Meeting Equal Employment Opportunity and Affirmative Action Plan Reporting Requirements
Human Resources supports Equal Employment Opportunity/Affirmative Action Plan (EEO/AAP) reporting requirements by enabling you to classify jobs and positions filled by applicants and employees in specific gender and ethnic groups. Use this information to define affirmative action goals and timetables and generate the necessary government reports.
Requirements that have been set forth by the U.S. government have made it necessary that Affirmative Action plan and goal information be reported based on establishments and job groups. Regulations pertaining to EEO/AAP reporting are Executive Order 11246 (EEO) and Public Law 88-352, Title VII of the Civil Rights Act of 1964, as amended by the Equal Employment Act of 1972. Record keeping and reporting requirements have been amended by Title 41 of the Code of Federal Regulations part 60-2 (AAP reporting) and part 61-250 (VETS reporting).
Human Resources supplies standard reports with the appropriate information in the standard federal reporting format.
These topics discuss:
Using U.S. establishment functionality.
Setting up EEO reporting requirements.
Understanding adverse impact reporting requirements.
The U.S. government set requirements for Affirmative Action plan and goal information reporting based on establishments and job groups. The establishment/location allows for a many-to-many relationship to exist between location and establishment ID.
You can enter the regulatory region that is associated with the location. Select one or more establishment IDs for the location. You can also use the establishment-location relationship for Affirmative Action planning, EEO, Occupational Safety and Health Administration (OSHA), and other U.S. federal reporting regulations. Enter one or more location codes to associate with the establishment.
Note: In order for reports to be counted, populate the establishment ID on the job record for employees in U.S. locations.
Establishments in Affirmative Action Reporting
EEO reports are organized by establishment. A company's headquarters unit and each of its hiring locations are considered separate establishments. A single-establishment employer is required to file a single report.
A multi-establishment employer (doing business at more than one hiring location) files separate reports for each of the following locations:
The organization's principal or headquarters office.
Each hiring location employing 50 or more persons.
In addition, multi-establishment employers must file a consolidated report covering all establishments, as well as a list of all the establishments with less than 50 employees that are included in the tabulations on the consolidated report but for which no individual establishment report is filed.
Note: Human Resources does not provide consolidated reporting information for companies with a total of fewer than 50 persons if all establishments are located in a single state.
The Equal Employment Opportunity Commission (EEOC) requires that most companies file one or more reports from the series EEO-1 through EEO-5. These reports count male and female employees in certain ethnic groups by federal employment categories. Before running the EEO reports, you need to set up the following data about your organization's establishments and EEO job categories:
Create U.S. establishments on the Establishment - Establishment Address page
Enter EEO job categories on the Job Code Table - Job Code Profile page
Assign establishment IDs on the secondary page of the Location Table - Location Profile page
The Adverse Impact report (HRS001) provides analysis information on recruitment and hiring practices to help determine whether specific actions by an employer are influenced by ethnicity, sex, or other EEO/AA issues. The report compares employment hiring decisions for white males to members of ethnic minorities and females. The government requires certain employers to assess adverse impact annually. This report helps in determining the effect of EEO/AA issues on hiring practices and employee movements in an organization, such as promotions, transfers, and terminations.
Use the report to detect evidence of adverse selection within ethnic groups in the recruitment and hiring activities. The report compares white males, selected ethnic groups, and sex, and includes a total for each group and for each category as a whole. In addition to the count totals, the report calculates the ratio of total offers in each group to the total applicants in the group, and the impact on ethnic minorities as compared to white males.
Entering Applicant Data for the Adverse Impact Report
You need to enter certain data for job applicants and employees before you run the Adverse Impact report. The system recognizes a person as both a new hire and an applicant for purposes of the Adverse Impact report if you hire the person through the Hire component in PeopleSoft HR Administer Workforce.
However, if you enter a person as an applicant through PeopleSoft Talent Acquisition Manager, the system only counts the applicant for the Adverse Impact report if you complete certain fields on the Applicant Personal Data page and the Application Data page. The following table shows the recruiting pages and fields that you must complete for the Adverse Impact report to run properly.
|
Affected Page |
Affected Fields |
Comments |
|---|---|---|
|
Create Applicant page: Personal Information tab. (This is also available as the Manage Applicant page: Applicant Data tab: Personal Information subsection.) |
First Name and Last Name |
Must be completed. |
|
Create Applicant page: Eligibility and Identity tab. (This is also available as the Manage Applicant page: Applicant Data tab: Eligibility and Identity subsection.) |
Gender Ethnic Group (in the USA section of the page) |
Must be completed. |
|
Add Application Details page or Edit Application Details page. |
Eligible to Work in U.S. |
Value must be Yes. |
|
Manage Job Opening page: Applicant Screening tab: Screening Results subsection. |
Apply Results button Results Applied field in grid (read-only) |
The application must have been through a standard screening process (not prescreening or online screening) and had the screening results applied. |