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The EEOC's sweeping changes to the structure and procedures behind the EEO-1 employer report - the federally mandated annual form designed to help the EEOC uncover patterns of discriminatory conduct - still have many employers and HR professionals concerned. And with good reason! They were the first major changes made in the EEO-1 process since its debut 43 years ago.

EEO-1 forms can be confusing to fill out, and the penalties for incorrect reporting opens the door to legal liabilities and discrimination claims. With the upcoming filing deadline of September 30 fast approaching, understanding the gathering and reporting requirements is key to staying in compliance.

Participate in this interactive webinar, and you'll learn:

  • How to interpret your EEO-1 report
  • How the EEOC and the OFCCP use the information employers provide to identify patterns of workplace discrimination and take a closer look at your company in audit
  • How to tell if your organization must file an EEO-1 report
  • The time period for reporting employment data
  • Distinctions between employment and applicant data
  • The different requirements for single- vs. multi-establishment employers, including how to establish reporting requirements, consolidated reports, and reports for headquarters
  • Reporting requirements that every employer with 50 or fewer employees should know about
  • Online filing options
  • Best practices for first-time reporters to follow

In just 90 minutes, you'll understand the best practices for gathering and reporting so you can meet the required EEO-1 deadline and stay in compliance.

About your presenter:

Attorney Richele K. Taylor is Of Counsel in the Columbia, South Carolina, office of Fisher &Phillips LLP. She has extensive experience in a broad range of labor and employment issues. Ms. Taylor has successfully represented employers in state and federal courts, and before administrative agencies on a variety of issues, such as Title VII, the FMLA, ADEA, breach of contract and wrongful termination claims. She also provides preventive advice to employers on employee terminations, leave taken under FMLA, Office of Federal Contract Compliance Programs compliance questions, and other employment issues in order to reduce the risk of employment-related claims and litigation.

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