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June 7, 2016

Increased Penalty for Failure to Post EEOC Workplace Poster (article)

Employers subject to various laws enforced by the Equal Employment Opportunity Commission (EEOC) should ensure that they have the appropriate EEOC notice posted in their workplaces. As background, the EEOC enforces laws that prohibit workplace discrimination under such laws as:

  • Title VII of the Civil Rights Act (relating to discrimination on the basis of race, color, religion, national origin, or sex);
  • Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAA);
  • Age Discrimination in Employment Act (ADEA);
  • Genetic Information Nondiscrimination Act of 2008 (GINA); and
  • Pregnancy Discrimination Act (PDA)

Generally for private sector employers, the EEOC laws apply to employers employing 15 or more employees on at least 20 calendar weeks in the current or preceding year. Employers subject to EEOC laws are required to post a notice in their workplaces describing various EEOC rights and protections available to employees. Recently, the EEOC increased the penalty for failure to post the EEOC notice from $210 to $525 per violation.

 

The EEOC poster, “Equal Employment Opportunity is the Law” is available in four languages: English, Spanish, Arabic and Chinese. It can be obtained by downloading and printing it via EEOC website: http://www1.eeoc.gov/employers/poster.cfm. The poster is also available in a screen-readable electronic format.  In addition to physically posting the paper version of the poster, the EEOC also encourages employers to post the electronic notice on their internal web sites.  Printed notices should also be made available in an accessible format, as needed, to persons with disabilities that limit the ability to see or read. Notices can be recorded on an audio file, provided in an electronic format that can be utilized by screen-reading technology or read to applicants or employees with disabilities that limit seeing or reading ability.


The information contained in this article is provided as general guidance and may be affected by changes in law or regulation. This article is not intended to replace or substitute for accounting or other professional advice. Please consult a CBIZ professional. This information is provided as-is with no warranties of any kind. CBIZ shall not be liable for any damages whatsoever in connection with its use and assumes no obligation to inform the reader of any changes in laws or other factors that could affect the information contained herein.    

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