Search Results

Answers to Common Questions About the EEOC Poster and Corresponding Laws

Many government agencies issue mandatory employee postings for businesses to display. The U.S. Equal Employment Opportunity Commission (EEOC) is one. The EEOC poster informs employees of their legal rights and responsibilities. Here are answers to common questions about the agency and its required notices.

Q: What is the EEOC?
A: The EEOC is the government agency responsible for enforcing federal laws that make it illegal to discriminate against an employee or job applicant. The agency was created as part of Title VII of the Civil Rights Act, and is charged with protecting employees from employment-related discrimination. As part of its role, the EEOC requires businesses to display a mandatory poster about federal anti-discrimination laws.

Q: What is EEO compliance?
A: EEO compliance means to operate a business or organization in accordance with the laws enforced by the EEOC. These laws are:

  • Title VII of the Civil Rights Act, which bars employers from discriminating on the basis of gender, race, color, religion or national origin.
  • Titles I and V of the Americans with Disabilities Act, which prohibit employers from discriminating against employees or job applicants on the basis of disabilities and requires employers to make ‘reasonable accommodations’ for disabled employees.
  • The Age Discrimination Act, which makes it illegal to discriminate against job applicants and employees who are 40 years of age and older.
  • The Equal Pay Act, which prohibits pay discrimination based on gender.
  • Title II of the Genetic Information Nondiscrimination Act (GINA), which bars employers from discriminating on the basis of genetic information.

Q: Do the laws covered by the EEOC apply to all businesses?
A: Most employers with at least 15 employees are obligated to comply with the federal anti-discrimination laws enforced by the EEOC. Most labor unions and employment agencies are also subject to these laws. (It’s important to note that employers not covered by federal anti-discrimination laws may be subject to similar state and/or local laws, which often apply to smaller businesses.)

Q: What are the EEO posting requirements?
A: Employers with 15 or more employees must display the “EEO is the Law” posting, an official notice describing the federal laws that prohibit employment discrimination based on race, color, sex, national origin, religion, age, equal pay, disability and genetic information. The poster summarizes each law and explains how an employee or applicant can file a complaint if he or she experiences employment-related discrimination. The notice must be posted prominently, where it can be readily seen by all employees and job applicants.

According to the EEOC, the ‘EEO is the Law” poster should be placed in a conspicuous location in the workplace where notices to applicants and employees are customarily posted. The EEO notice is one of the federal posters required to be accessible to both employees and job candidates.

Q: What does the federal EEOC poster contain?
A: The “EEO is the Law” poster, issued by the EEOC, defines the classes that are protected from discrimination as well as the various laws that provide this protection. Protected classes cannot be denied employment, raises, promotions, proper discharge, pay, training, benefits, referrals or any other aspect of employment based on their classification alone. The laws covered by the poster include:

  • Title VII of the Civil Rights Act (protects employees and job applicants from discrimination based on gender, race, color, religion or national origin)
  • Titles I and V of the Americans with Disabilities Act (protects employees and applicants from discrimination based on physical or mental disabilities)
  • The Age Discrimination Act (offers employment-related protections for individuals who are 40 years old or above)
  • The Equal Pay Act (requires equal pay for equal work regardless of gender)
  • Title II of the Genetic Information Nondiscrimination Act (GINA) (protects employees and job applicants from discrimination based on genetic information)

Q: What are the fines and repercussions for failing to meet EEOC posting requirements?
A: The maximum penalty for violating the posting requirements is $559 per location. Failure to post can also be considered a sign of “bad faith” in a legal dispute. In certain instances, it can even extend the statute of limitations — so cases that normally wouldn’t be allowed to proceed are able to continue.

Q: What are the posting requirements beyond the EEOC poster?
A: The EEOC poster is just one of the mandatory federal postings required for employers. And beyond federal requirements, most employers must also display certain state-issued — and often city- and county-issued — notices.

Poster Guard®Compliance Protection gets your business up to date with all required federal, state and local labor law postings – and keeps it that way for a full 12 months. You’ll receive a complete poster set plus automatic replacements any time a mandatory change occurs, providing you with year-round peace of mind.

Get Free
Compliance Alerts

Upcoming Free Webinar

Poster Compliance Audit: Are You Up to Date with the Latest Requirements?

Wednesday July 22, 2020 at 2 PM EST

Filters
Sort
display