All private employers, even Old MacDonald, who are subject to Title VII of the Civil Rights Act of 1964 (as amended by the EEO Act of 1972) with 100 or more employees and have establishments located in the 50 states or DC are required to file the Standard Form 100 (aka EEO-1) each year. The due date changes each year, and is often extended. As of the time of this article, the 2021 filing is due by Tuesday, May 17, 2022. This includes state and local governments, primary and secondary school systems, institutions of higher education, Indian tribes, and tax-exempt private membership clubs other than labor organizations. Companies with centralized ownership, control, or management count all employees across all organizations to determine whether they meet the 100 or more employee requirement.
The filing requirement also applies to Federal contractors with 50 or more employees and are prime or first-tier subcontractors, and have a contract of > $50,000, or serve as a depository of Government funds in any amount, or is a financial institution which is an issuing and paying agent for U.S. Savings Bonds and Notes.
This reporting requires company employment data categorized by ethnicity, gender, and job category, and is used by the agencies to collect data from private employers about their women and minority workforce. It is used to support civil rights enforcement and to analyze employment patterns, such as the representation of women and minorities within companies, industries, and regions.
Select a single pay-period during the last quarter of the year prior to the year of the filing. The data as filed on the EEO-1 is confidential and the EEOC is prohibited by the Civil Rights Act of 1964 from making the employment data public.
There are many types of reports depending upon the structure of the organization. A single-establishment company is required to submit only one EEO-1 report, a Type 1
A multi-establishment company is required to submit the following types of EEO-1 data reports:
- Type 2 – Consolidated Report (Required) – The Consolidated Report must include all employees of the company categorized by race, gender and job category.
- Type 3 – Headquarters Report (Required) – The Headquarters Report must include employees working at the main office site of the company and those employees that work from home that report to the corporate office. Employment data must be categorized by race, gender and job category. A separate EEO-1 report for the headquarters establishment is required even if there are fewer than 50 employees working at the headquarters establishment.
- Type 4 – Establishment Report – A separate EEO-1 Type 4 report must be submitted for each physical establishment with 50 or more employees. Employment data must be categorized by race, gender and job category.
- Type 8 -Establishment Report – Sites With Fewer Than 50 Employees: A separate EEO-1 report must be submitted for each establishment employing fewer than 50 employees. Like the Type 4 – Establishment Report, Type 8 report employment data must also be categorized by race, gender and job category.
OR Type/Status 6 – Establishment List – The establishment name, complete address and total number of employees must be provided for each physical location where fewer than 50 employees are working;
An employer failing to file may be compelled to file by order of a U.S. District Court. Willful false statements on the filing may be punishable by fine or imprisonment. An employer may seek to change the date for filing its form or change the period for which data is reported, so if the due date filing is a hardship, your company can have its own due date each year.
A one-time 30 day extension is granted by simply sending an email to E1.Extensions@eeoc.gov. There is no need to wait for a response. Extension must be requested prior to the due date. If this is the first year you will be filing the EEO-1 report, do not wait until close to the deadline to get started. You will first need to have the EEOC create an online account for you (which can be completed here) and that may take some time.
While we make every attempt to ensure the accuracy and reliability of the information provided in this article, the information is provided “as-is” without warranty of any kind. PayMaster, Inc does not accept any responsibility or liability for the accuracy, content, completeness, legality, or reliability of the information
contained. Consult with your CPA, Attorney, and/or HR Professional as federal, state, and local laws change frequently.