Time to Replace Your EEOC Poster

Out with the old, in with the new. The time has come to take down the old “EEO is the Law” poster and replace it with the newly published “Know Your Rights” poster! If you have already done so, you should double-check to ensure you have the correct version. The EEOC uploaded a version on 10/19, and then replaced and superseded by a new version the very next day. The version marked “(Revised 10/20/2022)” is the one you should now have posted. Likely, your poster suppliers have notified you of this change, so it’s time to take them up on the offer and update those posters.

The law requires employers to post a notice informing employees that discrimination (and retaliation) in employment based on race, color, sex, national origin, religion, age, equal pay, or genetic information is illegal. The “Know Your Rights” poster does just that and also explains how applicants or employees can file a complaint if they believe their rights have been violated.

Where do I put the poster?

The poster should be in a conspicuous location where all applicants and employees would ordinarily see it. Perhaps you have a bulletin board in the break room or near the time clock—great, post it there. Ideally, you already have the previous poster posted in one of these places and can just take the old one down and put the new one up in its place. It doesn’t have to be fancy, laminated, or anything of the sort, it just needs to be in a place where employees and applicants will see it.

Where do I get the poster?

You should have a poster vendor and if you don’t, hopefully, they will be sending you a new poster, or you’ll need to order one. Looking for a vendor?

Alternatively, you can download a printable PDF of the “Know Your Rights: Workplace Discrimination is Illegal” poster on the EEOC’s website in either Spanish or English currently with more languages to come.

Thompson Coe and myHRgenius Tip of the Week is not intended as a solicitation, does not constitute legal advice, and does not establish an attorney-client relationship.