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 fora job, 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(as employers)• Unions• Staffing agencies

What Types of Employment Discrimination
are Illegal?
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, orgender identity)• 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 filing acharge, 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
reasonable accommodation
for a disability or a sincerelyheld religious belief,
observance or practice• Benefits• Job training• Classification• Referral• Obtaining or disclosing
genetic information ofemployees• Requesting or disclosing medical
information of employees• Conduct that might reasonably
discourage someone from
opposing discrimination, filinga charge, 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 acharge of discrimination, is available atwww.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 businesswith the Federal Government. If you are applying for a job with,or are an employee of, a company with a Federal contract orsubcontract, you are protected under Federal law fromdiscrimination on the following 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 ofopportunity 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
by Federal contractors. Disability discrimination includes not
making reasonable accommodation to the known physical ormental limitations of an otherwise qualified individual with adisability who is an applicant or employee, barring undue
hardship to the employer. Section 503 also requires that
Federal contractors take affirmative action to employ andadvance in employment qualified individuals with disabilities
at all levels of employment, including the executive level.

Protected Veteran Status
The 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,
or Armed Forces service medal veterans.

Retaliation
Retaliation is prohibited against a person who files a complaintof discrimination, participates in an OFCCP proceeding, orotherwise opposes discrimination by Federal contractors
under these Federal laws.
Any person who believes a contractor has violated its
nondiscrimination or affirmative action obligations under
OFCCP’s authorities 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 may also
be contacted by submitting a question online to OFCCP’s Help Deskat https://ofccphelpdesk.dol.gov/s/, or by calling an OFCCP regional
or district office, listed in most telephone directories under U.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 byTitle VI if the primary objective of the financial assistance isprovision of employment, or where employment discrimination
causes or may cause discrimination in providing services undersuch programs. Title IX of the Education Amendments of 1972
prohibits employment discrimination on the basis of sex ineducational programs or 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 with disabilities who, with or without reasonableaccommodation, can perform the essential functions of the job.
If you believe you have been discriminated against in a programof any institution which receives Federal financial assistance,
you should immediately contact the Federal agency providing
such assistance.
(Revised 10/20/2022)