In an article published in HR Dive, Brooks Pierce Partner Bryan Starrett discusses why employers should maintain their EEO-1 reporting processes even as the EEOC moves to eliminate the federal requirement.
EEOC submitted a proposal last month to end collection of a suite of EEO data reporting, with regulatory review of the proposal concluding June 9. While the article notes that the EEOC's steps to discontinue EEO-1 demographic data reporting may be unprecedented, attorneys nevertheless caution that HR teams should not scrap their compliance processes.
Starrett agreed with the cautionary approach and explained that with or without the federal requirement, the data employers would typically submit in EEO-1 reports will still exist in raw form within their systems. He added that failing to keep data collection procedures current could backfire if the EEO-1 program is ever restarted, noting that job classifications change over time and may create mismatches, and that further, EEO-1 forms require site-specific reporting that shifts as office locations change.
Starrett provides three well-earned layers of experience as a litigator, employment lawyer, and in-house counsel for a newly public company, providing his clients with a practical, business-focused approach to legal advice.
He represents clients in state and federal courts across North Carolina, including the North Carolina Business Court, handling matters involving corporate governance, shareholder disputes, antitrust, contracts, noncompete agreements, employment, business torts, and constitutional litigation.
His clients rely on Bryan to manage legal risk while advancing their business objectives, taking full advantage of his skills as a trusted advisor who understands the realities of in-house legal decision-making. He’s also an adjunct professor at Wake Forest Business School, helping students understand the legal issues that businesses face.
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