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The 2023 Revised “Know Your Rights” Equal Employment Opportunity Poster (English) is a workplace poster from the Federal Department of Labor. This is mandatory disclosure for all employers in the United States, and businesses that do not comply may be subject to fines or sanctions.
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Important Update – Beginning in November 2022, most employers in the United States will replace the previously mandatory “EEO is the Law” and “EEO is the Law Supplement” posters with a “Know Your Rights” poster. Replace old posters in all workplaces as soon as possible.
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This poster from the federal Equal Employment Opportunity Commission (EEOC) explains protections for people against discrimination based on race, color, religion, sex, national origin, disability, age, and sex discrimination (paying less or equal pay to women). same job) and genetics. The poster also provides information about filing a discrimination complaint and explains how employees are protected from employers who seek to retaliate with a discrimination claim.
Most federal equal employment opportunity laws apply to most employers with 15 or more employees. Other EEOC laws, such as the Equal Pay Act (EPA), apply to almost all employers. All covered companies must display this “Know Your Rights” poster. The Americans with Disabilities Act (ADA) also requires that this notice be displayed in an accessible location.
Federal Council All-to-One Labor Poster: Instead of printing a set of posters, employers can purchase a one-time poster for all Federal Council recruitment needs by clicking here.
There are 45 additional state labor law posters that may be relevant to your business. Be sure to print all applicable state labor law posters as well as all mandatory federal labor law posters.
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Instead of printing pages of mandatory state and labor law posters, you can purchase a professional, laminated all-in-one labor law poster that ensures compliance with all state and federal hiring requirements. Completely updated in 2025!
While we do our best to keep our list of state employment law posters current and complete, we are not responsible for errors or omissions. Is the poster on this page outdated or not working? Please let us know and we will fix it as soon as possible.lock (locked lock) or https:// means you are securely connected to the .gov website. Share sensitive information only on legitimate and secure websites.
A charge of discrimination is a signed statement alleging that the organization is discriminating on the basis of employment. It calls for corrective action. Enforcement laws, other than the Equal Pay Act, require you to pay before you can file a discrimination lawsuit. There are strict time limits for sending the charge.
Where the discrimination occurred can determine how much time you have to file a complaint. If the state or local agency enacts a state or local law prohibiting similar employment discrimination, the 180 calendar day time limit is extended to 300 days. The rules for age discrimination rates are slightly different. For age discrimination, the filing deadline is extended to 300 days only if there is a state law prohibiting age discrimination in employment and a state agency or authority enforcing that law. The deadline will not be extended if a local law prohibiting age discrimination expires.
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Online – Use the community portal to submit an application, schedule an appointment and make a payment
You can file a discrimination lawsuit through our online system after you submit an online application and we process it. The Community Portal will ask you some questions to help you decide whether your employment discrimination complaint will be handled by the appropriate federal agency.
Each office has appointments that you can schedule online using the public portal. Offices also have check-in hours. For information about your nearest office go to https:///field-office.
In my experience, the best way to decide how to handle your concerns about workplace discrimination and whether a discrimination lawsuit is the right course of action for you is to have the opportunity to discuss your concerns with a colleague in an interview. Either way, the final decision to charge is yours. The operator will prepare the charge using the information you provide, which you can review and sign online by logging into your account.
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You can file a discrimination case at the office closest to where you live or at one of our 53 offices. However, your case can be investigated at the office closest to where the discrimination occurred. If you are a US citizen working for a US company abroad, you must file your paycheck with the office closest to your employer’s corporate headquarters.
It is always helpful if you bring to the meeting any information or documents that will help us understand your case. For example, if you were fired because of your performance, you can bring a letter stating that you were fired and a performance evaluation. You can bring names of people who know what happened and information on how to contact them.
You can bring anyone you want to your meeting, especially if you need language help and know someone who can. You do not need to hire an attorney to file a lawsuit, but you can bring your own attorney. If you need special assistance at the meeting, such as sign language or a foreign language interpreter, please let us know in advance so we can arrange for someone to attend.
Although we do not charge over the phone, you can initiate the process over the phone. You can call 1-800-669-4000 to discuss your situation. The representative will ask you for some basic information to determine if your situation is subject to the rules we apply and to explain the billing method.
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Many states and territories have agencies that enforce laws that prevent employment discrimination. These agencies are called Fair Employment Practices Agencies (FEPAs). Some FEPAs have work-sharing agreements to avoid duplication of effort in processing. Pursuant to these agreements, if you bill through another or FEPA, the bill will automatically be billed to the other agency. This process, described as dual filing, helps protect the charging station’s rights under state, federal or local laws. If you’re billing a state or local agency, you can let them know if you’d like to combine it with your bill.
If you have 60 days or less to timely file your charge, the Community Portal provides specific instructions for providing the necessary information and how to promptly file your charge.
Your letter will be reviewed and if additional information is needed, we will contact you to collect this information.
If you are a licensed attorney for a client, use e-file for attorneys: On September 1, 2023, the US Equal Employment Opportunity Commission (EEOC) announced that the date employers can expect to have the portal is October 31, 2023. To submit 2022 EEO-1 reports to be filed. The EEOC has set a deadline of December 5, 2023 to complete the 2022 EEO-1 reporting.
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The EEO-1 report is a federally mandated survey that collects employee data disaggregated by race, ethnicity, gender, and occupational category. Under Title VII of the Civil Rights Act, certain employers are generally required to file EEO-1 reports by March 31 of each year. However, before making the latest announcement, the EEOC previously extended the portal’s opening date twice — first to mid-July and then to mid-July — for 2022 EEO-1 reports.
According to the EEOC, its online message center for employers to ask questions and obtain other EEO-1 reporting support and portal by October 31, 2023. The agency also indicated that it will provide updated instructions and specifications for 2022. Reporting through early September 2023. These new resources will be posted on the EEOC’s EEO-1 data collection site as they become available.
Although the EEOC sends notification letters to employers it knows are subject to EEO-1 requirements, all covered employers are responsible for obtaining and submitting the required information before the appropriate deadline. Employers filing EEO-1 reports for the first time must register to receive a login, password, and other filing instructions from the EEOC.
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