Equal Opportunity: |
Equal Employment
Opportunity on the Job |
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Frequently Asked Questions |
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Equal employment opportunity (EEO) laws enforced by the U.S. Department of Labor's (DOL) Office of Federal Contract Compliance Programs (OFCCP) prohibit discrimination against job applicants and employees of federal contractors and subcontractors. These laws also require covered employers to engage in affirmative steps to ensure that employees receive EEO regardless of race, color, religion, sex, national origin, and status as an individual with a disability or protected veteran.
Discrimination is prohibited in such employment practices as recruitment, rates of pay, upgrading, layoff, promotion, and selection for training. Employers may not make distinctions based on race, color, religion, sex, or national origin in wages, hours, job classifications, seniority, retirement ages, or job fringe benefits such as employer contributions to company pension or insurance plans. Sexual harassment is a form of discrimination on the basis of sex.
The Uniformed Services Employment and Reemployment Rights Act (USERRA) also prohibits employers from discriminating against past and present members of the uniformed services and applicants to the uniformed services.
In addition, the U.S. Equal Employment Opportunity Commission (EEOC), an independent federal agency, promotes equal employment opportunities for employees of most private employers, state and local governments, educational institutions, employment agencies, and labor organizations.
BASIC INFORMATION
FACT SHEETS
E-TOOLS
- elaws Federal Contractor Compliance Programs Advisor - Helps federal contractors and subcontractors answer basic
questions about coverage and compliance issues related to the equal employment
opportunity laws administered by the Office of Federal Contract Compliance
Programs (OFCCP).
POSTERS
Federal contractors are required to preserve any personnel or employment records made or kept by the contractor for two years from the date of the making of the personnel record or the personnel action, whichever occurs later. Examples of records that must be maintained include but are not limited to: job descriptions; job postings and advertisements; records of job offers; applications and resumes; interview notes; tests and test results; written employment policies and procedures; and personnel files. Contractors with fewer than 150 employees or who do not have a government contract of at least $150,000 only need to keep records for one year.
All federal contractors with 50 or more employees that have either (1) a contract, subcontract, or purchase order of $50,000 or more; or (2) serve as a depository of government funds in any amount; or (3) are a financial institution that serves as issuing and paying agent of U.S. Savings Bonds and Savings Notes, are required to file an Employer Information Report (EEO-1 Report). The Standard Form 100, EEO-1 Report, requires that employers report on the number of employees by race, ethnicity, and gender for each of nine job categories. The EEO-1 Report must be filed annually, not later than September 30. EEO-1 Reports may be filed electronically through a secure Web-based Internet site or may be filed in paper format. More information on the EEO-1 Report can be obtained from the Equal Employment Opportunity Commission (EEOC) Web site [www.eeoc.gov]; or by e-mailing EEOC at e1.techassistance@eeoc.gov; or by calling 1-866-286-6440 (toll free). See also 41 CFR Part 60-1.7.
Discrimination Laws that
Protect the Employment Rights of Job Applicants and Employees of Federal
Contractors and Subcontractors:
- On the Basis of Race, Color, Religion, Sex, or National Origin
- Executive Order
11246 - Prohibits federal contractors and subcontractors and
federally-assisted construction contractors and subcontractors that generally
have contracts that exceed $10,000 from discriminating in employment decisions
on the basis of race, color, religion, sex, or national origin; and it requires
them to take affirmative action to ensure that equal opportunity is provided in
all aspects of their employment.
- On the Basis of Disabilities
- Section 503 of the
Rehabilitation Act - Requires employers with federal contracts or
subcontracts that exceed $10,000 to take affirmative steps to hire, retain, and promote qualified
individuals with disabilities.
- On the Basis of Veteran Status
Discrimination Laws
that Protect the Employment Rights of All Job Applicants and Employees:
- On the Basis of Race, Color, Religion, Sex, or National Origin
- On the Basis of Disabilities
- The Americans with Disabilities Act (ADA) - Primarily enforced by the EEOC, this Act prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental activities.
*Pursuant to the U.S. Department of Labor's Confidentiality Protocol
for Compliance Assistance Inquiries, information provided by a telephone caller
will be kept confidential within the bounds of the law. Compliance assistance
inquiries will not trigger an inspection, audit, investigation, etc.
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