Federal Equal Employment Opportunity Poster (English) Required
The 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.
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 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 "EEO Is The Law" 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 .
Equal Employment O\Vppor tunity is THE LAW Private Employers, State and \focal Gov\dernments, Educational \bnstitu\dtions, Employment Agencies and \fabor Or\dganizations � Applicants to and employees of most pri\bate employers, state and local go\ber nments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases: � RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Title V\f\f of the Ci\bil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe bene�ts, job training, classi�cation, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship. DISABILITY Title \f and Title V of the Americans with Disabilities Act of 1990, as amended, protect quali�ed indi\biduals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe bene�ts, job training, classi�cation, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an other wise quali�ed indi\bidual with a disability who is an applicant or employee, barring undue hardship. AGE The Age Discriminat\Vion in Employment \VAct of 1967, as am\Vended, protects applicants and emp\Vloyees 40 years of \Vage or older from discrimination \Vbased on age in hiring, promotion, discharge, pay, fringe bene�ts, \Vjob training, clas\Vsi�cation, referral, and other aspe\Vcts of employment.\V SEX (WAGES\f \fn addition to sex \Vdiscrimination prohibited by Title V\f\f of the Ci\bil\V Rights Act, as amended, the Equal \VPay Act of 1963, a\Vs amended, prohibits sex discrim\Vination in the payment of wage\Vs to women and men\V per forming substantially\V equal work, in jobs that require equal skill, ef for t, and responsibility, under similar wo\Vrking conditions, in the \Vsame establishment.\V GENETICS Title \f\f of the Genetic \fnformation Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe bene�ts, job training, classi�cation, referral, and other aspects of employment. G\fNA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical histor y); and requests for or receipt of genetic ser \bices by applicants, employees, or their family members. RETALIATION All of these Federal laws prohibit co\bered entities from retaliating against a person who �les a charge of discrimination, par ticipates in a discrimination proceeding, or other wise opposes an unlawful employment practice. WHAT TO DO IF YOU BELIE\bE DISCRIMI\WNATION HAS OCCURRED There are strict time limi\Vts for �ling charges of employment \Vdiscrimination. To preser \be the ability of E\VEOC to act on your \Vbehalf and to protect your right to\V �le a pri\bate lawsuit, sh\Vould you ultimatel\Vy need to, you shou\Vld contact EEOC promptly when discrimination\V is suspected: The U.S. Equal Empl\Voyment Oppor tunity Commission (\VEEOC), 1-800-669-400\V0 (toll-free) or 1-800-669-6\V820 (toll-free TTY number for \Vindi\biduals with hea\Vring impairments). EEOC �eld o\Vf�ce information is a\bailable\V at www.eeoc.go\b or in most telephone d\Virectories in the U.S\V. Go\bernment or Federal G\Vo\bernment section. Additiona\Vl information about EEOC, \Vincluding information about charge �ling, is a\bailable\V at www.eeoc.go\b. Employers Holding Federal Contracts or Subcontracts Applicants to and \Vemployees of compa\Vnies with a Federal\V go\bernment contract or \Vsubcontract are protected under Fede\Vral law from discrimination \Von the following ba\Vses: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Executi\be Order 11246, as amend\Ved, prohibits job discrim\Vination on the basi\Vs of race, color, religion, sex or na\Vtional origin, and\V requires af�rmati\be action to ensure equality of oppo\Vr tunity in all aspe\Vcts of employment.\V INDI\bIDUALS WITH DIS\WABILITIES Section 503 of the \VRehabilitation Act \Vof 1973, as amende\Vd, protects quali�ed indi\biduals from discrimination \Von the basis of dis\Vability in hiring, \Vpromotion, discharge, pay, fringe bene�ts, \Vjob training, clas\Vsi�cation, referral, and other aspects of em\Vployment. Disability discrim\Vination includes n\Vot making reasonable accommod\Vation to the known \Vphysical or mental \Vlimitations of an \V other wise quali�ed indi\V\bidual with a disab\Vility who is an app\Vlicant or employee\V, barring undue hardship. Section 503\V also requires that Federal con\Vtractors take af�rmati\be action to em\Vploy and ad\bance in\V employment quali�\Ved indi\biduals with disabilities a\Vt all le\bels of emp\Vloyment, including\V the executi\be le\bel\V. DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SER\bICE MEDAL \bETERANS The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38
Other Federal Labor Law Posters 4 PDFS
There are an additional 45 optional and mandatory Federal labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
- Original poster PDF https://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf , updated April 2020
- Federal Labor Law Posters at https://www.dol.gov/general/topics/posters
- Federal Department Of Labor
While we do our best to keep our list of Federal labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.