• VETS 4212 Report Due 9/30, EEO-1 Report Due 3/31/18: Pay Data Component of EEO-1 Report Suspended

    **VETS-4212 Report due 11/15/17** EEO-1 Report due 3/31/18 The Pay Data Component (Component 2) has been suspended at this time. It would have been applicable to employers with 100 or more employees. Who is Required to Submit the EEO-1 Report? The EEO-1 report is a collection of workforce data from employers with 100 or more End excerpt

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  • VETS 4212 and EEO-1 Reports Due Soon

    This is a reminder that the VETS-4212 and EEO-1 Reports are due annually on September 30th Who is Required to Submit the EEO-1 Report? The EEO-1 report is a collection of workforce data from employers with 100 or more (lower thresholds apply to federal contractors) employees.  The EEO-1 report applies to employers with more than End excerpt

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  • Notice of Proposed Changes to the EEO-1 Reporting Requirements to Collect Pay Data

    The following information is taken from the EEOC The EEOC collects workforce data from employers with more than 100 employees (lower thresholds apply to federal contractors). Employers meeting the reporting thresholds have a legal obligation to provide the data; it is not voluntary. The data is collected using the reports below and is used for End excerpt

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  • EEO-1 and VETS-4212 Reporting Deadline 9/30/15

    This is a reminder that the VETS-4212 and EEO-1 Reports are due annually on September 30th NOTE: The EEO-1 Joint Reporting Committee has extended the deadline for all EEO-1 Report Filers from September 30, 2015 to October 30, 2015. CLICK HERE FOR DETAILS Who is Required to Submit the EEO-1 Report? The EEO-1 report is a End excerpt

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  • DEADLINE REMINDER: EEO-1 and Veterans Reporting

    This is a reminder that the EEO-1, and Veterans Report are due annually no later than September 30. EEO-1 Reports  The EEO-1 report is a collection of workforce data from employers with 100 or more (lower thresholds apply to federal contractors) employees.  The EEO-1 report applies to employers with more than 100 employees or contractors or subcontractors with End excerpt

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  • VETS-100/VETS-100A and EEO-1: Annual Report Deadline 9/30

    This is a reminder that the VETS-100/100A  and EEO-1  Reports are due annually on September 30th.

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  • Affirmative Action Plan Development

    FosterThomas assists companies by developing fully compliant affirmative action plans.  We exist to help companies remain in compliance.  Our plans have successfully helped numerous companies pass audits by the Office of Federal Contract Compliance Programs (OFCCP).  Compliance with Executive Order 11246 and Affirmative Action Plan guidelines is a must.  These initiatives are not only good End excerpt

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  • GovCon Resources

    Scroll through the options below to learn more or download forms to assist you with HR Compliance for Government/Federal Contractors: Affirmative Action Plan (AAP) EPLI Defense Base Act (DBA) HR Compliance Federal Contract Compliance Manual EEO-1 Articles Risk /Management VETS/VETS 100 Articles VEVRAA Articles FAR Privacy Training Required for Federal Contractors (NEW 2/10/17) OMB Voluntary Self-Identification of End excerpt

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  • GovCon Compliance

    FosterThomas is a specialist in the arena of Government Contracting HR. With hands on expertise that is continually developed from working successfully alongside Government and Federal Contractors, FosterThomas is able to seamlessly integrate with your staff. Our Government Contracting HR Solutions focus on exceptional HR Compliance and Management.  Gain proactive HR protection & guidance and End excerpt

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  • HR Consulting & Outsourcing

    Placing Your Business First. Every business is unique, as are its human resource needs. That’s why FosterThomas’ human resource management solutions serve to develop HR initiatives that align with your organization’s overall mission and strategic goals. Our hr management solutions can either be designed to provide total and ongoing HR support, or provided solely on End excerpt

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