eeoc-reporting 
SHRM Resources
AUGUST 19, 2021
25 to file their 2019 and 2020 EEO-1 reports, according to a recent announcement from the U.S. Equal Employment Opportunity Commission (EEOC). ?Covered employers now have until Oct. Here's what employers need to know ahead of the deadline.
Trusaic
JULY 17, 2019
Equal Employment Opportunity Commission (EEOC) has launched a help desk to answer questions about Component 2 pay data now required to be filed by employers as part of the annual EEO-1 Report. The EEOC also has posted new information and guidance on the Component 2 report filing. An email address: EEOCcompdata@norc.org.
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Namely
MARCH 10, 2021
The Equal Employment Opportunity Commission (EEOC) has updated some employer information in anticipation of the start of its collection of 2019 and 2020 Employer Information Report (EEO-1).
Sterling Check
JULY 2, 2021
and offered options ranging from compliance with state and local, FCRA (Fair Credit Reporting Act) and EEOC (Equal Employment Opportunity Commission) regulations to class action litigation for non-compliance, the majority responded, “All of the Above.” She goes on to point out that the EEOC does make exceptions.
Sterling Check
JULY 2, 2021
and offered options ranging from compliance with state and local, FCRA (Fair Credit Reporting Act) and EEOC (Equal Employment Opportunity Commission) regulations to class action litigation for non-compliance, the majority responded, “All of the Above.” She goes on to point out that the EEOC does make exceptions.
HRWatchdog
DECEMBER 12, 2023
You may recall that employers had until December 5, 2023 , to submit their EEO-1 Component 1 reports to the U.S. Equal Employment Opportunity Commission (EEOC). Pursuant to EEOC regulation 29 CFR 1602.9, District Court order upon application by the EEOC. Not a member? See what CalChamber can do for you.
HR Morning
MARCH 16, 2018
A recent lawsuit taught managers what not to say as the EEOC showed, once again, that a small comment can end up costing an employer big. . EEOC senior trial attorney Rosemary DiSavino said the following: “A basic principle of anti-discrimination law requires that job applicants be judged on their individual qualifications.
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