Know Your Rights:

Workplace Discrimination is Illegal
The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you fromdiscrimination in employment. If you believe you’ve been discriminated against at work or in applying for ajob, the EEOC may be able to help.

Who is Protected?
• Employees (current andformer), including managers
and temporary employees• Job applicants• Union members andapplicants for membershipin a union

What Organizations are Covered?
• Most private employers• State and local governments(as employers)• Educational institutions (asemployers)• Unions• Staffing agencies

What Types of Employment Discrimination areIllegal?
Under the EEOC’s laws, an employer may not discriminate against
you, regardless of your immigration status, on the bases of:• Race• Color• Religion• National origin• Sex (including pregnancyand related conditions,sexual orientation, or genderidentity)• Age (40 and older)• Disability• Genetic information(including employer requests
for, or purchase, use, ordisclosure of genetic tests,
genetic services, or family
medical history)• Retaliation for filinga charge, reasonably
opposing discrimination,or participating in a
discrimination lawsuit,investigation, or proceeding.

What Employment Practices can be Challenged
as Discriminatory?
All aspects of employment, including:• Discharge, firing, or lay-off• Harassment (including
unwelcome verbal orphysical conduct)• Hiring or promotion• Assignment• Pay (unequal wages orcompensation)• Failure to provide reasonableaccommodation for adisability or a sincerely-held
religious observance orpractice• Benefits• Job training• Classification• Referral• Obtaining or disclosing
genetic information ofemployees• Requesting or disclosing
medical information ofemployees• Conduct that mightreasonably discourage
someone from opposing
discrimination, filing acharge, or participating in an
investigation or proceeding.

What can You Do if You Believe Discrimination
has Occurred?
Contact the EEOC promptly if you suspect discrimination. Do notdelay, because there are strict time limits for filing a charge of
discrimination (180 or 300 days, depending on where you live/work). You can reach the EEOC in any of the following ways:
Submit an inquiry through the EEOC’s public portal:
https://publicportal.eeoc.gov/Portal/Login.aspx
Call

1–800–669–4000 (toll free)
1–800–669–6820 (TTY)
1–844–234–5122 (ASL video phone)

Visitan EEOC field office (information atwww.eeoc.gov/field-office)

E-Mail info@eeoc.gov
Additional information about the EEOC,
including information about filing a charge of
discrimination, is available at www.eeoc.gov.

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTSThe Department of Labor’s Office of Federal Contract Compliance
Programs (OFCCP) enforces the nondiscrimination and affirmative
action commitments of companies doing business with theFederal Government. If you are applying for a job with, or are an
employee of, a company with a Federal contract or subcontract,
you are protected under Federal law from discrimination on thefollowing bases:

Race, Color, Religion, Sex, Sexual Orientation,
Gender Identity, National Origin
Executive Order 11246, as amended, prohibits employment
discrimination by Federal contractors based on race, color,religion, sex, sexual orientation, gender identity, or national origin,and requires affirmative action to ensure equality of opportunity
in all aspects of employment.

Asking About, Disclosing, or Discussing Pay
Executive Order 11246, as amended, protects applicants andemployees of Federal contractors from discrimination based oninquiring about, disclosing, or discussing their compensation or
the compensation of other applicants or employees.

Disability
Section 503 of the Rehabilitation Act of 1973, as amended,
protects qualified individuals with disabilities from discriminationin hiring, promotion, discharge, pay, fringe benefits, job training,classification, referral, and other aspects of employment byFederal contractors. 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 to theemployer. Section 503 also requires that Federal contractors takeaffirmative action to employ and advance in employment qualified
individuals with disabilities at all levels of employment, including
the executive level.

Protected Veteran StatusThe Vietnam Era Veterans’ Readjustment Assistance Act of 1974,
as amended, 38 U.S.C. 4212, prohibits employment discrimination
against, and requires affirmative action to recruit, employ, andadvance in employment, disabled veterans, recently separated
veterans (i.e., within three years of discharge or release fromactive duty), active duty wartime or campaign badge veterans, orArmed Forces service medal veterans.

Retaliation
Retaliation is prohibited against a person who files a complaint ofdiscrimination, participates in an OFCCP proceeding, or otherwise
opposes discrimination by Federal contractors under theseFederal laws.
Any person who believes a contractor has violated its
nondiscrimination or affirmative action obligations under OFCCP’sauthorities 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)If you are deaf, hard of hearing, or have a speech disability, please
dial 7–1–1 to access telecommunications relay services. OFCCP mayalso be contacted by submitting a question online to OFCCP’s Help
Desk at https://ofccphelpdesk.dol.gov/s/, or by calling an OFCCP
regional or district office, listed in most telephone directories underU.S. Government, Department of Labor and on OFCCP’s “Contact Us”
webpage at https://www.dol.gov/agencies/ofccp/contact.

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE
Race, Color, National Origin, Sex

Individuals with Disabilities

In addition to the protections of Title VII of the Civil Rights Actof 1964, as amended, Title VI of the Civil Rights Act of 1964, asamended, 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 ofemployment, 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 programsor activities which receive Federal financial assistance.

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 withdisabilities who, with or without reasonable accommodation, canperform the essential functions of the job.
If you believe you have been discriminated against in a programof any institution which receives Federal financial assistance, youshould immediately contact the Federal agency providing suchassistance.