The EEOC’s release touts a web page for the poster, which provides information about the poster and where to post it. There’s even supposed to be a link to the poster itself, which I understand includes a QR code for applicants or employees to link directly to instructions for how to file a charge of workplace discrimination with the EEOC.
But there’s a problem.
The poster checks all boxes that the EEOC touts in its press release:
- Uses straightforward language and formatting;
- Notes that harassment is a prohibited form of discrimination;
- Clarifies that sex discrimination includes discrimination based on pregnancy and related conditions, sexual orientation, or gender identity;
- Adds a QR code for fast digital access to the how to file a charge webpage;
- Provides information about equal pay discrimination for federal contractors.
The posters should be placed in a conspicuous location in the workplace where notices to applicants and employees are customarily posted. (Covered employers are subject to fines for noncompliance.)
In addition to physically posting, covered employers are encouraged to post a notice digitally on their websites in a conspicuous location. In most cases, electronic posting supplements the physical posting requirement. In some situations (for example, for employers without a physical location or for employees who telework or work remotely and do not visit the employer’s workplace on a regular basis), it may be the only posting.
We’re lucky to have Justin and Amy share their time and wisdom.
Among other things, Justin leads THE CHOPRA FOUNDATION’s global programs and research efforts to inspire joy and create a critical mass for a peaceful, just, sustainable and healthy world. Justin also founded NuroLux, which supports the Autism community by restoring hope for families impacted by Autism by providing them with the technology to light the path ahead.
We’ll tap into Justin’s passion and authenticity to discover ways to improve employee mental health and well-being in your workplace.
Amy is Employment Counsel and Employment/Litigation Partner at FisherBroyles, LLP and Founding Member, DC at Chief, a private network built to drive more women into positions of power and keep them there. Amy regularly counsels companies on ADA/FMLA issues and spearheaded our firm’s efforts to improve our colleagues’ mental health and wellness. She also developed the “Happy Hour,” a regular voluntary meeting on Zoom where attorneys discuss mental health and self-care to normalize and destigmatize these topics.
We’ll spend some time with Amy on Friday discussing not only HR-compliance issues surrounding employee mental health but also some practical ways to make it a priority for employees to help themselves and provide support for others.
If any of these topics pique your interest, please join us on Friday, October 21, 2022, at Noon ET for the next edition of The Employer Handbook Zoom Office Happy Hour.