ย #HR #Compliance #EEOFiling #HRQuestions
Hey HR professionals! ๐ I recently discovered that my company has never filed an EEO (Equal Employment Opportunity) report. As the Head of People, I want to ensure we are in compliance and avoid any potential repercussions. Can anyone share their insight on the following questions:
1. What are the repercussions of not filing an EEO report?
2. Is a lawsuit by the EEOC the only consequence?
3. How can we go about filing an EEO report if needed?
4. Are there any other HR compliance areas specific to the construction industry that I should be aware of?
I’m open to any guidance or suggestions! Let’s share knowledge and help each other out. ๐
Possible Solution:
Consider reaching out to an HR compliance consultant or legal advisor for expert guidance on EEO filings and other compliance areas. It may be beneficial to conduct an internal audit to ensure all HR processes are up to date and in line with regulations.
You really should get with an employment attorney who can advise you on exactly what you need based on your industry, the size of your company, the state, county/city you are in.
They can also advise you on the risks of “catching up” and how to navigate that.
Definitely annual OSHA reporting. Maybe BLS reporting too.
I agree with others to check with an attorney asap, some things to check on in the mean time might include OSHA, 5500/ERISA, non-discrimination testing for benefits like FSA/125 cafeteria plans, ACA reporting, new hire reporting, if FMLA alerts/notices are being provided properly, USCIS/i9 documents, OFCCP if applicable, workers comp compliance, also confirm compliance with FLSA, and probably want to check the company is correctly classifying types of workers (employee/w2 vs 1099)
1. Youโre grossly understaffed.
2. You need budget to speak to outside employment council about this.