eeoc fmla eppa - veristor · lie detector tests. examinee rights where polygraph tests are...
Post on 15-Jul-2020
4 Views
Preview:
TRANSCRIPT
1-866-487-9243TTY: 1-877-889-5627
www.dol.gov/whd
WAGE AND HOUR DIVISIONUNITED STATES DEPARTMENT OF LABOR
WH1462 REV 07/16
PROHIBITIONS Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act.
EXEMPTIONS Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private individuals engaged in national security-related activities.
The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers.
The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer.
The law does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with respect to lie detector tests.
EXAMINEE RIGHTS
Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized persons.
ENFORCEMENT The Secretary of Labor may bring court actions to restrain violations and assess civil penalties against violators. Employees or job applicants may also bring their own court actions.
EMPLOYEE RIGHTS EMPLOYEE POLYGRAPH PROTECTION ACTThe Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.
THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.
EMPLOYEE RIGHTSUNDER THE FAMILY AND MEDICAL LEAVE ACT
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons:
• The birth of a child or placement of a child for adoption or foster care;• To bond with a child (leave must be taken within one year of the child’s birth or placement);• To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;• For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;• For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse,
child, or parent.
An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.
An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule.
Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.
While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave.
Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions.
An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.
An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must:
• Have worked for the employer for at least 12 months; • Have at least 1,250 hours of service in the 12 months before taking leave;* and • Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite.
*Special “hours of service” requirements apply to airline flight crew employees.
Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures.
Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified.
Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required.
Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.
Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer.
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.
LEAVE ENTITLEMENTS
BENEFITS &PROTECTIONS
ELIGIBILITY REQUIREMENTS
1-866-4-USWAGE
www.dol.gov/whd
For additional information or to file a complaint:
(1-866-487-9243) TTY: 1-877-889-5627
U.S. Department of Labor Wage and Hour Division
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
WH1420 REV 04/16
REQUESTING LEAVE
EMPLOYER RESPONSIBILITIES
ENFORCEMENT
Equ
al E
mpl
oym
ent O
ppor
tuni
ty is
7+(�/$:
Pr
ivate
Em
ploy
ers,
Sta
te a
nd L
ocal
Gov
ernm
ents
, Edu
catio
nal I
nstit
utio
ns, E
mpl
oym
ent A
genc
ies
and
Labo
r Org
aniza
tions
A
pplic
ants
to a
nd e
mpl
oyee
s of
mos
t pri
vate
em
ploy
ers,
sta
te a
nd lo
cal g
over
nmen
ts, e
duca
tiona
l ins
titut
ions
, em
ploy
men
t age
ncie
s an
d la
bor
orga
niza
tions
are
pro
tect
ed u
nder
Fed
eral
law
from
dis
crim
inat
ion
on th
e fo
llow
ing
base
s:
RA
CE,
CO
LOR
, REL
IGIO
N, S
EX, N
ATIO
NA
L O
RIG
IN
Titl
e V
II o
f the
Civ
il Ri
ghts
Act
of 1
964,
as
amen
ded,
pro
tect
s ap
plic
ants
and
em
ploy
ees
from
dis
crim
inat
ion
in h
irin
g, p
rom
otio
n, d
isch
arge
, pay
, fri
nge
bene
fits,
jo
b tr
aini
ng, c
lass
ifica
tion,
refe
rral
, and
oth
er a
spec
ts o
f em
ploy
men
t, on
the
basi
s of
race
, col
or, r
elig
ion,
sex
(inc
ludi
ng p
regn
ancy
), or
nat
iona
l ori
gin.
Rel
igio
us
disc
rim
inat
ion
incl
udes
faili
ng to
reas
onab
ly a
ccom
mod
ate
an e
mpl
oyee
’s re
ligio
us
prac
tices
whe
re th
e ac
com
mod
atio
n do
es n
ot im
pose
und
ue h
ards
hip.
DIS
AB
ILIT
Y T
itle
I and
Titl
e V
of t
he A
mer
ican
s w
ith D
isab
ilitie
s Ac
t of 1
990,
as
amen
ded,
pro
tect
qu
alifi
ed in
divi
dual
s fr
om d
iscr
imin
atio
n on
the
basi
s of
dis
abili
ty in
hiri
ng, p
rom
otio
n,
disc
harg
e, p
ay, f
ringe
ben
efits
, job
trai
ning
, cla
ssifi
catio
n, re
ferr
al, a
nd o
ther
as
pect
s of
em
ploy
men
t. D
isab
ility
dis
crim
inat
ion
incl
udes
not
mak
ing
reas
onab
le
acco
mm
odat
ion
to th
e kn
own
phys
ical
or m
enta
l lim
itatio
ns o
f an
othe
rwis
e qu
alifi
ed
indi
vidu
al w
ith a
dis
abili
ty w
ho is
an
appl
ican
t or e
mpl
oyee
, bar
ring
undu
e ha
rdsh
ip.
AG
E Th
e A
ge D
iscr
imin
atio
n in
Em
ploy
men
t Act
of 1
967,
as
amen
ded,
pro
tect
s ap
plic
ants
and
em
ploy
ees
40 y
ears
of a
ge o
r ol
der
from
dis
crim
inat
ion
base
d on
ag
e in
hir
ing,
pro
mot
ion,
dis
char
ge, p
ay, f
ring
e be
nefit
s, jo
b tr
aini
ng, c
lass
ifica
tion,
re
ferr
al, a
nd o
ther
asp
ects
of e
mpl
oym
ent.
SEX
(W
AG
ES)
In a
dditi
on to
sex
dis
crim
inat
ion
proh
ibite
d by
Titl
e V
II o
f the
Civ
il Ri
ghts
Act
, as
amen
ded,
the
Equ
al P
ay A
ct o
f 196
3, a
s am
ende
d, p
rohi
bits
sex
dis
crim
inat
ion
in
the
paym
ent o
f wag
es to
wom
en a
nd m
en p
erfo
rmin
g su
bsta
ntia
lly e
qual
wor
k,
in jo
bs th
at r
equi
re e
qual
ski
ll, e
ffor
t, an
d re
spon
sibi
lity,
und
er s
imila
r w
orki
ng
cond
ition
s, in
the
sam
e es
tabl
ishm
ent.
GEN
ETIC
S T
itle
II o
f the
Gen
etic
Info
rmat
ion
Non
disc
rimin
atio
n A
ct o
f 200
8 pr
otec
ts a
pplic
ants
an
d em
ploy
ees
from
dis
crim
inat
ion
base
d on
gen
etic
info
rmat
ion
in h
iring
, pr
omot
ion,
dis
char
ge, p
ay, f
ringe
ben
efits
, job
trai
ning
, cla
ssifi
catio
n, re
ferr
al, a
nd
othe
r asp
ects
of e
mpl
oym
ent.
GIN
A a
lso
rest
ricts
em
ploy
ers’
acq
uisi
tion
of g
enet
ic
info
rmat
ion
and
stric
tly li
mits
dis
clos
ure
of g
enet
ic in
form
atio
n. G
enet
ic in
form
atio
n in
clud
es in
form
atio
n ab
out g
enet
ic te
sts
of a
pplic
ants
, em
ploy
ees,
or t
heir
fam
ily
mem
bers
; the
man
ifest
atio
n of
dis
ease
s or
dis
orde
rs in
fam
ily m
embe
rs (f
amily
m
edic
al h
isto
ry);
and
requ
ests
for o
r rec
eipt
of g
enet
ic s
ervi
ces
by a
pplic
ants
, em
ploy
ees,
or t
heir
fam
ily m
embe
rs.
RET
ALI
ATIO
N
All
of th
ese
Fede
ral l
aws
proh
ibit
cove
red
entit
ies
from
ret
alia
ting
agai
nst a
pe
rson
who
file
s a
char
ge o
f dis
crim
inat
ion,
par
ticip
ates
in a
dis
crim
inat
ion
proc
eedi
ng, o
r ot
herw
ise
oppo
ses
an u
nlaw
ful e
mpl
oym
ent p
ract
ice.
WH
AT T
O D
O IF
YO
U B
ELIE
VE D
ISC
RIM
INAT
ION
HA
S O
CC
UR
RED
Th
ere
are
stri
ct ti
me
limits
for
filin
g ch
arge
s of
em
ploy
men
t dis
crim
inat
ion.
To
pres
erve
the
abili
ty o
f EE
OC
to a
ct o
n yo
ur b
ehal
f and
to p
rote
ct y
our
righ
t to
file
a pr
ivat
e la
wsu
it, s
houl
d yo
u ul
timat
ely
need
to, y
ou s
houl
d co
ntac
t EE
OC
pro
mpt
ly
whe
n di
scri
min
atio
n is
sus
pect
ed:
The
U.S
. Equ
al E
mpl
oym
ent O
ppor
tuni
ty C
omm
issi
on (
EE
OC
), 1
-800
-669
-400
0 (t
oll-f
ree)
or
1-80
0-66
9-68
20 (
toll-
free
TTY
num
ber
for
indi
vidu
als
with
hea
ring
im
pair
men
ts).
EE
OC
fiel
d of
fice
info
rmat
ion
is a
vaila
ble
at w
ww.
eeoc
.gov
or
in m
ost t
elep
hone
dir
ecto
ries
in th
e U
.S. G
over
nmen
t or
Fede
ral G
over
nmen
t se
ctio
n. A
dditi
onal
info
rmat
ion
abou
t EE
OC
, inc
ludi
ng in
form
atio
n ab
out c
harg
e fil
ing,
is a
vaila
ble
at w
ww.
eeoc
.gov
.
Empl
oyer
s Ho
ldin
g Fe
dera
l Con
tract
s or
Sub
cont
ract
s A
pplic
ants
to a
nd e
mpl
oyee
s of
com
pani
es w
ith a
Fed
eral
gov
ernm
ent c
ontr
act o
r su
bcon
trac
t ar
e pr
otec
ted
unde
r Fe
dera
l law
from
dis
crim
inat
ion
on th
e fo
llow
ing
base
s:
RA
CE,
CO
LOR
, REL
IGIO
N, S
EX, N
ATIO
NA
L O
RIG
IN
Exe
cutiv
e O
rder
112
46, a
s am
ende
d, p
rohi
bits
job
disc
rim
inat
ion
on th
e ba
sis
of r
ace,
col
or, r
elig
ion,
sex
or
natio
nal o
rigi
n, a
nd r
equi
res
affir
mat
ive
actio
n to
en
sure
equ
ality
of o
ppor
tuni
ty in
all
aspe
cts
of e
mpl
oym
ent.
IND
IVID
UA
LS W
ITH
DIS
AB
ILIT
IES
Sect
ion
503
of th
e Re
habi
litat
ion
Act
of 1
973,
as
amen
ded,
pro
tect
s qu
alifi
ed
indi
vidu
als
from
dis
crim
inat
ion
on th
e ba
sis
of d
isab
ility
in h
irin
g, p
rom
otio
n,
disc
harg
e, p
ay, f
ring
e be
nefit
s, jo
b tr
aini
ng, c
lass
ifica
tion,
ref
erra
l, an
d ot
her
aspe
cts
of e
mpl
oym
ent.
Dis
abili
ty d
iscr
imin
atio
n in
clud
es n
ot m
akin
g re
ason
able
acc
omm
odat
ion
to th
e kn
own
phys
ical
or
men
tal l
imita
tions
of a
n ot
herw
ise
qual
ified
indi
vidu
al w
ith a
dis
abili
ty w
ho is
an
appl
ican
t or
empl
oyee
, ba
rrin
g un
due
hard
ship
. Se
ctio
n 50
3 al
so r
equi
res
that
Fed
eral
con
trac
tors
take
af
firm
ativ
e ac
tion
to e
mpl
oy a
nd a
dvan
ce in
em
ploy
men
t qua
lified
indi
vidu
als
with
dis
abili
ties
at a
ll le
vels
of e
mpl
oym
ent,
incl
udin
g th
e ex
ecut
ive
leve
l.
DIS
AB
LED,
REC
ENTL
Y SE
PAR
ATED
, OTH
ER P
RO
TEC
TED,
A
ND
AR
MED
FO
RC
ES S
ERVI
CE
MED
AL
VETE
RA
NS
The
Vie
tnam
Era
Vet
eran
s’ Re
adju
stm
ent A
ssis
tanc
e Ac
t of 1
974,
as
amen
ded,
38
U.S
.C. 4
212,
pro
hibi
ts jo
b di
scrim
inat
ion
and
requ
ires
affir
mat
ive
actio
n to
em
ploy
an
d ad
vanc
e in
em
ploy
men
t dis
able
d ve
tera
ns, r
ecen
tly s
epar
ated
vet
eran
s (w
ithin
thre
e ye
ars
of d
isch
arge
or r
elea
se fr
om a
ctiv
e du
ty),
othe
r pro
tect
ed v
eter
ans
(vet
eran
s w
ho s
erve
d du
ring
a w
ar o
r in
a ca
mpa
ign
or e
xped
ition
for w
hich
a
cam
paig
n ba
dge
has
been
aut
horiz
ed),
and
Arm
ed F
orce
s se
rvic
e m
edal
vet
eran
s (v
eter
ans
who
, whi
le o
n ac
tive
duty
, par
ticip
ated
in a
U.S
. mili
tary
ope
ratio
n fo
r w
hich
an
Arm
ed F
orce
s se
rvic
e m
edal
was
aw
arde
d).
RET
ALI
ATIO
N
Reta
liatio
n is
pro
hibi
ted
agai
nst a
per
son
who
file
s a
com
plai
nt o
f dis
crim
inat
ion,
pa
rtic
ipat
es in
an
OFC
CP
proc
eedi
ng, o
r ot
herw
ise
oppo
ses
disc
rim
inat
ion
unde
r th
ese
Fede
ral l
aws.
Any
per
son
who
bel
ieve
s a
cont
ract
or h
as v
iola
ted
its n
ondi
scri
min
atio
n or
af
firm
ativ
e ac
tion
oblig
atio
ns u
nder
the
auth
oriti
es a
bove
sho
uld
cont
act
imm
edia
tely
:
The
Offi
ce o
f Fed
eral
Con
trac
t Com
plia
nce
Prog
ram
s (O
FCC
P), U
.S.
Dep
artm
ent o
f Lab
or, 2
00 C
onst
itutio
n A
venu
e, N
.W.,
Was
hing
ton,
D.C
. 20
210,
1-8
00-3
97-6
251
(tol
l-fre
e) o
r (2
02)
693-
1337
(TT
Y).
OFC
CP
may
als
o be
co
ntac
ted
by e
-mai
l at O
FCC
P-Pu
blic
@do
l.gov
, or
by c
allin
g an
OFC
CP
regi
onal
or
dis
tric
t offi
ce, l
iste
d in
mos
t tel
epho
ne d
irec
tori
es u
nder
U.S
. Gov
ernm
ent,
Dep
artm
ent o
f Lab
or.
Prog
ram
s or
Act
ivitie
s Re
ceivi
ng F
eder
al F
inan
cial
Ass
ista
nce
RA
CE,
CO
LOR
, NAT
ION
AL
OR
IGIN
, SEX
IN
DIV
IDU
ALS
WIT
H D
ISA
BIL
ITIE
S In
add
ition
to th
e pr
otec
tions
of T
itle
VII
of t
he C
ivil
Righ
ts A
ct o
f 196
4, a
s Se
ctio
n 50
4 of
the
Reha
bilit
atio
n A
ct o
f 197
3, a
s am
ende
d, p
rohi
bits
em
ploy
men
t am
ende
d, T
itle
VI o
f the
Civ
il Ri
ghts
Act
of 1
964,
as
amen
ded,
pro
hibi
ts
disc
rim
inat
ion
on th
e ba
sis
of d
isab
ility
in a
ny p
rogr
am o
r ac
tivity
whi
ch r
ecei
ves
disc
rimin
atio
n on
the
basi
s of
race
, col
or o
r nat
iona
l orig
in in
pro
gram
s or
Fe
dera
l fina
ncia
l ass
ista
nce.
Dis
crim
inat
ion
is p
rohi
bite
d in
all
aspe
cts
of
activ
ities
rece
ivin
g Fe
dera
l fina
ncia
l ass
ista
nce.
Em
ploy
men
t dis
crim
inat
ion
empl
oym
ent a
gain
st p
erso
ns w
ith d
isab
ilitie
s w
ho, w
ith o
r w
ithou
t rea
sona
ble
is c
over
ed b
y T
itle
VI i
f the
prim
ary
obje
ctiv
e of
the
finan
cial
ass
ista
nce
is
acco
mm
odat
ion,
can
per
form
the
esse
ntia
l fun
ctio
ns o
f the
job.
pr
ovis
ion
of e
mpl
oym
ent,
or w
here
em
ploy
men
t dis
crim
inat
ion
caus
es o
r may
If
you
belie
ve y
ou h
ave
been
dis
crim
inat
ed a
gain
st in
a p
rogr
am o
f any
ca
use
disc
rimin
atio
n in
pro
vidi
ng s
ervi
ces
unde
r suc
h pr
ogra
ms.
Titl
e IX
of t
he
inst
itutio
n w
hich
rec
eive
s Fe
dera
l fina
ncia
l ass
ista
nce,
you
sho
uld
imm
edia
tely
E
duca
tion
Am
endm
ents
of 1
972
proh
ibits
em
ploy
men
t dis
crim
inat
ion
on th
e co
ntac
t the
Fed
eral
age
ncy
prov
idin
g su
ch a
ssis
tanc
e.
basi
s of
sex
in e
duca
tiona
l pro
gram
s or
act
iviti
es w
hich
rece
ive
Fede
ral fi
nanc
ial
assi
stan
ce.
EE
OC
9/0
2 an
d O
FCC
P 8/
08 V
ersi
ons U
seab
le W
ith 1
1/09
Sup
plem
ent
EE
OC
-P/E
-1 (
Rev
ised
11/
09)
top related