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

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mpl

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genc

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and

Labo

r Org

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A

pplic

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to a

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mpl

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s of

mos

t pri

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em

ploy

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sta

te a

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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

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bene

fits,

jo

b tr

aini

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lass

ifica

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refe

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, and

oth

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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

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faili

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reas

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ly a

ccom

mod

ate

an e

mpl

oyee

’s re

ligio

us

prac

tices

whe

re th

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com

mod

atio

n do

es n

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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

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s Ac

t of 1

990,

as

amen

ded,

pro

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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

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not

mak

ing

reas

onab

le

acco

mm

odat

ion

to th

e kn

own

phys

ical

or m

enta

l lim

itatio

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f an

othe

rwis

e qu

alifi

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indi

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ith a

dis

abili

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ho is

an

appl

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t or e

mpl

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ring

undu

e ha

rdsh

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AG

E Th

e A

ge D

iscr

imin

atio

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Em

ploy

men

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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

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dis

char

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ay, f

ring

e be

nefit

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b tr

aini

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ifica

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re

ferr

al, a

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ther

asp

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of e

mpl

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SEX

(W

AG

ES)

In a

dditi

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sex

dis

crim

inat

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proh

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Titl

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II o

f the

Civ

il Ri

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Act

, as

amen

ded,

the

Equ

al P

ay A

ct o

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3, a

s am

ende

d, p

rohi

bits

sex

dis

crim

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in

the

paym

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f wag

es to

wom

en a

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en p

erfo

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g su

bsta

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lly e

qual

wor

k,

in jo

bs th

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qual

ski

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ffor

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d re

spon

sibi

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cond

ition

s, in

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e es

tabl

ishm

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GEN

ETIC

S T

itle

II o

f the

Gen

etic

Info

rmat

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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

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n, re

ferr

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nd

othe

r asp

ects

of e

mpl

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ent.

GIN

A a

lso

rest

ricts

em

ploy

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acq

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of g

enet

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info

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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

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dis

ease

s or

dis

orde

rs in

fam

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embe

rs (f

amily

m

edic

al h

isto

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and

requ

ests

for o

r rec

eipt

of g

enet

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ervi

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by a

pplic

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, em

ploy

ees,

or t

heir

fam

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embe

rs.

RET

ALI

ATIO

N

All

of th

ese

Fede

ral l

aws

proh

ibit

cove

red

entit

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from

ret

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nst a

pe

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file

s a

char

ge o

f dis

crim

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par

ticip

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proc

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r ot

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WH

AT T

O D

O IF

YO

U B

ELIE

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ISC

RIM

INAT

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Th

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are

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limits

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crim

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To

pres

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the

abili

ty o

f EE

OC

to a

ct o

n yo

ur b

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to p

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ct y

our

righ

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file

a pr

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wsu

it, s

houl

d yo

u ul

timat

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need

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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

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0 (t

oll-f

ree)

or

1-80

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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

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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

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erve

d du

ring

a w

ar o

r in

a ca

mpa

ign

or e

xped

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for w

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a

cam

paig

n ba

dge

has

been

aut

horiz

ed),

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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

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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

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