| Available : All Days | Presented By : Margie Faulk |
| Category : Human Resources | Event Type : Recorded Webinar |
For group or any booking support, contact: cs@conferenceuniverse.com 1 (855) 718-3101 (US Toll Free)
The Equal Employment Opportunity Commission (EEOC) has announced that the 2024 EEO-1 Component 1 data collection will begin on May 20, 2025, with a submission deadline of June 24, 2025. This short five-week window leaves little room for delay, and with updated gender reporting rules, employers must ensure their submissions are both accurate and audit-ready.
The EEO-1 report is a mandatory annual filing for all private-sector employers with 100 or more U.S. employees and for federal contractors with at least 50 employees and a qualifying contract. It captures workforce demographic data by race/ethnicity, sex, and job category, based on a snapshot payroll period between October 1 and December 31, 2024.
Although the structure of the report remains largely unchanged, one key update for 2024 is the elimination of the non-binary gender reporting option. Employers must now report employees strictly as male or female, following a federal executive order mandating binary gender classification on official government forms. This change may affect how HR teams handle voluntary self-identification processes and internal systems.
While pay data (Component 2) is not required for this cycle, the focus on workplace equity and transparency remains high. Federal contractors, in particular, should take note: the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) uses EEO-1 reports as a foundational tool in evaluating whether contractors are complying with affirmative action and equal employment opportunity requirements. Inaccurate or incomplete filings may increase the risk of audits or compliance reviews.
The EEOC is expected to release an updated Instruction Booklet, revised file upload specifications, and new guidance via its portal at www.eeocdata.org/eeo1. These resources will be essential in ensuring that data is formatted correctly and categories are used appropriately.
This training will guide attendees through the specific changes introduced for 2024, clarify how to report gender accurately under the new requirements, and outline the best practices for submitting clean, complete, and compliant data. It will also address how federal contractors can align their EEO-1 filings with both EEOC and OFCCP expectations, and how to avoid common mistakes that increase the risk of errors, late submissions, or audit triggers.
Areas covered in the session:-
Why Should You Attend?
EEO-1 reporting is more than just a routine compliance task—it’s a critical federal requirement that demands accuracy and attention to detail. With a firm deadline of June 24, 2025, organizations must be fully prepared to submit workforce demographic data that meets EEOC standards.
This year introduces an important change: the removal of the non-binary gender reporting option. Employers must now report gender data strictly as male or female, which may impact how you collect and categorize employee information. Misreporting—even unintentionally—can lead to compliance issues or delays.
This training will walk you through the key requirements for the 2024 filing cycle, clarify what’s new, and help you avoid common mistakes that can flag your report for review. Whether you're managing reporting for a single site or a multi-establishment organization, this session will equip you with the knowledge to file confidently and accurately.
Who Will Benefit?
This webinar is ideal for HR and compliance professionals responsible for workforce reporting, demographic data collection, and federal contractor obligations—those include:
Margie Faulk is a senior-level human resource professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.
Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties for violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace regulations.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part of an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book, and other compliance program tools when attendees register and attend Margie’s training.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
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