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Press Release 05-29-2024

EEOC Sues 15 Employers for Failing to File Required Workforce Demographic Reports

WASHINGTON – The U.S. Equal Employment Opportunity Commission (EEOC) filed suit against 15 employers in 10 states this week, alleging the companies failed to comply with mandatory federal reporting requirements.

The EEOC sued 15 employers for repeatedly failing to submit mandatory EEO-1 Component 1 data reports in prior years, including for reporting years 2021 and 2022. Federal law requires employers with 100 or more employees to submit workforce data to the EEOC. The data collected includes workforce information by job category and sex, race, or ethnicity. This workforce demographic data is used for a variety of purposes including enforcement, analytics and research, and employer self-assessment.

“This data collection is an important tool for ensuring compliance with Title VII’s prohibition on workplace discrimination,” said EEOC General Counsel Karla Gilbride. “Not only did Congress authorize the EEOC to collect this data, Congress also authorized the agency to go to court to obtain compliance when employers ignore their obligation to provide the required information.”

“For nearly six decades, the Commission has required private employers with 100 or more employees to submit workforce demographic data to the EEOC,” said EEOC Chair Charlotte A. Burrows. “The data help the agency focus its resources, identify potential discrimination, and refine its investigations. As we commemorate this year’s 60th anniversary of the Civil Rights Act of 1964, the EEOC remains committed to using all our tools to remedy discrimination and fulfill the promise of equal opportunity in our nation’s civil rights laws.”

The EEO-1 Component 1 report is a mandatory annual data collection that requires all private sector employers with 100 or more employees to submit workforce demographic data, including data by job category and sex and race or ethnicity, to the EEOC. This annual data collection is authorized by Section 709 of Title VII of the Civil Rights Act of 1964, as amended, and Section 1602.7 – 1602.14, Chapter XIV, Title 29 of the Code of Federal Regulations.

The employers include companies from the retail, construction, restaurant, manufacturing, logistics, and service industries. The list of employers sued for failure to file EEO-1 Component 1 data includes:

EEOC v. Autosales, Inc. d/b/a Summit Racing Equipment, Civil Action No. 5:24-cv-0927 (N.D. Ohio)

EEOC v. Boomerang Tube, LLC, Civil Action No. 4:24-cv-00745 (E.D. Mo.)

EEOC v. Commodore Construction Corp., Civil Action No. 24-CV-4066 (S.D.N.Y.)

EEOC v. Eastern Janitorial Services, Civil Action No. 3:24-cv-6474 (D.N.J.)

EEOC v. Eissmann Automotive North America, Civil Action No. 4:24-cv-00680 (N.D. Ala.)

EEOC v. Erickson Framing Operations LLC, Civil Action No. 2:24-cv-01253 (D. Ariz.)

EEOC v. Harrison Poultry, Inc., Civil Action No. 2:24-cv-00117 (N.D. Ga.)

EEOC v. Leonard’s Express, Civil Action No. 3:24-cv-00355 (W.D. Wis.)

EEOC v. Lone Star Overnight, Civil Action No. 4:24-cv-477 (E.D. Tex.)

EEOC v. Metropolitan Foods d/b/a Driscoll Food, Civil Action No. 2:24-cv-06384 (D.N.J.)

EEOC v. Nailor Industries of Texas, Civil Action No. 4:24-cv-01990 (S.D. Tex.)

EEOC v. Performance Hospitality Management, LLC, Civil Action No. 24-cv-60909 (S.D. Fla)

EEOC v. Primary Aim LLC, Civil Action No. 2:24-cv-02918 (S.D. Ohio)

EEOC v. Taylor Morrison, Inc., Civil Action No. 2:24-cv-01233 (D. Ariz.)

EEOC v. Transdev Services, Inc., Civil Action No. 5:24-cv-00294 (W.D.N.C.)

The 2023 EEO-1 Component 1 data collection is currently underway. The EEOC began collecting EEO-1 Component 1 data from employers for the 2023 reporting cycle on April 30, 2024. The published deadline to file the 2023 EEO-1 Component 1 report is June 4, 2024. The EEOC publishes an Instruction Booklet for employers to assist them in complying with this mandatory reporting requirement, which is available at

For more information on EEO data collection, please visit

The EEOC prevents and remedies unlawful employment discrimination and advances equal opportunity for all. More information is available at Stay connected with the latest EEOC news by subscribing to our email updates.