Federal Free Printable Workplace Posters Posters Federal UPDATED 2022 "Know Your Rights" Equal Employment Opportunity Poster (English) Required

 UPDATED 2022 "Know Your Rights" Equal Employment Opportunity Poster (English) PDF

The UPDATED 2022 "Know Your Rights" Equal Employment Opportunity Poster (English) is a workplace posters poster by the Federal Department Of Labor. This is a mandatory posting for all employers in the United States, and businesses who fail to comply may be subject to fines or sanctions.

IMPORTANT UPDATE - The "Know Your Rights" poster replaces the previously mandatory "EEO is the Law" and "EEO is the Law Supplement" posters for most employers in the United States as of November 2022. Replace the old posters in all workplaces ASAP.
This poster, by the Federal Equal Employment Opportunity Commission (EEOC), describes protections that individuals have from discrimination on the basis of race, color, religion, sex, national origin, disability, age, sex discrimination (paying less to men or women when performing equal work for the same job) and genetics. The poster also provides details on submitting a discrimination complaint, and describes how workers are protected from employers seeking to retaliate after a claim of discrimination is made.

Most federal Equal Employment Opportunity laws apply to most employers with 15 or more employees. Other EEOC laws such as the Equal Pay Act (EPA) apply to virtually all employers. This "Know Your Rights" poster is required to be displayed by all covered companies. The Americans with Disabilities Act (ADA) further requires that this notice be displayed in a handicap-accessible area.


Federal All-In-One Labor Poster: Instead of printing dozens of posters, employers can also purchase an all-in-one poster covering all Federal posting requirements by clicking here .

Know Your Rights:
Workplace Discrimination is Illegal	
Who is Protected? 
•  Employees (current and
former), including managers
and temporary employees
• Job applicants •
  Union members and
applicants for membership
in a union
What Organizations are Covered?
•    Most private employers
•   State and local governments
(as employers) •
  Educational institutions
(as employers)
• Unions
• Staffing agencies
What Types of Employment Discrimination 
are Illegal? 
Under the EEOC’s laws, an employer may not discriminate against 
you, regardless of your immigration status, on the bases of:
•  Race
• Color
• Religion
• National origin
•   Sex (including pregnancy
and related conditions,
sexual orientation, or
gender identity)
• Age (40 and older)
• Disability •
  Genetic information
(including employer requests
for, or purchase, use, or
disclosure of genetic tests,
genetic services, or family
medical history)
•   Retaliation for filing a
charge, reasonably
opposing discrimination,
or participating in a
discrimination lawsuit,
investigation, or proceeding.	
What Employment Practices can be Challenged 
as Discriminatory?
All aspects of employment, including:
•Discharge, firing, or lay-off
•   Harassment (including
unwelcome verbal or
physical conduct)
• Hiring or promotion
• Assignment
•
•
 P ay (unequal wages or
compensation)
 Failure to provide reasonable accommodation
for a disability or a sincerely- 
held religious  belief,
observance or 	
practice	
• Benefits •
Job training
• Classification
• Referral
•   Obtaining or disclosing
genetic information of
employees
•   Requesting or disclosing medical 
information of employees
•   Conduct that might reasonably
discourage someone from
opposing discrimination, filing
a charge, or participating in an 
investigation or proceeding.
What can You Do if You Believe Discrimination 
has Occurred?
Contact the EEOC promptly if you suspect discrimination. Do not 
dela y, because there are strict time limits for filing a charge of  
discrimination (180 or 300 days, depending on where you live/
work).  You can reach the EEOC in any of the following ways:
Submit      an inquiry through the EEOC’s public portal: 
https://publicportal.eeoc.gov/Portal/Login.aspx  
Call  	
1–800–669–4000 (toll free) 
1–800–669–6820 (TTY) 
1–844–234–5122 (ASL video phone) 	
Visit   an EEOC field office (information at 
www.eeoc.gov/field-office )  
E-Mail  [email protected]
Additional information about the	
 EEOC,  
including information about filing a 
charge  of	
 discrimination,  is available at 
www.eeoc.gov	
.	
The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from  
discrimination in employment. If you believe you’ve been discriminated against at work or in applying for 
a job, the EEOC may be able to help.

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTS
The Department of Labor’s Office of Federal Contract  
Compliance Programs (OFCCP) enforces the nondiscrimination 
and affirmative action commitments of companies doing business 
with the Federal Government. If you are applying for a job with,  
or are an employee of, a company with a Federal contract or  
subcontract, you are protected under Federal law from  
discrimination on the following bases:
Race, Color, Religion, Sex, Sexual Orientation, 
Gender Identity, National Origin 
Executive Order 11246, as amended, prohibits employment 
discrimination by Federal contractors based on race, color,  
religion, sex, sexual orientation, gender identity, or national  
origin, and requires affirmative action to ensure equality of   
opportunity in all aspects of employment.
Asking About, Disclosing, or Discussing Pay
Executive Order 11246, as amended, protects applicants and 
employees of Federal contractors from discrimination based on 
inquiring about, disclosing, or discussing their compensation or 
the compensation of other applicants or employees.
Disability 
Section 503 of the Rehabilitation Act of 1973, as amended,  
protects qualified individuals with disabilities from discrimination 
in hiring, promotion, discharge, pay, fringe benefits, job   
training, classification, referral, and other aspects of employment 
by Federal contractors. Disability discrimination includes not   
making reasonable accommodation to the known physical or 
mental limitations of an otherwise qualified individual with a   
disability who is an applicant or employee, barring undue  
hardship to the employer. Section 503 also requires that  
Federal contractors take affirmative action to employ and   
advance in employment qualified individuals with disabilities   
at all levels of employment, including the executive level. 	
Protected Veteran Status
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, 
as amended, 38 U.S.C. 4212, prohibits employment discrimination 
against, and requires affirmative action to recruit, emplo y	
, and 
advance in employment, disabled veterans, recently separated 
veterans (i.e., within three years of discharge or release from 
active duty), active duty wartime or campaign badge veterans, 	
 
or Armed Forces service medal veterans.
Retaliation
Retaliation is prohibited against a person who files a complaint 
of discrimination, participates in an OFCCP proceeding, or 	
 
otherwise opposes discrimination by Federal contractors  
under these Federal laws.
Any person who believes a contractor has violated its  
nondiscrimination or affirmative action obligations under 
OFCCP’s authorities should contact immediately:
The Office of Federal Contract Compliance Programs (OFCCP) 
U.S. Departmen

t of Labor 
200 Constitution Avenue,  N.	
W. 
Washingt	
on,  D.C. 20210   
1–800–397–6251 (toll-free)
If you are  deaf, hard of hearing,  or have a speech disabilit y, ple	
 ase dial 
7–1–1 t o access telecommunications relay services. OF CCP may also 
be contacte d by submitting a que	

stion online to OFCCP’s He	
 lp Desk  
at https://ofccphelpdesk.dol.gov/s/,  or by calling an OFCCP regional  
or district office, listed in most telephone directories under U.S. 
Government, Department of Labor and on OFCCP’s “Contact Us” 
webpage  at https://www.dol.gov/agencies/ofccp/contact.	
PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE
Race, Color, National Origin, Sex
In addition to the protections of Title VII of the Civil Rights Act 
of 1964, as amended, Title VI of the Civil Rights Act of 1964, as 
amended, prohibits discrimination on the basis of race, color  
or national origin in programs or activities receiving Federal  
financial assistance. Employment discrimination is covered by  
Title VI if the primary objective of the financial assistance is  
provision of employment, or where employment discrimination 
causes or may cause discrimination in providing services under 
such programs. Title IX of the Education Amendments of 1972 
prohibits employment discrimination on the basis of sex in  
educational programs or activities which receive Federal   
financial assistance.	
Individuals with Disabilities
Section 504 of the Rehabilitation Act of 1973,  as amended,  
prohibits employment discrimination on the basis of disability  
in any progr	

am or activity which receives Federal financial assistance. 
Discrimination is prohibited in all aspects of employment against 
persons with disabilities who,  with or without reasonable  
accommodation,  can perf	

orm the e ssential functions of the job.
If you believe you have been discriminated against in a program 
of any institution which receives Federal financial assistance, 	
 
you should immediately contact the Federal agency providing 
such assistance.
(Revised 10/20/2022)

Other Federal Labor Law Posters 4 PDFS

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