By Laura A. Mitchell with Jackson Lewis P.C., Paul Patten with Jackson Lewis P.C., Andrew F. Maunz with Jackson Lewis P.C. and Richard J. Mrizek with Jackson Lewis P.C.
The Equal Employment Opportunity Commission (EEOC) has announced it was replacing its “EEO is the Law” poster with a new poster entitled “Know Your Rights.”
Employers are required to post the EEOC’s new poster in their premises in conspicuous places. Failure to do so is punishable by a fine of $569 for each separate offense. Additionally, for federal contractors, the Office of Federal Contract Compliance Programs will confirm compliance as part of any audit.
As the new name implies, the poster summarizes the rights of employees and union members under the laws enforced by the EEOC:
Title VII of the Civil Rights Act
Americans with Disabilities Act
Equal Pay Act
Age Discrimination in Employment Act
Genetic Information and Nondiscrimination Act
The poster also provides information on how to file a charge of discrimination.
Compared to the “EEO is the Law” poster, the new “Know Your Rights” poster includes the following changes:
Uses straightforward language;
Notes that harassment is a prohibited form of discrimination;
States that sex discrimination includes discrimination based on pregnancy, sexual orientation, and gender identity; and
Adds a QR code for fast digital access to the EEOC’s webpage on how to file a charge.
By statute, Know Your Rights is to be “posted in conspicuous places upon its premises where notices to employees, applicants for employment, and members are customarily to be posted.” The EEOC also encourages employers to post Know Your Rights digitally on their websites in a conspicuous location. On its website, the EEOC asserts that, 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, a digital posting of Know Your Rights “may be the only posting.”
If you would like to learn more about how to safely outsource compliance and HR functions, contact us.
JACKSON LEWIS P.C. (“FIRM”) PROVIDES THE INFORMATION IN THIS POST FOR GENERAL INFORMATIONAL PURPOSES ONLY. THIS POST SHOULD NOT BE RELIED UPON OR REGARDED AS, LEGAL ADVICE. NO ONE ACCESSING OR REVIEWING THIS POST, WHETHER OR NOT A CURRENT CLIENT OF THE FIRM, SHOULD ACT OR REFRAIN FROM ACTING ON THE BASIS OF SUCH CONTENT OR INFORMATION, WITHOUT FIRST CONSULTING WITH AND ENGAGING A QUALIFIED, LICENSED ATTORNEY, AUTHORIZED TO PRACTICE LAW IN SUCH PERSON’S PARTICULAR STATE, CONCERNING THE PARTICULAR FACTS AND CIRCUMSTANCES OF THE MATTER AT ISSUE. THE POST MAY NOT REFLECT CURRENT LEGAL DEVELOPMENTS, OR LAWS OR RULES THAT MAY APPLY IN PARTICULAR JURISDICTIONS. THE FIRM AND ITS LAWYERS EXPRESSLY DISCLAIM ALL LIABILITY IN CONNECTION WITH ACTIONS TAKEN OR NOT TAKEN BASED ON ANY OR ALL OF THE CONTENTS OR INFORMATION ACCESSIBLE THROUGH THIS SITE. ANY INFORMATION ABOUT PRIOR RESULTS ATTAINED BY THE FIRM OR ITS LAWYERS IS NOT A GUARANTEE OR WARRANTY THAT A SIMILAR OUTCOME WILL BE ACHIEVED.
THE FIRM IS NOT RESPONSIBLE FOR THE CONTENT, OPERATION, LINKS OR TRANSMISSIONS, OR ANY INFORMATION PROVIDED ON ANY OTHER PART OF ASURE SOFTWARE, INC.’S WEBSITE OR ANY THIRD-PARTY WEBSITE WHICH MAY BE ACCESSED BY A LINK FROM THIS WEBSITE.
NOTHING PROVIDED BY THE FIRM IS INTENDED TO FORM, AND WILL NOT CREATE, AN ATTORNEY-CLIENT RELATIONSHIP.
THIS POST MAY BE CONSIDERED ATTORNEY ADVERTISING UNDER THE RULES OF SOME STATES. THE HIRING OF AN ATTORNEY IS AN IMPORTANT DECISION THAT SHOULD NOT BE BASED SOLELY UPON ADVERTISEMENTS.
STATEMENT IN COMPLIANCE WITH TEXAS RULES OF PROFESSIONAL CONDUCT: UNLESS OTHERWISE INDICATED IN INDIVIDUAL ATTORNEY BIOGRAPHIES, LAWYERS RESIDENT IN THE FIRM’S VARIOUS OFFICES ARE NOT CERTIFIED BY THE TEXAS BOARD OF LEGAL SPECIALIZATION.