News & Updates
June 7, 2016
The U.S. Equal Employment Opportunity Commission (EEOC) has issued a final rule that adjusts for inflation the civil monetary penalty for violation of the notice-posting requirements in Title VII of the Civil Rights Act (Title VII), the Americans with Disabilities Act (ADA), and the Genetic Information Non-Discrimination Act (GINA).
Employers with 15 or more employees who worked for the employer for at least twenty calendar weeks in this year or last, along with certain other entities subject to Title VII, the ADA, or GINA must post notices describing the pertinent provisions of these laws. Notices must be posted in prominent and accessible places where notices to employees, applicants, and members are customarily maintained.
Recently, a federal law required each executive agency to issue regulations adjusting for inflation the maximum civil penalty that may be imposed under each agency's statutes. In response, the EEOC issued a final rule adjusting the penalty for violation of the notice-posting requirements.
The final rule, effective July 5, 2016, adjusts the maximum penalty per violation of the notice-posting requirements specified in the regulations from $210 to $525 for each separate offense.
The EEOC has issued the following guidelines and tips for employers regarding the required "EEO is the Law" poster:
Note: Many states have their own nondiscrimination laws with notice-posting requirements that apply to smaller employers.
To learn about other federal notices required to be displayed in the workplace, please visit our section on Federal Poster Requirements.