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EEO-1 Report Deadline

June 30, 2021

The Equal Employment Opportunity Commission (EEOC) announced that the deadline for submitting EEO-1 reports for both 2019 and 2020 has been extended to August 23, 2021. The previous deadline was July 19, 2021.


EEO-1 reports collect demographic data, such as gender and race/ethnicity, of an employer’s workforce by job grouping. EEO-1 reports are required annually for private employers with 100 or more employees and federal contractors with 50 or more employees. Last year, the EEOC delayed opening the 2019 EEO-1 collection due to the pandemic. Therefore, this year, each covered employer must submit a 2019 report and 2020 report.


For any questions or concerns about this change or preparing your submission, please contact the attorneys at The Royal Law Firm at (413) 586-2288.

Royal was Proud to Sponsor the 2025 BusinessWest Difference Makers Event!

April 10, 2025
Though the Difference Makers event has come to a close, let's continue to shine a light on the transformative power of giving back to our community! Every year, The Royal Law Firm is humbled to be a part of this incredible event that spotlights the brightest stars in our community. We can't wait to celebrate the 2026 Difference Makers and the boundless impact they'll have!

Appellate Court Affirms ADA Right to Accommodation

April 9, 2025
The United States District Court for the Northern District of New York issued an order granting summary judgment in favor of the Defendant, a school district, in a claim brought pursuant to the Americans with Disabilities Act (ADA). The Court agreed that the Plaintiff, a teacher, did not qualify for accommodation under the ADA because she could perform her job fully without the accommodation. It was agreed upon that her job functions could be performed but under “great duress and harm.” The Plaintiff appealed this decision to the United States Court of Appeals for the Second Circuit. The Court disagreed with the USDC NY decision, stating that “an employee may qualify for a reasonable accommodation even if she can perform the essential functions of her job without the accommodation.” For Employers This ruling reminds us that the crux of the ADA is if the accommodation is reasonable, aimed at mitigating disability related limitations, and does not place an undue burden on the employer, the employer is expected to fulfill that accommodation. Every request for accommodation should be looked at on a case-by-case basis. A broad metric should not be how a business decides if it should allow any requests for ADA accommodation(s). The attorneys at The Royal Law Firm are dedicated to helping employers navigate ADA accommodations and interpretations in their day-to-day practice and handbooks. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.
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