U.S. Labor Board may issue complaint against Wal-Mart on strikes

(Reuters) - The U.S. National Labor Relations Board on Monday said it has authorized legal action against Wal-Mart Stores Inc for allegedly retaliating against workers who participated in strikes against the company over low pay.

Groups of Walmart workers went on strike nationwide on Nov. 22, 2012, to protest the retailer's wages and worker benefits. The day after Thanksgiving, known as Black Friday, is typically the busiest shopping day of the year. The workers also went on strike in May and June before the company's annual shareholder meeting.

The company retaliated against employees who joined those strikes by firing them, threatening to fire them or disciplining them, the NLRB said in a statement on Monday. The labor board also said that a Walmart spokesman made comments on television threatening workers who planned to join the November protests.

Wal-Mart spokeswoman Brooke Buchanan said the company disagrees with the board's action.

"We believe this is just a procedural step and we will pursue our options to defend the company because we believe our actions were legal and justified," she said. "The fact is we provide good jobs and unparalleled opportunities for our associates."

NO UNIONIZED LABOR

The NLRB is the U.S. agency that enforces the nation's labor laws. It oversees union elections, polices unfair labor practice claims and is charged with enforcing the U.S. National Labor Relations Act, which allows employees to work together to improve their workplace conditions.

The NLRB's general counsel's office would bring any complaint against the retailer if one results. Last month a divided Senate confirmed a former union lawyer to the general counsel's position, essentially the agency's top prosecutor.

The protests were orchestrated by a coalition of union and workers' rights groups, including the United Food and Commercial Workers International Union and OUR Walmart, which have pushed for better wages and benefits at the company.

Walmart has no unionized labor in the United States.

"The board's decision confirms what Walmart workers have long known: the company is illegally trying to silence employees who speak out for better jobs," Sarita Gupta of the pro-worker group Jobs for Justice said in a statement.

The NLRB said on Monday that it will issue a complaint against the retailing giant if it cannot reach a settlement with the workers.

"We anticipate the charges will be filed within a week or two if a settlement can't be arranged," an NLRB spokesman told Reuters.

If no settlement is reached and a complaint is filed, Walmart and the board would likely go before an administrative law judge for a trial proceeding.

Source from: http://www.reuters.com/article/2013/11/19/usa-employment-walmart-idUSL2N0J320B20131119 

OSHA focuses on temporary worker safety

OSHA is getting tough on staffing agencies that provide employers with temporary workers if they do not provide those workers with legally required safety and health training.  But, the buck doesn’t stop there: employers that use the temporary workers are feeling the heat, too.

After investigating the death of two temporary employees from excessive heat this summer in Texas and Virginia, OSHA took action that could increase the risk of civil liability claims against the involved companies. OSHA issued citations and fines both to the temp agencies and to the employers that used the workers.

While the $13,000 to $20,000 fines issued to the companies were moderate in comparison to other OSHA penalties, the government’s actions could provide evidence that plaintiffs’ lawyers can use to help sue the employers and make an end-run around workers’ compensation shields.

In an Op-Ed piece in the Houston Chronicle last month, OSHA chief Dr. David Michaels said his agency has seen too many instances over the past year of fatalities involving workers during their first few days on the job.

“Most of these have been temporary workers,” he wrote. “We have known for a century that new workers are at increased risk for occupational injury and fatality, and that higher risk is due to a lack of safety training and experience at that work site.” 

OSHA defines temporary workers as those supplied to a host employer and paid by a staffing agency. It has used its authority under the general duty clause of the Occupational Safety and Health Act to enforce its rules against staffing agencies. Some OSHA officials believe that temporary workers often lack benefits, have no access to paid sick leave, and are often afraid to raise concerns for fear of reprisal.

Since April, OSHA has undertaken a national initiative to protect temporary workers in order to halt what Michaels described as a “rising toll of fatal injuries.” Agency inspectors must determine, in every inspection, if every temporary worker on the site has received the safety training and protections required by law for the job. “If they haven't, we will hold their employers accountable,” Michaels warned.

In August, Michaels announced OSHA was partnering with the Department of Labor's Wage and Hour Division to create new strategies to protect temporary workers. The agency is also trying to clarify the obligations staffing agencies have for their workers when they are on-site at host employers.

In the Chronicle article, Michaels said OSHA is also reaching out to labor staffing agencies, explaining how they must insist their employees are not put at risk of injury or death while working. And OSHA is making every worker, including temporary workers, aware that they have the right to contact OSHA if they face workplace hazards.

At least one state has also taken steps to protect temps. In Massachusetts, a new law effective in January requires temporary agencies to provide certain workers with written job orders that have information about the job, necessary training and which party is responsible for payment of personal protective equipment.

Source from:  http://www.lexology.com/library/detail.aspx?g=42e58d0d-7130-4086-9daf-d188d2c6fc2c

Furniture Distributor Compensates Workers for California Labor Law Violations

Calexico, CA: While it didn’t get to the point of becoming a California labor lawsuit, a California furniture distributor nonetheless agreed to pay more than $120,000 in owed overtime wages to current and former employees following an investigation by the Office of the California Labor Commissioner.

According to a PR Newswire release (10/28/13), Labor Commissioner Julie A. Su launched the investigation following a complaint by an employee of Coppel Corporation, a distributor and warehouse in the state. The employee, according to the report, contacted the Division of Labor Standards Enforcement (DLSE) within the Department of Industrial Relations (DIR) with regard to potential violations of California labor employment law.

Following the filing of a formal California labor code complaint with the DLSE’s Bureau of Field Enforcement (BOFE), it was determined by investigators following a review of payroll documents that employees had worked about two or three hours of overtime each week but were paid at their regular hourly rate - a violation of California and labor law.

Labor Commissioner Su was quick to point out that Coppel Corporation co-operated fully once the allegations came to light, undertaking a self-audit that eventually revealed the overtime wages discrepancy.

California prevailing wage law mirrors federal statues under the Fair Labor Standards Act (FLSA) that requires a rate of pay calculated at one and one-half times the regular hourly rate of pay for any hours worked beyond a standard 40-hour week, or any hours worked beyond the 5th consecutive day.

As a result of the California employee labor law investigation, Coppel will be paying $88,109 to 60 current employees, in addition to $33,613 destined for 83 former employees of the firm.

“This is an example of how effective labor law enforcement benefits everyone,” said Labor Commissioner Su, in a statement. “We encourage employers to cooperate during investigations, come into compliance, and make workers whole.”

A favorite ploy amongst employers attempting to cut expenses and improve their bottom line is to force employees to perform job-related tasks off the clock or incorrectly classify employees as exempt from qualifying for overtime - all tactics that flaunt California state labor laws.

This doesn’t appear to be the case here.

“We appreciate the employer for responsibly working with our investigators to bring a speedy resolution for these workers,” said Christine Baker, Director of the Department of Industrial Relations.

Under the leadership of Su, the Office of the California Labor Commissioner has been aggressively pursuing alleged violations to California labor law, with numerous investigations culminating in a California labor lawsuit and ultimate compensation for workers.

In the end, however, it starts with an employee or group of employees keeping aware of the goings-on at their place of employ, and having the courage to speak up or lay a formal complaint in the face of an alleged violation to the California labor code.  

Source from: http://www.lawyersandsettlements.com/articles/california_labor_law/california-labor-law-lawsuit-66-19255.html#.UoQmbkTMY0I 

Preserving the Rights of Disabled Employees

One of the questions that employees worry about the most is: What will happen to me if I get disabled? Will I get any compensation for it? The answer to this is: most probably yes. Workers who get injured during the course of their duty are eligible for compensation under the Workers Compensation Act. However, if you have been injured outside the line of duty, you can still avail some benefits under the Americans with Disabilities Act. The guidelines of this act have been properly explained in the labor law posters 2013.

Injuries occurring on the Job

Employers are responsible for providing their employees the necessary workers’ compensation insurance. Employers can only be sued for workplace injuries if they have not provided their employees with the necessary insurance.

Any injuries occurred on the job will entitle the employee for the compensation benefits regardless of the nature or the reason for the injury. The nature of the injury can range anywhere from a piece of machinery to an accident occurring while traveling for business. Under this sort of compensation plan, an employee can avail significant medical benefits and reasonable disability payments, both on a long or short term basis.

However, if the injury was caused by your own incompetence or willful misconduct, then the amount of compensation that you qualify for can be seriously reduced. On the other hand, if it is proven that the injury was caused by your employer deliberately sending you into an unsafe condition, then the amount of compensation can significantly increase as well. The disability payments are based on the company policy and the information present on the labor law posters 2013.

You may even consider hiring an attorney to represent you so that the situation is handled in the best way. If the company you work for refuses to pay any compensation, then a complaint can be filed to the Workers’ Compensation Appeals Board.

Injuries occurring while not on the job

According to the labor law posters 2013, workers who are injured due to any non-work related incident can also claim payments under the disability insurance or under the state or federal Social Security program. A large range of disabilities which even include pregnancies, communicable diseases, and acute alcoholism are covered under the Social Security program.

To be eligible for these benefits and payments, an individual must fulfill all of the following criteria:

• Must be disabled and unemployed 

• Must have been working at the time of becoming disabled 

• Cannot perform the usual duties because of any illness or injury 

• The previous employment was covered by this program 

• Must have a valid physician’s certificate supporting the claim for disability 

If these criteria are fulfilled by an individual, then he/she is eligible for receiving the compensation.

However, to get a complete grasp of the benefits that you can receive, it is important to check the company policy. Even the labor law posters 2013 that are mandatory to be posted in all workspaces contain all the necessary information.

New York increases protections for young models with child labor law

A New York law signed by the governor on Monday is set to increase protections for young models and restrict the use of teenagers on runways at New York Fashion Week, giving them the same protections as minors who act, dance and play music professionally.

"We might actually have the novel experience of having grown women modeling women's clothes at New York Fashion week," said Susan Scafidi of Fordham University in New York and a board member of The Model Alliance advocacy group.

She said the increased regulation could push some designers to favor older models, because the bill requires employers to provide nurses for the young models and places limits on how many hours a young model can work, how late they can work and how often they can be used.

Employers that violate these laws face fines starting at $1,000 for the first violation and up to $3,000 for the third. After that, they can lose the privilege to employ child models.

"The real sanction is the headline,” Scafidi said. “No one wants to be the fashion house that is stuck in the headline: ‘So-and-so violates child labor laws.’"

Models are in a unique working environment because they are hired as independent contractors and therefore do not get the standard protections of traditional employees. "They are a very vulnerable population in a very unregulated market,” said Scafidi.

It is typical for a model’s career to start before age 18, but in New York, these models have never been subject to the same laws used for other child performers.

"This is really going to change the perspective of the industry,” said Scafidi. “Most people will want to comply; they won't want to be the person in the next story."

The US fashion industry has recently shown an interest in favoring older models. The Council of Fashion Designers of America, a prominent US fashion industry group, recommended members use models 16 and older on the runway in January 2012 as part of its health initiative.

The same week these guidelines were issued, however, designer Marc Jacobs knowingly hired two young women, believed to be 14 or 15, for his New York Fashion Week show.

Condé Nast International said in May 2012 that all editions of Vogue would stop using models under the age of 16 – though some believe model Ondria Hardin was under 16 when she was featured in Vogue China’s August 2012 issue.

Under the New York law, people who employ models will have to provide them with the same support they would receive at school and will have to adhere to more strict compensation rules. This includes providing a nurse, not allowing young models to work past midnight on school nights, and creating a trust fund-like restricted bank account that holds 15% of a model’s earnings.

The bill was sponsored by two Democratic state senators and supported by the Model Alliance, which promotes better working conditions in the US modeling industry. The group is also pushing the industry to address sexual harassment claims, create more transparent accounting processes and provide better access to health care.

The state legislature passed the law in June and New York governor Andrew Cuomo signed the bill into law on Monday night. It will take effect in 30 days.

Source from: http://www.theguardian.com/world/2013/oct/22/new-york-fashion-underage-model-law 

Labor Law Poster Advice for Ohio State Employers

The statutory laws put in place in Ohio require that employers in the state ensure compliance with the labor law poster rules. The main objective of labor law posters is to inform employees regarding their rights and responsibilities, privileges, and the government rules that safeguard their interests. In this way, the government feels that the chances of employees being exploited by the employers can be significantly minimized and that the employee welfare is taken care to a large extent possible. There are two kinds of labor law posters including state and federal labor law posters. While the state labor laws are complementary and meant to improve upon the federal labor laws depending on the unique scenario and requirements in a given state, the employers need to post both these notices in prominent places to be easily seen by all the employees. Non-compliance with the labor law notice posting requirements will lead to severe penalties, notifications, and cancellation of business license by the government authorities.

Some of the most important aspects covered by the labor law notices include workplace safety, health and suitability, working time, minimum wages, leaves, employee benefits, and a number of other issues related to employee welfare. In order to help the employers stay in compliance with the poster rules, many poster firms are publishing labor law notices in different formats to meet the diverse needs of employers. Further labor laws require that the posters be displayed in more than one language if there are non-English speaking employees working in the company. The size and type of fonts are specified by the labor law poster rules. The labor law poster compliance firms take all these aspects into consideration and publish posters that can help businesses stay in compliance.

Some of the most common sizes of labor law posters are 18 inches by 24 inches and 24 inches by 36 inches. The all-in-one poster that displays both state and federal labor laws in a single poster is highly popular. Though the labor law posters can be downloaded free of charge from the state and the federal department of labor websites, employers will have to spend a great deal of time to research what labor law notices are required to be displayed for their business. In addition, they need to update the posters whenever there is a mandated change. Therefore, most employers find it extremely useful to avail of the services of the labor law compliance poster firms by paying a fee. Most of these service firms also undertake to supply the necessary updates from time to time to allow the employers to stay in constant compliance. Most experts recommend all-in-one labor law notices that comprehensively meet the poster requirements and enable all the displays within a compact space. The labor law notices come in attractive colours and appealing formats; therefore, it is really a worthy job to subscribe to labor law notices. Employers in Ohio need to understand the purpose of the labor law posters and take the necessary steps to stay in full compliance. You can start off by heading over to 
http://www.postersolution.com/ohio-total-labor-law-poster to look at the detailed labor law poster information.

U.S. jobless claims at six-month high but trend improving

(Reuters) - The number of Americans filing new claims for jobless aid touched a six-month high last week as a computer-related backlog of claims was processed and a partial U.S. government shutdown began to hit some non-federal workers.

But stripping out these two factors, which economists viewed as temporary, Thursday's report from the Labor Department suggested the labor market continued to improve moderately.

"As the temporary negative factors unwind, the claims data should remain on a downward trajectory, continuing to suggest a gradually improving picture on the layoff side of the labor market equation," said Gennadiy Goldberg, an economist at TD Securities in New York.

Initial claims for state unemployment benefits increased 66,000 to a seasonally adjusted 374,000, the highest level since the end of March, the Labor Department said.

California, which is still dealing with technical problems from the upgrading of its computers, accounted for about half of the increase in claims, a Labor Department analyst said.

Troubles converting to the new system had resulted in a backlog of claims, which were now being pushed through, he said.

In addition, 15,000 of the claims were from non-federal workers affected by the partial U.S. government shutdown, which is now in its second week, the analyst said.

Removing these distortions, claims rose to about 325,000 last week.

"This level of claims is still consistent with very low layoff levels and, therefore, solid nonfarm payroll growth," said John Ryding, chief economist at RDQ Economics in New York.

Economists had expected first-time applications to rise to 310,000 last week. The four-week average for new claims, which irons out week-to-week volatility, increased 20,000 to 325,000.

U.S. financial markets were little moved by the report as traders kept a wary eye on developments surrounding the budget deadlock in Washington.

GOVERNMENT SHUTDOWN STARTING TO HURT

The claims data is collected by states and is the only government report being published during the shutdown and so is being closely watched for clues on the health of the job market.

While last week's report showed the shutdown is starting to affect non-federal workers, there has been no sign of furloughed workers filing for unemployment benefits. Claims by federal workers are reported separately and with a one-week lag.

The number of federal employees filing for jobless benefits rose only 359 in the week ending September 28.

White House Council of Economic Advisers Jason Furman said the increase in overall claims last week suggested the government shutdown and worries about a debt default were already hurting the economy.

"It's one week's number, the numbers are noisy, but it's yet another signal about how employers are reacting to the fiscal deadlock in Washington," Furman said at a breakfast sponsored by the Center for American Progress.

Separate reports suggested the fiscal stalemate was dampening consumer spending, with a group of nine U.S. retailers expected to report a 3.1 percent rise in September same-store sales, according to Thomson Reuters. That is below the 5.5 percent gain for the same period last year.

The budget impasse and signs of tepid consumer spending could see the Federal Reserve not in a hurry to cut back its massive bond-buying program for a while.

Minutes of the U.S. central bank's September policy meeting showed a decision to maintain the monthly $85 billion in bond purchases that the Fed is making to keep borrowing costs low was a close call.

"The impasse in Washington needs to be resolved soon," said Jim O'Sullivan, chief U.S. economist at High Frequency Economics in Valhalla, New York.

The claims report showed the number of people still receiving benefits under regular state programs after an initial week of aid fell 16,000 to 2.91 million in the week ended September 28.

Source from: http://www.reuters.com/article/2013/10/10/us-usa-economy-idUSBRE9990G020131010 

Brief Introduction of the Labor Law Posters

Legal mandates require all businesses in the U.S. to display the most recent versions of the federal and state employment or labor law compliance posters. The rules state that the posters must be displayed in all company locations where they can be prominently viewed by employees and by job applicants. If there are employees speaking languages other than English, then the posters must be displayed in bilingual formats to be understood by those employees. For instance, states including Arizona, California, Florida, Texas, and a few others require that the notices are displayed in both English and Spanish.

Labor laws undergo revisions and changes from time to time. Legal experts estimate that about eighty mandatory changes are announced in the federal and the state levels in a typical year. The government agencies do not intimate the businesses regarding these changes, and it is the employers’ responsibility to keep track of these changes and to update the posters accordingly. Poster compliance rules demand that the employers take this issue seriously and display the most recent versions of the labor law posters. Any defaults will invite fines, legal actions, notifications, and even cancellation of license to do business under extreme conditions. For non-compliance, the penalties charged by the federal government might be up to $17,000 per posting location. In cases where there are any employee litigations against the employer at a time when the posters were not displayed, the consequences can be severe.

Since labor law posters are highly crucial products, the employers are directed by the law to post both state and federal postings though these postings might address the same topics. In some cases, they might even contain conflicting information. This is because the state governments have been given the authority to frame their own labor laws based on the typical conditions and circumstances in every state. In some cases, the state governments wish to offer more protection to employees than the federal government, and therefore they make statutes that will supersede those issued by the federal government. Under such cases, the employers must post both the notices and follow the state’s rulings where they conduct their business.

It is rather a difficult job for the employers to know what posters they must post, what changes happen with respect to labor laws from time to time, and when they should update the mandated changes. Therefore, the assistance of the well-established and reliable compliance poster firms can be highly useful in ensuring poster compliance. These firms undertake to supply the posters and updates from time to time for a price.

The federal postings to be posted by the employers include FLSA (Minimum wage), EEOC (Equal Employment Opportunity), OSHA (Workplace Safety), FMLA (Family and Medical Leave), USERRA (Military Rights), and EPPA (Polygraph Protection Act). In addition, the employers need to post the state labor law posters that are appropriate to their state. Poster compliance firms publish different kinds of posters to meet the requirements of employers in different states.

The Required Florida Labor Law Posters You Must Never Miss

Florida, being the 4th most populous among the 50 states, is still one of the fastest growing states with many job opportunities and businesses that have all contributed to its great economic development.

In fact, Florida holds the fourth largest economy in the United States with a Gross Domestic Product of $748 billion in 2010. Given that Florida is mainly popular for services, transportation and public utilities, and manufacturing and construction, required Florida labor law poster must be strictly followed in every workplace.

Florida is also one of the states with the most diverse culture with a lot of immigrants, retirees, and even the elderly. It is estimated that about 22.5% of the whole Florida population is of Hispanic or Mexican race. For this reason, there is also a higher need for Florida Labor Law Posters to be posted in different languages as deemed necessary in the workplace.

All employers in Florida need to abide by the government’s rules of posting both federal and state labor laws in order to avoid fines and penalties. Employers should also understand that not posting the appropriate labor law posters in their respective workplaces may result in charges by the government. To give employers better understanding of the Florida labor law posters that they must never miss, here is a short and easy guide.

This short list pretty much sums the basic federal labor laws that you have to post. However, to make it more accurate, employers can answer a quick questionnaire at the U.S. Department of Labor’s FirstStep Poster Advisor website or ask for the help of a reputable labor law poster services company in order to have the proper federal labor law posters.

• Federal Minimum Wage Poster

• Family and Medical Leave Act (FMLA) Poster

• Fair Labor Standards Act (FLSA) Minimum Wage Poster

• Equal Employment Opportunity is the Law Poster

• Job Safety and Health: It’s the Law Poster

• Uniformed Services Employment and Reemployment Right Act (USERRA) Poster

• Employee Polygraph Protection Act Poster

With regards to the Minimum Wage Poster, Florida’s current minimum wage is at $7.79 per hour. This rate was effective since January 1, 2013. Florida, as the well as the other states, calculate for the required minimum wage annually as mandated by the government to make sure that every employee is getting what is properly due.

The Florida Department of Economic Opportunity is the one tasked to do this annually. The calculation is based on the percentage increase as seen in the Federal Consumer Price Index for Urban Wage Earners and Clerical regions within the prior 12-month period. This poster is commonly available in both English and Spanish.

The Florida state postings are as follows:

• Florida Law Prohibits Discrimination – Available in both English and Spanish

• Workers’ Compensation Works for you

• Unemployment Compensation to Employees

• Information on Workers’ Compensation Coverage

• Pay Day Notice

• Emergency Numbers

As employers, it is important that you do your duties and responsibilities and post the required Florida labor law posters. This would not only prevent you from facing charges and paying fines but it would be of great benefit to both your employees and yourself.

What Labor Law Posters 2013 Are Really Required?

If you will be searching the web using the keywords “labor law posters 2013”, one thing is for sure and this is the fact that you will get many in-depth sets of information about it. This is an indication that this is a topic that is well-searched in the web these days and lots of entities are exerting efforts to fill in the need presented.

Employers, especially those who are industry newbies, have a lot of things to mind when they are running those businesses or companies. One of the most important things has something to do with compliance on mandate about putting up of labor law posters in the workplace.

For a beginning employer, learning about the newest labor law posters 2013 compliance guidelines could be quite easy. Federal and state websites have compliance guides that could be accessed for free.

There are even offices of the Labor Department that could entertain queries about these mandates and poster issues.

However, one thing is truly apparent and this is that there are just too many posters we could see out there. It is a good thing to have an idea about which ones are really required and would match the needs of our business or company.

Before you start buying those labor law posters 2013 from private sellers, it is a good thing to pay attention first to the following:

• Location of the business or company: Yes, there are federal labor law posters 2013 but we have to take note of the fact that each state would also have separate and unique laws regarding its labor industry. This means that there are also distinct labor law posters 2013 for every state that would be required to be posted in workplaces within the jurisdiction areas concerned. 

• Nature of the business or operation: The types of required posters would be made more specific through the nature of the business or operation of the employer. Food, electronics, communications, manufacturing, and other types of industries use different types of distinct posters. 

• Scope of operation: We have to see that sets of posters are given out by your local Labor Department. If you are running a single facility only, this might mean that you will have to post a single set of labor law posters 2013. There is no more need for extra spending or for accessing the services of a private poster compliance materials assistance source. 

• Need for updates: It is true that updates on these posters could come unpredictably and it is the job of the employer to coordinate with the local Labor Departments about such things. However, an employer also have the option of subscribing to the notification services of a private maker and seller of these labor law posters 2013 materials. Yes, this will mean that an additional amount of money need to be spent but it will make matters better for an employer. 

For a complete list of the required labor law posters 2013, the Labor Department of each state maintains a list that could be accessed and used as guide. As an employer, it is your duty to make sure that every item on that list is posted on your workplace/s.

Federal Labor Law Posters: A Lending Hand for Both Employers and Employees

Reaching out to the employees through an accessible helping hand, the agencies within the United States Department of Labor (DOL) imposed orders and guidelines regarding the posting of posters or notices in workplaces to keep the employees on track. These federal labor law posters are designed to help the employees easily observe the DOL posters containing the several laws implied by DOL.

With the aim to give a better service, the Department of Labor is now making sure that the guidelines for the federal labor law posters will be strictly followed. That is, for the main reason of giving convenience to all workers covered within their premises and let the workers be aware of their rights.

The department assured free electronic and printed copies of the needed federal labor law posters in different languages other than English provided by the department so that it would be free of charge to the employees.

Be reminded that the posting of requirements differ according to decrees. Not all employees are required to post a specific notice thus excluding some employees that are not covered by each of the DOL’s statutes. Just like small businesses which belong to the Family and Medical Leave Act, it does not necessarily need to follow the posting requirements of DOL.

For guidance, here are the lists of posters with general applicability:

· Employee Rights Under the Fair Labor Standards Act Poster (FLSA / Minimum Wage)

· Job Safety and Health: It's the Law Poster (Occupational Safety and Health Act/OSHA)

· “Employee Rights and Responsibilities Under The Family and Medical Leave Act"(FMLA) Poster

· Equal Employment Opportunity is the Law Poster (EEO)

· Migrant and Seasonal Agricultural Worker Protection Act Notice (MSPA)

· Employee Rights for Workers with Disabilities Paid at Special Minimum Wages Poster (FLSA Section 14(c))

· Employee Polygraph Protection Act Notice (EPPA)

· Your Rights Under USERRA Notice/Poster

· "H-2A poster, English version"

· "H-2A poster, Spanish version"

Aside from federal labor law posters, DOL also developed a series of E-laws or Employment Laws Assistance for Workers and Small Businesses to help the employers as well as the employees know and understand their rights and responsibilities under the federal employment laws. To know more about the entirety of the E-laws, you may visit their official website.

The E-laws can also be used to determine which posters for the employers are to be displayed at their own businesses and buildings. Some federal labor law poster advisories however only provide details about the Federal Department of Labor poster requirements and not for the entirety and other Departments.

Furthermore, you may contact the U.S. Department of Labor at 1-866-4-USA-DOL for further inquiries about poster requirements; on how to get the federal labor law posters and other information of your concerns or you may need some assistance regarding the said matters.

You may also visit this website for further guidance you may need in acquiring the required posters in your respective states or visit http://www.postersolution.com/federal-only-labor-law-posters/ to see a wide selection of posters.

Important Aspects of Compliance to the Florida Labor Law Poster Policy

Are you fully compliant with the current Florida labor law poster policy? This is a question that many new employers would really be quite hesitant to answer. We are all aware that such a policy is quite complicated and there are just too many things about it that should be dealt with properly by employers and business owners. We have to take note of the fact that this policy was made for the equal protection of employers and workers within an organization or business.

Yes, there are penalties that are waiting for those who will not fully comply with the Florida labor law poster. Of course we want to be on the safe side these days. Generally, compliance will cover some very important yet basic aspects. It will be a good thing on your part as an employer. Take note of the following:

· Poster type: Knowing the right types of posters to acquire and post is one of the first things that you have to deal with. Of course, your local labor law department could get you guided on this matter.

Aside from the federal labor law posters, there are also posters that are required at the state level. There are also posters that are industry-specific. This means that if you are running a real estate business, you should get posters that are different from those that are used in the hotel and restaurant services industry.

· Posting location: You cannot post at just any location that you desire. The Florida labor law poster policy specifically mandates that employers get these posted at places where employees frequently gather in.

A common lobby or entrances to workplaces would be the most ideal places where these could be placed. There are specific guides on Florida labor law poster placement for businesses with no common or scattered workplaces. You can check with your local labor law department for these guides.

· Poster language: There is a requirement for the posting of multilingual posters if some circumstances are met. Some states like California and Texas have mandatory policies on the use of these multi-lingual posters.

Now, if you are not in the locations where such posters are mandatory, there are special cases on which you will still need to put up bilingual posters. As an example, if your workforce is composed of 10% Spanish speakers then this is the time when such multilingual posters should be used.

· Poster updates: The Florida labor law poster policy implies clearly that only the most updated materials are used and posted in workplaces. We really have no regular schedule about the updating of these posters. Labor law amendments and changes could happen at any time of the year. It could happen when your ordered set of poster is already on the process of being shipped and delivered.

You can manually monitor these changes and updates through the federal and state labor departments. However, if you can shell out some extra money, it will be good to avail of Florida labor law poster compliance services as offered by private companies.

Questions to Ask When Buying Labor Law Compliance Posters

Believe it or not, there are still entities in the industry who would take advantage of the need of employers and business owners for labor law compliance posters. In a recent blog post on a state web domain in Texas, a newbie business owner apparently got ripped off in a deal on these posters. The online source that he has tapped has turned out to be one of those who have been scamming off unsuspecting employers. They are selling outdated posters that have been discarded off by other makers and sellers in the industry.

Since the use of labor law compliance posters is an essential part of business ownership in the US, we have to make sure that we do safe acquisitions of materials. Yes, the federal and state government could provide us with the prescribed sets of posters. However, it is common knowledge that there is a limit on the amount of materials that they can release to employers and business owners.

Now, the main source of these labor law compliance posters that we could access are commercial makers and sellers. Most of them could be found through the web. If you will be transacting with these sources, don’t be afraid to ask some very essential questions. Here are some of these questions:

· Are you recognized by the BBB? – Better Business Bureau has strict standards when it comes to recognizing entities in the industry. A maker and seller of labor law compliance posters that hasn’t been able to get even thumbs up from the BBB should be avoided. It is your decision on whether you would go further or not on investigating why the said entity don’t have a BBB rating.

· Do you have a partner that understands the labor laws? – Of course we are talking about both federal and state labor laws here. It matters to have a partner that could keep track of all the 16 poster requirements coming from all seven agencies of the government. Partners of sellers could be law firms or even employees who can offer their expertise. Labor law changes should be effectively interpreted by these entities for a seller.

· What specific guarantees can you offer? – Compliance on the mandate about these posters doesn’t mean just putting up any poster that we could find. There are standard sizes, fonts, poster layouts, and colors that must be followed. You should make sure that your seller could make guarantees about these things.

· Can you protect me from fines or penalties? – Many sellers would guarantee this type of protection but only on limited counts. It is possible to find a seller who has the capability to offer unlimited protection from fines and penalties. This reflects their confidence on being able to provide updated and correct labor law compliance posters at all times.

· Are the updated posters you are offering to me really mandatory? – There are cases on which some of the labor law compliance posters currently in use within a state need not be replaced. This is in case of a very minor law change and the government deems it necessary to just include it in the next major updating of all posters.

A Brief History of Federal Labor Law Posters

Do you know that the United States ranks 23rd in the world human development index adjusted for inequality? This is with the country’s working population of 155.5 million people and about 11.9 million people who are unemployed and the mandatory federal labor law posters.

Discrimination and inequality remains to be a major problem not just in the United States but of the whole world. From the olden days up until today, we see some sort of discrimination in every corner of the world and most commonly in workplaces with different ages, nations, religions, and gender preference. These differences have always led to workplace problems.

For all these reasons, the government decided to create various laws to address the said problems. The first law to have been created to prohibit racial discrimination is the Executive Order 8802 or now more commonly known as the Fair Employment Act. Following this, more laws were created including the Civil Rights Act of 1964, American with Disabilities Act of 1990, Fair Labor Standards Act, and the Family and Medical Leave Act of 1990.

Given that the workplace is where most problems arise, the government continued to create more laws pertaining to worker’s rights and privileges. There is no plan or single cohesive approach with regards to the concept of these federal labor law posters. The government saw the need to help employers deal with legal issues and concerns around the workplace.

What Employees Have to Deal With

The government also saw what the employees then have to deal with to survive their workplaces. There were a lot of concerns over employer mismanagement, bullying, and inequality. Centuries ago, employees had so little idea of what they were truly entitled to that forced them to remain mum about everything.

Fortunately enough, the government thought of a way to help the suffering employees by making it easy for them to keep up with their rights through the federal labor law posters that is required to be posted by employers at every workplace. Through this way, employees can read more about what they are truly entitled to including their rights and privileges. Just the same, this also benefits the employers as they do not have to keep explaining what they can and cannot allow.

A Century’s Worth of Laws in A Single Poster

Some people see the situation as the government trying to fit in a single federal labor law poster a century’s worth of rules and regulations. Truth is the government is continuously finding better ways of serving its people. Employers today are already complaining of the tedious work of obtaining the posters and keeping them updated. Can you imagine what will happen if the poster numbers increase?

Not just because a century’s worth of rules and regulations are squeezed into a single all-in-one poster does it mean that it is not complete. The labor law authorities simply singled out the ones that they think are of utmost importance to be included in the federal labor law posters. These are the ones that generally apply to everyone regardless of workplace, business nature, and state. You may want to visit http://www.postersolution.com/federal-only-labor-law-posters/ for a selection of labor law posters.