Tuesday, September 06, 2011

Specific Regulations Pertaining to Labor Laws

Job safety posters and other related notices have several succinctly stated requirements each of which must be fulfilled in one way or the other by all employers. For a start, there are the Job Safety and Health Protection posters. These ones fall under the Occupational Safety and Health Administration
29 USC 657(c), 29 CFR 1903.2. There are specific regulations stating who must post this all important notice. It behooves all private employers transacting businesses that are commercial in nature. These notices are universal in character because they do not apply to the political subdivisions in terms of states, or the federal entity. An employer falling under the umbrella of these labor law posters who fails to post it is liable for a citation and penalty. However, even in states where employers operate OSHA-approved state plans, employers are still expected to obtain and post the state’s equivalent safety notices.

The other important federal labor law poster is the Equal Employment Opportunity Law. This falls under the ambit of Office of Federal Contract Compliance Programs Executive Order 11246, as amended; Section 503 of the Rehabilitation Act of 1973, as amended; 38 U.S.C. 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended; 41 CFR Chapter 60-l .42; 41 C.F.R 60-250.4(k); 4 1 C.F.R. 60-74 1.5(a)4. This one is supposed to be made public by all businesses and organizations that hold federal contracts or subcontracts. This requirement also includes federally assisted construction contracts of $10,000 or more; financial institutions which are issuing and paying agents for U.S. savings bonds and savings notes; depositories of federal funds or entities having government bills of lading. If your business holds a federal contract, then this federal labor law poster is a must. The EEOC may under special circumstances give more postings as specified by the relevant section. For any unobserved violations, then appropriate sanctions may be imposed on the organization.

For all the safety and labor law posters, the premium is to make as many relevant copies as possible to all employees and to ensure that they are conspicuously positioned. Even prospective employees and other entities or representatives of labor organizations where the principles of collective bargain agreement apply need to be duly informed. Lastly, we have the Fair Labor Standards Act (FLSA) which deals with minimum wage and wage hour divisions. Surprisingly it does not carry any citations or penalties for failure to post it.

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