Are You in Equal Employment Opportunity Commission (EEOC) Compliance?

 

Digging into the Equal Employment Opportunity Commission

We know entrepreneurs like you are busy being a CEO, marketing guru, operations lead, and human resources manager — all at the same time. One valuable but often overlooked resource is the Equal Employment Opportunity Commission (EEOC). If you have employees, you’ll want to ensure that you’re in compliance with EEOC best practices and regulations, including mandated postings.

 

 

What is the EEOC?

The EEOC is a federal agency that plays a critical role in upholding the principles of fairness and equal treatment in the workplace. Their focus is to prevent discrimination and ensure that every employee — regardless of their background — receives equal treatment in the workplace.

Many small business owners may not be aware that the EEOC extends to most employers with at least 15 employees (or 20 employees in cases of age discrimination). The EEOC's regulations cover various aspects of the employment relationship, such as hiring, firing, promotions, harassment, training, wages, and benefits.

 

What does the EEOC do?

Some of the key federal laws the EEOC enforces include:

• Title VII of the Civil Rights Act of 1964: Prohibits discrimination based on race, color, religion, sex, and national origin in employment. 

• The Age Discrimination in Employment Act (ADEA): Prohibits age discrimination against individuals who are 40 years of age or older.  

• The Americans with Disabilities Act (ADA): Prohibits discrimination on the basis of disability and requires employers to provide reasonable accommodations to qualified individuals with disabilities.

• The Genetic Information Nondiscrimination Act (GINA): Prohibits discrimination on the basis of genetic information.

The EEOC investigates complaints of discrimination, mediates disputes between employees and employers, and, in some cases, brings lawsuits against employers that are found to have violated anti-discrimination laws. The commission plays a critical role in promoting equal employment opportunities and protecting the rights of workers in the United States.

 

How do I work with the EEOC as a small business owner?

Navigating the complex structures of employment laws and regulations can be a daunting task for any small business owner — especially if you’re limited on time and capacity. 

However, the EEOC's website provides a user-friendly resource where entrepreneurs can find answers to their questions about their responsibilities under federal employment discrimination laws. You can access the EEOC's Small Business Resource Center to gain insights into how these laws apply to your business.

The EEOC's online resources offer guidance, tools, and best practices for small business owners to create inclusive and discrimination-free workplaces. Whether you're just starting your business or looking to ensure ongoing compliance, the EEOC can be an invaluable partner in promoting diversity and equality in your organization.

Are there requirements I need to follow?

The law requires an employer to post a notice describing the Federal laws prohibiting job discrimination based on race, color, sex (including pregnancy and related conditions, sexual orientation, or gender identity), national origin, religion, age (40 and older), equal pay, disability or genetic information (including family medical history or genetic tests or services), and retaliation for filing a charge, reasonably opposing discrimination, or participating in a discrimination lawsuit, investigation, or proceeding. Title VII of the Civil Rights Act of 1964 imposes a monetary penalty for covered employers who fail to post these notices. The penalty, currently $659, is adjusted annually for inflation as required by law