New York City & Queens Employment Defense Attorneys

What Is the EEO-1 Survey and Does It Apply to Your Business?

Businesses that fall into the following categories must file an EEO-1 Survey:

  • Private businesses with 100 employees or more
  • Business that are a federal government contractor or first-tier subcontractors with 50 or more employees and a contract/subcontract of $50,000 or more

The filing deadline for EEO-1 reports is September 30.

What is the EEO-1 Survey?

The EEO-1 Survey  is a mandatory annual survey required under Title VII of the Civil Rights Act of 1964 and Title 29 Chapter XIV of the Federal Code of Regulations. The purpose is to provide data about race/ethnicity, general and job categories to researchers, private attorneys and human resources staff, who can use when developing affirmative action plans.

What are affirmative action programs?

Federal contractors and subcontractors must make outreach efforts, have training programs and take other actions to recruit and advance the following:

  • Qualified minorities
  • Women
  • Individuals with disability
  • Covered veterans

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Improvements for Uploading EEO-1 Surveys

You can now upload your data files and receive immediate notifications of any errors that need to be corrected. This is an improvement over having to email data and wait for confirmation.

Regulatory compliance to protect your business interests

Part of running a successful business includes complying with federal and state regulations and putting policies in place that protect you against fines, penalties and lawsuits.

Today we live in a society with an ever-increasing number of laws and regulations. It is difficult to run a small business and keep with a changing legal landscape. For this reason, having an employment litigation attorney who can provide you with legal advice and guidance to stay compliant is vital for your business success.

Stephen Hans & Associates has several decades of employment law litigation experience and can help you take proactive measures to avoid regulatory non-compliance and other employment issues.

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