Note: The Virginia-designed poster regarding our EEO requirements listed here has been moved to a separate poster page, titled: Virginia: Equal Opportunity Employment is the Law. That poster also fulfills the requirements to inform employees of EEO rights as this one, although posting it is required under slightly different circumstances and references also state-level policies and regulations.
The Poster
Multiple laws require posting this poster; a direct link to the poster in English can be found here:
All employers with 15 or more employees, and all government contractors and subcontractors, regardless of the number of employees, are required to display this poster “Equal Opportunity is the Law” (OFCCP-1420). This provides general employment information, including provisions of the Americans with Disabilities Act. English and Spanish versions are available at: http://www1.eeoc.gov/employers/poster.cfm
LRCC meets the specific criteria of "15 or more employees"; and other colleges in the Virginia Community College System may additionally meet other requirements for posting this, such as having $10,000 in federal contracts over the course of a year.
Images of the "Know Your Rights: Workplace Discrimination Is Illegal" Poster:
The “Know Your Rights: Workplace Discrimination is Illegal” poster, prepared by the U.S. Equal Employment Opportunity Commission (EEOC), summarizes workplace discrimination laws and explains how employees or applicants can file a complaint if they believe that they have experienced discrimination.
Executive Order 11246
E.O. 11246 prohibits certain federal contractors and subcontractors from discriminating in employment decisions on the basis of race, color, religion, sex, sexual orientation, gender identity or national origin. Additionally, it protects applicants and employees from discriminatory discipline, including firing, for asking about, discussing or disclosing their pay or the pay of their co-workers. E.O. 11246 applies to federal contractors and subcontractors and to federally assisted construction contractors and subcontractors, who do over $10,000 in government business in one year. E.O. 11246 also requires covered government contractors to take affirmative action to ensure that equal opportunity is provided in all aspects of employment.
The Office of Federal Contract Compliance Programs (OFCCP) administers and enforces E.O. 11246.
The law requires an employer to post a notice describing the Federal laws prohibiting job discrimination based on race, color, sex (including pregnancy and related conditions, sexual orientation, or gender identity), national origin, religion, age (40 and older), equal pay, disability or genetic information (including family medical history or genetic tests or services), and retaliation for filing a charge, reasonably opposing discrimination, or participating in a discrimination lawsuit, investigation, or proceeding. Title VII of the Civil Rights Act of 1964 imposes a monetary penalty for covered employers who fail to post these notices. The penalty, currently $659, is adjusted annually for inflation as required by law.
The Pregnant Workers Fairness Act (PWFA)
This act caused updates to the poster, which went in effect June 27, 2023. Employers should ensure posted materials have the correct materials which are dated in the bottom right corner. For more information about the PWFA, visit the webpage “What You Should Know About the Pregnant Workers Fairness Act.” The most recent Final Rule on the PWFA was posted 4.15.2024; Federal Register :: Implementation of the Pregnant Workers Fairness Act.
The Rehabilitation Act of 1973, Section 503
Section 503 of the Rehabilitation Act of 1973 (Section 503) prohibits discrimination and requires certain employers to take affirmative action to hire, retain, and promote qualified individuals with disabilities. Section 503 applies to all federal contracts or subcontracts that exceed $10,000. All federal contractors and subcontractors with covered contracts must include a specific equal opportunity clause in each of their nonexempt contracts and subcontracts. The Office of Federal Contract Compliance Programs (OFCCP) administers and enforces Section 503.
Though the Section 503 statute has not been amended, in 2004, Congress enacted Section 807 of the Ronald Reagan National Defense Authorization Act, codified at 41 U.S.C. 1908. This law requires the Federal Acquisition Regulation Council (FAR Council) to review the dollar threshold amounts in certain federal agency procurement related laws every five years to determine whether they need to be adjusted for inflation. As a result of these reviews, the FAR Council implemented inflationary adjustments of acquisition-related dollar thresholds for Section 503.In 2010, the FAR implemented an adjustment for Section 503 changing the threshold amount from $10,000 to $15,000. See "Federal Acquisition Regulation; Inflation Adjustment of Acquisition-Related Thresholds," 75 FR 53129 (2010). OFCCP adopted the FAR acquisition related inflationary adjustment for Section 503.
Contractors and subcontractors who hold a single federal contract or subcontract in excess of $10,000 are required to display the "Know Your Rights" poster. Federal contractors and subcontractors who (1) hold government bills of lading; (2) serve as a depository of federal funds in any amount; or (3) act as issuing and paying agents for U.S. savings bonds and notes must also display the "Know Your Rights" poster. The "Know Your Rights" poster is available in Spanish. There is no requirement to display the poster in languages other than English.
Contractors that have the obligation to develop a written Section 503 AAP must post a notice at each establishment providing the location and hours the AAP may be viewed. Additionally, the policy statement required by the Section 503 AAP regulations must be displayed on company bulletin boards, and made available in accessible format, if necessary, (e.g., large print, or audio file) so that applicants and employees with disabilities are informed of the contents of the policy statement.
The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), as amended, requires contractors and subcontractors with a Federal contract or subcontract in the amount of $100,000 or more for the purchase, sale, or use of personal property or nonpersonal services (including construction), take affirmative action to employ and advance in employment qualified protected veterans. Disabled veterans, recently separated veterans (veterans within 3 years of their discharge or release from active duty), veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized (referred to as “other protected veterans”), and Armed Forces service medal veterans are covered veterans under VEVRAA.
The affirmative action and mandatory job-listing provisions of VEVRAA are enforced by the Office of Federal Contract Compliance Programs (OFCCP). The Veterans’ Employment and Training Service (VETS) administers the veterans’ employment reporting requirement. Though the VEVRAA statute has not been amended, in 2004 Congress enacted Section 807 of the Ronald Reagan National Defense Authorization Act, codified at 41 U.S.C. 1908. This law requires the Federal Acquisition Regulation Council (FAR Council) to review the dollar threshold amounts in certain Federal agency procurement related laws every five years. In 2015, the FAR implemented an adjustment for VEVRAA changing the threshold amount from $100,000 to $150,000. See "Federal Acquisition Regulation; Inflation Adjustment of Acquisition-Related Thresholds," 80 FR 38293 (2015). OFCCP adopted the FAR acquisition related inflationary adjustment for VEVRAA.
Contractors and subcontractors who hold a single federal contract or subcontract in excess of $10,000 are required to display the "Know Your Rights" poster. Federal contractors and subcontractors who (1) hold government bills of lading; (2) serve as a depository of federal funds in any amount; or (3) act as issuing and paying agents for U.S. savings bonds and notes must also display the "Know Your Rights" poster. The poster must be displayed in conspicuous places available to employees and applicants for employment and representatives of each labor union with which the covered contractor or subcontractor has a collective bargaining agreement, such as, the personnel office, work-out facility, lunchroom, or company bulletin board. There is no particular size requirement.
The "Know Your Rights" poster is available in Spanish. There is no requirement to display the poster in languages other than English.
Contractors that have the obligation to develop a written VEVRAA AAP must post a notice at each establishment providing the location and hours the AAP may be viewed. Additionally, the policy statement required by the VEVRAA AAP regulations must be posted on company bulletin boards, and made available in accessible format, if necessary, (e.g., large print, or audio file) so that applicants and employees with disabilities are informed of the contents of the policy statement.
You may access the AAP by requesting it from the HR department:
Middletown Campus, Cornerstone Hall, Suite 209, Available also by appointment virtually, at Fauquier Campus, and Luray Page Center.
- Hours: Monday-Friday 7:30AM to 4:30PM
- HR General Line: 540-868-7226
- Payroll General Line: 540-868-7224
- Fax: 540-868-7225
- Email: hrteam@laurelridge.edu
EEO Policy Statement
The Pay Transparency Nondiscrimination Provision
Additionally, contractors and subcontractors who hold a single federal contract or subcontract in excess of $10,000 or who hold contracts or subcontracts with the federal government in any 12-month period that have a total value of more than $10,000 are required to post the Pay Transparency Nondiscrimination Provision.
LRCC does not have such a contract as of the start of 2024, but other colleges in the Virginia Community College System at times may hold such a contract.
Federal contractors and subcontractors who (1) hold government bills of lading; (2) serve as a depository of federal funds in any amount; or (3) act as issuing and paying agents for U.S. savings bonds and notes must also post the Pay Transparency Nondiscrimination Provision.
This posting requirement may be accomplished by posting the provision electronically or by posting a copy of the provision in conspicuous places available for employees and applicants. There is no particular size requirement. The provision can be obtained at this link: Pay Transparency Nondiscrimination Provision (dol.gov). image of this provision is provided below:
DOL Contacts
Office of Federal Contract Compliance Programs (OFCCP)
E-mail: OFCCP-Public@dol.gov
Tel: 1-866-4USADOL (1-866-487-2365) or 1-800-397-6251; TTY: 1-877-889-5627
Veterans' Employment and Training Service (VETS)
Contact VETS
Tel: 1-866-237-0275; TTY: 1-877-889-5627
See Also
For screen readers / electronic posting
HTML-only versions of the poster are also available in the following languages:
For printing / posting in the workplace
Audio Recordings
This poster may also be obtained from:
U.S. Equal Employment Opportunity Commission
8280 Greensboro Drive, Suite 300
McLean, VA 22102
1-800-669-3362