February 17, 2020

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Think You Missed The 2017 EEO-1 Survey Reporting Deadline? Think Again . . . . But Act Fast!

Employers who feared they had missed the March 31, 2018 submission deadline for their 2017 EEO-1 report are in luck – the EEOC’s EEO-1 Survey website now reflects that it has granted employers a short extension to get those reports on file.  The new deadline of June 1, 2018, is just over a month away, however, so employers required to file should not delay in gathering the required information and getting the necessary report(s) on file.  Returning filers should also be aware that the EEOC has cautioned that employers’ 2016 passwords will not work for the 2017 EEO-1 Survey.

Whether a first-time filer, a returning filer, or a business simply seeking to determine whether it is even required to file, an employer can find useful guidance documents and user guides on the EEOC’s website dedicated to the EEO-1 Survey.  This page also includes a FAQ page and common questions relating to both the logistics of filing the report and the substantive information to be included within the report itself.  Among other things, for example, the EEOC’s website provides specific guidance as to who has to file an EEO-1 report, how to obtain the credentials needed to file, what types of reports exist, how to complete the proper report, and how to save a copy of the completed report for your own records.

There is no indication on the EEOC’s website that it intends to authorize any additional automatic extensions, so employers should act promptly in determining whether they are required to file, and, if so, getting their reports on file in a timely manner.



About this Author

Koryn M. McHone, Barnes Thornburg Law Firm, Indianapolis Labor and Employment Law Attorney
Of Counsel

Koryn M. McHone is an associate in the Labor and Employment Department in the firm’s Indianapolis, Indiana office.

Ms. McHone represents management interests in employment litigation and providing employment counseling to employers of all sizes and with varying employment needs. She regularly defends employers in employment matters at the local, state and federal levels, including defense against claims of wrongful discharge, discrimination, retaliation, sexual harassment, breach of contract, wage/hour violations and violation of employee medical leave rights, among others. Ms....