Workplace discrimination: which employer-size rule applies

Workplace discrimination: which employer-size rule applies Qualifications and requirements: For private employers, EEOC's race, color, religion, sex, national-origin, disability and genetic-information laws generally require 15 employees for 20 calendar weeks in this or the preceding year. The private-employer age-discrimination coverage threshold is generally 20 employees for 20 weeks. Documents to prepare (confirm what is required): Employer name and approximate workforce size; Dated incident and employment-decision timeline; Messages, policies and witness information; Prior complaints and responses Exceptions and checks: Virtually all employers are covered by the Equal Pay Act. Other employer types and state laws require separate coverage analysis. Questions to ask: Is the employer private, governmental or federal?; What protected reason is connected to the treatment?; What date did the employment action occur? Next steps: Contact EEOC promptly to check coverage and filing requirements.; Describe conduct and dates rather than assuming every unfair action is unlawful.; Preserve notices and communications. Limits: Employer size is only one coverage issue; it does not prove discrimination or calculate a filing deadline.