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Encore - EEO-1 Reporting: Compliance Tips and Impact of the Biden Administration - On-Demand

Encore - EEO-1 Reporting: Compliance Tips and Impact of the Biden Administration - On-Demand

Product Code: YEWA061021A

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Encore - EEO-1 Reporting: Compliance Tips and Impact of the Biden Administration - On-Demand

Webinar now available On-Demand.

Length: 1 hour

WEBINAR SNAPSHOT: Federal law requires certain employers to file an EEO-1 report annually. Uncover crucial info on compliance with EEOC requirements & learn about what lies ahead with the Biden administration.

Federal law requires employers with 100 or more employees (including affiliated companies) and covered federal contractors with 50 or more employees to file an EEO-1 report annually.

So, what exactly is an EEO-1 report? When do you need to complete it? And how do you know when your company is required to file a report?  There are certain deadlines and criteria for meeting the EEOC standards and a recent change in your company, such as a merger or acquisition may have impacts on your next EEO-1 report. 

There are a few things to keep in mind that your organization should already be doing, like storing important employee data categorized by ethnicity, race, gender, and job category or function.

Join this webinar hosted by Fortney Scott Shareholders, Leslie Silverman and Consuela Pinto to discover the answers to these important questions, uncover more about compliance with EEOC requirements, and learn about what has already taken place, and what lies ahead in the new Biden administration.

At the conclusion of this program, participants will be able to:

  • Achieve compliance with EEO-1 requirements without costly mistakes
  • Distinguish between the different requirements for single- vs. multi-establishment employers, including consolidated reports, and reports for headquarters
  • Determine how to categorize job titles into EEO-1 categories
  • Understand how OFCCP and EEOC use your data and the circumstances under which your data may be released to the public
  • Be prepared for future pay data collections

About Your Presenters

Leslie E. Silverman

Leslie E. Silverman
Fortney Scott, LLC

Leslie E. Silverman is a shareholder at Fortney & Scott, LLC where she counsels and advises clients on complying with workplace laws and a wide range of workplace issues, including harassment, disability discrimination, employment screening, pay equity, corporate culture, and diversity and inclusion. Ms. Silverman represents clients before the U.S. Equal Employment Opportunity Commission (EEOC) and other government agencies and conducts high-level investigations.

Ms. Silverman has served as an independent monitor in multiple EEOC settlements involving allegations of widespread sexual, sex-based, racial harassment, and/or disability discrimination. In this capacity, she works with employers to ensure that they have effective and compliant policies, complaint procedures, investigations, training, supervisory accountability/appraisal systems, culture initiatives and employee surveys.

Ms. Silverman previously served as the Vice Chair of the EEOC until September 2008, and as a Member of the Commission starting in 2002. While at the Commission, she initiated and led the EEOC’s Systemic Task Force, which examined the agency’s efforts at combating systemic discrimination. Ms. Silverman also helped spearhead the EEOC’s examination of discrimination against workers with caregiving responsibilities and led an effort to expand and enhance the agency’s mediation program.  Prior to EEOC, she served for five years as Labor Counsel to the Senate Health, Education, Labor and Pensions Committee

Ms. Silverman is a member of the College of Labor & Employment Lawyers and the American Bar Association’s Equal Employment Opportunity Committee.

Consuela PintoConsuela Pinto
Fortney Scott, LLC

Consuela Pinto is a Shareholder at Fortney Scott where she advises clients on the full range of equal employment opportunity laws with a particular focus on pay equity, compliance with workplace laws and regulations, federal government investigations, pattern and practice systemic claims, and compliance with federal contractors’ affirmative action and non-discrimination obligations.  Her extensive experience and expertise in the employment field is the result of practicing in both the private and government sectors for more than twenty-five years.

Prior to joining Fortney Scott, Ms. Pinto was the Deputy Associate Solicitor in the Civil Rights and Labor Management Division at the U.S. Department of Labor in the Office of the Solicitor.  In this position, Ms. Pinto advised DOL agencies on a wide range of regulatory, policy, and enforcement issues impacting. One of her key practice areas was advising the Office of Federal Contract Compliance Programs on enforcement matters related to federal contractors’ equal employment opportunity obligations.

Credit Information

HR Certification Institute HRCI
SHRM Preferred Provider

CREDIT INFORMATION: HRCI® ( official seal confirms that BLR®—Business & Learning Resources meets the criteria for preapproved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.

This program has been approved for 1 (HR (General)) recertification credit Approved Provider toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HRCI.
These credits expire 12/31/21.

BLR®—Business & Learning Resources is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). This program is valid for (1) PDCs. For more information about certification or recertification, please visit
The on-demand credits expire 12/31/21.