Employment Lawyer Phyllis Towzey

EEOC News: Healthcare Services Group to Settle EEOC National Origin Discrimination Charge EEOC News: Healthcare Services Group to Settle EEOC National Origin Discrimination Charge U.S. Equal Employment Opportunity Commission sent this bulletin at 06/26/2024 01:26 PM EDT View as a webpage / Share U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION FOR IMMEDIATE RELEASEJune 26, 2024 Healthcare Se...

FOR IMMEDIATE RELEASE
May 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 s*x, 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 s*x 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 https://www.eeocdata.org/eeo1.
For more information on EEO data collection, please visit https://www.eeoc.gov/data/eeo-data-collections.
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
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Please contact [email protected] for media inquiries.

Coming in June 2024: New Workplace Regulations for Pregnant Employees

Summary of Key Provisions of EEOC’s Final Rule to Implement the Pregnant Workers Fairness Act (PWFA) The U.S. Equal Employment Opportunity Commission issued a final rule to implement the Pregnant Workers Fairness Act (PWFA). The final rule was issued on April 15, 2024, and published in the Federal Register on April 19, 2024.

See this article for the latest updates from the Department of Labor on Long Covid in the workplace, reasonable accommodations, and the ADA.

ODEP News Brief The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

EEOC Announced Settlement in Disability Discrimination Case

(corrected copy) ADT Pizza to Pay $15,000 to Settle EEOC Disability Discrimination and Harassment Charge (corrected copy) ADT Pizza to Pay $15,000 to Settle EEOC Disability Discrimination and Harassment Charge U.S. Equal Employment Opportunity Commission sent this bulletin at 02/28/2024 04:18 PM EST View as a webpage / Share U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION FOR IMMEDIATE RELEASE Feb. 28, 20...

Mandatory Retirement Policy in Medical Group Held Discriminatory by EEOC

EEOC News (San Diego): Scripps Pays $6.875 Million to Resolve Age Charge EEOC News (San Diego): Scripps Pays $6.875 Million to Resolve Age Charge U.S. Equal Employment Opportunity Commission sent this bulletin at 12/19/2023 11:43 AM EST View as a webpage / Share U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION FOR IMMEDIATE RELEASE December 19, 2023 SCRIPPS CLINICAL MEDICAL....

FOR IMMEDIATE RELEASE
Oct. 26, 2023
EEOC SUES WEIS MARKETS FOR SEXUAL HARASSMENT AND UNLAWFUL USE OF EMPLOYEE ASSISTANCE PROGRAM
Federal Agency Charges That Grocery Chain Subjected Employee to Sexual Harassment and Fired Her for Refusal to Cooperate with Illegal Medical Examination and Disability-Related Inquiries
HARRISBURG, Pa. – Weis Markets, Inc., a chain of grocery stores throughout the Mid-Atlantic and headquartered in Sunbury, Pennsylvania, subjected an employee to s*xual harassment and discharged her when she refused to comply with an unlawful directive to participate in the company’s employee assistance program, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit today.
According to the EEOC’s lawsuit, a supervisor at Weis Markets’ Mifflintown, Pennsylvania store subjected a female employee to unwelcome and offensive s*xual harassment. The supervisor made frequent s*xual comments in the workplace, often winked at the employee, made statements indicating his propensity to commit violent acts, and, on one occasion, kissed her face without consent, the EEOC alleged. The suit charged that Weis Markets failed to take reasonable corrective action against the supervisor after the employee reported the s*xual harassment and the supervisor admitted some of his conduct.
After the employee’s s*xual harassment complaint, the company told her that coworkers had complained about her and as a result of those complaints, she would be required to participate in its employee assistance program (EAP), the EEOC alleged. The EEOC’s lawsuit charged that the mandatory EAP referral would have required her to undergo a medical examination and disability-related inquiries. The referral would also require her to release medical information to the company, and a company official confirmed to her that the referral was to determine whether she would be placed on disability leave. When the female employee refused to comply with the mandatory EAP referral, Weis Markets suspended her without pay and ultimately discharged her, the EEOC charged.
Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits workplace s*xual harassment. Such alleged conduct also violates the Americans with Disabilities Act (ADA), which prohibits requiring employees to undergo medical examinations or answer questions that are likely to reveal whether they have disabilities unless the employer can show the examinations or inquiries are job-related and consistent with business necessity. The ADA also prohibits retaliating against employees for opposing such practices and interfering with employees’ exercise and enjoyment of ADA rights, including the right to be free from illegal medical examinations and disability-related inquiries.
The EEOC filed suit in U.S. District Court for the Middle District of Pennsylvania (U.S. EEOC v. Weis Markets, Inc., Case No. 1:23-cv-01767-YK, after first attempting to reach a pre-litigation settlement through its administrative conciliation process.
“Title VII requires employers to make diligent efforts to prevent and correct workplace s*xual harassment,” said Philadelphia District Office Regional Attorney Debra Lawrence. “The EEOC will continue to hold employers accountable for their failure to protect workers from such abuses.”
Philadelphia District Director Jamie Williamson added, “Employees have a right under the ADA not to be forced by their employers to participate in medical exams and inquiries that are not job-related and consistent with business necessity. The EEOC will not permit employers to interfere with that important ADA right or to retaliate against employees who exercise it.”
The lawsuit was filed by the EEOC’s Pittsburgh Area Office, a component of the Philadelphia District Office, which has jurisdiction over Pennsylvania, West Virginia, Maryland, Delaware, and parts of New Jersey and Ohio. Attorneys in the EEOC Philadelphia District Office also prosecute discrimination cases in Washington, D.C., and parts of Virginia.
For more information on s*xual harassment, please visit https://www.eeoc.gov/s*xual-harassment. For more information about medical examinations and disability-related inquiries of employees, please visit https://www.eeoc.gov/laws/guidance/enforcement-guidance-disability-related-inquiries-and-medical-examinations-employees. For more information on retaliation, please visit https://www.eeoc.gov/retaliation.
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
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There have been a growing number of child labor law violations in the news lately. Here's the latest:

News Release

FEDERAL INVESTIGATION OF TEEN WORKER’S FALL FROM NEW CASTLE STORE ROOF FINDS GEORGIA CONTRACTOR VIOLATED CHILD LABOR, OVERTIME, WORKER SAFETY LAWS
JVS Roofing LLC paid nearly $100K in back wages, penalties; $16K in OSHA fines
NEW CASTLE, PA – A federal investigation into why a 17-year-old worker – who fell 24 feet from the roof of a New Castle, Pennsylvania, home improvement store in October 2022 – was doing work that violated child labor laws led to a wider review into how the roofing contractor failed to pay 30 employees their full wages and exposed other workers to dangerous fall hazards.

The U.S. Department of Labor found JVS Roofing of Jonesboro, Georgia, hired the teenager for roofing work, an occupation defined as hazardous for young workers by the Fair Labor Standards Act. The young worker sustained minor injuries after the fall.

Further investigation by the department’s Wage and Hour Division into the employer’s pay practices found JVS misclassified 30 workers as independent contractors. By doing so, the employer illegally exempted them from overtime pay for hours worked beyond 40 in a workweek. The division also learned JVS failed to keep full and accurate payroll records.

The division recovered $92,640 in back wages for the affected workers, and the department has received the employer’s payment of a $6,399 civil money penalty assessed for the child labor violation.

“JVS Roofing ignored federal child labor laws and hired an underage employee to do prohibited roofing work,” said Wage and Hour Division District Director John DuMont in Pittsburgh. “In reviewing this incident, our investigators then determined that the employer shortchanged workers an average of $3,000 per employee in earned overtime by misclassifying them as independent contractors.”

A subsequent investigation by the department’s Occupational Safety and Health Administration found JVS Roofing failed to provide employees with required fall protection, did not provide related training and allowed employees to work without a fall protection system in place.

OSHA issued the company a citation for four serious safety violations and proposed $16,500 in penalties, which the company has paid.

“Putting a child to work on a roof is irresponsible and a violation of federal safety laws,” said OSHA Area Director Brendan Claybaugh in Erie, Pennsylvania. “Fall hazards are well-known by employers and they remain a leading cause of serious injury and deaths in the construction industry. There is simply no place for such reckless behavior.”

Mid-South Contractors – operating as Mid-South Roof Systems in Forest Park, Georgia – subcontracted JVS Roofing to perform roofing work atop the Lowe’s store in New Castle at the time of the teen’s injuries.

The injured teen worker is one of 688 minors the division found employed in hazardous occupations during investigations in fiscal year 2022, the highest annual count since fiscal year 2011.

Learn more about the Wage and Hour Division, including about its protections for young workers on the department’s YouthRules! Website. The division also maintains a search tool to learn if you are owed back wages collected by the division. Help ensure hours worked and pay are accurate by downloading the department’s Android and iOS Timesheet App for free, available in English and Spanish.

The Bureau of Labor Statistics reports that there were 123 fatalities in the roofing industry in 2021, 99 of which were from falls, slips or trips. OSHA’s stop falls website offers safety information and video presentations in English and Spanish to teach workers about fall hazards and proper safety procedures.

U.S Equal Employment Opportunity Commission
Miami Tower
100 S.E. 2nd Street, Ste. 1500
Miami, FL 33131 PHONE (305) 808-1740

EEOC SCORES SUMMARY JUDGMENT WIN AGAINST UPS IN DISABILITY DISCRIMINATION CASE
Court Agrees With EEOC That UPS Failed to Accommodate and Terminated Employee With Diabetes, Violating Federal Law
JACKSONVILLE, Fla. – A federal judge has ruled as a matter of law that United Parcel Service, ¬Inc. violated federal law by failing to accommodate and then firing an employee because of his disability, the U.S. Equal Employment Opportunity Commission (EEOC) announced today.
According to the EEOC’s suit, an employee who suffers from diabetes asked a UPS human resources supervisor at a Jacksonville warehouse location for the accommodation of an occasional short break to check his blood sugar and eat or drink something if necessary. The human resources supervisor referred to the employee with a disability as a “liability,” claiming that he could not do his job because of his diabetes. After the employee’s second shift ended, the UPS human resources supervisor left the employee a voicemail message advising him it was his last day of work.
Failing to provide a reasonable accommodation to a disabled employee and terminating an employee because of his disability violate the Americans with Disability Act (ADA). The EEOC filed suit (EEOC v. United Parcel Service, Inc., Case No. 3:21-cv-00656-BJD-JRK) in U.S. District Court for the Middle District of Florida after exhausting its conciliation efforts to reach a voluntary pre-litigation settlement.
The federal judge ruled in EEOC’s favor that UPS failed to accommodate the employee’s disability, noting that it was undisputed that the UPS human resources supervisor and the employee’s full-time supervisor viewed the employee’s request for accommodations as a problem. “Instead of working with [the employee] or trying to accommodate him, UPS classified him as a liability, berated him, and remarked that [the employee] placed himself and UPS’s equipment in danger,” the judge said.
In addition, the judge found that UPS terminated the employee in violation of the ADA, explaining that the UPS supervisor’s remarks about the employee’s disability constituted direct evidence of UPS’s intent to discriminate and “. . . the only reasonable conclusion a juror could reach is that [the UPS human resources supervisor’s] message notified [the employee] that he was fired from UPS.”
The amount of monetary damages owed to the employee by UPS will be determined in further proceedings.
“The court’s ruling made it clear that UPS’s attempts to circumvent the protections of the ADA will not be tolerated,” said EEOC trial attorney Carmen Manrara Cartaya. “The EEOC will continue to fight for disabled employees to ensure they get a fair opportunity to work and earn a living.”
Evangeline Hawthorne, the EEOC’s district director in Miami, added, “Congress passed the ADA to remove barriers that prevent individuals with disabilities from finding and keeping their jobs. This decision should serve as a reminder to employers of the importance of educating supervisors about the protections afforded by the ADA – and the readiness of the EEOC to enforce that law.”
Robert Weisberg, the EEOC’s regional attorney in Miami, said, “Over 34 million people in the United States have diabetes. Employers should take note that they are required to provide reasonable accommodations unless doing so would create an undue hardship.”
For more information on disability discrimination, please visit https://www.eeoc.gov/disability-discrimination.
The EEOC Miami District Office’s jurisdiction includes Florida, Puerto Rico and the U.S. Virgin Islands.
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
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EEOC Seeks Comments on New Strategic Enforcement Plan

Office of Communications & Legislative Affairs
131 M St. NE
Washington, DC 20507
202-921-3191
ASL videophone 844-234-5122
Contact: [email protected]

FOR IMMEDIATE RELEASE
January 10, 2023
Comment Period Open for EEOC Strategic Enforcement Plan
Stakeholders are Invited to Weigh-In on Agency Priorities
WASHINGTON - The U.S. Equal Employment Opportunity Commission (EEOC) has released for public comment, and published in the Federal Register on January 10, a draft of its Strategic Enforcement Plan (SEP) for Fiscal Years 2023-2027, the agency announced today. Once finalized, the SEP will establish the EEOC’s upcoming enforcement priorities in its work to advance equal employment opportunity and prevent and remedy discrimination in the workplace.
The public is invited to submit comments on the draft plan through regulations.gov on or before February 9, 2023. The draft plan remains under review and has not been approved by the Commission. The final plan is subject to approval by a vote of the Commission.
The draft SEP is the result of a collaborative effort involving representatives of EEOC leadership and program offices over the past nine months. As part of this process, the EEOC hosted three listening sessions to obtain public input. The listening sessions—available on the EEOC’s YouTube channel—focused on racial and economic justice, vulnerable workers, and a host of issues related to the EEOC’s current strategic enforcement priorities. Witnesses included representatives from civil rights and workers’ rights organizations; employer and human resource representatives; and attorneys representing plaintiffs and defendants in EEO matters. The insights gained from these listening sessions helped inform the contents of the draft SEP.
The Commission voted unanimously to publish the draft SEP in the Federal Register for public comment. The purpose of seeking public input on the draft SEP is to ensure that the future work of the EEOC will reflect the agency’s values and the needs of all those who have a stake in its mission. Prior to publication of the SEP, the agency released a draft of its 2022-2026 Strategic Plan (SP), which is a separate agency document, for public comment. The Commission has considered those comments and is finalizing the SP. The SP outlines strategic objectives, goals and performance measures for the agency. The SEP works together with the Strategic Plan by establishing the EEOC’s substantive area priorities.
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.

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Settlement with Circle K announced by the EEOC in disability discrimination case:

Contact: [email protected]
202-921-3191
ASL Video Phone: 844-234-5122
Victor Chen
Kimberly Dulic
Christine Nazer
Joseph J. Olivares
FOR IMMEDIATE RELEASE
November 29, 2022
CIRCLE K TO PAY $8 MILLION TO RESOLVE EEOC DISABILITY, PREGNANCY, AND RETALIATION CHARGES
PHOENIX – Circle K Stores Inc. has entered into a nationwide agreement with the U.S. Equal Employment Opportunity Commission (EEOC) to resolve disability, pregnancy and retaliation discrimination charges, the federal agency announced today.
This resolution resolves multiple charges of discrimination filed against Circle K and related entities, ending an investigation in which the EEOC determined it had reasonable cause to believe Circle K denied reasonable accommodations to pregnant employees and those with disabilities, subjecting them to actions such as involuntary unpaid leave, retaliation, requiring employees be 100% healed to return to work, or terminations.
These actions violate the Americans with Disabilities Act of 1990, Title VII of the Civil Rights Act of 1964, and the Pregnancy Discrimination Act.
Circle K will pay $8 million to resolve this matter, which includes a class fund to compensate aggrieved individuals and will cover impacted individuals employed at Circle K between July 10, 2009, to September 26, 2022.
In addition, the company has agreed to update its policies, as needed; appoint a coordinator to provide oversight on pregnancy-related disability policies, requests for reasonable accommodations, and maintenance of records; conduct climate surveys and exit interviews with specific attention to their accommodation process; conduct anti-discrimination training to all employees, including management; and require performance evaluation of managers include consideration of compliance with EEO laws. This settlement is in effect for four years.
The pre-litigation agreement was voluntarily entered into by Circle K and obtained through the EEOC’s conciliation process.
“We are pleased Circle K worked cooperatively with the EEOC to reach this conciliation agreement and, through our joint efforts, we have been able to bring about real change at Circle K without resorting to litigation,” said EEOC Chair Charlotte A. Burrows.
“Employers must ensure that all individuals with disabilities or those who are pregnant are given an opportunity to request an accommodation and are granted accommodations when required by law,” said Melinda Caraballo, acting district director of the EEOC Phoenix District Office. “These accommodations can include actions such as additional leave beyond FMLA leave, modified work schedules, modified duties, modified policies, equipment, and reassignment, as a last resort.”
“When employers have rigid maximum leave policies with no flexibility to give additional leave for a disability or pregnancy-related reason, they are in serious danger of running afoul of the law,” said Mary Jo O’Neill, regional attorney for the EEOC’s Phoenix District Office. “Employers who don’t give current employees a reassignment to an open position after the employer decides there is no reasonable accommodation available in the current position are also in danger of violating the law.”
“The EEOC investigation stemmed from discrimination charges filed between 2010 and 2015. Circle K expanded our operations and integrated thousands of stores and tens of thousands of employees during this period,” said Circle K’s Vice President of Human Resources, Mark Novak. “Throughout the past decade, we have made a focused effort on centralizing and strengthening our ADA compliance efforts.”
If you are a current or former employee of Circle K who sought a reasonable accommodation such as leave for a disability and/or pregnancy, and were terminated at some period between July 10, 2009, and September 26, 2022, please contact the EEOC v Circle K Settlement Administrator, JND Legal Administration, by mail at PO Box 91243, Seattle, WA 98111, by phone toll-free number at 1-844-633-0691, or by email at [email protected]. Additional information is available on the settlement website at www.eeoc-ada-pda-settlement.com where individuals can file a claim. You could be eligible for compensation.
The EEOC’s Phoenix District Office has jurisdiction over Arizona, Colorado, Wyoming, Utah, and most of New Mexico (including Albuquerque).
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
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Home | EEOC v . Circle K This is the website for the settlement reached between the EEOC and Circle K. The United States Equal Employment Opportunity Commission (EEOC) and Circle Stores as well as Mac’s Convenience Stores, LLC (collectively referred to as “Circle K”) have entered into a settlement agreement, which pro...

EMPLOYER ALERT - NEW MANDATORY EMPLOYEE RIGHT POSTER RELEASED BY EEOC.


Washington, D.C. Headquarters
FOR IMMEDIATE RELEASE
Oct. 19, 2022
Contact: [email protected] or 202-921-3192
EEOC RELEASES UPDATED
‘KNOW YOUR RIGHTS’ POSTER
Covered Employers Required by Law to Display Poster at Work Site

WASHINGTON – Today, the U.S. Equal Employment Opportunity Commission (EEOC) released the ‘Know Your Rights’ poster, which updates and replaces the previous “EEO is the Law” poster. Covered employers are required by federal law to prominently display the poster at their work sites. The EEOC’s web page for the poster provides information about where to post it. The poster also includes a QR code for applicants or employees to link directly to instructions for how to file a charge of workplace discrimination with the EEOC.

A number of the laws that the EEOC enforces require covered employers to post a notice describing the Federal laws prohibiting job discrimination. The poster summarizes these laws and explains that employees or applicants can file a charge if they believe that they have experienced discrimination. The poster shares information about discrimination based on:
• Race, color, s*x (including pregnancy and related conditions, s*xual orientation, or gender identity), national origin, religion,
• Age (40 and older),
• Equal pay,
• Disability,
• Genetic information (including family medical history or genetic tests or services), and includes
• Retaliation for filing a charge, reasonably opposing discrimination, or participating in a discrimination lawsuit, investigation, or proceeding.
“The new ‘Know Your Rights’ poster is a win-win for employers and workers alike,” said Chair Charlotte A. Burrows. “By using plain language and bullet points, the new poster makes it easier for employers to understand their legal responsibilities and for workers to understand their legal rights and how to contact EEOC for assistance. The poster advances the EEOC’s mission both to prevent unlawful employment discrimination and remedy discrimination when it occurs.”

The new “Know Your Rights” poster includes these changes:
• Uses straightforward language and formatting;
• Notes that harassment is a prohibited form of discrimination;
• Clarifies that s*x discrimination includes discrimination based on pregnancy and related conditions, s*xual orientation, or gender identity;
• Adds a QR code for fast digital access to the how to file a charge webpage;
• Provides information about equal pay discrimination for federal contractors.
The poster is available in English and Spanish and will be available in additional languages at a later date.

The posters should be placed in a conspicuous location in the workplace where notices to applicants and employees are customarily posted. In addition to physically posting, covered employers are encouraged to post a notice digitally on their websites in a conspicuous location. In most cases, electronic posting supplements the physical posting requirement. In some situations (for example, for employers without a physical location or for employees who telework or work remotely and do not visit the employer's workplace on a regular basis), it may be the only posting. Covered employers are subject to fines for noncompliance.

The Americans with Disabilities Act (ADA) requires that notices of Federal laws prohibiting job discrimination be made available in a location that is accessible to applicants and employees with disabilities that limit mobility.

The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.

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