SOP 104.21-att-1: Equal Employment Opportunity Commission Poster

104.21

Attachment 1
# Equal Employment Opportunity is

Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations

Applicants to and employees of most private employers, state and local governments, educational institutions,
employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and
employees from discrimination in hiring, promotion, discharge, pay, fringe benefits,
job training, classification,referral, and other aspects of employment, on the basis

of race, color, religion, sex (Including pregnancy), or national origin. Religious
discrimination includes failing to reasonably accommodate an employee's religious
practices where the accommodation does not impose undue hardship.

DISABILITY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect

qualified individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and other
aspects of employment Disability discrimination includes not making reasonable
accommodation to the known physical or mental limitations of an otherwise qualified
individual with a disability who is an applicant or employee, barring undue hardship.

AGE
The Age Discrimination in Employment Act of 1967; as amended, protects
applicants and employees 40 years of age or older from discrimination based on
age in hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment

SEX (WAGES)
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as
·amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in

the payment of wages to women and men performing substantially equal work,
in jobs that require equal skill, effort, and responsibility, under similar working
conditions, in the same establishment.

GENETICS
Title II of the Genetic Information Nondiscrimination Act of 2008 protects
applicants and employees from discrimination based on genetic information in
hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment GINA also restricts employers'
acquisition of genetic information and strictly limits disclosure of genetic
information. Genetic information includes information about genetic tests of
applicants, employees, or their family members; the manifestation of diseases or
disorders in family members (family medical history); and requests for or receipt
of genetic services by applicants, employees, or their family members.

RETALIATION
All of these Federal laws prohibit covered entities from retaliating against
a person who files a charge of discrimination, participates in a
discrimination proceeding, or otherwise opposes an unlawful employment
practice.

WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED .
There are strict time limits for filing charges of employment discrimination. To
preserve the ability of EEOC to act on your behalf and to protect your right to file
a private lawsuit, should you ultimately need to, you should contact EEOC
promptly when discrimination is suspected:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-80 669-4000

(toll-free) or 1-80 669-6820 (toll-free TIY number for individuals with hearing
[impairments). EEOC field office information is available at www.eeoc.gov or](http://www.eeoc.gov/)
in most telephone directories in the U.S. Government or Federal
Government section. Additional information about EEOC, including
information [about charge filing, is available at www.eeoc.gov.](http://www.eeoc.gov/)

104.21

Attachment 1

Employers Holding Federal Contracts or Subcontracts

Applicants to and employees of companies with a Federal government contract or subcontract

are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Executive Order 11246, as amended, prohibits job discrimination on the basis
of race, color, religion, sex or national origin, and requires affirmative action to
ensure equality of opportunity in all aspects of employment

INDIVIDUALS WIT H DISABILITIES
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified
individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. Disability discrimination includes not making
reasonable accommodation to the known physical or mental limitations of an
otherwise qualified individual with a disability who is an applicant or employee,
barring undue hardship. Section 503 also requires that Federal contractors take
affirmative action to employ and advance in employment qualified individuals
with disabilities at all levels of employment, including the executive level.

DISABLED, RECENTLY SEPARATED, OTHER PROTECTED,
AND ARMED FORCES SERVICE MEDAL VETERANS
The Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended, 38

U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ
and advance in employment disabled veterans, recently separated veterans (within

three years of discharge or release from active duty), other protected veterans
(veterans who served during a war or in a campaign or expedition for which a
campaign badge has been authorized),and Armed Forces service medal veterans
(veterans who, while on active duty, participated in a U.S. military operation for
which an Armed Forces service medal was awarded).

RETALIATION
Retaliation is prohibited against a person who files a complaint of discrimination,
participates in an OFCCP proceeding, or otherwise opposes discrimination under
these Federal laws.

Any person who believes a contractor has violated its nondiscrimination or
affirmative action obligations under the authorities above should contact
immediately:

The Office of Federal Contract Compliance Programs (OFCCP), U.S.

Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C.
20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be
[contacted by e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional](mailto:OFCCP-Public@dol.gov)
or district office, listed in most telephone directories under U.S. Government,
Department of Labor

Programs or Activities Receiving Federal Financial Assistance

RACE, COLOR, NATIONAL ORIGIN, SEX
In addition to the protections of Title VII of the Civil Rights Act of 1964, as

amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits
discrimination on the basis of race, color, or national origin in programs or
activities receiving Federal financial assistance. Employment discrimination
is covered by Title VI if the primary objective of the financial assistance is
provision of employment, or where employment discrimination causes or may
cause discrimination in providing services under such programs. Title IX of the
Education Amendments of 1972 prohibits employment discrimination on the
basis of sex in educational programs or activities which receive Federal financial
assistance.

_EEOC 9/02 and OFCCP 8/08 Versions Useable with 11/09 Supplement_

INDIVIDUALS WITH DISABILITIES
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment

discrimination on the basis of disability in any program or activity which receives
Federal financial assistance. Discrimination is prohibited in all aspects of
employment against persons with disabilities who, with or without reasonable
accommodation, can perform the essential functions of the job.

If you believe you have been discriminated against in a program of any
institution which receives Federal financial assistance, you should immediately
contact the Federal agency providing such assistance.

_EEOC-P/E-1 (Revised_ _11/09)_