Attention Employers: Reinstatement of Revised EEO-1 Pay Data (EEO-2)

Attention Employers: Reinstatement of Revised EEO-1 Pay Data (EEO-2)

Don’t Miss The 2019 EEO Reporting Deadlines!

In March 2019, a federal judge reinstated the requirement for employers to provide pay data in their EEO report.

Start Today To Gather Component 2, It Takes Longer Than You Think

Pay data for your EEO report is due by September 30, 2019 (for 2017 and 2018).

Does This Reinstatement Affect 2018 EEO-1?

No. The deadline for EEO-1 2018 data is still May 31, 2019.

What Is EEO-1?

The Equal Employment Opportunity (EEO-1) Report is a mandatory Equal Employment Opportunity Commission (EEOC) compliance survey. Component 1 requires hiring data categorized by the following:

  • Race/ethnicity
  • Gender
  • Job category

A sample copy of the EEO-1 form and instructions are available here.

What Is EEO-2?

EEO Component 2 (EEO-2) is pay data: hours worked and wage paid. You can find instructions here.

Do I File 2018 EEO-1 In The Same Online Portal?

Yes. Use the currently open EEO-1 portal to submit Component 1 data (for 2018) by May 31, 2019.

I Thought EEO-2 (Pay Data) Was Put On Hold

It was, but now it’s back on. There was temporary stay on the previous administration’s proposal. The stay was overturned in March 2019.

Judge Tanya Chutkan overturned the stay in National Women’s Law Center, v. Office of Management and Budget.

Background On The Original Proposal For Pay Data

In 2016, the Obama administration proposed adding employee pay and hours data to the EEO-1 report. Many business owners registered concerns about data security and other issues. The agency and employer groups have had ongoing discussions about security protocols and the use of private contractors to accept, process, and secure the submissions.

Can I Submit EEO-2 Now?

No. The EEOC contractor is not accepting submissions yet. The portal is supposed to be ready for Component 2 on July 15, 2019. The EEOC says it will notify employers if that date changes.

Wasn’t The Recent EEO-1 Reinstatement Decision Appealed?

Yes, the Department of Justice (DOJ) appealed the reinstatement.

But The Appeal Doesn’t Change The EEO-2 Deadline

The appeal doesn’t change the Component 2 deadline: 2017 and 2018 pay data is due September 30, 2019.

What Size Companies Have To File The EEO Report?

If you have 100 or more employees or are owned by an entity with 100+ employees, you are required to file it. If you are a government contractor with 50+ employees, you are required to file it.

State and local government, public schools and universities are generally excluded.

The specifics can be found here.

Use The Same Online Portal For EEO-1 Reports Due May 31, 2019

Filers should continue to use the current EEO-1 portal to turn in their EEO-1 2018 report May 31, 2019.

Check Your Notification Letter For A Temporary Password

The EEOC sent notification letters with a temporary password for EEO-1 submissions for 2018. You should have received your letter before March 18, 2019.

Use the temporary password to reset your password when you access the EEO portal.

Who Is In Charge Of This At The EEOC?

Rashida Dorsey, Ph.D., MPH (Director, Data Development and Information Products Division)

  • Equal Employment Opportunity Commission
  • 131 M Street NE, Room 4SW32L
  • Washington, DC 20507
  • (202) 663-4355 (voice) (202) 663-7063 (TTY)

In summary:

  • EEO-1 (For 2018) is due May 31, 2019
  • EEO-2 (For 2017 and 2018) is September 31, 2019

What Is The Best Way To Track Wage And Hour Data?

An automated employee timekeeping system synced to a biometric time clock.

What Is The Best Way To Track Demographic Data?

An HR portal supported by a workforce management (WFM) provider. Unified HR portals track demographic data for legal hiring and employment. The systems include onboarding and ongoing HR management. As explained previously, the software providers maintain data security.

When considering the Software as a Service (SaaS) products listed below, inquire about their data security protocols:

SwipeClock provides:

We Keep Your Data Safe

SwipeClock maintains rigorous data security, encryption, and system back-up protocols.

 

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How To Conduct An Interview: Best Practices to Improve Hiring

How To Conduct An Interview: Best Practices to Improve Hiring


Why learn how to conduct an interview? It’s simple. You will find better employees. Quality employees help you execute your business objectives.

Let’s discuss interview best practices. Notice that steps 1-6 all take place before the candidate arrives. The things you do to prepare are just as important as what you do when you are conducting the interview.

Know The Job Description

If you wrote the job description, you already have a general understanding. But dig deeper. Talk to managers about skills that may not be readily apparent. Ask successful employees what helps them. Update the job description as you gain a better understanding.

Create a Structured Interview

Using unstructured interviews is a common mistakes made by new business owners. Most do it by default, not realizing that there is a better way. Some employers think structured interviews are only for high-level positions. Others believe they can pick a good employee with a ‘gut feeling.’

It’s not hard to create structured interviews. We cover it in depth in this article: Structured Interview Questions: The Ultimate Interview Guide. Follow the steps to create structured interviews for your hiring team.

A structured interview includes standardized scoring. This helps you fairly evaluate each candidate. If there are several decision makers involved, each person should rate the applicant with the same method.

Structured interviews improve hiring for every type of company. Large and small. Entry-level and senior positions.

Part of your structured interview script is an explanation of what your company is all about. Describe your company’s mission and values. Explain the organizational structure.

When you have created your structured interview script, memorize it as best as you can. You have your script to refer to, but learn it well enough to maintain eye contact with the applicant. Practice the script out loud.

Learn Hiring Laws

It’s easy to innocently commit a hiring violation. Business owners and hiring managers do it all the time. Protect your company by learning the do’s and don’ts of legal hiring.

If your company has a legal team, make sure they sign off on your questions.

Review The Candidate’s Application

Don’t go into the interview cold. If you are familiar with the applicant’s background, you will have a context for understanding their answers. It will also help you maintain eye contact and stay on script.

Schedule The Interview Location in Advance

You don’t want to wander around looking  for an open conference room with the applicant in tow. It reflects poorly on your company. It makes the applicant nervous. It’s a bad start all around. If possible, choose a private room with comfortable chairs. Glass-walled fishbowl conference rooms don’t put either of you at ease.

If it’s a video interview, make sure all equipment is ready to go. You don’t want to spend the first ten minutes figuring it out. Nothing diminishes your confidence (and corporate image) like the inability to use technology.

Schedule Enough Time

You don’t want to be rushed. Schedule enough time for the candidate to answer each question in depth. Add a 15 minute buffer between interviews.

Be a Good Communicator

The previous steps were preparatory. Now you are ready for prime time.

  • Turn off your phone or have your assistant hold your calls.
  • Speak slowly, maintain eye contact.
  • Listen intently.
  • Reject any urge to vary from the script.

Any business owner can follow these steps to improve their interviews.

Recruiting Software Helps You Conduct Better Interviews

SwipeClock ApplicantStack provides recruiting software that helps you improve your interviewing process. ApplicantStack Recruit helps you write job descriptions, post to job boards, create structured interviews, and track applicants. The result? You will find and hire quality employees faster.

You can try our recruiting software for free. Visit ApplicantStack Recruit to sign up.