Ensuring Compliance with the Equal Opportunity Employment Commission

In March 2018, the U.S. Equal Employment Opportunity Commission (EEOC) began collecting workforce data from employers with more than 100 employees (lower thresholds apply to federal contractors). Employers meeting the reporting thresholds have a legal obligation to provide the data; it is not voluntary. The EEOC enforces Federal laws prohibiting employment discrimination. A recent article from ForConstructionPros.com put together a list of exactly what you company needs to do to be compliant. These laws protect employees and job applicants against employment discrimination when it involves:

  • Unfair treatment because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.
  • Harassment by managers, co-workers, or others in the workplace, because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
  • Denial of a reasonable workplace accommodation that the employee needs because of religious beliefs or disability.
  • Retaliation because the employee complained about job discrimination, or assisted with a job discrimination investigation or lawsuit.

Employers meeting the reporting thresholds have a legal obligation to provide the data; it is not voluntary. Deadline to comply is September 30th 2019.

Continue reading to ensure your company is compliant.