Some posters are required by law (both Federal and State) for all employers to display for their employees. Other posters are voluntary, but recommended. One of the most common types of posters has to do with labor laws. Labor law posters are mandatory for any company with one or more employees to post and keep current and are used to inform employees of their rights. To comply with the posting requirements, posters must be hung in a “conspicuous” place accessible by the relevant employees. In practice, this usually means a break or lunch room and/or near a time clock. Any employer failing to post the posters may be subject to citation and penalty.
A wide variety of posters exist for different types of employers, all of which have to be periodically replaced if the laws they reflect are modified. However, getting a copy of all the required posters and keeping track of the most recent State and Federal mandates can be a labor-intensive effort. However, comprehensive employment law posters are available for a nominal fee. Some of these posters even come with the ability to buy a protection plan, which delivers a new poster automatically if there is a required change in the law during a given year.
There are labor law posters frequently required by federal regulations. They are titled “Equal Employment Opportunity,” “Fair Labor Standards Act (FLSA): Minimum Wage,” “Family & Medical Leave,”“USERRA: Veteran Rights,” and “Notice: Employee Polygraph Protection.” Most of these posters only need to be posted if the employer has employees who are directly affected by the law. For example, the “Employee Right for Workers with Disabilities/Special Minimum Wage” poster only needs to be posted by employers with disabled employees subject to section 14(c) of the Fair Labor Standards Act. Other posters only apply to federal government employers or employers with federal contracts.
Posting requirements vary by statute; that is, not all employers are covered by each of the Department’s statutes and therefore might not be required to post a specific notice. For example, some small businesses may not be covered by the Family and Medical Leave Act and therefore would not be subject to FMLA’s posting requirements.
As complex as the above information appears, it is simple for employers to comply with the posting requirements of both the State and Federal governments. The simplest way is to post a comprehensive Labor Law Poster.
