The federal Equal Employment Opportunity Commission (EEOC) has revised its “EEO is the Law” workplace poster.
All employers are required by federal law to post the current version of this poster. The last revision to the poster occurred in 2002. If you are currently displaying the 2002 version of the poster, you can download a supplemental poster to be displayed alongside the 2002 version here. The full revised poster is available here.
CEA Online subscribers can access all of our required notices charts here.
How can you ensure that your company’s policies are covering all your bases? Find out by joining us on November 12 for the interactive 90-minute webinar: HR Self-Audits in California: How to Find (and Fix) the Legal Time Bombs in Your Workplace.
For private employers, the poster was revised to add the following two sections:
The Disability section is revised as follows:
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 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 an applicant or employee, barring undue hardship.
The following section is added:
GENETICS
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other 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 (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.
Other additions were made regarding employers engaged in federal contracting. Also, the EEOC’s contact information was updated.
What’s the Best Way to Stay On Top of Legal Changes?
Most HR professionals have their hands full these days with regular day-to-day operations. But lurking just beneath the surface are hidden legal dangers that pose enormous legal and financial risks down the road…
…from employee policies and forms that haven’t been updated in years…to frontline supervisors who haven’t been trained in the latest HR laws and rules…to misclassified employees…to misinterpreted leave and PTO rules…and more. Making matters even worse is the fact that most HR professionals simply don’t have the time to keep up with all of the big legal and regulatory changes coming at them from all sides.
It may seem like you don’t have time for an HR audit, but the truth is that you simply can’t afford to put it off. Don’t wait until you’re hit with a costly lawsuit or government investigation. Be proactive and join us on Nov. 12 for a can’t-miss 90-minute webinar specifically for California HR professionals, where you’ll learn:
- Why it makes sense to review your current HR practices and fix problems now—before they erupt into something unfixable
- What you should do right now to set plans for a top-to-bottom HR self-audit
- The steps involved in reviewing your existing employment policies, files, and procedures
- Which red flags you should look for as the critical signs that you may be in legal trouble
- Who should conduct the HR audit—and when it makes sense to bring in outside help
- Which types of employee claims and government investigations increase dramatically during recessions—and how you can prepare for them before they hit your organization
- How to fix any problems you discover during the course of your HR audit (without making matters worse)
