Employers Face Issues Submitting EEO-1 Component 2 Reports

Sep 05, 2019

As you are likely aware, employers with 100 or more employees are required to submit EEO-1 Component 2 W-2 pay and hours worked data for 2017 and 2018 by September 30, 2019.  Employers must submit their Component 2 Reports through the Component 2 EEO-1 Online Filing System which is separate from the EEO-1 Component 1 portal.  The Component 2 Portal run by the EEOC’s contractor, NORC, provides two methods to report 2017 and 2018 pay and hours worked data either by: (1) manually entering data into an online form, or (2) uploading data via a CSV data file consistent with the EEOC’s specifications.  However, with the submission deadline quickly approaching, some employers are reporting issues with the Online Filing System.

First, we have received reports that uploading data through the Online Filing System is taking significantly longer than expected.  We anticipate that this issue will only be exacerbated by increased traffic in the days leading up to the September 30th deadline.  Accordingly, employers should plan ahead when submitting their data, and make sure that they allow sufficient time for the data upload to be completed.

Second, employers are not receiving confirmation that their data was submitted.  As a result, we recommend that employers take a screenshot of the submission page with the date and time.  Furthermore, as employers will also be unable to view or download draft or final Component 2 Reports once they are uploaded to the Online Filing System, employers should retain an exact copy of the uploaded data for their records.

As the Component 2 filing date approaches, we will continue to update you.

24 Apr, 2024
On April 23, 2024, the Federal Trade Commission voted, 3 to 2, to ban nearly all non-compete agreements. The ban is scheduled to become effective 120 days after it is published in the Federal Register (as of the date of this alert, it has not yet been published).
23 Apr, 2024
On Tuesday, April 23, 2024, the Department of Labor (DOL) released its long-delayed final rule, Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees, increasing the salary threshold for overtime exemptions.
23 Apr, 2024
DOL released its final OT Rules which will become effective July 1, 2024.
18 Apr, 2024
The EEOC’s final Pregnant Workers Fairness Act (“PWFA”) regulations were republished in the Federal Register on April 19 and will become effective on June 18th. The final regulations and guidance clarified and, in some cases, expanded on employers’ accommodation obligations for pregnancy related conditions from what the EEOC originally included in the proposed regulations.
On March 29, 2024, the Office of Management and Budget published revisions to federal data that cove
09 Apr, 2024
On March 29, 2024, the Office of Management and Budget published revisions to federal data that covered entities must collect on race and ethnicity.
02 Apr, 2024
On January 29, 2024, on the 15th anniversary of the enactment of the Lily Ledbetter Fair Pay Act, the Biden Administration announced a proposed regulation to prohibit federal contractors and subcontractors from using job applicant’s prior salary history when setting pay and to require federal contractors to disclose the expected salary range in job postings. The proposal was published in the Federal Register on January 30, 2024 and comments were due on April 1, 2024.
Show More
24 Apr, 2024
On April 23, 2024, the Federal Trade Commission voted, 3 to 2, to ban nearly all non-compete agreements. The ban is scheduled to become effective 120 days after it is published in the Federal Register (as of the date of this alert, it has not yet been published).
23 Apr, 2024
On Tuesday, April 23, 2024, the Department of Labor (DOL) released its long-delayed final rule, Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees, increasing the salary threshold for overtime exemptions.
23 Apr, 2024
DOL released its final OT Rules which will become effective July 1, 2024.
18 Apr, 2024
The EEOC’s final Pregnant Workers Fairness Act (“PWFA”) regulations were republished in the Federal Register on April 19 and will become effective on June 18th. The final regulations and guidance clarified and, in some cases, expanded on employers’ accommodation obligations for pregnancy related conditions from what the EEOC originally included in the proposed regulations.
On March 29, 2024, the Office of Management and Budget published revisions to federal data that cove
09 Apr, 2024
On March 29, 2024, the Office of Management and Budget published revisions to federal data that covered entities must collect on race and ethnicity.
02 Apr, 2024
On January 29, 2024, on the 15th anniversary of the enactment of the Lily Ledbetter Fair Pay Act, the Biden Administration announced a proposed regulation to prohibit federal contractors and subcontractors from using job applicant’s prior salary history when setting pay and to require federal contractors to disclose the expected salary range in job postings. The proposal was published in the Federal Register on January 30, 2024 and comments were due on April 1, 2024.
OFCCP Contractor Portal
26 Mar, 2024
OFCCP announced on March 25, 2025 that its contractor portal will open for federal contractor certification on April 1, 2024 and close on July 1, 2024.
14 Mar, 2024
Join our skilled presenters as they discuss the actions of the DOL (Wage & Hour; OFCCP; OSHA), the NLRB, and recent Court arguments confronting the Chevron doctrine, with a focus on the impact on the workplace.
31 Jan, 2024
On January 30, 2024, the Biden Administration published a proposed regulation to prohibit federal contractors and subcontractors from using job applicant’s prior salary history when setting pay and to require federal contractors to disclose the expected salary range in job postings.
On January 9, 2024, the Department of Labor’s Wage and Hour Administration (“W&H”) issued its long-a
17 Jan, 2024
On January 9, 2024, the Department of Labor’s Wage and Hour Administration (“W&H”) issued its long-awaited final regulation, “Employee or Independent Contractor Classification Under the Fair Labor Standards Act.”
More Posts
Share by: