-1 reporting deadline to allow employers sufficient time to aggregate pay data.

Who Should Attend:

  • Employers who have federal contracts

  • Employers required to complete EEO-1 Reports

  • Employers contemplating or in the process of becoming government contractors

  • HR professionals

  • Compliance professionals

  • Leadership Managers who want to be knowledgeable in the area of federal contractors

  • Any professional who has the responsibility to manage AAP and EEO-1

*You may ask your Question directly to our expert during the Q&A session.

** You can buy On-Demand and view it as per your convenience.

Margie Faulk

Margie Faulk

Margie Faulk, a senior level human resources professional with over 14 years of HR management and compliance experience. A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-Terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few. Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations. 

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).

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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

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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