17 May EEOC Reporting is Open, Are you Ready?
The EEOC secures about $404 million dollars from employers each year. Employee lawsuits are expensive with an average out of court settlement about $40,000. In addition, 10 percent of wrongful termination and discrimination cases result in a $1 million dollar settlement.
The laws enforced by the EEOC, protect employees and applicants against employment discrimination when it involves: Unfair treatment because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.
Most companies are required by law to file an EEO-1 or EEO-2 report annually to track compliance with anti-discrimination laws and ensure companies are not violating employee rights. There are consequences and stringent penalties in place to ensure not only that correct and valid data is filed through the EEO-1 report, but that the report is filed on-time. One major resulting penalty is, falling out of favor with OFCCP or EEOC during a compliance review audit or discrimination charge investigation by having to admit to a failure to file or worse incorrect data.
COVID 19 has complicated things and brought about serious concerns for companies. This year both 2019 and 2020 reports have to be filed. Usually the EEO-1 itself presents as a cumbersome report for many employers to complete and in many instances, companies have a had a change in personnel or a shift in responsibilities and the EEOC reporting process will be new. This comes at a time of extremely high unemployment cases and employers absolutely need to be in compliance.
Listen to what EEOC and compliance experts have to say about the EEO reporting process this year by attending The EEOC Reporting is open, is your data ready? webinar. They discuss EEOC topics such as:
- Who must file
- What is included
- Single-Establishment vs Multi-Establishment