Know Your Rights:

Workplace Discrimination is Illegal

The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from
discrimination in employment. If you believe you’ve been discriminated against at work or in applying for
a job, the EEOC may be able to help.

Who is Protected? What Organizations are Covered?

• Employees (current and • Union members and • Most private employers • Educational institutions
former), including managers applicants for membership • State and local governments (as employers)
and temporary employees in a union (as employers) • Unions
• Job applicants • Staffing agencies

What Types of Employment Discrimination What Employment Practices can be Challenged

are Illegal? as Discriminatory?
Under the EEOC’s laws, an employer may not discriminate against All aspects of employment, including:
you, regardless of your immigration status, on the bases of: • Discharge, firing, or lay-off • Obtaining or disclosing
• Race disclosure of genetic tests, • Harassment (including genetic information of
• Color genetic services, or family unwelcome verbal or employees
medical history) physical conduct) • Requesting or disclosing medical
• Religion
• Retaliation for filing a • Hiring or promotion information of employees
• National origin
charge, reasonably • Assignment • Conduct that might reasonably
• Sex (including pregnancy, opposing discrimination, discourage someone from
childbirth, and related medical or participating in a • Pay (unequal wages or
opposing discrimination, filing
conditions, sexual orientation, discrimination lawsuit, compensation)
a charge, or participating in an
or gender identity) investigation, or proceeding • Failure to provide investigation or proceeding
• Age (40 and older) • Interference, coercion, or reasonable accommodation
• Conduct that coerces,
• Disability threats related to exercising for a disability; pregnancy,
intimidates, threatens, or
rights regarding disability childbirth, or related medical
• Genetic information interferes with someone
discrimination or pregnancy condition; or a sincerely-held
(including employer requests exercising their rights, or
accommodation religious belief, observance
for, or purchase, use, or someone assisting or
or practice
encouraging someone else
• Benefits to exercise rights, regarding
• Job training disability discrimination
• Classification (including accommodation)
or pregnancy accommodation
• Referral

What can You Do if You Believe Discrimination has Occurred?

Contact the EEOC promptly if you suspect discrimination. Do not delay, because there are strict time limits for filing a charge of
discrimination (180 or 300 days, depending on where you live/work). You can reach the EEOC in any of the following ways:

Submit an inquiry through the EEOC’s public portal Visit an EEOC field office
(https://publicportal.eeoc.gov/Portal/Login.aspx) (www.eeoc.gov/field-office)

Call 1–800–669–4000 (toll free) E-Mail [email protected]

1–800–669–6820 (TTY)
1–844–234–5122 (ASL video phone) Additional information about the EEOC,
including information about filing a charge of
discrimination, is available at www.eeoc.gov.
EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTS

The Department of Labor’s Office of Federal Contract Protected Veteran Status

Compliance Programs (OFCCP) enforces the nondiscrimination
and affirmative action commitments of companies doing business The Vietnam Era Veterans’ Readjustment Assistance Act of 1974,
with the Federal Government. If you are applying for a job with, as amended, 38 U.S.C. 4212, prohibits employment discrimination
or are an employee of, a company with a Federal contract or against, and requires affirmative action to recruit, employ, and
subcontract, you are protected under Federal law from advance in employment, disabled veterans, recently separated
discrimination on the following bases: veterans (i.e., within three years of discharge or release from
active duty), active duty wartime or campaign badge veterans,
or Armed Forces service medal veterans.
Race, Color, Religion, Sex, Sexual Orientation,
Gender Identity, National Origin Retaliation
Executive Order 11246, as amended, prohibits employment
Retaliation is prohibited against a person who files a complaint
discrimination by Federal contractors based on race, color,
of discrimination, participates in an OFCCP proceeding, or
religion, sex, sexual orientation, gender identity, or national
otherwise opposes discrimination by Federal contractors
origin, and requires affirmative action to ensure equality of
under these Federal laws.
opportunity in all aspects of employment.
Any person who believes a contractor has violated its
Asking About, Disclosing, or Discussing Pay nondiscrimination or affirmative action obligations under
OFCCP’s authorities should contact immediately:
Executive Order 11246, as amended, protects applicants and
employees of Federal contractors from discrimination based on The Office of Federal Contract Compliance Programs (OFCCP)
inquiring about, disclosing, or discussing their compensation or U.S. Department of Labor
the compensation of other applicants or employees. 200 Constitution Avenue, N.W.
Washington, D.C. 20210
Disability 1–800–397–6251 (toll-free)
Section 503 of the Rehabilitation Act of 1973, as amended, If you are deaf, hard of hearing, or have a speech disability, please dial
protects qualified individuals with disabilities from discrimination 7–1–1 to access telecommunications relay services. OFCCP may also
in hiring, promotion, discharge, pay, fringe benefits, job be contacted by submitting a question online to OFCCP’s Help Desk
training, classification, referral, and other aspects of employment (https://ofccphelpdesk.dol.gov/s/), or by calling an OFCCP regional
by Federal contractors. Disability discrimination includes not or district office, listed in most telephone directories under U.S.
making reasonable accommodation to the known physical or Government, Department of Labor and on OFCCP’s “Contact Us”
mental limitations of an otherwise qualified individual with a webpage (https://www.dol.gov/agencies/ofccp/contact).
disability who is an applicant or employee, barring undue
hardship to the employer. Section 503 also requires that
Federal contractors take affirmative action to employ and
advance in employment qualified individuals with disabilities
at all levels of employment, including the executive level.

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE

Race, Color, National Origin, Sex Individuals with Disabilities

In addition to the protections of Title VII of the Civil Rights Act Section 504 of the Rehabilitation Act of 1973, as amended,
of 1964, as amended, Title VI of the Civil Rights Act of 1964, as prohibits employment discrimination on the basis of disability
amended, prohibits discrimination on the basis of race, color in any program or activity which receives Federal financial assistance.
or national origin in programs or activities receiving Federal Discrimination is prohibited in all aspects of employment against
financial assistance. Employment discrimination is covered by persons with disabilities who, with or without reasonable
Title VI if the primary objective of the financial assistance is accommodation, can perform the essential functions of the job.
provision of employment, or where employment discrimination
causes or may cause discrimination in providing services under If you believe you have been discriminated against in a program
such programs. Title IX of the Education Amendments of 1972 of any institution which receives Federal financial assistance,
prohibits employment discrimination on the basis of sex in you should immediately contact the Federal agency providing
educational programs or activities which receive Federal such assistance.
financial assistance.
(Revised 6/27/2023)