Employment Practices Readiness

Source ledger

9 sources. Every citation number above resolves to a record below. Nothing here sits behind an account.

1. [1]

   Promising Practices for Preventing Harassment(opens the original record on U.S. Equal Employment Opportunity Commission)

   U.S. Equal Employment Opportunity CommissionRegulatorSecondaryJurisdiction USLast checked August 31, 2026Updates: Reviewed at least every 180 days.ID eeoc-promising-practices-preventing-harassment

   What this source supports (25)

   • A harassment policy should be comprehensive, easy to understand, and regularly communicated to all employees.
   • The policy should be written and communicated in a clear, easy to understand style and format.
   • The policy should be provided to employees upon hire and during harassment trainings, and posted centrally.
   • A harassment complaint system should provide multiple avenues of complaint, if possible, including an avenue to report complaints regarding senior leaders.
   • The complaint system should be fully resourced and accessible to all employees.
   • Training should be repeated and reinforced regularly and delivered to employees at every level and location of the organization.
   • Supervisors and managers warrant additional training beyond the training given to other employees.
   • These are described as promising practices rather than strict legal requirements under federal law.
   • The policy should include an easy to understand description of prohibited conduct, including examples.
   • The policy should include an unequivocal statement that retaliation is prohibited, and that individuals who report harassing conduct, participate in investigations, or take any other actions protected under federal employment discrimination laws will not be subjected to retaliation.
   • The policy should include a description of the organization's harassment complaint system, including multiple (if possible), easily accessible reporting avenues.
   • The policy should include a statement that the employer will provide a prompt, impartial, and thorough investigation.
   • The policy should include a statement that the identity of individuals who report harassment, alleged victims, witnesses, and alleged harassers will be kept confidential to the extent possible and permitted by law, consistent with a thorough and impartial investigation.
   • The policy should include an assurance that the organization will take immediate and proportionate corrective action if it determines that harassment has occurred.
   • Effective written policies are written and communicated in a clear, easy to understand style and format.
   • Effective written policies are provided to employees upon hire and during harassment trainings, and posted centrally, such as on the company's internal website, in the company handbook, near employee time clocks, in employee break rooms, and in other commonly used areas or locations.
   • An effective harassment complaint system is fully resourced, enabling the organization to respond promptly, thoroughly, and effectively to complaints.
   • An effective harassment complaint system provides multiple avenues of complaint, if possible, including an avenue to report complaints regarding senior leaders.
   • An effective harassment complaint system provides prompt, thorough, and neutral investigations.
   • The personnel responsible for the complaint system are well-trained, objective, and neutral, and have the authority, independence, and resources required to receive, investigate, and resolve complaints appropriately.
   • Responsible personnel should appropriately document every complaint, from initial intake to investigation to resolution, and prepare a written report documenting the investigation, findings, recommendations, and disciplinary action imposed (if any), and corrective and preventative action taken (if any).
   • Training should be repeated and reinforced regularly, and provided to employees at every level and location of the organization.
   • Because supervisors and managers have additional responsibilities, they may benefit from additional training.
   • Effective training for supervisors and managers includes information about how to prevent, identify, stop, report, and correct harassment, clear instructions about how to report harassment up the chain of command, an unequivocal statement that retaliation is prohibited, and explanations of the consequences of failing to fulfill their responsibilities related to harassment and retaliation.
   • Although these practices are not legal requirements under federal employment discrimination laws, they may enhance employers' compliance efforts.

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2. [2]

   Small Business Requirements(opens the original record on U.S. Equal Employment Opportunity Commission)

   U.S. Equal Employment Opportunity CommissionRegulatorPrimaryJurisdiction USLast checked August 31, 2026Updates: Reviewed at least every 180 days.ID eeoc-small-business-requirements

   What this source supports (5)

   • An employer with 15 to 19 employees is covered by the laws that prohibit discrimination based on race, color, religion, sex (including pregnancy, sexual orientation, or transgender status), national origin, disability and genetic information.
   • An employer with 20 or more employees is additionally covered by the law that prohibits discrimination based on age (40 or older).
   • An employer must display a poster at the business that describes the federal employment discrimination laws.
   • An employer must retain employment records, such as applications, personnel, payroll and benefits records, as required by law.
   • State and/or local employment discrimination laws may also apply to a business.

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3. [3]

   Recordkeeping Requirements(opens the original record on U.S. Equal Employment Opportunity Commission)

   U.S. Equal Employment Opportunity CommissionRegulatorPrimaryJurisdiction USLast checked August 31, 2026Updates: Reviewed at least every 180 days.ID eeoc-recordkeeping-requirements

   What this source supports (5)

   • Under Title VII and the ADA employers must keep all personnel or employment records for one year.
   • Where an employee is involuntarily terminated, the personnel records must be retained for one year from the date of termination.
   • Under the ADEA employers must keep all payroll records for three years.
   • Employee benefit plans and written seniority or merit systems must be kept for the full period the plan or system is in effect and for at least one year after termination.
   • Once a charge has been filed, the employer must preserve all records relevant to the charge until final disposition of the charge or any lawsuit based on the charge.

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4. [4]

   Family and Medical Leave Act - Frequently Asked Questions(opens the original record on U.S. Department of Labor, Wage and Hour Division)

   U.S. Department of Labor, Wage and Hour DivisionRegulatorPrimaryJurisdiction USLast checked August 31, 2026Updates: Reviewed at least every 180 days.ID dol-whd-fmla-faq

   What this source supports (4)

   • The FMLA applies to private sector employers who employ 50 or more employees for at least 20 workweeks in the current or preceding calendar year.
   • An employee is eligible only if the employer has 50 or more employees within 75 miles of the worksite where the employee is located.
   • Every employer covered by the FMLA is required to post and keep posted on its premises, in conspicuous places where employees are employed, a notice explaining the FMLA's provisions.
   • Covered employers must include the FMLA general notice in employee handbooks or other written guidance to employees concerning benefits, or, if no such materials exist, must distribute a copy of the notice to each new employee upon hiring.

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5. [5]

   California Government Code section 12950.1 - sexual harassment prevention training(opens the original record on California Legislative Information (California Legislative Counsel))

   California Legislative Information (California Legislative Counsel)Primary lawPrimaryJurisdiction CALast checked August 31, 2026Updates: Reviewed at least every 180 days.ID ca-gov-12950-1

   What this source supports (6)

   • An employer having five or more employees shall provide sexual harassment prevention training.
   • Supervisory employees must receive at least two hours of classroom or other effective interactive training.
   • Nonsupervisory employees must receive at least one hour of classroom or other effective interactive training.
   • Each employer covered by the section shall provide the training to each employee in California once every two years.
   • New nonsupervisory employees shall be provided training within six months of hire.
   • New supervisory employees shall be provided training within six months of the assumption of a supervisory position.

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6. [6]

   Sexual Harassment Prevention Model Policy and Training(opens the original record on State of New York (ny.gov))

   State of New York (ny.gov)RegulatorPrimaryJurisdiction NYEffective October 9, 2018Last checked August 31, 2026Updates: Reviewed at least every 180 days.ID nys-sexual-harassment-prevention-policy-and-training

   What this source supports (4)

   • Every employer in New York State is required to adopt a sexual harassment prevention policy.
   • Every employer in New York State is required to provide employees with sexual harassment prevention training.
   • Each employee must receive training on an annual basis, starting October 9, 2018.
   • An employer that does not adopt the state model policy must adopt a policy that meets or exceeds the published minimum standards, including a procedure for the timely and confidential investigation of complaints.

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7. [7]

   Time Limits For Filing A Charge(opens the original record on U.S. Equal Employment Opportunity Commission)

   U.S. Equal Employment Opportunity CommissionRegulatorPrimaryJurisdiction USLast checked August 31, 2026Updates: Reviewed at least every 180 days.ID eeoc-time-limits-filing-charge

   What this source supports (4)

   • In general a charge must be filed within 180 calendar days from the day the discrimination took place.
   • The 180 calendar day filing deadline is extended to 300 calendar days if a state or local agency enforces a law that prohibits employment discrimination on the same basis.
   • For age discrimination the extension to 300 days applies only where a state law prohibits age discrimination in employment and a state agency enforces it.
   • Holidays and weekends are included in the calculation, and a deadline falling on a weekend or holiday moves to the next business day.

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8. [8]

   Fact Sheet #21: Recordkeeping Requirements under the Fair Labor Standards Act(opens the original record on U.S. Department of Labor, Wage and Hour Division)

   U.S. Department of Labor, Wage and Hour DivisionRegulatorPrimaryJurisdiction USLast checked August 31, 2026Updates: Reviewed at least every 180 days.ID dol-whd-fs21-flsa-recordkeeping

   What this source supports (4)

   • An employer must keep specified records for each nonexempt worker, including hours worked each day and total hours worked each workweek.
   • Required records include the regular hourly pay rate, the basis on which wages are paid, and total wages paid each pay period.
   • Each employer shall preserve for at least three years payroll records, collective bargaining agreements, and sales and purchase records.
   • Records on which wage computations are based, such as time cards, piece work tickets, and wage rate tables, should be retained for two years.

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9. [9]

   Workplace Posters(opens the original record on U.S. Department of Labor)

   U.S. Department of LaborRegulatorPrimaryJurisdiction USLast checked August 31, 2026Updates: Reviewed at least every 180 days.ID dol-workplace-posters

   What this source supports (4)

   • Employers are required to display certain posters in the workplace where employees can readily observe them.
   • A required poster must be posted prominently where it can be readily seen by employees.
   • Posters are identified for the Fair Labor Standards Act, the Occupational Safety and Health Act, the Family and Medical Leave Act, the Employee Polygraph Protection Act, and USERRA, among other laws.
   • The elaws Poster Advisor helps an employer determine which posters apply to its business.

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