The National Labor Relations Board and the U.S. Equal Employment Opportunity Commission both govern private nonprofit employers. These employers may face claims brought by aggrieved employees under NLRB and EEOC rules. However, sometimes, wrongful claims are filed against nonprofit employers that must be defended.
The NLRB and nonprofit organizations
The NLRB has jurisdiction over private nonprofit organizations that actively participate in interstate commerce.
Some examples of nonprofit organizations that may be subject to NLRB rules include:
- Nonprofit health care organizations with a gross annual volume of $250,000 or more
- Nonprofit legal service organizations with a gross annual volume of $250,000 or more
- Nonprofit colleges with an annual minimum of $1 million
- Nonprofit cultural organizations such as museums and symphonies with an annual minimum of $1 million
Employers may need to defend against claims filed by workers on the grounds that the employer violated NLRB rules.
The EEOC and nonprofit organizations
The EEOC also covers nonprofit organizations if they are a private employer and have at least 15 workers who have been employed with the nonprofit for at least 20 weeks. Workers who were discriminated against can file claims against their employer with the EEOC that the employer must then defend against.
For example, Title VII prohibits discrimination in the workplace based on sex, race, national origin, age, religion and other protected classes. The EEOC enforces Title VII. Nonprofit employers may need to defend against employee claims filed with the EEOC alleging that the nonprofit violated Title VII.
Nonprofit organizations must follow the law
Federal agencies such as the NLRB and EEOC govern private nonprofit organizations under certain circumstances. The aim is to ensure they do not violate federal rules and law. If a nonprofit organization believes they are wrongfully facing a discrimination claim, they can seek assistance in defending against the claim.