Employment Discrimination and Harassment
Since the Civil Rights Movement of the early 1960's, federal and state governments have passed a number of laws protecting employees from discrimination based on factors not directly related to the quality of an individual's work. Employers are responsible for understanding anti-discrimination regulations to ensure employees are protected from discrimination and harassment on the job. In addition, employers must keep records
What You Need to Know
The following resources provide basic information about equal employment opportunity laws and regulations applicable to the workplace.
How to Comply
All employers must follow federal and state anti-discrimination laws in the course of their daily business activities. In addition, federal law requires employers to keep personnel and payroll records for a specified period of time.
Some employers may also be required to submit an annual survey called the Equal Employment Opportunity Report (EEO-1) to the U.S. Equal Opportunity Commission. On the EEO-1 Report, employers provide a breakdown of their employees by race and gender.
The follow pages provide specific, up-to-date guidance on equal employment opportunity requirements:
EEO Training and Assistance
Information for Federal Contractors
If you are an employer doing business with the federal government, there are specific non-discrimination and affirmative action regulations that apply to you. The U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) oversees federal contractors to ensure compliance with these equal employment and affirmative action laws and regulations.
General Information
- Federal Contractor Compliance Advisor
This online, interactive tool helps federal contractors and subcontractors understand basic coverage and compliance information on equal employment opportunity laws and regulations enforced by the OFCCP.
- EEO Guide for Small Businesses with Federal Contracts
This guide is designed to give small businesses that have federal contracts or subcontracts an introduction to the basic equal employment opportunity.
- Vets-100 Annual Report to be Filed by Federal Contractors
The Vietnam Era Veterans' Readjustment Assistance Act of 1974 requires that federal contractors report at least once annually the numbers of special disabled, Vietnam-era veterans, and other eligible veterans in their workforce by job category and hiring location and the total number of employees and the number of special disabled, Vietnam-era veterans, and other eligible veterans hired during the reporting period.
Affirmative Action Requirements
Affirmative Action is set of policies and procedures designed to promote and advanced equal employment qualified minorities, women, persons with disabilities, and covered veterans. Affirmative actions include training programs, outreach efforts, and other positive steps. Generally, private sector businesses are not required by law to implement affirmative action plans, although they are a standard practice and help to recruit a diverse workforce. However, affirmative action plans are required for anyone doing business with the federal government
For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative action procedures should be incorporated into the company's written personnel policies. Employers with written affirmative action programs must implement them, keep them on file and update them annually. To learn more about affirmative action requirements for federal contractors, visit the following resources from the U.S. Department of Labor:
- Find It! Hiring - Affirmative Action
Details affirmative action requirements.
- Sample Affirmative Action Program
For federal contractors and subcontractors with fewer than 150 employees.
- Affirmative Action Fact Sheet
Affirmative Action: Creating Economic Opportunity and Security For All Americans.
- Affirmative Action and People with Disabilities
Explains why people with disabilities should be included in affirmative action programs and what contractors' affirmative action obligations are pertaining to outreach and recruitment of people with disabilities.
- Executive Order 11246 Fact Sheet
EEO and Affirmative Action Guidelines for Federal Contractors Regarding Race, Color, Gender, Religion, and National Origin.
- Construction Contractors' Technical Assistance Guide
This Technical Assistance Guide is designed to help Federal and Federally-assisted construction contractors and subcontractors comply with the Federal laws and regulations that prohibit discrimination in employment, and require that the contractors undertake affirmative action to ensure equal employment opportunity in their workforces.
- Census 2000 Special EEO File
The Office of Federal Contract Compliance Programs (OFCCP) requires covered federal contractors and subcontractors to prepare and maintain affirmative action programs. One of the requirements of an affirmative action program is determining availability of qualified minorities or women for job openings. Contractors frequently use U.S. Census Bureau data to determine availability and OFCCP relies on Census data to assess whether a contractor's availability determination is reasonable.
- Census 2000 Special EEO File for Puerto Rico
The Office of Federal Contract Compliance Programs (OFCCP) requires covered federal contractors and subcontractors to prepare and maintain affirmative action programs. One of the requirements of an affirmative action program is determining availability of qualified minorities or women for job openings. Contractors frequently use U.S. Census Bureau data to determine availability. OFCCP has created a separate compilation of summary data tables for Puerto Rico.