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May 2022: EEOC Issues a Delay on PEO EEO-1 Report Filings

03 May


Update Applicable to:
All clients who have active PEO contracts

What happened?
On March 25, 2022, the Equal Employment Opportunity Commission (EEOC) granted a request by the National Association of Professional Employer Organizations (NAPEO) asking for additional time to transition PEO clients that are required to file EEO-1 reports with the EEOC.

What are the details?
In response to NAPEO’s concerns regarding additional time for PEOs and their client employers to comply with the updated procedures for third-party human resource organizations, “please be advised that PEOs and (their PEO client employers) will have through Tuesday, June 21, 2022, to submit and certify 2021 EEO-1 Component 1 reports.”

Administrative services only (ASO) clients will still need to meet the May 17, 2022 deadline.

What do employers need to do?
PEO clients should take advantage of this extended time and begin the process of collecting data and preparing reports to file prior to the deadline.

Clients will not have to pull data reports. Vensure is currently working with Prism to pull the appropriate data.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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