tag:blogger.com,1999:blog-144072772024-03-05T06:12:46.496-08:00Lisa Law ViewLisahttp://www.blogger.com/profile/09289467409265944986noreply@blogger.comBlogger934125tag:blogger.com,1999:blog-14407277.post-28478752558567294792017-05-07T17:58:00.000-07:002017-05-07T17:58:02.452-07:00Trump’s Immigration Crackdown Might Exerts Impact on California’s Economy<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhRaoNJ56uAWhQzE7ogx_BkYMTpUzz0ui7rif9Ko7M8msyJcNKVEiawxyJqlzp7QcbzRsh2mXgCAYJ73o-PEBR5y2t2Sg-xGbDE8a5lZBWHFm4EMnVBh3_guSfMS0WtxEfrrO3mlA/s1600/UYPK53YC65.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhRaoNJ56uAWhQzE7ogx_BkYMTpUzz0ui7rif9Ko7M8msyJcNKVEiawxyJqlzp7QcbzRsh2mXgCAYJ73o-PEBR5y2t2Sg-xGbDE8a5lZBWHFm4EMnVBh3_guSfMS0WtxEfrrO3mlA/s320/UYPK53YC65.jpg" width="320" /></a></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">As the Trump
Administration cracked down on undocumented immigrants, the undocumented
workers in California would feel vulnerable and be impacted by related policies
and regulations recently. Undocumented workers account for a huge portion of
the state economy, meaning that their status would exert impact on the vested interest
of the state.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">The rhetoric lobbed
out during both the race for the Republican nomination, and the eventual
Presidential campaign, had already put the State of California at odds with the
incoming Administration’s policies. The most recent announcement that Trump
seeks to round up as many as 11 million illegal immigrants and undocumented
workers across the US – without criminal records and in some cases just for
parking infractions – needlessly threatens both the undocumented worker in the
State, and the economy of California overall.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">It is still too early
to tell if the State of California would ever consider calling up its
undocumented worker lawyer and filing an undocumented worker lawsuit against
the Feds in an effort to protect the state economy, but it remains a compelling
thought.<o:p></o:p></span></div>
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Earlier this month the <i>Los Angeles Times</i> (02/06/17) put the
value of undocumented workers into perspective: in sum, ten percent of the
California economy is supported by undocumented workers and comprises one-tenth
of the state labor force, according to statistics compiled by the University of
Southern California (USC).<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">Agriculture,
construction and the hospitality industries would be hit particularly hard were
the Trump ban on immigrants and undocumented workers achieve full press: nearly
half of the agriculture employment sector in the state – 45 percent – is
comprised of undocumented workers. Data collected by the USC Center for the
Study of Immigrant Integration noted that 21 percent of construction workers in
the state are undocumented. <o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">The <i>LA Times</i> noted
that the restaurant industry would be hit particularly hard, in that
restaurants are already grappling with a labor shortage. New immigration policies
at the federal level would make things even tighter – although it remains to be
seen what effect federal policy would have on state policy. In fact, employers
in all these industries may face with a labor shortage. And if the state policy
is amended, they might all need the updated version of <a href="http://www.postersolution.com/california-total-labor-law-poster"><b>California labor law posters</b> </a>soon.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">There is little
question, by virtue of pre-existing as well as updated laws and statutes
protecting the undocumented worker, that California values its undocumented
residents and is fully aware of both their value to the state economy, and the
hit to economic output were those undocumented workers suddenly to go away:
economic output in the state could be reduced, at minimum, by nine percent.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">Meanwhile, some state
laws and statutes protecting undocumented workers in California have either
been updated, augmented or implemented as of January 1 of this year. Amongst
those provisions are Senate Bill 1001, which includes a provision under the
California Fair Housing and Employment Act for a $10,000 penalty for E-Verify
violations on the part of any employer who discriminates against drivers
licenses issued to undocumented workers – or requests more, or different
documents than are required under federal law. Employers are also prohibited
from demanding to see a worker’s US Passport.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">Also taking effect
this year is Senate Bill 10 Health Care Coverage: Immigration Status, an
amendment that would allow undocumented immigrants and deferred action for
childhood arrivals (DACA) recipients, the right and freedom to purchase a
health plan through Covered California.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">Not only does the
state of California value its undocumented workers, the state also wants them
to stay healthy – and educated: SB-1139, known by some as the ‘Medical Dreamers
Opportunity Act,’ would prohibit a student without lawful immigrant status from
being denied admission to a school of his, or her choice based upon citizenship
or immigration status.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">Any undocumented
worker who alleges any discrimination, unfair practice or violation can, under
Senate Bill 1001: Employment Unfair Practices file a complaint – with their
undocumented worker lawyer in tow – through California Division of Labor
Standards Enforcement.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">The message from
California to the Trump Administration remains clear: undocumented workers in
the state are valued, and are integral to the state economy.<o:p></o:p></span></div>
Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-14407277.post-21545197694662295212017-03-26T22:57:00.001-07:002017-03-26T22:57:14.745-07:00Will Overtime Laws Change with Trump Presidency?<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjtJuBbAWEbY2eO3MopEfx9ufJu-RC0jEQ0jA8Cf1VRdAjWPJJawhmCOdlpRGQ3JsxVqZTlG7-hlVGAMJA0hm8xHkxRsok5UrBl6m3NiDh1bmmSsHl7WIDI8PwsL3c1q872urwa2Q/s1600/silhouettes-people-worker-dusk-40723+%25281%2529.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="228" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjtJuBbAWEbY2eO3MopEfx9ufJu-RC0jEQ0jA8Cf1VRdAjWPJJawhmCOdlpRGQ3JsxVqZTlG7-hlVGAMJA0hm8xHkxRsok5UrBl6m3NiDh1bmmSsHl7WIDI8PwsL3c1q872urwa2Q/s320/silhouettes-people-worker-dusk-40723+%25281%2529.jpeg" width="320" /></a></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">President Trump’s pick for
Secretary of Labor, CKE Restaurants CEO Andy Puzder, withdrew his
nomination in February 15. The withdrawal comes after controversies over his employing
an undocumented immigrant to clean his home and abuse allegations from his
ex-wife. Now, Alexander Acosta became President Trump's new pick to lead
the Labor Department.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">Trump’s original choice for labor
secretary, fast-food executive Andy Puzder, was a vocal opponent of
Obama’s reforms. It’s unclear where Trump’s new nominee, Alexander Acosta,
stands on the issue.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">Millions of Americans pay or workload
may have changed for good due to the overtime rules. But the reforms are now
tied up in court and face a dim future under Trump, whose administration
is rapidly peeling back regulations on corporations. The new,
business-friendly White House could decline to defend the reforms on appeal ―
making it more likely they will die a slow death ― or choose to replace them
with something more palatable for employers and less generous to workers.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">If the reforms don’t survive in
some fashion, a status quo will prevail in which hardly any Americans who work
on salary qualify for overtime pay. It wasn’t always so. In 1975, an estimated
62 percent of salaried workers were covered by overtime law. But that figure
has fallen to around 8 percent, as employers take advantage of regulations
that haven’t been updated over time. As a result, overtime pay has become a
foreign concept to an entire generation of salaried workers.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">Under the Fair Labor Standards
Act, hourly workers are entitled to time-and-a-half pay for any hours
beyond 40 in a week, but the picture is more complicated for employees on
salary. Whether or not they get overtime depends on how much they earn and what
their job duties are. When workers are exempted from the law, companies can
force them to work 60, 70, or even 80 hours a week without paying
anything extra for it.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">If the Trump administration does
not defend Obama’s reforms, worker groups could end up defending them instead.
If so, an appeals court could find Obama’s reform lawful, paving the way for it
to be implemented. If not, states could still end up fashioning their own rules
that take the place of federal ones, much like the minimum wage: California and
New York already have their own regulations on overtime.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">If Trump’s team put forward a
rule with a lower salary threshold, which could placate business groups enough
to prevent a legal challenge, while still bringing some workers new
protections. Let’s wait and see whether 2017 will witness a minimum wage
increase and federal <b><a href="http://www.postersolution.com/">labor law poster</a> </b>update
in <a href="https://www.blogger.com/null" name="OLE_LINK6">Trump presidency</a>. And Trump may feel sufficient
political pressure to replace Obama’s rule if he allows it to wither. After
all, he promised higher wages for working-class Americans throughout his
campaign. <o:p></o:p></span></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-52234505665416033022017-02-12T17:14:00.001-08:002017-02-12T17:14:17.827-08:00Labor Law: Anticipated Changes Under Trump Administration <div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiLCFjiU0RDn7mgzIGk1eQgVkGbCMQjHTgWK6lrrIjzNqvq4fJEu_eCNlnhwkbZojhq4qmgUQruxTddvpXlHyNno3sJAVbEZTf-r64wlIqAl3NTa5ft_nSEwkV7O2G6P3-71Jm94w/s1600/white-1446416_960_720.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiLCFjiU0RDn7mgzIGk1eQgVkGbCMQjHTgWK6lrrIjzNqvq4fJEu_eCNlnhwkbZojhq4qmgUQruxTddvpXlHyNno3sJAVbEZTf-r64wlIqAl3NTa5ft_nSEwkV7O2G6P3-71Jm94w/s320/white-1446416_960_720.jpg" width="320" /></a></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">The 45th president was
inaugurated last month, but the Secretary of Labor position still must be
confirmed. President Trump’s selection for the position, Andy Puzder, is the
CEO of CKE Restaurants, the parent company of Carl's Jr. and Hardee's.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">The president can
dramatically influence the trajectory of regulations impacting the workplace,
not just with the Secretary of Labor selection, but also with the selection for
the chair of the Equal Employment Opportunity Commission, all of its
commissioners and general counsel, as well as filling open positions to the National
Labor Relations Board - all of which must be approved by the senate.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">As with any change in
administration, the agencies then hire like-minded leaders who will set the
agenda for the next four years.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">Changes in labor laws
and federal agencies may greatly influence employers as well as employees. And
such changes will surely be reflected on updates of<b><a href="http://www.postersolution.com/"> labor law posters</a></b>.<o:p></o:p></span></div>
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<span lang="EN-US" style="background: white; font-family: 'Times New Roman', serif;">The following are the anticipated changes under
Trump administration:<o:p></o:p></span></div>
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="background: white; line-height: 17.3pt; mso-list: l0 level1 lfo1; mso-pagination: widow-orphan; tab-stops: list 36.0pt; text-align: left;"><span lang="EN-US" style="font-size: 10pt;">The federal
minimum wage will likely increase to $9/hour, an increase of $1.75 from
the current federal minimum wage of $7.25/hour since 2009.</span><strong><span lang="EN-US" style="font-size: 10.0pt; font-weight: normal; mso-bidi-font-weight: bold;"><o:p></o:p></span></strong></li>
<li class="MsoNormal" style="background: white; line-height: 17.3pt; mso-list: l0 level1 lfo1; mso-pagination: widow-orphan; tab-stops: list 36.0pt; text-align: left;"><strong><span lang="EN-US" style="font-size: 10.0pt;">DOL, Wage and
Hour Division:</span><span lang="EN-US"> </span></strong><strong><span lang="EN-US" style="font-weight: normal; mso-bidi-font-weight: bold;">One of
Presiden</span></strong><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 10.0pt;">t Obama’s major labor-related
achievements was the overhaul of overtime pay regulations in a manner that
would nearly double the minimum salary level at which an employee can be
exempt from overtime pay. However, just before the final rule was to go
into effect on December 1, 2016, a federal district court judge suspended
the regulation while considering a legal challenge from 21 states and a
coalition of business groups. Puzder, whose confirmation hearing is
scheduled for February 7, 2017, has been critical of the overtime rule,
arguing in a May 2016 op-ed in<span class="apple-converted-space"> </span><em>Forbes</em><span class="apple-converted-space"> </span>that it will “simply add to the
extensive regulatory maze the Obama Administration has imposed on
employers, forcing many to offset increased labor expense by cutting costs
elsewhere.” Although the DOL has filed an interlocutory appeal challenging
the district court judge’s preliminary injunction blocking the DOL’s overtime
rule, the new Trump DOL could either withdraw the appeal (assuming a third
party does not intervene to continue the appeal) or begin the
administrative rulemaking process to change the regulation. Alternatively,
the new Congress may pass legislation nullifying the regulation. In
addition, during Obama’s presidency, the Wage and Hour Division issued
administrator interpretations (guidance on how to interpret the laws,
which are not legally binding on the courts) that sought to greatly expand
when businesses can be held liable as joint employers and to narrow the
circumstances in which workers could be treated as independent contractors
exempt from federal wage and hour laws. Under President Trump, the Wage
and Hour Division could scale back these administrator interpretations to
provide more employer-friendly interpretations.<o:p></o:p></span></li>
<li class="MsoNormal" style="background: white; line-height: 17.3pt; mso-list: l0 level1 lfo1; mso-pagination: widow-orphan; tab-stops: list 36.0pt; text-align: left;"><strong><span lang="EN-US" style="font-size: 10.0pt;">DOL, Office of
Federal Contract Compliance Programs (OFCCP):</span></strong><span class="apple-converted-space"><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 10.0pt;"> </span></span><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 10.0pt;">The
OFCCP is the agency that ensures that employers doing business with the
federal government (federal contractors and subcontractors) comply with
laws and regulations requiring nondiscrimination. The Obama administration
made numerous changes to affirmative action requirements via executive
orders, bypassing the congressional and administrative rulemaking
processes. President Trump has stated his intention to revoke President
Obama’s executive orders. Among the Obama initiatives that could be
repealed under President Trump is the Fair Pay and Safe Workplaces
executive order, known by its opponents as the “blacklisting” order. The
order requires prospective federal contractors and subcontractors to
disclose workplace law violations that occurred during the previous three
years and to give wage statements detailing pay and hours to employees and
independent contractors; it also prohibits arbitration agreements relating
to Title VII of the Civil Rights Act or sexual assault. However, because
the Federal Acquisition Regulatory Council issued a final rule
implementing this order, it may take additional time for the rule to be
changed. Litigation to enjoin the final rule is pending. In the meantime,
the Trump administration could ask Congress to pursue repeal of the rule
through use of the Congressional Review Act, a law that allows Congress to
repeal new rules on an expedited basis through a resolution of
disapproval, as long as the regulations were issued within 60 legislative
days of the new administration. A number of other executive orders issued
by President Obama may be scrutinized, including the executive order that
raised the minimum wage contractors pay employees performing work on
covered federal contracts ($10.20 per hour as of January 1, 2017) and the
executive order that requires federal contractors to provide paid sick
leave to employees working on government contracts.<o:p></o:p></span></li>
<li class="MsoNormal" style="background: white; line-height: 17.3pt; mso-list: l0 level1 lfo1; mso-pagination: widow-orphan; tab-stops: list 36.0pt; text-align: left;"><strong><span lang="EN-US" style="font-size: 10.0pt;">DOL, Occupational
Safety and Health Administration (OSHA):</span></strong><span class="apple-converted-space"><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 10.0pt;"> </span></span><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 10.0pt;">As
DOL secretary, Puzder could review a number of OSHA standards that were
issued over the last eight years. He is likely to curtail OSHA’s new
record-keeping rule, which requires covered employers to file injury and
illness information electronically with the government by July 1, 2017
(and on an annual basis thereafter); the information will then be posted
online for the public. Puzder also might focus on the standard by which
OSHA enforces the more than 22 whistleblower statutes under the agency’s
whistleblower protection program. In the last several years, OSHA lowered
the employee’s burden of proof necessary to prove retaliation.<o:p></o:p></span></li>
<li class="MsoNormal" style="background: white; line-height: 17.3pt; mso-list: l0 level1 lfo1; mso-pagination: widow-orphan; tab-stops: list 36.0pt; text-align: left;"><strong><span lang="EN-US" style="font-size: 10.0pt;">Equal Employment
Opportunity Commission (EEOC):</span></strong><span class="apple-converted-space"><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 10.0pt;"> </span></span><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 10.0pt;">On
January 25, 2017, President Trump appointed EEOC Commissioner Victoria A.
Lipnic as acting chair to take over the leadership role from Chair Jenny
R. Yang. Lipnic joined the EEOC in 2010, and during her tenure, she was
one of two commissioners who voted against the EEOC's July 2015 decision
that sexual orientation discrimination is gender discrimination prohibited
by Title VII. President Trump also will have the opportunity to nominate
the EEOC’s new general counsel to replace David Lopez, who left in
December 2016. Given the change in leadership, the agency’s enforcement
priorities and litigation decisions will almost certainly shift. In recent
years under Yang, the EEOC has made equal pay a top priority. In
furtherance of this commitment, in September 2016, the EEOC announced
final changes to the Employer Information Report (EEO-1), which will
require employers to annually report aggregate compensation data for all
employees by gender, race and ethnicity across pay bands. These changes
are set to become effective in March 2018; however, under Lipnic, who had
voted against the EEO-1 pay data report proposal, and other Trump
appointees, the EEOC could seek to modify these changes before they come
into effect.<o:p></o:p></span></li>
<li class="MsoNormal" style="background: white; line-height: 17.3pt; mso-list: l0 level1 lfo1; mso-pagination: widow-orphan; tab-stops: list 36.0pt; text-align: left;"><strong><span lang="EN-US" style="font-size: 10.0pt;">National Labor
Relations Board (NLRB):</span></strong><span class="apple-converted-space"><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 10.0pt;"> </span></span><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 10.0pt;">On
January 26, 2017, President Trump appointed Philip A. Miscimarra, the sole
Republican member of the NLRB, as acting chairman, taking over from
Democrat Mark Gaston Pearce. The NLRB currently has two vacant seats, both
of which President Trump is likely to fill with Republican members.
Additionally, the term of NLRB General Counsel Richard F. Griffin, Jr.
will expire in November 2017. With these new appointments, the NLRB’s
controversial joint employer standard in<span class="apple-converted-space"> </span><em>Browning-Ferris
Industries of California, Inc</em>. could be reversed. The 2015 decision
in<span class="apple-converted-space"> </span><em>Browning-Ferris</em><span class="apple-converted-space"> </span>broadened the joint employer
standard to include relationships where the potential joint employer has
the ability to control an employee’s essential terms and conditions of
employment — even if it never actually exercises such control. (See<span class="apple-converted-space"> </span><em>2016 Insights</em><span class="apple-converted-space"> </span>article “A New World for Joint
Employers.”) In addition, since its 2012 decision in<span class="apple-converted-space"> </span><em>D.R. Horton, Inc.</em>, the
NLRB has consistently maintained that the National Labor Relations Act
prohibits arbitration agreements that require employees to waive the right
to pursue labor-related class and collective actions. Recently, the U.S.
Supreme Court agreed to hear, on a consolidated basis, three cases
relating to the<span class="apple-converted-space"> </span><em>D.R.
Horton</em><span class="apple-converted-space"> </span>decision and the
circuit split that developed thereafter. Among the new president’s first
orders of business will be to nominate a Supreme Court justice to replace
the late Justice Antonin Scalia; a conservative Trump nominee likely would
join a majority in rejecting the board’s position in<span class="apple-converted-space"> </span><em>D.R. Horton</em>.<o:p></o:p></span></li>
</ul>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-87984216543795362912017-01-21T21:10:00.002-08:002017-01-21T21:10:23.348-08:0019 States See Minimum Wage Increase in 2017<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Across the U.S., 19
states will see a state minimum wage increase in 2017. However, the Federal
government hasn’t raised minimum wages in over 7 years since 2009, when it
raised it from $6.55 to $7.25, some of the states on this list will see rates
as high as $11 in the increase. The state minimum wage increase can bring about
major changes in the way you run your business if you’re in one of these
states.<o:p></o:p></span></div>
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<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg8L3gVjuy1i1R6saL1QJcDsH1IdMxxR7H2ZPuKcJY-jivnL05FFwg6SXE5c4Tww_w-kkGjbWG5usNyyibfazMevp14-WKYl9QRZR6KFz1bPlwXFnNjQnIMRemfoyLiLU0HKySduw/s1600/2017-01-14_103118.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg8L3gVjuy1i1R6saL1QJcDsH1IdMxxR7H2ZPuKcJY-jivnL05FFwg6SXE5c4Tww_w-kkGjbWG5usNyyibfazMevp14-WKYl9QRZR6KFz1bPlwXFnNjQnIMRemfoyLiLU0HKySduw/s320/2017-01-14_103118.png" width="320" /></a></div>
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<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Alaska will increase
from $9.75 to $9.80 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Arizona will increase
from $8.05 to $10 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Arkansas will increase
from $8 to 8.50 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">California will increase
from $10 to $10.50 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Colorado will increase
from $8.31 to $9.30 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Connecticut will
increase from $9.60 to $10.10 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Florida will increase
from $8.05 to $8.10 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Hawaii will increase
from $8.50 to $9.25 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Maine will increase
from $7.50 to $9 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Massachusetts will
increase from $10 to $11 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Michigan will increase
from $8.50 to $8.90 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Missouri will increase
from $7.65 to $7.70 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Montana will increase
from $8.05 to $8.15 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">New Jersey will
increase from $8.38 to $8.44 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">New York will increase
from $9 to $9.70 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Ohio will increase
from $8.10 to $8.15 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">South Dakota will
increase from $8.55 to $8.65 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Vermont will increase
from $9.60 to $10 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Washington will
increase from $9.47 to $11 per hour.<o:p></o:p></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjMpAvmerkjjyFvcPxO2dFg-d03EgzaBOzjFD-lAfGaWqisa_Is8FYJqbVDoR_2-73NqfNeKSzuCHYaS_6xPl7Z4l-szAI1kAJwmo4yAPMg2gfH-zz2-8ygH8VO_7A9IorJ6Z7iQQ/s1600/th.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjMpAvmerkjjyFvcPxO2dFg-d03EgzaBOzjFD-lAfGaWqisa_Is8FYJqbVDoR_2-73NqfNeKSzuCHYaS_6xPl7Z4l-szAI1kAJwmo4yAPMg2gfH-zz2-8ygH8VO_7A9IorJ6Z7iQQ/s1600/th.jpg" /></a></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">Employers in these 19
states are required to update their<b> <a href="http://www.postersolution.com/">laborlaw posters</a></b> for employees as minimum wage increases. Labor Law Posters have
to be in an area where every employee is able to see them. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Not all minimum wage
increases are very significant. Four states -- Alaska, Florida, Missouri, and
Ohio -- are raising their minimum wages by just $0.05 per hour, while two more
-- Montana and South Dakota -- are seeing just a $0.10-per-hour boost. New
Jersey splits the difference with a $0.06-per-hour rise. These increases all
have ties to changes in the rate of inflation, with most states choosing to
link their minimum wages to rises in one of the Consumer Price Index data
series. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Proponents argue that
raising the minimum is one of the most practical ways of improving living
standards for the working poor and reducing inequality. But others believe that,
when forced to pay more in wages, many employers were hiring more productive
workers, so that the overall amount they spent on each job changed far less
than the minimum-wage increase would have suggested. The more productive
workers appeared to finish similar work more quickly.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">This would raise
questions about whether increasing the minimum wage is as helpful to those near
the bottom of the income spectrum as some proponents assume. The higher minimum
wage could cost low-skilled workers their jobs, as employers rush to replace
them with somewhat more skilled workers.<o:p></o:p></span></div>
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<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">In fact, when the
minimum wage goes up for everyone, it is not so easy for employers to
substitute better-skilled workers because the new minimum would not offer a
more attractive wage. In many cases, more highly skilled workers see their
wages rise after minimum-wage increases to keep them above the new minimum,
making it all the more difficult to lure them away. Therefore, it is difficult for
employers to replace low-skilled workers with better-skilled workers.<o:p></o:p></span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-19275311639916251792017-01-07T01:25:00.002-08:002017-01-07T01:25:19.217-08:00OSHA Finds Safety Failures in Wisconsin Factory after Teen Worker Dies from Injuries<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiXpDor39B0q542xeKxejU_s_svmgCMkUkznKgwb1-g6_EsTJBp7zz14Thj-uf8bEN7b5OSqcP6jbgY9leOVC46e8SjTw1tn4U_10etULXTpyd3LW_h2MppMyR4941DjOSwXxPKcg/s1600/SHANNON.MGN.OSHA.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="179" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiXpDor39B0q542xeKxejU_s_svmgCMkUkznKgwb1-g6_EsTJBp7zz14Thj-uf8bEN7b5OSqcP6jbgY9leOVC46e8SjTw1tn4U_10etULXTpyd3LW_h2MppMyR4941DjOSwXxPKcg/s320/SHANNON.MGN.OSHA.jpg" width="320" /></a></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">A federal
investigation prompted by the death of a 17-year-old worker at a Columbus metal
fabrication facility has resulted in multiple safety and health violations.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">The U.S. Department of
Labor’s Occupational Safety and Health Administration has issued
16 serious and one other-than-serious safety and health violations to
G.D. Roberts & Co. Inc., for violations the agency’s inspectors found after
a machine pinned and injured the teenaged worker on June 27, 2016. He died of
his injuries on July 2, 2016, only two weeks after starting job.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">“A young man suffered
a tragic death shortly after starting a new job, leaving his family to grieve
their overwhelming loss,” said Ann Grevenkamp, OSHA’s area director in Madison.
“Proper lockout devices along with training could have prevented this tragedy.”<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Investigators
determined the worker was clearing scrap below a loading table for an operating
laser-cutter system when the machine lowered onto the victim, trapping him
beneath. OSHA found that the company failed to ensure procedures to lockout the
machine to prevent unintentional movement were followed, and did not train its
employees properly in such safety procedures.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">The agency also found
G.D. Roberts failed to:<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Conduct
periodic inspections of machine safety procedures.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Affix lockout
devices to isolate energy prior to allow employees to enter machine hazard
areas.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Conduct
noise monitoring.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Provide
employee’s audiograms.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Train
workers about noise hazards.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Follow respiratory
protection standards such as fit-testing, training and medical evaluations
for employees.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Evaluate
for airborne hazards.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Implement
engineering controls for dust and other airborne hazard exposure resulting in
employee overexposure.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Maintain
chemical inventories.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Train
workers in forklift operation.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Seek
manufacturer approval prior to modifying forklifts.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">– Train
employees about chemicals in use in the workplace and maintain a
chemical inventory.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; text-align: center;">
<a href="https://www.blogger.com/null" name="OLE_LINK4"></a>
</div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">OSHA has proposed
penalties of $119,725 to the company.</span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";"><br /></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh7vsecfv1WZlKzbSYLhhPP4fNzf0Ejf8WSQ7AMZ2bNSVIcvwhVBvzgxgwLS3SG1g8er5xAfZN7BTzbY90s_4ylLlTWJPbfC4j0rmhCcTOGA-6sya7Gcg7ArDWu-o10Nmi5zcWwJw/s1600/cont_of_hazard_ws-lotofs-e_v01.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh7vsecfv1WZlKzbSYLhhPP4fNzf0Ejf8WSQ7AMZ2bNSVIcvwhVBvzgxgwLS3SG1g8er5xAfZN7BTzbY90s_4ylLlTWJPbfC4j0rmhCcTOGA-6sya7Gcg7ArDWu-o10Nmi5zcWwJw/s320/cont_of_hazard_ws-lotofs-e_v01.jpg" width="320" /></a></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";"> <o:p></o:p></span><span style="font-family: 'Times New Roman', serif;">OSHA requires
standards that safeguard employees from hazardous situations while servicing or
maintaining machines and equipment. The standard outlines measures for
controlling hazardous machines that are either electrical, mechanical,
pneumatic, hydraulic, chemical, or thermal. Employers must comply with the code
by establishing procedures for shutting down and locking out and/or tagging out
equipment while it is being serviced. The LOCK OUT TAG OUT INSTRUCTIONS poster
helps keep your employees safe by presenting the basics of the code and
outlining the fundamentals of a lock out/tag out safety program. Hence, besides
a comprehensive pre-occupational safety training, complying with requirements
of such </span><b style="font-family: 'Times New Roman', serif;">safety poster</b><span style="font-family: 'Times New Roman', serif;"> could also
help you reduce risks and avoid unnecessary costs and penalties.</span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";"><br /><o:p></o:p></span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-50301755591417290782016-12-29T21:09:00.000-08:002016-12-29T21:12:38.447-08:00Apple Loses Labor Code Violation Lawsuit and Will Pay Out $2 Million<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEivSHG549XeEmfULghJnSy6Vmjxg6wNFfD5iPCteZljygxha7-6YzRGE-bpnrRqbgv2iQIPy4Cy5HFLA3jIiTSvpwgvNS3AK3Okz72qlo4j43dK8qTok65IBwPh7yBghNesXfTvUA/s1600/4c3de9a67137b7b82a8a38d16e2a8784.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEivSHG549XeEmfULghJnSy6Vmjxg6wNFfD5iPCteZljygxha7-6YzRGE-bpnrRqbgv2iQIPy4Cy5HFLA3jIiTSvpwgvNS3AK3Okz72qlo4j43dK8qTok65IBwPh7yBghNesXfTvUA/s320/4c3de9a67137b7b82a8a38d16e2a8784.jpg" width="320" /></a></div>
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<span lang="EN-US" style="font-family: "times new roman" , "serif";"><br /></span></div>
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<span lang="EN-US" style="font-family: "times new roman" , "serif";">A long-running class
action lawsuit between Apple and employees of its retail stores in California
came to a quick conclusion last week. The lawsuit, originally filed in 2011 and
elevated to class action status in 2014, involves Apple retail and
corporate employees who worked for Apple between 2007 and 2012. The trial was
to continue this week for corporate employees, as the jury verdict only applies
to retail employees, according to a tipster. <o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "times new roman" , "serif";">The suit alleged that
Apple failed to give employees adequate breaks, failed to pay wages in a timely
manner after employees left the company and failed to provide accurate wage
statements. The case finally went to court in San Diego back in October,
and a jury has now ordered Apple to pay out $2 million in restitution. Apple
can now appeal the case before a higher court.<o:p></o:p></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7pLm2c-CynpJUBnohWHzIV29mgnE__sPW6n2Oj74lp8nG_eSql8x69ZX6p4Br8_KchhH5IASbVWCWt_Hav8t_h_TJe7cXgKPAFMYXrgOSI_-VqGn_FKQJCVBQAgp5bIQQnwUxJg/s1600/horizontal-1010917_1920-1024x1024.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7pLm2c-CynpJUBnohWHzIV29mgnE__sPW6n2Oj74lp8nG_eSql8x69ZX6p4Br8_KchhH5IASbVWCWt_Hav8t_h_TJe7cXgKPAFMYXrgOSI_-VqGn_FKQJCVBQAgp5bIQQnwUxJg/s320/horizontal-1010917_1920-1024x1024.jpg" width="320" /></a></div>
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<span lang="EN-US" style="font-family: "times new roman" , "serif";">California Labor Code
dictates that employees must be provided with at least a 30-minute meal break
when the work period is more than five hours, and at least a 10-minute rest
break for every four hours worked. The defendants claimed Apple failed to
always provide these breaks for at least four years prior to the lawsuit. <o:p></o:p></span></div>
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<br /></div>
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<span lang="EN-US" style="font-family: "times new roman" , "serif";">The settlement works
out to about $95 per employee included in the class, and $2 million is a tiny
fraction of the $42.4 billion Apple pulled in during Q3 alone. For its
part, Apple claimed it has offered adequate breaks in accordance with
California Labor Code for years before the lawsuit was filed. The company has
not yet commented on today’s settlement, but the employees who were denied
breaks while helping customers pick out new iPhones and iPhones will see their
cash as soon as the lawyers get their cut.<o:p></o:p></span></div>
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<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "times new roman" , "serif";">California Labor Code
dictates that employees must be provided with at least a 30-minute meal break
when the work period is more than five hours, and at least a 10-minute rest
break for every four hours worked. The defendants claimed Apple failed to
always provide these breaks for at least four years prior to the lawsuit. <o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "times new roman" , "serif";">Such violations of California
Labor Code also happened to large enterprises in the past: In 2013, Starbucks agreed to pay
$3 million to resolve a class action lawsuit accusing the company of several
wage and hour violations. In 2014, FedEx
agreed to pay a $2.1 million settlement to resolve a class action lawsuit about
failing to provide proper meal and rest breaks. For employers in California, to
avoid such lawsuits and compensation, it’s highly essential to keep an eye on
labor law compliance and post Federal and <b><a href="http://www.postersolution.com/california-total-labor-law-poster">California labor law posters</a></b> as required by the government. Updated labor law postings
help you stay compliant and minimum unnecessary
loss.<o:p></o:p></span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-59969282649710864822016-12-26T02:18:00.000-08:002016-12-26T02:18:06.296-08:00How to Determine If Your Workplace Posters Are Compliant?<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjHIDOdaM1vD3zAXQh9YsGtysoG0yvS0uST0E1jSiHCNLiw-8H03QoxA_sDfxdaLCs-xom3WmZoaUjzvjErY2jJ-Z0mhu-RXe_U8Pk3tzJMPESw1SvZHu7Ucyu8BMp21HnOqT53OA/s1600/UW1200FC-Federal-Contractor-Labor-Law-Poster-Service-Group_xl.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjHIDOdaM1vD3zAXQh9YsGtysoG0yvS0uST0E1jSiHCNLiw-8H03QoxA_sDfxdaLCs-xom3WmZoaUjzvjErY2jJ-Z0mhu-RXe_U8Pk3tzJMPESw1SvZHu7Ucyu8BMp21HnOqT53OA/s320/UW1200FC-Federal-Contractor-Labor-Law-Poster-Service-Group_xl.jpg" width="320" /></a></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">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 <a href="http://www.postersolution.com/">workplace posters </a>you are required to post.<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">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.<o:p></o:p></span></div>
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<br /></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">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 <b>workplace
posters</b> provider and get the <a href="https://www.blogger.com/null" name="OLE_LINK2"></a><a href="https://www.blogger.com/null" name="OLE_LINK1">most up-to-date</a> posting requirements
and professional services on posting compliance.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif";">The following are Compliance
Assistance Materials that helps you make sure if you are required to post the federal
posters:<o:p></o:p></span></div>
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<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Workplace
Posters<o:p></o:p></span></b></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l0 level1 lfo1; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">Employee Rights Under
the Fair Labor Standards Act" Poster (FLSA / Minimum Wage)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l0 level1 lfo1; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">Job Safety and Health:
It's the Law" Poster (Occupational Safety and Health Act/OSHA)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l0 level1 lfo1; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">"Employee Rights
and Responsibilities Under The Family and Medical Leave Act" (FMLA)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l0 level1 lfo1; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">Equal Employment
Opportunity is the Law" Poster (EEO)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l0 level1 lfo1; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">Pay Transparency
Nondiscrimination Provision (41 CFR Part 60-1.35)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l0 level1 lfo1; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">Migrant and Seasonal
Agricultural Worker Protection Act Notice (MSPA)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Agricultural
employers, agricultural associations and farm labor contractors subject to the
MSPA and who employs any migrant or seasonal agricultural worker(s).<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l0 level1 lfo1; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">Employee Rights for
Workers with Disabilities Paid at Special Minimum Wages" Poster (FLSA
Section 14(c))<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Every
employer having workers employed under special minimum wage certificates
authorized by section 14(c) of the Fair Labor Standards Act.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l0 level1 lfo1; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">Employee Polygraph
Protection Act Notice (EPPA)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l0 level1 lfo1; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">"Your Rights
Under USERRA" Notice/Poster<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">The
full text of the notice must be provided by each employer to persons entitled
to rights and benefits under USERRA.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l0 level1 lfo1; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">Employee Rights Under
the H-2A Program<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Agricultural
employers hiring temporary agricultural workers under H-2A visas.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Workplace
Posters of special interest to federal contractors:<o:p></o:p></span></b></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l1 level1 lfo2; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">Notice to All
Employees Working on Federal or Federally Financed Construction Projects
(Davis-Bacon Act)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l1 level1 lfo2; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">"Equal Employment
Opportunity is the Law" Poster (EEO)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l1 level1 lfo2; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">Pay Transparency
Nondiscrimination Provision (41 CFR Part 60-1.35)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l1 level1 lfo2; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">"Employee Rights
on Government Contracts" Poster (SCA, CWHSSA, Walsh-Healey)<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post: </span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";">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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; mso-list: l1 level1 lfo2; text-indent: -21.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: Wingdings; mso-bidi-font-family: Wingdings; mso-fareast-font-family: Wingdings;">l<span style="font-family: 'Times New Roman'; font-size: 7pt; font-stretch: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "Times New Roman","serif";">"Notification of
Employee Rights Under Federal Labor Laws" Poster<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Who Must
Post:</span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";"> 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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<span lang="EN-US" style="font-family: "Times New Roman","serif"; mso-bidi-font-weight: bold;">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.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<span lang="EN-US" style="font-family: "Times New Roman","serif"; mso-bidi-font-weight: bold;">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.<o:p></o:p></span></div>
<br />
<div class="MsoListParagraph" style="margin-left: 42.2pt; mso-char-indent-count: 0; text-indent: 0cm;">
<br /></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-26122490961008554542016-12-14T23:46:00.003-08:002016-12-14T23:46:59.023-08:00Advice for Purchasing and Posting Labor Law Posters<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Labor law posters
inform workers of their rights under the federal and state labor laws. All
covered employers are required to display the posters in their workplace. Employers
must post revised or newly required labor law notices on the posting effective date
(not before) to be in compliance with the applicable state or federal
employment laws.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">For purchasing and
posting labor law posters, there are a few important tips to remember:<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">1.
Purchasing labor law compliance is not a one-time thing.<o:p></o:p></span></b></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Generally, labor law
posters are updated at least annually, but more often throughout the year as
well. Failure to keep up with state and federal postings will lead to penalties
or fines up to $32,946. Hence, finding a good<a href="http://www.postersolution.com/"><b> labor law poster servic</b>e</a> provider is important for your company to
stay in compliance and avoid unnecessary costs.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">2.
Labor law posters have strict posting requirements.<o:p></o:p></span></b></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Posters must often fit
very strict compliance requirements. There are some posters which must be
displayed next to another specific poster. Most posters must appear within
a certain size range, ensuring that the posters easily catch the attention of
employees and are easy to read. For example, OSHA posters are required to be at
least 8.5" x 14" inches with 10 point type (Pic 1). Some states have
different posting requirements and sizes. Sometimes it can be as simple as not
having the right poster in the right size that makes a company non-compliant.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi95E2OEcT8P5LO040tdnK9KOG4_GmDcELCCRaodOq7IXI7czgpgkBrt-y8JXccC7W512y3eotdEvhhuIUnSB8N4MHxoLYrOwvP-Yz0HeR3x-6H4pqqePh-JRT8Y_2AAUzlm7F1IQ/s1600/poster_large.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi95E2OEcT8P5LO040tdnK9KOG4_GmDcELCCRaodOq7IXI7czgpgkBrt-y8JXccC7W512y3eotdEvhhuIUnSB8N4MHxoLYrOwvP-Yz0HeR3x-6H4pqqePh-JRT8Y_2AAUzlm7F1IQ/s320/poster_large.jpg" width="229" /></a></div>
<div align="center" class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd; text-align: center;">
<br /></div>
<div align="center" class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd; text-align: center;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Pic 1 OSHA poster<o:p></o:p></span></b></div>
<div align="left" class="MsoNormal" style="margin-left: 21.2pt;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">A
number of federal and state posting regulations carry a fine for not<span style="background-color: white;"> <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial;">posting</span> the <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial;">labor law </span>poster <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial;">in a conspicuous place</span>:</span><o:p></o:p></span></div>
<div align="left" class="MsoNormal" style="margin-left: 21.2pt;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">•
The penalty for violating the Occupational Safety and
Health Administration (OSHA) posting requirement could reach $7,000;<span style="background: yellow; mso-highlight: yellow;"><o:p></o:p></span></span></div>
<div align="left" class="MsoNormal" style="margin-left: 21.2pt;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">•
An employer violating any provision of the Employee Polygraph Protection
Act of 1988, including the posting requirement, faces a fine of up to $10,000;
and<span style="background: yellow; mso-highlight: yellow;"><o:p></o:p></span></span></div>
<div align="left" class="MsoNormal" style="margin-left: 21.2pt;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">•
Employers covered by the Family and Medical Leave Act (FMLA) who willfully
refuse to display the notice could be fined $100.<o:p></o:p></span></div>
<div align="left" class="MsoNormal" style="margin-left: 21.2pt;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Actions
by federal agencies, such as the increase in the EEOC’s poster fine, show
that they continue to consider posters to be a significant means
of keeping employees apprised of their rights under the law.<o:p></o:p></span></div>
<div align="center" class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd; text-align: center;">
<br /></div>
<div align="left" class="MsoNormal" style="margin-left: 21.2pt;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">3. Posters in other
language need to be provided to workers whose native language are not English.</span></b><span lang="EN-US" style="font-family: "Times New Roman","serif";"><o:p></o:p></span></div>
<div align="left" class="MsoNormal" style="margin-left: 21.2pt;">
<span lang="EN-US" style="font-family: "Times New Roman","serif";">Many
posters have language requirements, meaning that posters need to be provided not
only in English but also Spanish or other languages for non-native English
speaking workers. As Spanish is a strong second language in the United
States, many posters have Spanish posting requirements. When language
requirements are in place, the state and federal DOLs provide the posters in
the designated languages. Some posters are available in as much as 10 languages
including English, Spanish, Arabic, Chinese, Haitian Creole, Korean, Nepali, Polish, Portuguese,
and Vietnamese. Compliance companies have the posters in the required
languages and will automatically provide mandatory language posters and provide
other DOL provided language posters upon request of the client.<o:p></o:p></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjnMX5t1iAbaVB8J65Jb4rzQfpX22jugeyYPR2OZbGvu5j3CCLrIhPaleRKr1TElyx3NK545HwdqWvIJqM0y5POhC4G79GYMPWj81STw1HTrU7tpZwvAURWn0baIhHWAPq45BYfng/s1600/download.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjnMX5t1iAbaVB8J65Jb4rzQfpX22jugeyYPR2OZbGvu5j3CCLrIhPaleRKr1TElyx3NK545HwdqWvIJqM0y5POhC4G79GYMPWj81STw1HTrU7tpZwvAURWn0baIhHWAPq45BYfng/s320/download.png" width="192" /></a></div>
<div align="center" class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd; text-align: center;">
<br /></div>
<br />
<div align="center" class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd; text-align: center;">
<b><span lang="EN-US" style="font-family: "Times New Roman","serif";">Pic 2 California Minimum
wage Poster in Spanish<o:p></o:p></span></b></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-26656015472508931232016-12-05T23:48:00.001-08:002016-12-05T23:49:00.955-08:00Minimum Wage Posting Updates in 2016<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "times new roman" , "serif";">In the US, the minimum wage is set by federal, state,
and local laws. Employers generally must pay workers the highest minimum
wage prescribed by federal, state, or local law. In July 2016, the federal
government mandates a nationwide minimum wage of $7.25 per hour. There are
29 states with a minimum wage higher than the federal minimum as of October,
2016. <o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "times new roman" , "serif";">The following map
illustrates the minimum wage level in the US as of January, 2016:<o:p></o:p></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjRaynG2ggbskseg30vmGns7dsGE1_aG543KnUjkUPUBf3K5kwO8TTdrd30EFfaPLoUIGdhynIGN1rBJYpEznxMePowiunIpIDn6vFIx9TzbucXKGyETDoWqXZPoVTdS5Nq-ut6wA/s1600/%25E5%259B%25BE%25E7%2589%25871.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="310" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjRaynG2ggbskseg30vmGns7dsGE1_aG543KnUjkUPUBf3K5kwO8TTdrd30EFfaPLoUIGdhynIGN1rBJYpEznxMePowiunIpIDn6vFIx9TzbucXKGyETDoWqXZPoVTdS5Nq-ut6wA/s320/%25E5%259B%25BE%25E7%2589%25871.png" width="320" /></a></div>
<div align="center" class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd; text-align: center;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "times new roman" , "serif";">During January to
November 2016, 10 states have increased their minimum wage: Florida, Michigan,
Missouri, New Jersey, Ohio, Rhode Island, Colorado, Massachusetts, Oregon and
Minnesota. Currently, Rhode Island, Massachusetts and Oregon are among the states
with the highest minimum wage rate in the US.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhECUzjS9pOh0fcGejfsZTwjpMo90jz1qDWHXR5qwTulVv64oNeRrc6Wi21MUKPdu_q7SLejJjxXlX0dRPLJUXUNXNDSZntimoKLdVC4VCh_LoMykeC2Zhlr7Q2aCJ8Fe_B4TWjUw/s1600/%25E5%259B%25BE%25E7%2589%25872.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="190" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhECUzjS9pOh0fcGejfsZTwjpMo90jz1qDWHXR5qwTulVv64oNeRrc6Wi21MUKPdu_q7SLejJjxXlX0dRPLJUXUNXNDSZntimoKLdVC4VCh_LoMykeC2Zhlr7Q2aCJ8Fe_B4TWjUw/s320/%25E5%259B%25BE%25E7%2589%25872.png" width="320" /></a></div>
<div align="center" class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd; text-align: center;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<table border="0" cellpadding="0" cellspacing="0" class="MsoNormalTable" style="border-collapse: collapse; margin-left: 4.7pt; mso-padding-alt: 0cm 5.4pt 0cm 5.4pt; mso-yfti-tbllook: 1184; width: 508px;">
<tbody>
<tr style="height: 30.75pt; mso-yfti-firstrow: yes; mso-yfti-irow: 0;">
<td style="background: #4BACC6; border-bottom: solid white 1.5pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 30.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<b><span lang="EN-US" style="color: white; font-family: "times new roman" , "serif"; font-size: 11.0pt;">STATE<o:p></o:p></span></b></div>
</td>
<td style="background: #4BACC6; border-bottom: solid white 1.5pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 30.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<b><span lang="EN-US" style="color: white; font-family: "times new roman" , "serif"; font-size: 11.0pt;">DATE<o:p></o:p></span></b></div>
</td>
<td style="background: #4BACC6; border-bottom: solid white 1.5pt; border: none; height: 30.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<b><span lang="EN-US" style="color: white; font-family: "times new roman" , "serif"; font-size: 11.0pt;">DESCRIPTION<o:p></o:p></span></b></div>
</td>
</tr>
<tr style="height: 18.0pt; mso-yfti-irow: 1;">
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 18.0pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">FL<o:p></o:p></span></div>
</td>
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 18.0pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">10/2016<o:p></o:p></span></div>
</td>
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border: none; height: 18.0pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">Updated to
reflect new 2017 minimum wage rate of $8.10.<o:p></o:p></span></div>
</td>
</tr>
<tr style="height: 33.75pt; mso-yfti-irow: 2;">
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">MI<o:p></o:p></span></div>
</td>
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">10/2016<o:p></o:p></span></div>
</td>
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">Updated to
reflect new 2017 minimum wage rate of $8.90, effective January 1, 2017.<o:p></o:p></span></div>
</td>
</tr>
<tr style="height: 33.75pt; mso-yfti-irow: 3;">
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">MO<o:p></o:p></span></div>
</td>
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">11/2016<o:p></o:p></span></div>
</td>
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">Updated to
reflect new 2017 minimum wage rate of $7.70, effective January 1, 2017.<o:p></o:p></span></div>
</td>
</tr>
<tr style="height: 33.75pt; mso-yfti-irow: 4;">
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">NJ<o:p></o:p></span></div>
</td>
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">11/2016<o:p></o:p></span></div>
</td>
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">Updated to
reflect new 2017 minimum wage rate of $8.44, effective January 1, 2017.<o:p></o:p></span></div>
</td>
</tr>
<tr style="height: 17.25pt; mso-yfti-irow: 5;">
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 17.25pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">OH<o:p></o:p></span></div>
</td>
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 17.25pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">10/2016<o:p></o:p></span></div>
</td>
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border: none; height: 17.25pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">Updated to
reflect new 2017 minimum wage rate of $8.15.</span><span lang="EN-US" style="font-family: "times new roman" , "serif"; mso-no-proof: yes;"> </span><span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;"><o:p></o:p></span></div>
</td>
</tr>
<tr style="height: 17.25pt; mso-yfti-irow: 6;">
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 17.25pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">RI<o:p></o:p></span></div>
</td>
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 17.25pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">1/2016<o:p></o:p></span></div>
</td>
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border: none; height: 17.25pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">Rhode Island
has increased its minimum wage to $9.60 per hour.<o:p></o:p></span></div>
</td>
</tr>
<tr style="height: 17.25pt; mso-yfti-irow: 7;">
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 17.25pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">CO<o:p></o:p></span></div>
</td>
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 17.25pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">1/2016<o:p></o:p></span></div>
</td>
<td style="background: #B6DDE8; border-bottom: solid white 1.0pt; border: none; height: 17.25pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">Colorado has
increased its minimum wage to $8.31 per hour, effective <o:p></o:p></span></div>
</td>
</tr>
<tr style="height: 33.75pt; mso-yfti-irow: 8;">
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">MA<o:p></o:p></span></div>
</td>
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">1/2016<o:p></o:p></span></div>
</td>
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">Massachusetts
has increased its minimum wage to $10.00 per hour effective January, 2016.<o:p></o:p></span></div>
</td>
</tr>
<tr style="height: 33.75pt; mso-yfti-irow: 9;">
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">OR<o:p></o:p></span></div>
</td>
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border-left: none; border-right: solid white 1.0pt; border-top: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">07/2017<o:p></o:p></span></div>
</td>
<td style="background: #DBEEF3; border-bottom: solid white 1.0pt; border: none; height: 33.75pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">Oregon has
increased its minimum wage to $9.75 per hour effective July 1, 2016.<o:p></o:p></span></div>
</td>
</tr>
<tr style="height: 33.0pt; mso-yfti-irow: 10; mso-yfti-lastrow: yes;">
<td style="background: #B6DDE8; border-right: solid white 1.0pt; border: none; height: 33.0pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 54.0pt;" width="72"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">MN<o:p></o:p></span></div>
</td>
<td style="background: #B6DDE8; border-right: solid white 1.0pt; border: none; height: 33.0pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 59.0pt;" width="79"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">08/2016<o:p></o:p></span></div>
</td>
<td style="background: #B6DDE8; height: 33.0pt; padding: 0cm 5.4pt 0cm 5.4pt; width: 268.0pt;" width="357"><div align="left" class="MsoNormal">
<span lang="EN-US" style="font-family: "times new roman" , serif; font-size: 11pt;">Effective
August 1, 2016, Minnesota has increased its minimum wage to $9.50/hr for
large employers, and $7.75/hr. for small employers.<o:p></o:p></span></div>
</td>
</tr>
</tbody></table>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<br />
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "times new roman" , "serif";">Besides the website of
Department of Labor, you can also get posting updates from poster service
providers such as Postersolution. They usually collect and publish the latest changes
on federal and <b><a href="http://www.postersolution.com/state-only-labor-law-posters/">state labor law posters</a></b>. <o:p></o:p></span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-8008315879286892972016-12-02T02:08:00.001-08:002016-12-02T02:10:28.904-08:00Federal and State Labor Law Posting Updates in 2016<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">Labor Law poster helps
your business stay compliant with the posting regulations required by the U.S.
Department of Labor. Keeping updated with the latest labor law postings will protect
your employees’ rights, which is important in the event of an audit or
inspection. This article includes the federal and state labor law posting
updates from January to August of 2016.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<b><span lang="EN-US">Federal Labor Law Posting Updates<o:p></o:p></span></b></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">In August, 2016, the federal government has
released required updates to both the federal Minimum Wage posting (FSLA) and
the Employee Polygraph Protection Act posting (EPPA). The new updated postings
are required to be posted in every state, so employers in all 50 states will
need to update their existing<a href="http://www.postersolution.com/"> labor law posters</a>.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<a href="https://www.blogger.com/null" name="OLE_LINK4"></a><b><span lang="EN-US">State Labor Law Posting Updates<o:p></o:p></span></b></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="font-family: "times new roman" , "serif"; mso-bidi-font-weight: bold;">From January to August, 2016, 18 states have updated their labor law
postings:<o:p></o:p></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEige2ok6ap7ozXLKcF8XgHGYeX3GjZrcG_ji6u3ajT5LIctCL3FQz2nG6EMh6dsLt8fM1szDBLWhRwR-J3SDmw5V17dqVkUQcE9Xtvvfdqo-UYllT8y3HpOi5g-x4jBn6w04hZevg/s1600/%25E5%259B%25BE%25E7%2589%25871.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="243" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEige2ok6ap7ozXLKcF8XgHGYeX3GjZrcG_ji6u3ajT5LIctCL3FQz2nG6EMh6dsLt8fM1szDBLWhRwR-J3SDmw5V17dqVkUQcE9Xtvvfdqo-UYllT8y3HpOi5g-x4jBn6w04hZevg/s320/%25E5%259B%25BE%25E7%2589%25871.png" width="320" /></a></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">January, 2016 - Michigan has updated its minimum
wage to $8.50 per hour, effective January 1, 2016.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">January, 2016 - Kentucky has updated its
Occupational Safety and Health posting.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">January, 2016 - Maine has updated its Occupational
Safety and Health posting. The new posting is required ONLY for public sector
employees.</span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">January, 2016 - Rhode Island has increased its
minimum wage to $9.60 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">January, 2016 - <a href="https://www.blogger.com/null" name="OLE_LINK2"></a><a href="https://www.blogger.com/null" name="OLE_LINK1">Colorado</a> has
increased its minimum wage to $8.31 per hour.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">January 1, 2016 - San Francisco has updated its
HSCO posting effective January 1, 2016.</span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">January, 2016 - California has updated its
Workers Compensation Posting.</span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">January, 2016 - Massachusetts has increased its
minimum wage to $10.00 per hour effective January, 2016, and also added new
information to its minimum wage posting regarding non-discrimination, equal
pay, and no retaliation laws.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">March, 2016 - Louisiana has updated its Earned
Income Credit posting.</span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">March, 2016 - Virginia has updated its Occupational
Safety and Health posting.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">March, 2016 - Wyoming has updated its
Occupational Safety and Health posting.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">April, 2016 - Texas has updated its
Discrimination posting.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">April, 2016 - California has a new Pregnancy
Disability Leave posting.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">May, 2016 - Wisconsin has updated its
Unemployment Benefits posting.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">May, 2016 - West Virginia has a new Pregnant
Workers Fairness Act posting.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">May, 2016 - Illinois has updated its Public
Sector OSHA posting. (This update is only required for public sector companies.)<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">June, 2016 - Missouri has released an updated
Child Labor posting.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">July, 2016 - San Francisco has increased the city
minimum wage to $13.00 per hour effective July 1, 2016.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">July, 2016 - South Carolina has updated its
Unemployment Insurance posting.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">July, 2016 - Oregon has increased its minimum
wage to $9.75 per hour effective July 1, 2016.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">July, 2016 - Wisconsin has a new Bone Marrow and
Organ Transplantation Leave posting. (The posting applies only to employers
with 50 or more employees.)<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd; text-indent: .1pt;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">July, 2016 -Georgia has updated its Workers
Compensation Bill of Rights.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">August, 2016 - Effective August 1, 2016,
Minnesota has increased its minimum wage to $9.50/hr. for large employers, and
$7.75/hr. for small employers.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<span lang="EN-US" style="background: white; font-family: "times new roman" , serif; font-size: 11pt;">August, 2016 - Virginia has updated its state-level
Occupational Safety and Health posting.<o:p></o:p></span></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
<br />
<div class="MsoNormal" style="margin-left: 21.2pt; mso-para-margin-left: 2.02gd;">
<br /></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-80253495591488709612013-11-25T05:34:00.002-08:002013-11-25T05:34:52.249-08:00U.S. Labor Board may issue complaint against Wal-Mart on strikes<span class="focusParagraph" style="background-color: white; font-family: arial, helvetica, sans;"></span><br />
<div class="separator" style="clear: both; text-align: center;">
<a href="http://t3.gstatic.com/images?q=tbn:ANd9GcR6v6F_8maUiGs8xK0NKun4hDb_R7Ywj4v3yCiApmp7oWTL3uEb" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="234" src="http://t3.gstatic.com/images?q=tbn:ANd9GcR6v6F_8maUiGs8xK0NKun4hDb_R7Ywj4v3yCiApmp7oWTL3uEb" width="400" /></a></div>
<div style="font-family: georgia, 'times new roman', serif; font-size: 15px; line-height: 23px; margin-bottom: 20px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">
(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.</div>
<span id="midArticle_1" style="background-color: white; font-family: arial, helvetica, sans;"></span><div style="background-color: white; font-family: georgia, 'times new roman', serif; font-size: 15px; line-height: 23px; margin-bottom: 20px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">
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.</div>
<span id="midArticle_2" style="background-color: white; font-family: arial, helvetica, sans;"></span><div style="background-color: white; font-family: georgia, 'times new roman', serif; font-size: 15px; line-height: 23px; margin-bottom: 20px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">
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.</div>
<span id="midArticle_3" style="background-color: white; font-family: arial, helvetica, sans;"></span><div style="background-color: white; font-family: georgia, 'times new roman', serif; font-size: 15px; line-height: 23px; margin-bottom: 20px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">
Wal-Mart spokeswoman Brooke Buchanan said the company disagrees with the board's action.</div>
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"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."</div>
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NO UNIONIZED LABOR</div>
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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.</div>
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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.</div>
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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.</div>
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Walmart has no unionized labor in the United States.</div>
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"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.</div>
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The NLRB said on Monday that it will issue a complaint against the retailing giant if it cannot reach a settlement with the workers.</div>
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"We anticipate the charges will be filed within a week or two if a settlement can't be arranged," an NLRB spokesman told Reuters.</div>
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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.</div>
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Source from: <a href="http://www.reuters.com/article/2013/11/19/usa-employment-walmart-idUSL2N0J320B20131119">http://www.reuters.com/article/2013/11/19/usa-employment-walmart-idUSL2N0J320B20131119</a> </div>
Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-14407277.post-91570486696090532912013-11-19T16:38:00.003-08:002016-11-10T21:40:29.142-08:00OSHA focuses on temporary worker safety<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhiijf3FJxWVBozj1EjmXISYlAahpmy4vITaUr6HjhvqydC54G0ydhvWzQclAyF3A3PthgqmtVX7lNbVNFD2AH4MP0dq3dpcoESX99UbfrJAuVlRV5aTGy2dVaCC1kAZBJdp9kOA/s1600/16452561-an-orange-and-white-blockade-with-the-words-worker-safety-to-represent-danger-warning-and-caution-in%5B1%5D.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhiijf3FJxWVBozj1EjmXISYlAahpmy4vITaUr6HjhvqydC54G0ydhvWzQclAyF3A3PthgqmtVX7lNbVNFD2AH4MP0dq3dpcoESX99UbfrJAuVlRV5aTGy2dVaCC1kAZBJdp9kOA/s400/16452561-an-orange-and-white-blockade-with-the-words-worker-safety-to-represent-danger-warning-and-caution-in%5B1%5D.jpg" width="400" /></a></div>
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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.</div>
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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.</div>
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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.</div>
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In an Op-Ed piece in the <em style="border-bottom-width: 0px; border-color: initial; border-image: initial; border-left-width: 0px; border-right-width: 0px; border-style: initial; border-top-width: 0px; font-family: inherit; margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px; vertical-align: baseline;">Houston Chronicle </em>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.</div>
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“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.” </div>
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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.</div>
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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.</div>
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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.</div>
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In the <em style="border-bottom-width: 0px; border-color: initial; border-image: initial; border-left-width: 0px; border-right-width: 0px; border-style: initial; border-top-width: 0px; font-family: inherit; margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px; vertical-align: baseline;">Chronicle </em>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.</div>
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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.</div>
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Source from: <a href="http://www.lexology.com/library/detail.aspx?g=42e58d0d-7130-4086-9daf-d188d2c6fc2c">http://www.lexology.com/library/detail.aspx?g=42e58d0d-7130-4086-9daf-d188d2c6fc2c</a></div>
Unknownnoreply@blogger.com2tag:blogger.com,1999:blog-14407277.post-48814426895110657902013-11-13T17:29:00.001-08:002013-11-13T17:29:58.242-08:00Furniture Distributor Compensates Workers for California Labor Law Violations<div class="separator" style="clear: both; text-align: center;">
<a href="http://www.lawyersandsettlements.com/images/articles2/CA-labor-law-overtime-employee-manual-article-9.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="265" src="http://www.lawyersandsettlements.com/images/articles2/CA-labor-law-overtime-employee-manual-article-9.jpg" width="400" /></a></div>
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<i style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">Calexico, CA:</i><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;"> While it didn’t get to the point of becoming a California labor lawsuit</span><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">, 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.</span></div>
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<span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">According to a </span><i style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">PR Newswire</i><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;"> 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.</span><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">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.</span><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">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.</span><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">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.</span><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">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.</span><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">“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.”</span><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">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.</span><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">This doesn’t appear to be the case here.</span><br />
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<span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">“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.</span><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">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.</span><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><br style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;" /><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">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.</span><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;"> </span><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;"> </span><br />
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<span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;">Source from: </span><a href="http://www.lawyersandsettlements.com/articles/california_labor_law/california-labor-law-lawsuit-66-19255.html#.UoQmbkTMY0I"><span style="font-family: verdana, tahoma, arial, sans-serif;"><span style="font-size: 12px;">http://www.lawyersandsettlements.com/articles/california_labor_law/california-labor-law-lawsuit-66-19255.html#.UoQmbkTMY0I</span></span><span style="background-color: white; font-family: verdana, tahoma, arial, sans-serif; font-size: 12px; text-align: justify;"> </span></a>Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-14407277.post-15050168328950754562013-11-05T18:06:00.000-08:002013-11-06T23:03:47.549-08:00Preserving the Rights of Disabled Employees<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj02N104Ib9dgcaXXMBvx7S3t3DMdVTJ9-NJw8W9Ea4Vv1kliGxI_kC261USEK7bqpcn1YlAFwxLbbx_dGWNCbRC4SXA1XveUN8DnfHlAbdDQkzq6OmInrAE6j5Izm0eNWxwUib0A/s1600/333.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span><img border="0" height="312" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj02N104Ib9dgcaXXMBvx7S3t3DMdVTJ9-NJw8W9Ea4Vv1kliGxI_kC261USEK7bqpcn1YlAFwxLbbx_dGWNCbRC4SXA1XveUN8DnfHlAbdDQkzq6OmInrAE6j5Izm0eNWxwUib0A/s400/333.jpg" width="400" /></a></div>
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<span style="font-family: inherit;">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 <a href="http://www.postersolution.com/">labor law posters 2013</a>.<br /><br />Injuries occurring on the Job<br /><br />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. <br /><br />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. <br /><br />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. <br /><br />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. <br /><br />Injuries occurring while not on the job<br /><br />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. <br /><br />To be eligible for these benefits and payments, an individual must fulfill all of the following criteria:</span><br />
<ul>
<li><span style="font-family: inherit;">Must be disabled and unemployed </span></li>
</ul>
<ul>
<li><span style="font-family: inherit;">Must have been working at the time of becoming disabled </span></li>
</ul>
<ul>
<li><span style="font-family: inherit;">Cannot perform the usual duties because of any illness or injury </span></li>
</ul>
<ul>
<li><span style="font-family: inherit;">The previous employment was covered by this program </span></li>
</ul>
<ul>
<li><span style="font-family: inherit;">Must have a valid physician’s certificate supporting the claim for disability </span></li>
</ul>
<span style="font-family: inherit;"><br />If these criteria are fulfilled by an individual, then he/she is eligible for receiving the compensation. <br /><br />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.</span>Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-14407277.post-12238064384319944222013-10-29T17:18:00.003-07:002013-10-29T17:18:50.686-07:00New York increases protections for young models with child labor law<br />
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<a href="http://static.guim.co.uk/sys-images/Guardian/Pix/pictures/2013/10/18/1382111362700/Models-walk-for-Burberry--008.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="240" src="http://static.guim.co.uk/sys-images/Guardian/Pix/pictures/2013/10/18/1382111362700/Models-walk-for-Burberry--008.jpg" width="400" /></a></div>
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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.</div>
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"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.</div>
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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.</div>
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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.</div>
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"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.’"</div>
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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.</div>
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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.</div>
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"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."</div>
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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.</div>
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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.</div>
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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.</div>
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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.</div>
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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.</div>
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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.</div>
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Source from: <a href="http://www.theguardian.com/world/2013/oct/22/new-york-fashion-underage-model-law">http://www.theguardian.com/world/2013/oct/22/new-york-fashion-underage-model-law</a> </div>
Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-14407277.post-81118798043105717432013-10-23T05:10:00.000-07:002016-11-10T21:44:00.621-08:00Labor Law Poster Advice for Ohio State Employers<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjsZ-Q-NPmdriM07ikoX6JHl804ES-w71osmErOHymgksS2hjHT9dm3Cys_0g66fbi-j7Jy_WxzbZxTPDJtxKOnypVZAcALxcUVB6zJWQcjKKdVdRqKziawW-tAlELNInQSdkqysw/s1600/111.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="266" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjsZ-Q-NPmdriM07ikoX6JHl804ES-w71osmErOHymgksS2hjHT9dm3Cys_0g66fbi-j7Jy_WxzbZxTPDJtxKOnypVZAcALxcUVB6zJWQcjKKdVdRqKziawW-tAlELNInQSdkqysw/s400/111.jpg" width="400" /></a></div>
<div align="center" class="MsoNormal" style="text-align: center;">
<br /></div>
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<span lang="EN-IN">The statutory laws put in place in <st1:state w:st="on"><st1:place w:st="on">Ohio</st1:place></st1:state> 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</span><span lang="EN-IN">,</span><span lang="EN-IN"> 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 minimi</span><span lang="EN-IN">z</span><span lang="EN-IN">ed and </span><span lang="EN-IN">that </span><span lang="EN-IN">the
employee welfare is taken care to </span><span lang="EN-IN">a</span><span lang="EN-IN"> 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 </span><span lang="EN-IN">easily </span><span lang="EN-IN">seen
by all the employees. Non-compliance with the labor law notice posting
requirements will lead to severe penalties, notifications</span><span lang="EN-IN">,</span><span lang="EN-IN"> and cancellation
of business license by the government authorities. </span><br />
<span lang="EN-IN"><br /></span></div>
<div class="MsoNormal">
<span lang="EN-IN">Some of the most important aspects covered
by the labor law notices include workplace safety, health and suitability</span><span lang="EN-IN">,</span><span lang="EN-IN"> working
time, minimum wages, leaves, employee benefits</span><span lang="EN-IN">,</span><span lang="EN-IN"> 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 </span><span lang="EN-IN">in the</span><span lang="EN-IN"> 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. </span></div>
<br />
<div class="MsoNormal">
<span lang="EN-IN">Some of the most common sizes of labor law
posters are 18 inches by 24 inches and 24 inches by 36 inches. </span><span lang="EN-IN">The a</span><span lang="EN-IN">l</span><span lang="EN-IN">l-in-</span><span lang="EN-IN">one
poster that displa</span><span lang="EN-IN">ys</span><span lang="EN-IN"> both state and federal labor laws in a single poster </span><span lang="EN-IN">is</span><span lang="EN-IN"> highly
popular. Though the labor law posters can be downloaded free of </span><span lang="EN-IN">charge</span><span lang="EN-IN">
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 </span><span lang="EN-IN">fee</span><span lang="EN-IN">. Most of the</span><span lang="EN-IN">se service</span><span lang="EN-IN"> firms also undertake to supply the
necessary updates from time to time </span><span lang="EN-IN">to allow</span><span lang="EN-IN"> the employers </span><span lang="EN-IN">to </span><span lang="EN-IN">stay in constant
compliance. Most experts recommend all</span><span lang="EN-IN">-in-</span><span lang="EN-IN">one labor law notice</span><span lang="EN-IN">s</span><span lang="EN-IN"> that
comprehensively meet the poster requirements and enable all the displays within
a compact space. The labor law notices come in attractive colours and <a href="http://www.blogger.com/blogger.g?blogID=14407277" name="_GoBack"></a>appealing formats</span><span lang="EN-IN">;</span><span lang="EN-IN"> therefore, it is really a worthy job to subscribe
to labor law notices. Employers in <st1:state w:st="on"><st1:place w:st="on">Ohio</st1:place></st1:state>
need to understand the purpos</span><span lang="EN-IN">e</span><span lang="EN-IN"> of the labor law posters and take the
necessary steps to stay in full compliance.</span><span lang="EN-IN"> </span><span lang="EN-IN">You can start off
by heading over to </span><br />
<span lang="EN-IN"><b><a href="http://www.postersolution.com/ohio-total-labor-law-poster">http://www.postersolution.com/ohio-total-labor-law-poster</a> </b></span><span lang="EN-IN">to look at the </span><span lang="EN-IN">detailed</span><span lang="EN-IN"> labor law
poster</span><span lang="EN-IN"> information</span><span lang="EN-IN">.</span><span lang="EN-IN"><o:p></o:p></span></div>
Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-14407277.post-28081988963364359272013-10-15T03:54:00.000-07:002013-10-15T03:57:59.280-07:00U.S. jobless claims at six-month high but trend improving<span class="focusParagraph" style="background-color: white; font-family: arial, helvetica, sans;"></span><br />
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<a href="http://s1.reutersmedia.net/resources/r/?m=02&d=20131010&t=2&i=801733331&w=460&fh=&fw=&ll=&pl=&r=CBRE9990Z4400" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="261" src="http://s1.reutersmedia.net/resources/r/?m=02&d=20131010&t=2&i=801733331&w=460&fh=&fw=&ll=&pl=&r=CBRE9990Z4400" width="400" /></a></div>
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(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.</div>
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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.</div>
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"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.</div>
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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.</div>
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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.</div>
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Troubles converting to the new system had resulted in a backlog of claims, which were now being pushed through, he said.</div>
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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.</div>
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Removing these distortions, claims rose to about 325,000 last week.</div>
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"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.</div>
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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.</div>
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U.S. financial markets were little moved by the report as traders kept a wary eye on developments surrounding the budget deadlock in Washington.</div>
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GOVERNMENT SHUTDOWN STARTING TO HURT</div>
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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.</div>
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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.</div>
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The number of federal employees filing for jobless benefits rose only 359 in the week ending September 28.</div>
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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.</div>
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"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.</div>
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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.</div>
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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.</div>
<span id="midArticle_3" style="background-color: white; font-family: arial, helvetica, sans;"></span><div style="background-color: white; font-family: arial, helvetica, sans; font-size: 14px; line-height: 1.6; margin-bottom: 10px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">
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.</div>
<span id="midArticle_4" style="background-color: white; font-family: arial, helvetica, sans;"></span><div style="background-color: white; font-family: arial, helvetica, sans; font-size: 14px; line-height: 1.6; margin-bottom: 10px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">
"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.</div>
<span id="midArticle_5" style="background-color: white; font-family: arial, helvetica, sans;"></span><div style="background-color: white; font-family: arial, helvetica, sans; font-size: 14px; line-height: 1.6; margin-bottom: 10px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">
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.</div>
<div style="background-color: white; font-family: arial, helvetica, sans; font-size: 14px; line-height: 1.6; margin-bottom: 10px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">
Source from: <a href="http://www.reuters.com/article/2013/10/10/us-usa-economy-idUSBRE9990G020131010">http://www.reuters.com/article/2013/10/10/us-usa-economy-idUSBRE9990G020131010</a> </div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-82870560035462735022013-10-08T18:06:00.002-07:002013-10-08T18:06:32.439-07:00Brief Introduction of the Labor Law Posters<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjmprXH4e7dOKXl5mb-29x0_YltjsBANCNWjRHvoUwIN-fD0bGUxxVm2Kyh5A0GBNrni-b-EUjXNKYyEdRhxcJiNVmPAlzEaEF0_Q-WxBgYr0P9QfY7KKwhf6Mv4B8UrrY9tDZWOg/s1600/Introduction.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjmprXH4e7dOKXl5mb-29x0_YltjsBANCNWjRHvoUwIN-fD0bGUxxVm2Kyh5A0GBNrni-b-EUjXNKYyEdRhxcJiNVmPAlzEaEF0_Q-WxBgYr0P9QfY7KKwhf6Mv4B8UrrY9tDZWOg/s320/Introduction.jpg" width="320" /></a></div>
<br />
Legal mandates require all businesses in the U.S. to display the most recent versions of the federal and state employment or <a href="http://www.postersolution.com/">labor law compliance posters</a>. 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.<br />
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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.<br />
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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.<br />
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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.<br />
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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.
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-40338698670446106652013-10-01T18:17:00.003-07:002016-11-10T21:45:53.689-08:00The Required Florida Labor Law Posters You Must Never Miss<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjcjIHqYXxL9PZ7wnuBaS9P30FwJJn9lt9E98L8AV3I4718QJU-_FzZDBTvRgEBryhMX59uujUc5ypa4C6qTzacdlLCChZMC-wgPq0JduOuIOaiBU6R2OOSIYW5TzJ7z1uNzuPdLA/s1600/111.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="204" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjcjIHqYXxL9PZ7wnuBaS9P30FwJJn9lt9E98L8AV3I4718QJU-_FzZDBTvRgEBryhMX59uujUc5ypa4C6qTzacdlLCChZMC-wgPq0JduOuIOaiBU6R2OOSIYW5TzJ7z1uNzuPdLA/s320/111.jpg" width="320" /></a></div>
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.<br />
<br />
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 <a href="http://www.postersolution.com/florida-total-labor-law-poster">Florida labor law poster</a> must be strictly followed in every workplace.<br />
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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.<br />
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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.<br />
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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.<br />
<div>
<ul>
<li>Federal Minimum Wage Poster</li>
</ul>
<ul>
<li>Family and Medical Leave Act (FMLA) Poster</li>
</ul>
<ul>
<li>Fair Labor Standards Act (FLSA) Minimum Wage Poster</li>
</ul>
<ul>
<li>Equal Employment Opportunity is the Law Poster</li>
</ul>
<ul>
<li>Job Safety and Health: It’s the Law Poster</li>
</ul>
<ul>
<li>Uniformed Services Employment and Reemployment Right Act (USERRA) Poster</li>
</ul>
<ul>
<li>Employee Polygraph Protection Act Poster</li>
</ul>
</div>
<div>
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.<br />
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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.<br />
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The Florida state postings are as follows:<br />
<ul>
<li>Florida Law Prohibits Discrimination – Available in both English and Spanish</li>
</ul>
<ul>
<li>Workers’ Compensation Works for you</li>
</ul>
<ul>
<li>Unemployment Compensation to Employees</li>
</ul>
<ul>
<li>Information on Workers’ Compensation Coverage</li>
</ul>
<ul>
<li>Pay Day Notice</li>
</ul>
<ul>
<li>Emergency Numbers</li>
</ul>
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.</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-62772188579678403682013-09-22T17:59:00.001-07:002013-09-22T17:59:26.203-07:00What Labor Law Posters 2013 Are Really Required?<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgsAYgF-AcN2ukiKr9P04AqXevACVLBVz9VrEvg5_OVllthYQCrG7LCjWUVLNQVv35jnE2aAbTwaXOeIqQHxjmuEgeM30Mu7eV3izh_ALTlXD5WVjLzl_EKAsJTJbui6lhPk1C7sg/s1600/business.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgsAYgF-AcN2ukiKr9P04AqXevACVLBVz9VrEvg5_OVllthYQCrG7LCjWUVLNQVv35jnE2aAbTwaXOeIqQHxjmuEgeM30Mu7eV3izh_ALTlXD5WVjLzl_EKAsJTJbui6lhPk1C7sg/s320/business.jpg" width="320" /></a></div>
<br />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. <br /><br />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. <br /><br />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. <br /><br />There are even offices of the Labor Department that could entertain queries about these mandates and poster issues. <br /><br />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. <br /><br />Before you start buying those <a href="http://www.postersolution.com/">labor law posters 2013</a> from private sellers, it is a good thing to pay attention first to the following: <br /><br /><ul>
<li><b>Location of the business or company</b>: 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. </li>
</ul>
<ul>
<li><b>Nature of the business or operation</b>: 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. </li>
</ul>
<ul>
<li><b>Scope of operation</b>: 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. </li>
</ul>
<ul>
<li><b>Need for updates</b>: 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. </li>
</ul>
<br />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.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-22237049691688882012013-09-15T18:31:00.000-07:002016-11-10T21:47:28.631-08:00Federal Labor Law Posters: A Lending Hand for Both Employers and Employees<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhG5V_WeKAzE1JGpBgXPBZJtKU8S7-zvOqOavWq7TbgsG6q_eXGfbHtQ2fZyPn0tEty6GlGtc5czGFxVuDY-dRMo3mmnpZFdywlp1nffru9-u1k3qNg6nMNNKi2WHhP91Udminp2Q/s1600/images.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhG5V_WeKAzE1JGpBgXPBZJtKU8S7-zvOqOavWq7TbgsG6q_eXGfbHtQ2fZyPn0tEty6GlGtc5czGFxVuDY-dRMo3mmnpZFdywlp1nffru9-u1k3qNg6nMNNKi2WHhP91Udminp2Q/s1600/images.jpg" /></a></div>
<br />
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.<br />
<br />
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. <br />
<br />
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. <br />
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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. <br />
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For guidance, here are the lists of posters with general applicability: <br />
<br />
· Employee Rights Under the Fair Labor Standards Act Poster (FLSA / Minimum Wage) <br />
<br />
· Job Safety and Health: It's the Law Poster (Occupational Safety and Health Act/OSHA) <br />
<br />
· “Employee Rights and Responsibilities Under The Family and Medical Leave Act"(FMLA) Poster <br />
<br />
· Equal Employment Opportunity is the Law Poster (EEO) <br />
<br />
· Migrant and Seasonal Agricultural Worker Protection Act Notice (MSPA) <br />
<br />
· Employee Rights for Workers with Disabilities Paid at Special Minimum Wages Poster (FLSA Section 14(c)) <br />
<br />
· Employee Polygraph Protection Act Notice (EPPA) <br />
<br />
· Your Rights Under USERRA Notice/Poster <br />
<br />
· "H-2A poster, English version" <br />
<br />
· "H-2A poster, Spanish version" <br />
<br />
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. <br />
<br />
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. <br />
<br />
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.<br />
<br />
You may also visit this website for further guidance you may need in acquiring the required posters in your respective states or visit <a href="http://www.postersolution.com/federal-only-labor-law-posters/">http://www.postersolution.com/federal-only-labor-law-posters/</a> to see a wide selection of posters.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-48851100292640654062013-09-08T19:01:00.001-07:002016-11-10T21:50:35.047-08:00Important Aspects of Compliance to the Florida Labor Law Poster Policy<!--[if gte mso 9]><xml>
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<br />
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. <br />
<br />
Yes, there are penalties that are waiting for those who will not fully comply with the <a href="http://www.postersolution.com/florida-total-labor-law-poster">Florida labor law poster</a>. 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: <br />
<br />
· 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. <br />
<br />
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. <br />
<br />
· 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. <br />
<br />
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. <br />
<br />
· 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. <br />
<br />
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. <br />
<br />
· 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. <br />
<br />
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. <span lang="EN-US" style="mso-fareast-language: ZH-CN;"></span>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-90299054401671848442013-09-01T19:20:00.000-07:002013-09-05T20:04:05.023-07:00Questions to Ask When Buying Labor Law Compliance Posters<!--[if gte mso 9]><xml>
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Believe it or not, there are still entities in the industry who would take advantage of the need of employers and business owners for <a href="http://www.postersolution.com/">labor law compliance posters</a>. 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. <br />
<br />
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. <br />
<br />
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: <br />
<br />
· 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. <br />
<br />
· 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. <br />
<br />
· 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. <br />
<br />
· 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. <br />
<br />
· 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. Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-14407277.post-91939585136478882452013-08-25T18:27:00.000-07:002016-11-10T21:51:41.461-08:00A Brief History of Federal Labor Law Posters<!--[if gte mso 9]><xml>
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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. <br />
<br />
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. <br />
<br />
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. <br />
<br />
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. <br />
<br />
What Employees Have to Deal With <br />
<br />
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. <br />
<br />
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. <br />
<br />
A Century’s Worth of Laws in A Single Poster <br />
<br />
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? <br />
<br />
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 <a href="http://www.postersolution.com/federal-only-labor-law-posters/">http://www.postersolution.com/federal-only-labor-law-posters/</a> for a selection of labor law posters.</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-14407277.post-73850089944063258332013-08-12T18:19:00.000-07:002013-08-15T19:35:09.144-07:00The Most Recent Changes with Labor Law Posters 2013<!--[if gte mso 9]><xml>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgtPsAo9TiWQYyownbzy1un7RZMOH4r3P8uB3hh6MeVMyqlMFzi_O38TYVFRUyc9Ad2leidATIfRfBnlCUFmPYjIN2jHGNYODYsdBM87krsCUcCSDRG9erPAvAANPsyOxxueoXHoA/s1600/change.jpeg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgtPsAo9TiWQYyownbzy1un7RZMOH4r3P8uB3hh6MeVMyqlMFzi_O38TYVFRUyc9Ad2leidATIfRfBnlCUFmPYjIN2jHGNYODYsdBM87krsCUcCSDRG9erPAvAANPsyOxxueoXHoA/s1600/change.jpeg" /></a></div>
<br />
The Labor Law Posters 2013 inform both employers and employees of the key provisions in law that they should understand by heart. This is the very reason why the government requires these labor law posters on the most common area of the workplace so that each and every one can see it or refer to it easily whenever questions arises. <br />
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There are numerous labor law posters given that every state might require more or less posters depending on the workplace needs as they see applicable to their area. The federal labor law posters 2013, on the other hand, are the posters mandated by law that every employer with 50 or more employees should have posted in their respective workplaces. <br />
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The government updates and/or changes the labor laws depending on the need of both employers and employees as they see it or as requested by people. For 2013, there have been significant changes noted that applies to businesses of all sorts in different states. Check out the most recent changes with regards to Labor Law Posters 2013. <br />
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· Tennessee Unemployment Insurance<br />
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This has been updated by the Tennessee Department of Labor and Workforce last June 2013. They made some clarifications with regards to work search eligibility and benefit requirements. Basically, this states that all employees will be eligible to benefits with a minimum of three job contacts in a work week. Failure to do so will result in loss of benefits. <br />
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· Colorado Liquor Code<br />
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The state of Colorado now requires establishments like restaurants and bars to post a new warning sign that specifically states not to leave the premises with any alcohol beverage and failure to do so may result in a $250 fine. This is because it is now prohibited to consume alcohol in public places except for licensed premises only.<br />
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· Vermont Unemployment Insurance<br />
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Employers in Vermont should now update their unemployment insurance posters. Updated poster now includes free professional help in finding a job, training, or internship, Career Resource Center locations with contact information, DOL website address with QR code, and a new layout. <br />
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· Vermont Employee Password Protection Law<br />
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Vermont may be the latest to act on this law but at least they joined the bandwagon. This law is said to take effect on July 1, 2013. This would prohibit employers from attempting to get employee and even applicant’s work or personal accounts. Employees have the right not to disclose their user names, passwords, and log-in information of any sort. <br />
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Should an employer decide not to hire an applicant because of refusal to disclose such information, they may be answerable to this law. Other states who have previously reinforced this law as well are Arkansas, New Mexico, Utah, Oregon, and Washington. <br />
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Employers in the United States are held responsible for keeping their Labor Law Posters 2013 updated given that the government does not announce when a labor law is going to be updated or changed. However, there are various agencies and/or groups that offer services with regards to updates of Labor Law Posters 2013. Some of these services even include printing and lamination.Unknownnoreply@blogger.com1