Q&A: Training to meet EEOC compliance requirements

What training and resources are available to help my organization stay in compliance with EEOC-enforced laws?

The Equal Employment Opportunity Commission (EEOC) is charged by Congress with enforcing several federal workplace equal employment opportunity laws prohibiting discrimination.

Laws that apply to private employers that the EEOC enforces

• Title VII of the Civil Rights Act of 1964 (Title VII): Title VII prohibits employment discrimination based on race, color, religion, sex (including sexual orientation and transgender status), and national origin.
• Pregnancy Discrimination Act (PDA) of 1978: The PDA amended Title VII to prohibit discrimination on the basis of pregnancy, childbirth, or related medical conditions
• Sections 102 and 103 of the Civil Rights Act (CRA) of 1991: Sections 102 and 103 of the CRA amend Title VII, Section 501 of the Rehabilitation Act, and the ADA to permit jury trials and compensatory and punitive damage awards in intentional discrimination cases, among other statutory changes
• Equal Pay Act of 1963 (EPA): The EPA prohibits sex-based pay discrimination between workers for the same employer who perform jobs that require substantially equal skill, effort, and responsibility under similar working conditions.
• Age Discrimination in Employment Act (ADEA) of 1967: The ADEA prohibits employment discrimination against people who are 40 years of age or older.
• Americans with Disabilities Act (ADA) of 1990 (Titles I and V): Titles I and V of the ADA make discrimination against a qualified individual on the basis of disability by private employers, most businesses, and state and local governments illegal. Title I addresses employment discrimination on the basis of disability. Title V addresses related matters, including regulations, technical assistance, retaliation, and more.
• ADA Amendments Act (ADAAA) of 2008: The ADAAA amends the ADA. The ADAAA clarifies that the definition of disability does not require extensive analysis and should be construed in favor of broad coverage of individuals, to the maximum extent permitted by the ADA.
• Section 504 of the Rehabilitation Act (Section 504) of 1973: Section 504 prohibits organizations and employers from excluding or denying individuals with disabilities an equal opportunity to receive program benefits and services.
• Rehabilitation Act Amendments of 1992: The 1992 Amendments changed the earlier Rehabilitation Act term “handicapped person” to “individual with a disability” and provided that the standards applied under Title I of the ADA apply to employment discrimination determinations.
• Genetic Information Nondiscrimination Act (GINA) of 2008 (Title II): GINA’s Title II prohibits the use of genetic information, including family medical history, in making employment decisions, such as hiring, firing, advancement, pay, and other terms, conditions, and privileges of employment.
• Lilly Ledbetter Fair Pay Act of 2009: The Lilly Ledbetter Fair Pay Act amends Title VII, the ADA, and the ADEA to clarify that a discriminatory compensation decision unlawful under those acts occurs each time compensation is paid pursuant to the discriminatory decision.
• Pregnant Workers Fairness Act of 2022: The PWFA requires covered employers to provide reasonable accommodations to an employee’s or applicant’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an undue hardship.

BLR’s HR Hero provides a comprehensive suite of tools designed to help employers understand and comply with the laws enforced by the EEOC. From practical guidance and in-depth analysis of employment regulations to customizable policies, forms, and training, HR Hero equips professionals with the resources needed to build compliant workplace practices. Whether you’re new to HR or looking to strengthen existing processes, we offer the support you need to navigate complex compliance requirements with confidence.

What is HR Hotline?

Subscribers of HR Hero® get access to our team of in-house subject matter experts. HR Hotline allows subscribers to submit questions and receive timely, thorough, and plain-language answers from our team of experts—complete with resources and references.

The purpose of HR Hotline is to help connect workplace human resources questions to the material provided by BLR on its subscriber websites. While the service is defined as providing advice, it is assistance to help bridge the gap between the BLR compliance resources and our client’s workplace issues. It is not a legal opinion or replacement for seeking legal counsel.