Fair Employment Practice Division (FEPD)

News Clips (EEOC) 

EEOC Releases Updated “Know Your Rights” Poster   

• • EEOC Releases Updated “Know Your Rights” Poster NEW 

What You Should Know About the Pregnant Workers Fairness Act NEW

• • https://www.eeoc.gov/wysk/what-you-should-know-about-pregnant-workers-fairness-act

Charge of Discrimination Filing and Inquiries 

General Inquiries:
General questions may be made in person, electronically via email, or via telecom. Please refer to our “Contact Us” information below this webpage.

Charge of Discrimination Inquiries via Email:

Please send an email to fepa@nulldol.guam.gov with the following information:

• Name
• Contact number(s)
• Employer Name
• Brief description of why you believe the employer may have violated labor laws
• An electronic copy or clear picture of your valid photo ID (driver’s license, Guam ID, military ID, etc.)

You will receive a response within 1-2 business days from an investigator. The investigator may ask additional questions and guide you with additional information, based on the allegations of your complaint.

In-Person Complaint Filing/Inquiries:

Effective immediately, until December 31^st, 2026, we will only be taking complaints by appointment basis only due to limited staff. 

Please contact us to schedule an appointment.

Walk-in inquiries and complaints may be done in-person during normal business hours (Monday-Friday, 8am-5pm; closed on weekends and GovGuam holidays).

Complainants must have a valid photo ID, and provide (if possible) employment records that supports the allegation(s).  

Laws and Guidance (EEOC)

• • Employees & Job Applicants
  • Employers / Small Business
  • Discrimination by Type
  • Prohibited Employment Polices/Practices

Overview

• • About Us
  • Reasons for filing a Charge of Discrimination
  • Discrimination Charge Processing

Posters 

Brochures

• • Fair Employment Practice Division (FEPD) Brochure
  • Fair Chances Hiring Process Act (FCHPA) Brochure for Employers
  • Fair Chances Hiring Process Act (FCHPA) Brochure for Job Seekers

Forms

• • FEPD Inquiry Questionnaire (Fillable Form)
  • Fair Chances Hiring Process Act – FCHPA (Fillable Form) 

Labor Laws (Guam)

• • 22 GCA Business Regulations Ch.3: Fair Labor Standards; Article 3: Prohibit Age Discrimination in Employment Practices; Article 8: Pregnant Workers Fairness Act (NEW)
  • 22 GCA Business Regulations Ch.5: Guam Employment Relations Act
  • 22 GCA Business Regulations Ch. 6: Fair Chances Hiring Process Act 

Pregnant Workers Fairness Act

• • Public Law 38-93, The Pregnant Workers Fairness Act
  • Press Release: The PWFA is in effect
  • Press Release: PWFA Signage Posting Compliance 
  • 22GCA Ch. 3 FLSA, Article 8 – The Pregnant Workers Fairness Act
  • 17GAR Ch. 6 FEP, Article 3 – The PWFA (Pending Compiler of Laws Update)

Fair Chances Act Resources

Posting

• • PRESS RELEASE: FCHPA Signage Posting Compliance
  • 17 GAR Ch 6, Article 1-Fair Employment & Article 2-Fair Chances- Final
  • PRESS RELEASE: Fair Chances Hiring Process Act in effect
  • Public Law 34-22, Fair Chances Hiring Process Act

Tools

• • Guidance Chart
  • Example of an Individual Assessment Form
  • Exemption Questionnaire

Advisory Opinions

• • Advisory Opinion 2018-001

Reports

• • FCHPA Annual Reports

Resources

• • Know Your Rights: Workplace Discrimination is Illegal
  • Prohibited Policies and Practices
  • Employers’ Best Practices for Workers with Caregiving Responsibilities
  • Use of Arrest or Conviction Records In Employment Decisions
  • Age Discrimination
  • Disability Discrimination
  • Equal Pay/Compensation Discrimination
  • National Origin Discrimination
  • Pregnancy Discrimination
  • Race/Color Discrimination
  • Retaliation
  • Sexual Harassment
  • Genetic Information Discrimination
  • Religious Discrimination
  • Sex-Based Discrimination

Useful Links

          

 

Contact Us

Legal Disclaimer
This webpage is provided by the DOL Fair Employment Practice Division for general information and educational purposes only. Nothing on the webpage may be considered legal advice. Due to the rapidly changing nature of the law, information may become outdated. The information presented should not be used by lawyers as a substitute for independent research or by non-lawyers as a substitute for legal or other advice.