As required, EEOC has filed its scheduled update with the Court regarding the progress of collection of the new EEO-1 Component 2 pay data report.

The report is brief, but notes EEOC is still on schedule to allow a data file upload function and validation process as an additional method of reporting no later than August 15, 2019.

The Agency also reports is it scheduled to send out “reminder” notices and e-mails to filers with login information a various times throughout August.

Finally, EEOC reports it is still “finalizing its analysis of the response rates for EEO-1 data submitted over the
last four years to be used to assess whether the EEOC is ‘on track’ to ‘complete’ the Component
2 data collection by September 30, 2019.

EEOC reports it “cannot begin to project what percentage of employers will submit Component 2 data
by September 30, 2019” and will not be able to do so until at least a significant percentage of employers have completed the report.  EEOC did confirm some employers have started submitting the Component 2 reports.

Tags: EEO-1, EEO-1 Report Component 2, EEOC, Equal Employment Opportunity Commission, pay data reporting
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Photo of Laura A. Mitchell Laura A. Mitchell

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with…

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with employers to build programs that benefit employees and create a stable, high-functioning workplace. Understanding that an inclusive, values-based culture provides a crucial competitive advantage in the modern workplace, Laura enjoys counseling companies on the development of proactive and equitable pay and diversity practices.

In Laura’s version of the reimagined workplace, attention to human capital issues, especially DEI and pay equity, would be the rule rather than the exception nationwide and she works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize this vision for her clients’ ongoing success. She helps clients understand all issues across the spectrum of their journey, helping to establish regular analyses as well as counseling organizations on implementation and compliance obligations, where applicable. Committed to putting her clients’ organizational goals first and foremost, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication.

Laura also represents companies in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. She personally oversees the development of hundreds of Affirmative Action Plans for clients each year and is intimately involved in the defense of OFCCP audits. Her approach to compliance is one of facilitation and conciliation while simultaneously advocating in the best interests of her clients.

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