THE LAW
Equal Employment Opportunity isPrivate 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 andemployees from discrimination in hiring, promotion, discharge, pay, fringe benefits,
job training, classification, referral, and other aspects of employment, on the basisof 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.

GENETICS
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicantsand employees from discrimination based on genetic information in hiring,promotion, discharge, pay, fringe benefits, job training, classification, referral, andother 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 (familymedical history); and requests for or receipt of genetic services by applicants,
employees, or their family members.

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 otherRETALIATION
aspects of employment. Disability discrimination includes not making reasonable
All of these Federal laws prohibit covered entities from retaliating against aaccommodation to the known physical or mental limitations of an otherwise qualified person who files a charge of discrimination, participates in a discriminationindividual with a disability who is an applicant or employee, barring undue hardship. proceeding, or other wise opposes an unlawful employment practice.
AGE
The Age Discrimination in Employment Act of 1967, as amended, protects
applicants and employees 40 years of age or older from discrimination based onage 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, asamended, 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.

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), 1-800-669-4000(toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearingimpairments). EEOC field office information is available at www.eeoc.gov orin most telephone directories in the U.S. Government or Federal Government
section. Additional information about EEOC, including information about chargefiling, is available at www.eeoc.gov.

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 basisof race, color, religion, sex or national origin, and requires affirmative action toensure equality of opportunity in all aspects of employment.
INDIVIDUALS WITH DISABILITIESSection 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, andother aspects of employment. Disability discrimination includes not making
reasonable accommodation to the known physical or mental limitations of anotherwise qualified individual with a disability who is an applicant or employee,barring undue hardship. 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.
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED,AND ARMED FORCES SERVICE MEDAL VETERANSThe 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 acampaign badge has been authorized), and Armed Forces service medal veterans(veterans who, while on active duty, participated in a U.S. military operation forwhich 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 oraffirmative 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
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, asamended, Title VI of the Civil Rights Act of 1964, as amended, prohibits
discrimination on the basis of race, color or national origin in programs oractivities receiving Federal financial assistance. Employment discriminationis covered by Title VI if the primary objective of the financial assistance isprovision of employment, or where employment discrimination causes or may
cause discrimination in providing services under such programs. Title IX of theEducation Amendments of 1972 prohibits employment discrimination on thebasis 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 DISABILITIESSection 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 ofemployment 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 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)“EEO is the Law” Poster Supplement
Employers Holding Federal Contracts or Subcontracts Section Revisions
The Executive Order 11246 section is revised as follows:
RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN
Executive Order 11246, as amended, prohibits employment discrimination based on race, color, religion,sex, sexual orientation, gender identity, or national origin, and requires affirmative action to ensure equalityof opportunity in all aspects of employment.
PAY SECRECY
Executive Order 11246, as amended, protects applicants and employees from discrimination based on inquiring
about, disclosing, or discussing their compensation or the compensation of other applicants or employees.
The Individuals with Disabilities section is revised as follows:
INDIVIDUALS WITH DISABILITIESSection 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals with disabilities
from discrimination 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 anapplicant or employee, barring undue hardship to the employer. Section 503 also requires that Federal
contractors take affirmative action to employ and advance in employment qualified individuals withdisabilities at all levels of employment, including the executive level.
The Vietnam Era, Special Disabled Veterans section is revised as follows:
PROTECTED VETERANSThe 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, and advance in
employment, disabled veterans, recently separated veterans (i.e., within three years of discharge or releasefrom active duty), active duty wartime or campaign badge veterans, or Armed Forces service medal veterans.
Mandatory Supplement to EEOC P/E-1(Revised 11/09) “EEO is the Law” Poster.
If you believe that you have experienced discrimination contact OFCCP: 1-800-397-6251 | TTY 1-877-889-5627 | www.dol.gov.PAY TRANSPARENCY NONDISCRIMINATION PROVISION
The contractor will not discharge or in any other manner discriminate against employees or applicants because
they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a partof their essential job functions cannot disclose the pay of other employees or applicants to individuals who do nototherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaintor charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation
conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR
60-1.35(c).