Beginning April 30, 2024, contractors with at least 50 employees, and most private employers with 100 or more employees, are required to file their 2023 EEO-1 Component 1 reports, which comprise workforce demographic data, separated by job category, sex, and race or ethnicity. The reporting structure has undergone minor changes and the EEOC has published a new instruction booklet. There is a June 4 deadline for filing the EEO-1 report.
In a separate requirement for government contractors on April 1, the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP), opened its third annual contractor portal for a 2024 certification period concerning affirmative action programs. In the period between April 1 and July 1, covered contractors and subcontractors must register and certify their affirmative action plans, thus decreasing the chances they will be selected for an OFCCP audit. Contractors with a plan year beginning at any time in 2024 prior to July 1 should have already developed their 2024 affirmative action plans in order to certify compliance. Certification will not exempt federal contractors from being selected for a compliance audit by the OFCCP, but failure to certify will increase the likelihood of selection.
This article is part of our June 2024 Newsletter.
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