As an employer,
federal and state laws require you to clearly display official labor and
employment posters detailing federal and applicable state labor laws. Failure
in posting the right posters will result in penalties and fines. Hence, it’s
important to make sure which workplace posters you are required to post.
Posting requirements
vary by statute; that is, not all employers are covered by each of the
Department's statutes and thus may 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 thus would not be subject to the Act's posting requirements.
The elaws Poster
Advisor can be used to determine which poster(s) employers are required to
display at their place(s) of business. For information on state poster
requirements , you can go to the workplace
posters provider and get the most up-to-date posting requirements
and professional services on posting compliance.
The following are Compliance
Assistance Materials that helps you make sure if you are required to post the federal
posters:
Workplace
Posters
l Employee Rights Under
the Fair Labor Standards Act" Poster (FLSA / Minimum Wage)
Who Must Post: Every private, federal, state and
local government employer employing any employee subject to the Fair Labor
Standards Act, 29 USC 211, 29 CFR 516.4 posting of notices.
l Job Safety and Health:
It's the Law" Poster (Occupational Safety and Health Act/OSHA)
Who Must
Post: Public
agencies (including state, local, and federal employers), public and private
elementary and secondary schools, as well as private sector employers who
employ 50 or more employees in 20 or more work weeks and who are engaged in
commerce or in any industry or activity affecting commerce, including joint
employers and successors of covered employers.
l "Employee Rights
and Responsibilities Under The Family and Medical Leave Act" (FMLA)
Who Must
Post: Public
agencies (including state, local, and federal employers), public and private
elementary and secondary schools, as well as private sector employers who
employ 50 or more employees in 20 or more work weeks and who are engaged in
commerce or in any industry or activity affecting commerce, including joint
employers and successors of covered employers.
l Equal Employment
Opportunity is the Law" Poster (EEO)
Who Must
Post: Entities
holding federal contracts or subcontracts or federally assisted construction
contracts of more than $10,000; 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.
l Pay Transparency
Nondiscrimination Provision (41 CFR Part 60-1.35)
l Migrant and Seasonal
Agricultural Worker Protection Act Notice (MSPA)
Who Must
Post: Agricultural
employers, agricultural associations and farm labor contractors subject to the
MSPA and who employs any migrant or seasonal agricultural worker(s).
l Employee Rights for
Workers with Disabilities Paid at Special Minimum Wages" Poster (FLSA
Section 14(c))
Who Must
Post: Every
employer having workers employed under special minimum wage certificates
authorized by section 14(c) of the Fair Labor Standards Act.
l Employee Polygraph
Protection Act Notice (EPPA)
Who Must
Post: Any
employer engaged in or affecting commerce or in the production of goods for
commerce. Does not apply to federal, state and local governments, or to
circumstances covered by the national defense and security exemption.
l "Your Rights
Under USERRA" Notice/Poster
Who Must
Post: The
full text of the notice must be provided by each employer to persons entitled
to rights and benefits under USERRA.
l Employee Rights Under
the H-2A Program
Who Must
Post: Agricultural
employers hiring temporary agricultural workers under H-2A visas.
Workplace
Posters of special interest to federal contractors:
l Notice to All
Employees Working on Federal or Federally Financed Construction Projects
(Davis-Bacon Act)
Who Must
Post: Any
contractor/subcontractor engaged in contracts in excess of $2,000 for the
actual construction, alteration/repair of a public building or public work or
building or work financed in whole or in part from federal funds, federal
guarantee, or federal pledge which is subject to the labor standards provisions
of any of the acts listed in 29 CFR 5.1.
l "Equal Employment
Opportunity is the Law" Poster (EEO)
Who Must
Post: Entities
holding federal contracts or subcontracts or federally assisted construction
contracts of more than $10,000; 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.
l Pay Transparency
Nondiscrimination Provision (41 CFR Part 60-1.35)
Who Must
Post: Entities
holding federal contracts or subcontracts or federally assisted construction
contracts of more than $10,000; 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.
l "Employee Rights
on Government Contracts" Poster (SCA, CWHSSA, Walsh-Healey)
Who Must
Post: Every
contractor or subcontractor engaged in a contract with the United States or the
District of Columbia in excess of $2,500 the principal purpose of which is to
furnish services in the U.S. through the use of service employees.
l "Notification of
Employee Rights Under Federal Labor Laws" Poster
Who Must
Post: Federal contractors and subcontractors must
post the employee notice conspicuously in and around their plants and offices
so that it is prominent and readily seen by employees. In particular,
contractors and subcontractors must post the notice where other notices to
employees about their jobs are posted.
Additionally, federal contractors and subcontractors who post notices to
employees electronically must also post the required notice electronically via
a link to the OLMS website. When posting electronically, the link to the notice
must be placed where the contractor customarily places other electronic notices
to employees about their jobs. The link can be no less prominent than other employee
notices. Electronic posting cannot be used as a substitute for physical
posting.
Where a significant portion of a federal contractor's or subcontractor's
workforce is not proficient in English, they must provide the employee notice
in languages spoken by employees. OLMS will provide translations of the
employee notice that can be used to comply with the physical and electronic
posting requirements.
