When you see the phrase “equal opportunity employer” or “EOE” employer, it is important to know what the words mean. A lot of small-business owners fail to understand what these terms mean and end up in litigation. This is because they fail to properly understand the meaning of these phrases and what they mean for their business.
Equal Opportunity Employer – or EOE
The meaning of EOE can be traced back to the Civil Rights Act of 1964. It is about protecting people from discrimination based on the protected classes: race, religion, national origin, gender identity and sexual orientation, pregnancy, age (40 and up), genetic information and disabilities.
Employers must follow the law and comply with anti-discrimination guidelines set by the Equal Employment Opportunity Commission (EEOC). These guidelines will help you to avoid situations that could end in costly lawsuits. If you are a small business owner, you do have the right to choose which companies you will work for and if they are exempt due to their designation as an equal opportunity employer.
EEOC Compliance Exemptions
Religious organizations can legally hire individuals of different religions if this is compatible with the religious organizations mission. Religious organizations can even self-designate as an EOE if this is in line with their mission.
A few different groups are exempt from the Equal Pay Act. Businesses with 14 or less employees must comply with the law but private businesses with 15 to 19 employees do not have to comply with the law. If you work for a smaller company or a religious organization, you will not be entitled to certain legal protections and you may not be paid equally to your male or female colleagues. You should make sure you have a good contract if you work for a smaller company.
What Are the Legal Responsibilities of an EOE?
There are two main reasons that employers don’t always choose to be EOE. The first one is that it can be costly, the second is that it is difficult to manage and to implement. This can be costly because you will have to provide equal pay to all your employees. This can be difficult to implement because it is hard to ensure that all employees are getting the same benefits and promotions. These two reasons are why employers don’t always choose to be EOE.
The US Equal Employment Opportunity Commission (EEOC) has made it very clear that employers cannot discriminate against employees on the basis of their sexual orientation or gender identity. Companies must also follow anti-discrimination laws in all areas of employment including sexual orientation and gender identity. This includes any company policy or practice. Any good workplace lawyer can advise you if you find yourself being discriminated.
The Americans with Disabilities Act (ADA) is a civil rights law that protects people with disabilities in the US. This law protects all employees from discrimination in the workplace, regardless of whether they are disabled. For example, it protects employees from being fired for requesting an accommodation to work, filing a claim or requesting reasonable accommodations. This law also protects employees from retaliation for filing a discrimination claim or request for reasonable accommodation. Contact a nationality discrimination lawyer if you feel your rights have been violated.
