California Labor &
Employment Law Blog
August 23, 2021 EEOC Mandatory Reporting Deadline Coming Soon!
Jul 28, 2021

August 23, 2021 EEOC Mandatory Reporting Deadline Coming Soon!

Topics: New Laws & Legislation, Wage & Hour Issues

All employers covered by Title VII of the Civil Rights Act of 1964 have until August 23, 2021 to submit an EEO-1 Report of demographic workforce data to the EEOC for each of 2019 and 2020.  This applies to employers with 100 or more employees, employers affiliated with or owned by another company that has 100 or more employees, or employers where management of the enterprise employs 100 or more persons.  It also applies to many federal contractors.  Employees are counted in a “snapshot” of a single pay period selected by the employer from the last quarter of the relevant year and include part-time and full-time personnel.  An employer may select different a “snapshot” period for each of 2019 and 2020.

The demographic data that must be reported includes the numbers of employees organized by job category (seven to choose from), ethnicity (Hispanic or Latino versus not Hispanic or Latino), race (White, Black or African-American, Native Hawaiian or Pacific Islander, Asian, Native American or Alaska Native, or Two or More Races) and gender called Component 1 data.  Additional information and the portal for submission of the EEO-1 Report is available from the EEOC.

Even if your business complied with California’s new Pay Data Reporting requirements, it may also need to comply with the EEOC’s requirement.  If you have any questions about whether your business needs to report to the EEOC or how to comply with the reporting requirements, do not hesitate to contact your CDF counsel promptly.

About CDF

For over 25 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor in Chief

Sacramento Office Managing Partner and Chair of CDF’s Traditional Labor Law Practice Group. Mark has been practicing labor and employment law in California for thirty years. His practice has a special emphasis on the representation of California employers in union-management relations and handling federal and state court litigation and administrative matters triggered by all types of employment-related disputes. He is also adept at providing creative and practical legal advice to help minimize the risks inherent in employing workers in California. He recently named “Sacramento Lawyer of the Year” in Employment Law-Management for 2021 by Best Lawyers®.
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