Thursday, April 30, 2015

Oklahoma Discrimination

From the Office of the Attorney General Oklahoma, there has been a new, updated Discrimination posting released. There were no law changes, no new protected classes; therefore it is aminor change.  There is a new Tulsa address and the rewording of some text.

To ensure your compliance with state and federal labor law posting requirements, visit

Thursday, April 23, 2015

Louisiana Labor Law Poster - Laminated RELEASED 2015

After much waiting, the Louisiana Workforce Commission has released its 2015 Earned Income Credit (EIC) posting.  The updated figures are no on the EIC posting for 2015.  Employers are required to post this new posting and National Safety Compliance has made it available on their complete Louisiana Labor Law Poster at a very reasonable price.  You receive all the required posting by the state of Louisiana on one 24" x 29" laminated poster.  NSC has made this available online at

Tuesday, April 14, 2015

How to File a Charge of Employment Discrimination

Note: Federal employees and job applicants have a different complaint process.

You may file a charge of employment discrimination at the EEOC office closest to where you live, or at any one of the EEOC’s 53 field offices.  Your charge, however, may be investigated at the EEOC office closest to where the discrimination occurred.  If you are a U.S. citizen working for an American company overseas, you should file your charge with the EEOC field office closest to your employer’s corporate headquarters.
Where the discrimination took place can determine how long you have to file a charge. The 180 calendar day filing deadline is extended to 300 calendar days if a state or local agency enforces a state or local law that prohibits employment discrimination on the same basis. The rules are slightly different for age discrimination charges. For age discrimination, the filing deadline is only extended to 300 days if there is a state law prohibiting age discrimination in employment and a state agency or authority enforcing that law. The deadline is not extended if only a local law prohibits age discrimination.

Many states and localities have agencies that enforce laws prohibiting employment discrimination. EEOC refers to these agencies as Fair Employment Practices Agencies (FEPAs). EEOC and some FEPAs have worksharing agreements in place to prevent the duplication of effort in charge processing. According to these agreements, if you file a charge with either EEOC or a FEPA, the charge also will be automatically filed with the other agency. This process, which is defined as dual filing, helps to protect charging party rights under both federal and state or local law.

Online Assessment System

EEOC does not accept charges online. However, we do have an online assessment tool that can help you decide if EEOC is the correct agency to assist you. You can then complete an Intake Questionnaire that you may print and either bring or mail to the appropriate EEOC field office to begin the process of filing a charge.

Filing in Person

Each field office has its own procedures for appointments or walk-ins. Please check our field office list for your office's procedures.

It is always helpful if you bring with you to the meeting any information or papers that will help us understand your case. For example, if you were fired because of your performance, you might bring with you the letter or notice telling you that you were fired and your performance evaluations. You might also bring with you the names of people who know about what happened and information about how to contact them.
You can bring anyone you want to your meeting, especially if you need language assistance and know someone who can help. You can also bring your lawyer, although you don’t have to hire a lawyer to file a charge. If you need special assistance during the meeting, like a sign language or foreign language interpreter, let us know ahead of time so we can arrange for someone to be there for you.

By Telephone

Although we do not take charges over the phone, you can get the process started over the phone. You can call 1-800-669-4000 to submit basic information about a possible charge, and we will forward the information to the EEOC field office in your area. Once the field office receives your information, they will contact you to talk to you about your situation.

By Mail

You can file a charge by sending us a letter that includes the following information:
  • Your name, address, and telephone number
  • The name, address and telephone number of the employer (or employment agency or union) you want to file your charge against
  • The number of employees employed there (if known)
  • A short description of the events you believe were discriminatory (for example, you were fired, demoted, harassed)
  • When the events took place
  • Why you believe you were discriminated against (for example, because of your race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information)
  • Your signature
Don’t forget to sign your letter. If you don’t sign it, we cannot investigate it.
Your letter will be reviewed and if more information is needed, we will contact you to gather that information or you may be sent a follow up questionnaire. At a later date, we will contact you and may put all of the information you sent us on an official EEOC charge form and ask you to sign it.

Thursday, April 2, 2015

EEO Posting Update

  • Persons with Disabilities – The US DOL Office of Federal Contract Compliance Programs (OFCCP) has issued a Final Rule under Section 503 of the Rehabilitation Act that requires federal contractors to implement affirmative action measures to recruit, hire, promote, and retain persons with disabilities. CPC is tracking the final stages of litigation testing this Final Rule. The Final Rule contains a posting requirement and the EEO is the Law Poster is likely to be updated once the lawsuit is resolved.
  • VEVRAA Veterans – The OFCCP has issued a Final Rule affecting federal contractors’ obligation to promote employment of Vietnam Era Veterans’ Readjustment Assistance Act veterans. The regulations require employers to post a notice of the rights and equal employment opportunities of employees and applicants who are protected VEVRRA veterans. The OFCCP and EEOC are working together to update the EEO is the Law Poster to reflect this change.
  • Sexual Orientation and Gender Identity – The OFCCP has issued a Final Rule changing OFCCP’s regulations so that they prohibit discrimination on the bases of sexual orientation and gender identity in the federal contracting workforce. The Final Rule requires posting updated notices. The EEO posting should be updated shortly to include these protected categories.
National Safety Compliance has updated their Federal Labor Law Poster - Laminated to include this change to the EEO posting.