EEOC Doubles Fines for Posting Violations

Published March 26, 2014

EEOC Doubles Fines for Posting Violations

Effective April 18, 2014, the U.S. Equal Employment Opportunity Commission (EEOC) is nearly doubling the fines it can levy against employers who do not adhere to its posting requirements. Employers now face a fine of $210 per posting violation, an increase of 91 percent over the previous fine of $110.

The EEOC is required by the Federal Civil Penalties Inflation Adjustment Act of 1990 to adjust fine levels for inflation as determined by fluctuations in the Consumer Price Index (CPI).

The EEOC reported that in the last ten years, 2010 saw the highest level of EEOC notice posting violations with 114 charges being leveled against employers.

(DOL Posting Fines 2022)

EEOC Posting Requirements

The EEOC requires every employer, employment agency, labor organization, and joint labor-management committee controlling an apprenticeship or other training program covered by Title VII, the ADA, or GINA to post the EEO is the Law notice “in prominent and accessible places where notices to employees, applicants, and members are customarily maintained.”

The notice outlines which employee classifications are protected against job discrimination, including race, color, sex, national origin, religion, age, equal pay, disability and genetic information.

About the EEOC

The EEOC enforces Federal laws prohibiting employment discrimination. Employers are required to post notices describing the Federal laws prohibiting job discrimination based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. The EEOC enforces:

This Employment Law News blog is intended for market awareness only, it is not to be used for legal advice or counsel.

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GovDocs simplifies employment law compliance for large, multi-jurisdiction employers in the U.S. and Canada. The GovDocs software platform integrates three solutions in one convenient place to help you master the employment laws impacting your business. Whether you manage a postings, minimum wage or paid leave program, our products cut through research time, provide proactive insights into the everchanging landscape of employment laws and reduce the risk of noncompliance. The company is headquartered in Eagan, Minn.

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