FAQs about EEO-1, Vets-100 Reports
What is affirmative action?
Affirmative Action is an employment practice beyond normal outreach and recruitment to those among protected classes. It is a practice where employers identify shortfalls of minorities and women in their workforce through a comprehensive analysis. Corrective action to remedy these shortfalls is essential in order prevent adverse impact among protected classes. Affirmative action is not a quota system. It is a system set-up for employers to monitor good faith efforts and to ensure that the employer is embracing diversity to all protected groups.
Does my company need an affirmative action plan? If so, when do I need to implement the plan?
Executive order 11246 states that a written affirmative action plan must be in place if a private industry employer meets any of the following conditions:
- Federal contractors and subcontractors with 50 or more employees and $50,000 or more in government contracts during a 12-month period,
- A depository of government funds in any amount, or
- An issuing or paying agent for U.S. savings bonds and savings notes.
Affirmative action plans must be in place 120 days from the commencement of a contract and must be updated annually.
What are the elements of an affirmative action plan (AAP) for minorities and women?
The affirmative action plan must include a narrative and statistical analysis of the employer’s workforce for each plan year. In the statistical analysis, possible shortfalls among the minorities and females are reported. This analysis is encompassed in the required OFCCP statistical reports that include: (1) a workforce analysis or organizational profile, (2) a job group analysis, (3) an availability analysis, (4) a utilization analysis, and (5) a goals report for the plan year.
The narrative portion of the affirmative action plan is a document which entails the steps in which the employer is taking to:
designate EEO/AAP responsibility, identify all problem areas, ensure there are action oriented programs for all problem areas, and
deploy a self-audit and reporting system to monitor all employment activities for any areas of disparate impact or treatment among the protected groups.
What is it and when is it due?
The EEO-1 Report is a summary of all employees during a selected payroll period, across nine occupational job categories. The summary is displayed across gender and ethnic grouping. The EEO-1 Report needs to be filed with the Joint Reporting Committee no later than September 30 for the 2005 filing year.
Does my company need to file an EEO-1 report?
Yes, if your company meets any of the following criteria -
1. All private employers who are:
- subject to Title VII of the CRA of 1964 with 100 or more employees EXCLUDING state and local governments, primary and secondary school systems, institutions of higher education, Indian tribes and tax-exempt private membership clubs other than labor organizations; OR
- subject to Title VII who has fewer than 100 employees if the company is owned or affiliated with another company, or there is centralized ownership, control or management (such as central control of personnel policies and labor relations) so that the group legally constitutes a single enterprise, and the entire enterprise employs a total of 100 or more employees.
2. All federal contractors who:
a. are not exempt as provided for by 41 CFR 60-1.5;
b. have 50 or more employees, AND
are prime contractors or first-tier subcontractors, and have a contract, subcontract, or purchase order amounting to $50,000 or more; or
serve as a depository of Government funds in any amount, or
is a financial institution which is an issuing and paying agent for U.S. Savings Bonds and Notes.
Only those establishments located in the District of Columbia and the 50 states are required to submit Standard Form 100. No reports should be filed for establishments in Puerto Rico, the Virgin Islands or other American Protectorates.
READ MORE ABOUT REVISIONS TO THE EEO-1 REPORT (EFFECTIVE FALL 2007)
Reference Link:
The Equal Employment Opportunity Commission
What is it and when is it due?
The Vets-100 Report is a summary of all employees (during a selected payroll period) and new hires (during a selected 12-month period), across nine occupational job categories. The summary is displayed across Vietnam Era, Special Disabled and Other Eligible Veteran status. The VETS-100 Report is due September 30, on an annual basis, to the Department of Labor.
Does my company need to file a Vets-100 report?
Any entity who received a contract(s) from the Federal Government in the amount of $25,000 or more, prior to December 1, 2003, or any subcontractor who received a contract(s) from such a covered contractor in the amount of $25,000 or more, must file a VETS-100 Report on an annual basis. The PL 107-288 increased the reporting threshold to $100,000 to become effective December 1, 2003 for contracts awarded on or after this date.
Reference Link:
The U.S. Department of Labor
