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  10 Quick Tips for Small Businesses

                      
                        

          
          
                        10 Quick Tips for Small Businesses
              


          
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                                              tips

**Look at the facts, not the faces.**

	Race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age (40 or older) or genetic information (including family medical history) should NOT be a factor when you hire, fire, promote, pay, train, discipline or make other work-related decisions.
	**Provide reasonable accommodations** (changes to the way things are normally done at work) **to applicants or employees who need them for medical or religious reasons, or because of pregnancy, childbirth, or related medical conditions,** if required by law*.
	**Develop a strong anti-discrimination policy before discrimination becomes a problem.**
	**Ensure that employees understand** **their rights and responsibilities** **at work.**
	**Be alert to potential harassment or discrimination.** Stop, address and prevent harassment and discrimination.
	**Ensure that employees are not punished for reporting discrimination, participating in a discrimination investigation or lawsuit, or opposing discrimination.**
	**Post an EEO poster at your business**.
	**Keep employment records** as required by law.
	**File an EEO-1 Report if you have 100 or more employees.** Some federal contractors with at least 50 employees must also file this report.
	**Contact the EEOC** **to request assistance, information or training.**

* Federal, state and local laws may prohibit additional types of discrimination and/or require you to provide reasonable accommodations for other reasons. Federal, state and local government websites may have additional information about these laws.

**See also:**

Making an Employment Decision?

What should I do if an applicant or employee asks for breaks, leave or other changes to a work situation because of his medical condition or his religious beliefs?

I'm creating employee policies

I'm training my staff about discrimination

What is retaliation and how can I prevent it?
      
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