Understanding and Navigating the Revised EEO-1 Reporting Requirements

Wednesday, May 29, 2019

Webinar (Online Only)

2:00 – 3:30 PM

Join ASE for this Hot Button Briefing Webinar to learn all about the new EEO-1 Pay Reporting requirements imposed by the DC Circuit Court. Ruling from the bench, the Court ordered that the EEOC begin collecting 2017 and 2018 Component 2 data by September 30, 2019.

The EEOC is currently collecting demographic data from employers (Component 1) and is working with an outside contractor to ensure proper collection of pay data in the fall.  Employers will be required to report on Box 1 of the W-2 reports for both 2017 and 2018 and match that information to 12 bands for reporting purposes. Employers will also have to report on hours worked.

Annette Tyman of Seyfarth Shaw will be our presenter. Annette was a key author for the Amici brief filed on behalf of twelve employer association groups. Participants will understand the background of this collection requirement, learn about the lawsuit that overturned the Office of Management Budget (OMB) stay for collection of this data, and understand the required reporting requirements. This presentation will also provide participants the latest information as to the EEOC’s collection tool and timing of reporting.

Annette is a partner in the Chicago office of Seyfarth Shaw LLP. Her primary focus is on providing strategic advice and counsel to employers in a wide range of employment matters, with an emphasis on pay equity, diversity and inclusion, and people analytics. Annette also represents federal contractors on their obligations under Executive Order 11246 and related statutes and regulations.  She regularly assists contractors in affirmative action compliance matters involving OFCCP proceedings, including compliance evaluations, and pre-audit review and analysis of general compliance obligations. Annette has authored written and oral testimony on proposed labor and employment legislation and regulations pending before the United States Senate, House of Representatives, and the Equal Employment Opportunity Commission.



This program has been approved for 1.5 General recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

This program has been approved for 1.5 Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP.  The use of this seal is not an endorsement by SHRM of the quality of the program. It means that this program has met SHRM's criteria to be pre-approved for professinal development credit.

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