Every employee in the United States should recognize those official looking and hard to read posters in the break room. And every employer should be updating those posters every year. Even though many employees (and employers) don’t read these posters, those that have questions regarding their rights can look to these posters rather than searching online–which often provides conflicting information.
The purpose behind these posters is to ensure that every employee is informed of his or her rights. These rights include minimum wage standards, OSHA, FMLA, etc. As laws change and standards are updated both federally and at the State level these posters also need to be updated to comply. HRCentral recommends updating your posters at the beginning of each year as many laws take effect around that time, and you should also post updates through-out the year (usually 1 to 2 depending on law changes). Updates to these posters should be applied when they take effect, not earlier or later.
The basic law says these posters must be posted in a location where employees and applicants have an opportunity to view them. If you have remote employees who work from home, you can post readable images on a company intranet/extranet or send them a poster.
This year there are several updates to the poster; highlighted below is just two of the major Federal changes that need to be updated (most states have changes as well, including minimum wage postings):
- Fair Labor Standards Act (FLSA) – These updates include new regulation revisions as of August 2016 including text regarding nursing mothers and overtime rules.
- Employee Polygraph Notice – Revisions to the contact numbers and removal of the penalty amount up to $ 10,000
Don’t delay, HRCentral is offering 2017 Labor Law posters for $ 35.00 each, including shipping. Contact us today, to ensure timely delivery (usually mid-December). Contact Us
Ahhh Labor Law Posters. The multitude of documents, posters, and other random bits of legislation that organizations are required to post in their place of employment that often takes up one or more bulletin boards in your company’s break room or general meeting space. While the majority of us hang the postings typically without question, which makes you wonder, what is the importance of labor law posters?
Why post? Labor law posters are intended to inform your employees of their employment and labor rights and provide them a better understanding of these rights and what is expected of them.
Who posts? Any employer with at least 1 employee is required by law to post the mandatory Federal, State, and OSHA posters in their workplace.
What to post? Posting requirements typically include physical Federal, State, and OSHA posters, though additional postings may be required depending on industry requirements.
Where to post? Posters must be hung and displayed in a common place (break room, employee lounge, conference room, etc.) where employees and applicants can see them (this is required for Federal laws such as Equal Employment Opportunity (EEO), the Family and Medical Leave Act (FMLA) and the Employee Polygraph Protection Act (EPPA)).
When to post? It is recommended as a best practice that posters be hung on the posting effective date (not before) to ensure compliance with the applicable Federal, State, or other employment or labor laws.
Having the correct labor and employment law posters in your establishment can save your organization hundreds if not thousands of dollars in the event of an audit by an enforcing agency. It is far better to be safe than sorry. Contact HRCentral today if you have any questions about reporting requirements or to get your 2016 combined Federal, State, and OSHA posters ordered for your organization!
As the end of 2014 draws closer and closer, many organizations find themselves tying up loose ends and prepping for the start of a new year. Federal and State entities are frequently updating their posters and requirements, and the following list details the types of posters and which employers are required to post them.
(Depending on your industry, size, and state, other posting requirements may also apply.) (more…)