As most manufacturers know, employers employing 100 or more employees and federal contractors employing 50 or more employees meeting certain criteria are required to file component 1 data reports annually on the EEO-1 report with the U.S. Equal Employment Opportunity Commission (EEOC). The law requires covered employers to report on the racial/ethnic and gender composition of their workplace across EEO job categories.

Recently, the EEOC announced that the 2023 EEO-1 component 1 data collection will be open on Tuesday, April 30, 2024, and the deadline to file the report is June 4, 2024. As a reminder, the EEOC requires electronic submission through a web-based portal referred to as the “EEO-1 Component 1 Online Filing System”. Therefore, beginning on April 30, 2024, employers will be able to access the portal and file the EEO-1 Component 1 Report. Also, on that date, the EEOC’s filer support message center, which is a filer help desk, will be available to assist filers and answer questions. The EEOC anticipates posting the 2023 EEO-1 Component 1 Instruction Booklet and the 2023 Data File Upload Specifications by March 19, 2024, in the portal listed above.

As employers may know, for purposes of this reporting, all job positions should be appropriately classified under the EEOC’s ten major EEO job categories; descriptions of these categories and examples of positions falling within each category are available on the EEOC’s website and in its other materials (including frequently asked questions, factsheets, and other materials). For each employee, employers should report their race/ethnicity and gender. The EEO-1 Component 1 Report is a “snapshot” of the workforce employment data, which should be any pay period from the last quarter of the year, October through December.

Employers who require assistance with regard to compliance with the EEO-1 Component 1 Report obligation should consult competent counsel.

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Photo of Abby Warren Abby Warren

As an attorney in Robinson+Cole’s Labor, Employment, Benefits + Immigration Group, I represent manufacturers in all areas of labor and employment law.  This includes discharge and discrimination issues, workplace investigations, affirmative action compliance, employee discipline, wage and hour issues, disability and reasonable accommodation…

As an attorney in Robinson+Cole’s Labor, Employment, Benefits + Immigration Group, I represent manufacturers in all areas of labor and employment law.  This includes discharge and discrimination issues, workplace investigations, affirmative action compliance, employee discipline, wage and hour issues, disability and reasonable accommodation, family and medical leave, unemployment, training, and defense in federal and state court and before administrative agencies. My full firm bio can be accessed here.

I represent manufacturers in the aerospace, consumer goods, machinery and other industries, which involves identifying practical, cost-effective and realistic solutions that prioritize and solidly execute the client’s objectives.  Manufacturers face unique challenges stemming from compliance with ever-changing industry regulations, including those impacting federal contractors.  Early in my career, I toured a client’s facility facing union-related struggles and realized that only through observing the workplace on the ground level can an attorney successfully understand and represent businesses.  As an employment attorney, I work alongside clients as a true partner to further their key personnel and human resources goals, including efficient and safe operations, recruitment and retention of talent, diversity and inclusion, among other issues. Whether advising on a leadership transition or on compliance with wage payment laws, the aim is always the same – to solve problems so clients can focus their attention on doing what they do best – manufacturing.