Texas labor law posters for the companies in Texas

It is very well known as Texas is a very large state and stands second if we analyse the south central area of United States of America. The southern part is surrounded by Mexico and the western area is covered by New Mexico. Similarly Oklahoma covers the northern boundary and Arkansas takes care of the north-eastern region. Louisiana is present in the eastern region. All these states are the neighbour of Texas and all of them have various labor laws operating in their state according to the current condition of the state. Texas labor law poster are posted in nearly each and every company in Texas and it is essential for every company to have these labor law posters so as to take care of the employees.

There are many state labor laws which are running currently in these states and it is essential for the companies to apply them. The failure of these can make them face various problems. Different labor laws are implied in different states and similarly Texas has its own formulated laws. The child labor laws in this company are bit different and every state does not follow it. Similarly there is a notice known as Texas Minimum wage Act. This Act ensures the minimum wage which should be paid to the employees. Texas labor law posters even provide labor laws on discrimination. These discrimination laws employ that the employers should not be discriminated on any basis be it caste, nationality, religion, creed or even religion.

According to various Texas labor law posters, the federal and the state laws both ensure that the employer is providing better working conditions to the employees. The safety and security of the employees is the responsibility of the employers. The employer should look forward provide good health and safety standards along with proper rules and regulations. The issues are ordered according to the laws. In case you do not provide proper working conditions, you will be questioned by the employees regarding various rights and duties. Hence make sure you follow all the labor laws.

Posting requirements in federal labor law posters

In the current scenario, there are nearly 7 different postings that are essential to be mentioned in federal labor law posters. These posting ensure the employees about the benefits that can be prevailed by them along with the right and duties that they should perform while they are working in a company. The labor law posters help to maintain good bond between the employee and the employer and this level is achieved by posting these labor law posters. It is essential for the employers to understand that these notices posted in the labor law posters are not done just for mentioning the rights of the employees but they also require to be understood properly. Hence an employer should make sure that he knows the real zest of the notices mentioned in the labor law posters.

The Minimum Wage Posting which is also known as Fair Labor Standards Act is used to display the minimum wage of the employee along with the overtime that should be paid to the employee. It also stated the standards of the child labor. It has a detailed description of the previous minimum wage, current minimum wage which is of $6.55 and the minimum wage for the future. The USERRA in federal labor law posters defines the rights of the employee in case of reemployment. It even includes the uniformed services like that of the National Guard. At times it also happens that the employers discriminate on the basis of military services or obligations. This act prevents them from doing such deed.

The EPPA or Employee Polygraph Protection Act prevents the employers to use lie detectors on the employees while they are working with the company, or while they come for the interview regarding the job. At times, these employers use such devices to check the honesty level of the candidates. However it is inhuman and thus federal labor law posters are required to mention this posting and the employers are meant to use these posters including safety posters in their workplace. There are other postings such as Equal Employment Opportunity, Family Medical Leave Act and OSHA which are mandatory to be mentioned in such labor law posters.

California Labor Law Poster related to Labor Compliance Program

In the state of California, there is a specially designed contract compliance program that ensures that all businesses and employers operating with the local and Federal government follow the laws and regulations regarding employments and to check that there is no discrimination being done among the employees. If such a wrong practice is there then it should be corrected by the organization immediately. All this is displayed in the California labor law poster.

The following procedures are addressed according to the Labor Compliance Program:
This section deals with the payment of prevailing wage rates: All the relevant and necessary information related to wage rates should be posted in the poster for all the workers so that they can have the necessary information. All the rules and regulations should be clearly stated here.

What laws to be followed while hiring apprentices: The particular section directs the contractors and subcontractors to follow the labor code section 1777.5 while hiring registered apprentices to complete a public work project within the state. California labor law poster displays the facts.

What penalties are to be executed: If it is found that the contractor or subcontractor has failed to comply with the laws specified for prevailing wages then there can be penalties for such employers and this law is applicable to people who fail to employ registered apprentices. Penalties can be in the form of forfeitures and debarments for such contractors. So contractors need to be careful while hiring people to work for their projects.

The section dealing in Certified Payroll Records: In this section, the information regarding various employment details are mentioned to ensure that contractors and subcontractor maintain accurate payroll records. The information is related to total working hours, overtime etc. An employer needs to submit these documents every week to the district for inspection in the working hours.

Section dealing in Non-discrimination in Employment: This section in the California labor law poster and safety posters deals with non-discrimination of employees in the workplace and sees to it that employers follow the law strictly in their organizations. All these rules and regulations are given in the labor law poster.

Requirements of Ohio Labor law posters

Labor law poster is Ohio help the workers to get aware of their rights and duties while they work in a company. The employers are also informed as to how they should deal with their workers and what all facilities should be provided to the employees of the company. The Ohio Labor law posters help the companies to go well in compliance with state and federal law of Ohio and also inform how to make the postings given by the government. These posters are available in foreign languages too so as to help the employees and employers get acknowledged well regarding the laws. It might happen that the employees or employers are not the natives or residents of the place they are working in hence the availability of foreign language helps them to understand and compliance with the law well.

There are many posting requirements of the Ohio Labor law posters. Every employer is expected to include these posting in the posters to get the things working well between the employer and the employee. If you are posting a state Labor law poster, your poster should include all the minor Labor laws. The minimum wage of the employee should be mentioned along with the worker’s compensation. There should be proper information regarding the discrimination notice and Unemployment Insurance. The reputable Insurance Notice should also be mentioned and the poster should also give a brief regarding the public employee risk reduction.

In case you are opting for a federal Labor law poster, the Ohio Labor law posters are bound to have requirements such as the federal minimum wage. The employers should mention the Employee Polygraph Protection Act and full account of Family and Medical Leave Act should be given. The information regarding USERRA or Uniformed Services Employment and Reemployment Rights Act should also be mentioned along with other details. OSHA is also an Act which is generally used for the Job safety and Health protection of the employee. The federal laws mentioned in the Labor law poster and safety posters in Ohio State that there should be equal employment opportunity for everyone and the employers hold take all the precautions to maintain these laws in his company.

Changes in Federal state labor law posters

There are various federal and state laws that meant for the employers to be posted in their companies. These posters make the employers and the employees aware of their duties as well as responsibilities. These labour laws should be posted in such a place in the company so that each and every employee can easily view it all the time he visits the definite place of the company. The Federal state labor law posters can be both different for state and federal or can be combined posters. You can find these posters in different languages and can opt for the language which suits you best. You can even find the posters either printed or black and white. These days labour law posters are found in recycled papers. The homemade labour law posters which are recycled are made to form new labour law posters out of the same paper.

With the commencement of New Year, few changes have been made in labour law posters however these changes are not that noticeable. It is required to post the labour law poster in your office and rules have become stricter with the advancement of time. Every year, the employment laws of the state change according to new resources and technology. Hence you will surely find change in the Federal state labor law posters with the starting of new season. There are various research departments set by the federal government which conducts a proper survey on each and everything and then new changes are introduced in a labour law poster.

The Federal state labour law posters combined with safety posters take care of all the notices that are prescribed by the state as well as the federal law. These law posters are essential to be followed by the companies so that any kind of dispute can be prevented between an employee and the employer of a company. These posters take care of all the rules and regulations that are obligatory to be maintained by a company. The labour law posters will totally help you to compliance with the changes that are meant to be made in the law related to the rights of the labours.

An Overview of the New York Labor Law Poster

In case you are into some kind of business in New York and you have a good number of employees to help you in your business, you would require putting up a New York labor poster in such an area of your workplace, in which all of the employees could easily view them. This would help the employees gain a clear understanding of their rights and regulations applicable under the state and the federal labor laws. Better known as labor law poster, they consist of specifications such as minimum compensation standards, non-discrimination notices the federal USERRA and a lot more. Going in line with everything that needs to be posted and ensuring that the most up-to-the-minute updates are included in this poster, posting a poster like this could be a real big task for both the big and the small businesses.

The bad thing is that posting a lot of these posters could give your office a messy look and for this reason a number of companies combine all the statutory obligations on a single New York labor poster so that you are clear to the employees concerning the labor laws that are applicable in the state without compromising the look of your office. A single poster would give a neat appearance to your work place and would help you along with your employees to stay in fulfillment with the labor laws that are applicable in the state of New York or in your state.

On the other hand, in case you are unaware that at what period of time the New York labor law poster that you need to put up was last changed, check with the Department of Labor of US and the Labor State Department of New York in order to seek for the changes that have been implemented in the desired postings. Besides this, don’t miss on the fact that notwithstanding what the companies of labor law poster tell you, you do not require buying a poster just because a new year has arrived. You only require changing the posters when there are any alterations done in the labor laws of your state.

Need to Have a Labor Law Poster

In case you are conducting some kind of business, and you have a staff to help you run it smoothly, you may require a labor law poster somewhere on your notice board so that your staff members can go through it every day. Generally known as compliance posters, they consist of the description about the law of minimum wages, non-discrimination notes, the federal USERRA and a lot more. On a general basis, if you are moving in some kind of business organization of California. You would come to a California labor law poster put up in its notice board, which authorizes the employer who has a staff of more than one employee to put it up on its notice board to be viewed by them on a daily basis.

Getting in line with almost everything that needs to be included in the labor law poster and ensuring that the most up-to-the-minute updates are included in the poster at the workplace, doing this could be a real big task for both small and big business organizations. And if truth is to be quoted too much of documented notices on the notice board are enough to lend it a messy appearance. To resolve this fuss, several companies in California provide such a kind of California labor law posture that would have the combination of different kinds of federal and state legislations in one so that when you put it up on your notice board, it does not give a messy appearance. They offer a neat appearance and aid the businesses to fall in line with the most up-to-the-minute state and federal laws.

However, unluckily, a number of companies that are into the selling of labor law posters, that advertise them by means of mail, use hard-core marketing strategies to make you replace your labor law poster that is put up in the office before the period when you exactly need to do it. Besides this, in the state of California alone try to sell that kind of California labor law poster by means of mails that are more or less hopeless and deceitful.

Labor Law Posters for Entrepreneurs

These employers have become more aware about safeguarding the interests of their staff members and the requirement for having a good working atmosphere for them. Except for you have been residing under the shade of a rock, you would possible become aware with the fact that the federal and the state law agencies of California would require you to post labor law posters at your workplace, or to make it simpler, they would mandate you to post California labor law posters at the place where your employees make frequent visits. Hence the information that is posted on such posters should be accessible for the employees to view. The most common locations where you could post these posters would be retiring areas, lobby, water cooler room, lunching or smoking zone if it is there.

Putting up labor law posters is something that a number of businesses in California never get in line with, and it is for this reason they face a considerable amount of problems. Penalties for failing to put up California labor law posters would keep on adding and moreover, a discontented employee could report this to the state government faster than what you would take to quote “you are fired”. Being an employer you need to have the information in these posters updated from time to time, and they should be in line with recent labor laws that are prevalent in the state. The strategy is that the labor laws keep on altering from time to time. Hence finding out the labor laws that you need and the number of them stands to be a painstaking process.

Moreover, the labor law posters for different states are different. For example, the New York labor law poster would be entirely different from that of Ohio. There are a number of these posters that you would need to have in your business unit and hence, it would be better to avoid that cluttered look of the bulletin board with too much of documentation of these, that you combine them in one. Besides this you could get these posters on the internet or on the website of the Department of Labor of different states.

Getting to Know Labor Law Posters in a Detailed Manner

Almost all the businesses that are running in whole of the United States of America need to have labor law posters posted at the area where the employees make frequent visits such as retiring room, lobby, workstation, etc. Besides this, there is no compulsory format for the posts that need to be mentioned in the California labor law posters; hence, self-made or rather home-made posters are permitted to be put up at the workplace of the business units that are running in the state of California or in any state of US. The website of Department of California of Industrial Relations is up with the required content that can be easily downloaded. The legislation allows the inclusion of even the raw materials inside a binder in case the space available for posting is not enough. On the other hand, since the obligations and the laws are framed by different federal and state agencies and keep on altering from time to time, the person who is making these home-made posters presumes all the kinds of laws that are required to confirm the responsibilities.

In contrast to this, the commercial labor law poster is manufactured under the supervision of a skilled panel of law professionals who closely keep a track of the changes that are happening in the state and the federal labor laws. Since the labor laws of California that are posted on the California labor law posters are considered to be safeguarding the labor rights to the optimum, the poster obligations are as well among the most excellent one in the whole country of United States of America. The presence of specifications such as Whistleblower Protection, Time Off for Voting Notice and Pregnancy Disability makes this fact evident as all these specifications are absent from a number of states in the US.

The frequent alterations that are needed to be done in the safety posters have provided good inspiration to the makers of the California labor law posters with the sustainable kind of exercises that are followed by them. Such green or eco-friendly posters are made out of recycled paper and the content is printed on them with soy-based ink. The best thing about them is that they themselves could be further recycled.

Finding State and Federal Labor Law Posters

Almost all the business units that are being conducted by small and big entrepreneurs and business owners need to have federal and state labor law posters posted at their workplaces so that they can be viewed by the employees. The bigger challenge is to find these posters like for the state of New York, as you would find it very difficult to get the New York labor law poster to post one in at the workplace of your business if it is going on in the state of the New York. Though researching the offline basis by getting into consultation with some corporate officials or people that you know would help you a lot to find these posters, but it would be better if you find it from the New York Department of Labor or from the website of New York Department of Labor. Which would help you to download all the necessary information and the documents from this?

Besides this, in your hunt to find these federal and state labor law posters, you could look in between the pages of the book yellow pages where you could refine your research to those New York labor law poster providers who provide only those obligations which are the most up-to-the-minute and are in line with the recent labor laws and legislations of the state. Besides this, you could get in touch with some people who you know are in touch with such a kind of poster providers and who can really tell you about those providers which offer these posters at the most minimum rate possible without compromising on the specifications of the labor laws and legislations of the state.

Another excellent place to look for these federal state and labor law posters is the internet where you would find the best New York labor law poster of the best kind regarding the obligations and legislations of the state and the federal agencies and which are in line with the most recent labor laws. Besides this, refine your search to only those companies that are reputed and do not have any kinds of complaints lodged against them.

Federal labor law poster: reflection of the law

Posters are the simplest and easiest way to convey any message to anyone. We can put our intentions into every ones’ attention without harming anyone. Thus, the posters are playing a wide role in our life. Posters are also used to give inspiration ideas to everyone. We can use the language of posters to make people aware of their surroundings. And the Federal labor law poster is also a kind of poster, which is helpful in making people aware of the labor laws. Everyone should know about his rights. And the laws given to the workers and employees should be known to the workers. The Ohio labor law poster is also giving its real contribution in the awareness of the workers.

We are living in the modern and advanced age. And the people are aware of their laws and rights given to them. They should know what kind of facilities and freedom they are getting. The Federal labor law poster gives the complete knowledge about the laws and orders especially meant for the workers. The Ohio labor law poster is complete in giving full knowledge of the laws and orders meant for the workers. These posters are meant with different colors and designs. These posters are very much effective in giving the full knowledge of the laws for the workers.

The Federal labor law posters are meant to give the description about the laws and orders for the workers. The Ohio labor law poster is also capable in giving complete knowledge of laws enacted in any country or state. These laws are meant by the government agencies. These laws are required to be known by every worker and employees. There is complete information about the vacancies and the essential qualification given on the poster. This information is very useful for the worker. The person who wants to get a job can also take information from these kinds of posters. These posters are effective in giving complete knowledge about the legal obligations provided by government. By watching these posters, any worker can collect information about the laws and can get the benefit from it.

Federal and State Labor Law Posters for New York City

The labor law posters came into existence because the federal government felt to get organized and make things easier for the customers. Labor law posters are meant to reflect the new (EEOC) Equal Employment Opportunity. These showcase the latest products for the inventory. A labor law poster comprises of the state OSHA posting and federal requirements. The business needs compliance and labor law posters help for the same. There are many websites, which provide a wide range of labor law posters. It is easy to get labor law posters through experts. The federal and state labor law posters set a good a standard regarding the rights for the people under private sector. It also overrides states and laws that regulate such area. New York labor law poster provides limited rights for the employees working under federal government, state as well as local government. The domestic employees as well as the agricultural workers derive statutory protection from the labor law.

The wages and working patterns are more mixed even. The federal and state labor law posters set minimum overtime and wages rights for both public and private sector employees. The state and the local laws provide extra expanded rights for them. The federal labor laws provide workplace safety up to the minimum and allow taking such responsibilities that grants stringent standards. The employees are protected from the discrimination by both the state and federal laws. It is just to avoid the overlapping of the laws of the two bodies. Actually, it sometimes happens. Therefore, some precautions are been taken. To understand it in a better way, here’s an example. New York labor law posters allow the state to ratify own statues those barring discrimination. Such discriminations are made at the origin of gender, race, religion, national age and origin.

If the state laws don’t provide protection, the federal law is bound to provide as soon as possible. The federal laws preempt the state statues which bars the employers for being discriminated against the employees. The federal and labor law posters prevent the employees from gaining pensions and other benefits retaliating to ascertain the right of the employees. New York labor law posters are heterogeneous collections of federal and state laws.

Facts regarding Federal labor law poster

Federal law is a part of the heterogeneous collection of the laws specified by United States labor laws. Federal labor law helps to organize and set the standards of a worker’s right in a private sector. At the same instance, it even overrides most of the state laws and the local laws that try to regulate this area of action. For those working in the federal government limited rights are provided by the federal law. A federal labor law poster is a body issuing all these standards provisioned by the federal law. A labor law poster includes all the information that one needs to have regarding the standards issued by the law. These set provisions vary from the region to the region. For e.g. in Texas, the laws issued would depend on the state of the working conditions and atmosphere. Hence, the poster issued will be the Texas labor law poster.

A federal labor law poster would include some necessary terms such as Employee Polygraph notice, IRS Withholding Notice, INS Description that is issued by Department of Justice, federal minimum wage of a worker, Federal OSHA “it’s the law” and Family and Medical Leave act, which is applicable only on an employer who has 50 or more employees working for him. These instructions prevent any sort of differentiation or discrimination among the workers at any level. Federal law take care of the needs and requirement of a worker such as pensions and other benefits. The minimum wages and overtime rates are fixed by the federal law to prevent the workers from suffering any problem. The Ohio labor law poster will include the same provisions formatted for the benefits of the workers over there.

A federal labor law poster is regulated form time to time and reflects the new changes made in the same. For e.g. the labor law poster has been changed recently according the new developments made and can now be obtained in compliance for the year 2010. These days such posters are shipping at a large scale to reflect the new regulations made in the direction of EEOC or Equal Employment Opportunity. An Ohio labor law poster will reflect the new regulations made for the same year according to the needs of the workers in that region.
Get your complied federal and state labor law posters all the time.

An Overview of the Federal and State Labor Law Posters of New York

The legislation of the state of the New York in the United States of America mandates all the small and big business organizations running over there to safely post the federal and state labor law posters or in simple words, a New York labor law posture at their offices or somewhere in the office where the employees or the staff member make frequent visits such as the lobby, lunching room, etc. This is important so as to make the employees of the staff members of a particular business unit in the state of New York familiar with their rights and responsibilities and to leave no ambiguity on the part of the business so that there are no further clashes between the organization and the employees.

The federal and state labor law posters actually exhibit the laws and the legislations that have been imposed by different federal and state law agencies working in a particular state of New York of United States of America, so that the employees as well as the employers are in line with them. The legislations that need to be posted by business units in a New York labor law poster, in New York are minimum wage information, transfer benefits, time permitted to vote, unemployment, New York Correction Law Article 23-A, workers' compensation & disability Benefits (All In One), (MEMO) discrimination laws governing the employment of minors (Child Labor) tip appropriation, deduction from wages and no smoking.

Almost all of the federal and state labor law posters that come in the state of the New York are of the commercial category and every New York labor law poster that is produced by the makers is made by exercising maximum sustainability so that the environment is not harmed in any manner. Plus, there is no mandated format in which these posters need to be made and the obligations that need to be posted on these. The New York Department of Labor enlists all the important content concerning the posting of these posters. The only consideration that needs to be considered while posting the legislations are that they are frequently subject to change, hence it should be ensured that the laws that are posted in the posters are in line with the latest labor laws.

DOL issues final safe harbor rule on employee contributions to small pension and welfare plans

On Jan 13, the U.S. Department of Labor (DOL) announced the publication of a final rule, which provides a safe harbor deadline for depositing employee contributions in small pension or welfare benefit plans with fewer than 100 participants. This deadline is the seventh business day following receipt or withholding by employers.

At present, employers of all sizes must transmit employee contributions to pension plans as soon as they can reasonably be segregated from the general assets of the employer, while no later than the 15th business day of the month following the month in which contributions are received or withheld by the employer. The latest date for forwarding participant contributions to health plans is 90 days from the date on which such amounts are received or withheld by the employer.

The final labor law rule amends the participant contribution rules to create a safe harbor period. Under this, if the participant contribution amounts are deposited with the plan within seven business days of receipt or withholding, they will be treated as complying with the law.

The final rule is consistent with the proposed rule. The department did not expand the safe harbor to cover plans with 100 or more participants due to a lack of information and data sufficient to evaluate current practices of such employers and assess the costs, benefits and risks to participants associated with extending the safe harbor to large plans.

Phyllis C. Borzi, assistant secretary of labor for the department's Employee Benefits Security Administration said "This rule will give employers greater clarity in remitting participant contributions to small pension and welfare plans in a timely manner…We estimate participant accounts could grow by $19 to $44 million as a result of these rules."

California May Release New Exempt Employee Regulations

Recently, the California Division of Labor Law Standards Enforcement (DLSE) presents an opinion to permit employers to deduct vacation and sick leave for an exempt employee’s absence of less than 4 hours. Then the deduction is included in the employers’ written policies.

Besides, the California employer to deduct a combination of paid sick leave and vacation for a partial-day absence. Currently, this opinion has no law force yet, so employers should wait for the California courts’ rule on the change.

This opinion letter has a great difference than that of before. Just as in other states, California pays an exempt employee who works part of the day for the entire day payment. However, the issue was how that payment would be tabulated.

The state regards that an exempt employee who worked a partial day could not have sick or vacation time of less than 4 hours deducted from the employee’s balance. That was in opposition to federal law as interpreted by courts in most of the states. California should update the California labor law poster and other labor law posters if the regulation has law force.

US DOL announces grant to assist Texas layoffs affected by construction and manufacturing industry

On Jan 5, the U.S. Department of Labor announced a $2,201,214 grant to assist about 500 workers affected by layoffs at multiple companies in the construction and manufacturing industries in central and southeastern Texas.

The grant was awarded to the Texas Workforce Commission, and will be operated by the Central Texas Workforce Board. Of the $2,201,214 announced, $1,021,902 will be released initially. Additional funding up to the amount approved will be made available as the state demonstrates a continued need for assistance. Layoffs at the companies covered took place between September 2008 and April 2009. Those from Alcoa Inc. and Zachry Holdings Inc., who are also certified as eligible for Trade Adjustment Assistance (TAA), will be provided with access to "wrap-around" and supportive services, such as dependent care and transportation assistance, which are not available through the TAA program. Some other dislocated workers, from Becon Construction Co. Inc. and Texas Hydraulics Inc., who are not TAA-eligible, will be provided with access to the full array of dislocated worker services available.

"Texas construction and manufacturing workers have contributed immensely to our nation, and they deserve our support," said Secretary of Labor Hilda L. Solis. "This grant will help ensure that the affected workers receive the employment and retraining services necessary for securing jobs in new and emerging local industries." The grant will be funded by resources made available for National Emergency Grants under the American Recovery and Reinvestment Act of 2009.

Keep your updatedlabor law posters, for Texas employers, especially Texas labor law poster displayed!

Vermont Needs Lunch Law

Now there are nineteen states in the United States has passed legislation requiring employers to offer lunch breaks to their employees. However, Vermont has no such law. There is only little protection for employees when they come to meal breaks in terms of the federal law. Employers in the state theoretically would be entirely within the law to work their employees 8, 10, or even 16 or more hours a day without a meal break of any kind. That makes Vermont workers surprise.

The only federal protection comes in the form of laws intended to address public safety issues rather than workers’ rights. In the U.S. Department of Transportation, it requires that meal breaks should be taken in certain occupations, such as interstate truck drivers and airline pilots.

On the other hand, Vermont employers may require workers to take lunch breaks. So a company policy is needed to require workers to clock out for unpaid lunch breaks. The Human Resources profession recommends against working employees without a meal break. Giving workers a 30 minutes unpaid break per shift is considered by general Human Resource field. It’s found that despite what common sense might say, workers granted these breaks are actually more productive.

There are 19 states that mandate meal breaks include the following: Nevada, Washington, New Hampshire, Tennessee, Nebraska, Minnesota, Massachusetts, Kentucky, Connecticut, Colorado, West Virginia, and Illinois. Vermont is not in the list. If the law is included in the labor law, the labor law poster and other employment law posters are required to post in the workplace.

What behind the Labor law

If the National Assembly’s environment and labor committee has not passed its revision for labor regulations, a big disaster could have happened in labor-management relations last year.

With the revision companies was granted to delay the introduction of multiple unions in a single workplace for one year and six months and postpone implementing a wage ban for full-time labor union representative for six months.


Although the time for introducing multiple unions can come a little earlier than the original plan, it require multiple unions in a company to form a single negotiation channel for labor talks with the firm.


However the revised labor law did not go so smoothly, as it was distorted when it went though some politicians. In order to meet the interests of some politicians, the revised law was full of additional provisions and conditions. This means that the true purpose of the revision law was tarnished by politically motivated goals. An added provision stating that a company and a labor union can delay implementing the wage ban for unionists for up to two years is a clear example.

The additional provisions were some that was not discussed in labor, business and government meetings. To minimize possible confusion over the provision, the Labor Ministry belatedly stepped in and said that if a company and labor union attempt to revise a collective agreement to enable full-time union members to receive wages, any deal made after Jan. 1 won’t be binding. No matter what positions the ministry hold in the revised law, it is possible that some legal dispute may happen in terms of interrupting the law.

Apart from mentioned above, another controversial thing is about timed-off system.


Grand Nationals extended the definition of the time-off system to include “general union management operations” from the original “certain union activities,” but again changed the definition to “union management operations to lead healthy labor-management ties.” The way that obtuse language was used in the law added complexity to it.

As the revised labor law was passed by the National Assembly, it’s now time for crafting the details for ordinances to implement the law. To minimize confusion and the side effects of the new labor law, it’s important for people involved in these issues to stick to their principles. We must keep in mind that both labor and management should be focused on carrying out the revised law, as that will eventually lead to an amicable settlement on this issue.

Actions need to be taken for employers to keep their labor law poster updated.

2010 United States Minimum Wage

In January 2009, many states increased their minimum wage. But in 2010, only a few states change their minimum wage and most of the states are keeping steady.

The state of Kansas increased its minimum wage from $2.65 per hour to 7.25 per hour on January 1, 2010. This is the first time in recent twenty years that increased the minimum wage. Now, Kansas is not the state with the lowest minimum wage. There are five states have no minimum wage whatsoever, like Mississippi, Alabama, Tennessee, Louisiana and South Carolina.

Different from other states, some state decreased its minimum wage. Colorado decreased its minimum wage by 4 cents from $7.28 per hour to $7.24 per hour. The employees who are covered by the federal minimum wage enjoy $7.25 per hour. Those states increase the minimum wage in terms of the cost of living. The following state don’t increase the minimum wage this year, they are Ohio, Washington, Oregon, Vermont, Nevada, Montana, Missouri and Arizona.

Totally speaking, except Georgia, Minnesota, Wisconsin and Arkansas have a minimum wage lower than the federal minimum wage, 14 states have minimum wages higher than the federal rate of $7.25 per hour, while 26 states have a minimum wage of $7.25.

Vermont minimum wage to stay at $8.06 in 2010

The Vermont minimum wage in 2010 will stay at $8.06 per hour, according to the Vermont Department of Labor. This is good news for employers in a state where the minimum wage normally increases every year.

For tipped employees who regularly earn at least $120 per month in tips for direct and personal service, the basic wage will also remain stable at $3.91 per hour. However, their total earnings from wages and tips during a pay period must equal or exceed $8.06 per hour. If the combined amount of the basic wage and tips does not meet that requirement, the employer must pay the difference in direct wages.

Under state law, the Vermont minimum wage increases each year based on the Consumer Price Index or CPI, and the increase each year is limited to a maximum of 5%. According to a press release issued by the Vermont Department of Labor, the cost of living fell by 1.5% between September 1, 2008 and August 31, 2009. Vermont law does not allow the minimum wage to decline, so it will remain the same as for 2009, at $8.06 per hour.

“A steady minimum wage reflects our economic times, “according to Labor Commissioner Patricia Moulton Powden. “The cost of living has fallen and the ability of employers to increase pay is limited by the recession.”

Keep you updated labor law posters displayed!

New GINA Regulations Release

The newest GINA regulations issued by the US Department of Labor, the IRS and the Department of Health and Human Services go into effect for plans on December 7, 2009. The Genetic Information Non-discrimination Act will not be violated by employers and employees across the nation.

GINA guards employers against gathering information on employees’ genetic makeup, and against making employment decisions based on that information. The GINA poster needs to be displayed in the workplace. This is prominent regulation.

The new GINA is interpreted broadly. In addition, employees’ requests for or receipt of genetic services, and family medical history are all included in GINA. This includes any manifestation of a disease or disorder in the employee’s family members including dependents plus all relatives to the fourth degree without regard to whether they are related by blood, marriage or adoption. This would include current medical information about an employee’s children, spouse, grandparents, great-grandparents, parents, aunts and uncles, and first cousins.

GINA has two titles. Title I prohibits employers from increasing group health premiums or contributions based on genetic information. Title II also prohibits employers from using genetic or familial medical information in employment discrimination.

US DOL announces $3.8 million grant to assist workers in Massachusetts affected by financial industry layoffs

On Dec 17, the U.S. Department of Labor announced a $3,874,594 grant to assist about 725 workers affected by layoffs, began in November 2008, at seven companies in Massachusetts' financial industry.

The grant will be funded by resources made available for National Emergency Grants under the American Recovery and Reinvestment Act of 2009, and will provide affected workers with access to dislocated worker services, which may include skills assessment, basic skills training, individual career counseling and occupational skills training.

Of the $3,874,594 announced, $1,294,864 will be released initially, and additional funding up to the amount approved will be made available as the commonwealth demonstrates a continued need for assistance. The grant was awarded to the Massachusetts Department of Workforce Development, and will be operated by the Metro South/West Employment and Training Administration.

"Today's grant will provide the job search and employment services necessary for affected workers in Massachusetts to find new jobs in emerging industries," said Secretary of Labor Hilda L. Solis.

US DOL announces more than $800,000 to assist Oregon lumber industry layoffs

On December 3, the U.S. Department of Labor announced a grant of up to $831,423 to assist approximately 75 workers affected by layoffs at Hampton Affiliates' Tillamook Lumber in Tillamook, Oregon .

The grant was awarded to the Oregon Department of Community Colleges and Workforce Development, and will be operated by the Oregon Consortium and Oregon Workforce Alliance. This grant will be funded by resources made available for National Emergency Grants under the American Recovery and Reinvestment Act of 2009, and will provide these dislocated workers, all of whom are also certified as eligible for Trade Adjustment Assistance (TAA), with access to "wrap-around" and supportive services, such as dependent care and transportation assistance, not available through the TAA program.

Layoffs at Hampton Affiliates' Tillamook Lumber began on April 6. An initial increment of $501,765 will be made available to serve these workers with the remainder of the funds distributed as the state demonstrates a continued need for assistance.

The grant will "provide the retraining and re-employment services necessary for these Oregonians to upgrade existing skills or seek out retraining that leads to careers in growing regional industries," said Secretary of Labor Hilda L. Solis.

Michigan Passed Smoking Ban Law

Michigan has just passed a law that bans smoking in the workplace, including restaurants and bars on December 10. Michigan follows 37 states to pass this law, which will go into effect on May 1, 2010.

The law prohibits workers smoking in almost all the workplaces, even in bars and restaurants. There are also some exceptions, such as tobacco specialty stores and cigar bars. Home offices and motor vehicles are also allowed to smoke, even motor vehicles used for work. Michigan joins with other states including New York, California and Illinois to implement the smoking ban.

According to the new law, smoking will be permitted on the gambling floor of the Detroit-area casinos, but in the casino bars, restaurants and hotels the smoking is not allowed. When the bill was signed by the governor, Michigan became the 38th state to ban smoking in public places including government buildings, bars and restaurants. Senator RAY Basham of Taylor fights for a total smoking ban. He said, “We are moved the ball down the court, and even scored a basket.”

In the state Senate, the bill passed by a vote of 24 to 13. In the Michigan House, it passed by a vote of 75 to 30. 66% of Michiganders supported a smoking ban in a March 2009 survey.

November 2009 Employment Situation

On December 4, U.S. DOL released the November 2009 Employment Situation report, which was the most hopeful sign yet that the stabilization of financial markets and the recovery in economic growth may be leading to improvements in the Labor market.

As reported, the economy lost 11,000 jobs, and the unemployment rate edged down to 10.0 percent in November. Payroll employment declined 597,000 in November 2008 and 741,000 in January 2009. It is by far the closest we have been to stable employment since the recession began almost two years ago. The unemployment rate, which had risen to 10.2% in October, declined to 10.0% in November.
"I am encouraged by the pattern of moderated job loss; however, I will not be satisfied until there are robust job gains,” said U.S. Secretary of Labor Hilda L. Solis, "Over the past 10 months, the Obama Administration has taken bold steps to break the back of this recession. While there has been a lot of rhetoric about the Recovery Act, when you look at today's report and other recent favorable economic trends, it is hard to argue that the Recovery Act is not working. "

Hilda L. Solis also said that "At the Department of Labor, we are working tirelessly to ensure that we fulfill our responsibility to provide workers with the assistance they need today to help them find good jobs. We still have work to do before we can be sure that all Americans have access to good jobs, but I am confident that we will reach that goal."

Washington Minimum Wage Remain at $8.55 per Hour in 2010

In the year 2010, Washington minimum wage remaining at $8.55 per hour will marks the first year that it is no increase in the state minimum wage since 1998. This is the result of economy crisis. Even remain stable; the Washington minimum wage is still the highest in the nation.

The Washington Department of Labor & Industries calculates the state minimum wage each September under initiative 688, passed by voters in 1998. According to the law, Washington has increased its minimum wage from $5.15 per hour to $8.55 per hour from 1998 to 2009. Each time’s minimum wage increase is on the basis of the federal Consumer Price Index change for Urban Wage Earners and Clerical Workers during the 12 months ending on August 31.

A 5.9% increase in the 2008 CPI makes the Washington minimum wage increase to $8.55 per hour on January 1, 2009. The Washington minimum wage applies to most workers and most industries in the state, even to agricultural workers.

In addition to Washington, there are nine states adjusting their minimum wages each year for inflation. Oregon, Vermont, Ohio, Nevada, Montana, Missouri, Florida, Colorado and Arizona are in the list. Most of those states plan no minimum wage increase for 2010.

OSHA Schedules Stakeholder Meetings on Combustible Dust

The U.S. Department of Labor's Occupational Safety and Health Administration (OSHA) has announced that it will hold two stakeholder meetings on December 14, 2009, to discuss combustible dust workplace hazards . The meetings will be held at 9 a.m. and 1 p.m. EST at the Marriott at Metro Center, 775 12th Street NW, Washington, DC. The 2010 meeting dates and locations will be announced in one or more subsequent notices.

The effort is intended to prevent the kind of blast that ravaged Imperial’s Port Wentworth refinery on Feb. 7, 2008, killing 14 people and hurting many others. Investigators have concluded highly explosive sugar dust fueled the inferno. The federal government says that since 1980, more than 130 workers have been killed and more than 780 injured in combustible dust explosions. Existing OSHA rules spell out employers’ “general duty” under the law to keep workplaces safe. But they don’t protect workers as well as a comprehensive dust standard would, said OSHA spokesman Michael Wald.

"Workers are dying from combustible dust explosions, and it must stop," said acting Assistant Secretary of Labor for OSHA Jordan Barab. "Worker safety must be a priority, and we are committed to enforcing effective standards to prevent a repeat of these tragedies."

OSHA believes the stakeholder meeting discussion should center on major issues such as:
• Possible regulatory approaches
• Scope
• Organization of a prospective standard
• The role of consensus standards
• Economic impacts
• Additional topics as time permit

OSHA will use comments and information gathered from these meetings and responses to an Advance Notice of Proposed Rulemaking in developing a comprehensive standard addressing fire and explosion hazards of combustible dust.

Ohio Remain Minimum Wage Stable in 2010

The state minimum wage is always increased according to the economy inflation. Colorado will reduce the state minimum wage from $7.28 per hour to $7.24 per hour effective on January 1, 2010. However, according to the Fair Labor Standards Act, most Colorado employers will be required to pay &7.25 per hour under the federal minimum wage. While the state of Ohio will remain its state minimum wage stable at $7.30 per hour in 2010.

The minimum wage in the Buckeye State is 5 cents higher than the federal minimum wage at $7.25 per hour. Employers who are covered by both the state and federal minimum wage must pay the higher of the two. So in Ohio the employees will be paid the state minimum wage.

In 2010, Ohio tipped minimum wage will still remain at $3.65 per hour. If a tipped employee does not average at least $3.65 per hour over the payroll week, the employer must pay the difference as wages. The Ohio minimum wage applies to employers with more than $267,000 in gross revenue. The Ohio minimum wage is increased each year based on the rate of inflation. According to a memo released by the Ohio Department of Commerce, the rate of inflation declined 0.2 percent from late 2008 to late 2009.

OSHA Releases Crowd Control Guidelines

On November 17, the Occupational Safety and Health Administration (OSHA) issued some holiday specific directives in a fact sheet providing crowd control guidelines for retailers to protect workers during major sales events to lower the risk of crowd related accidents.

"Crowd-related injuries during special retail sales and promotional events have increased during recent years," said acting Assistant Secretary for OSHA Jordan Barab. "Many of these incidents could be prevented, and this fact sheet provides retail employers with guidelines for avoiding injuries during the holiday shopping season."

Last year a worker was trampled to death while a mob of shoppers rushed through the doors of a large store to take advantage of an after Thanksgiving Day "Black Friday" sales event.

OSHA claims in its press release that the employees were exposed to being crushed by the crowd due to the store's failure to implement reasonable and effective crowd management principles, including providing employees with the necessary training and tools to safely manage the large crowd of shoppers.

To prevent similar incidents, OSHA recommends retailers to have trained security personnel or police officers on site, set up barricades or rope lines for pedestrians and crowd control well in advance of customers arriving at the store, make sure that barricades are set up so that the customers’ line does not start right at the entrance of the store, prepare an emergency plan that addresses potential dangers, and have security personnel or customer service representatives explain approach and entrance procedures to the arriving public.

OSHA also recommends not allowing additional customers to enter the store when it reaches its maximum occupancy level and not blocking or locking exit doors.

Colorado Minimum Wage Will Reduce in 2010

The state minimum wage is always increased according to the economy inflation, while this situation will change. There comes out news that, for the first time, a state minimum wage will be reduced. That’s the state of Colorado.

Colorado will reduce the state minimum wage by 4 cents, from $7.28 per hour to $7.24 per hour. This will be effective on January 1, 2010. However, according to the Fair Labor Standards Act, most Colorado employers will be required to pay &7.25 per hour under the federal minimum wage.

According to the Colorado Division of Labor & Employment, the minimum wage for tipped employees will also change. It will decrease from $4.26 per hour to $4.22 per hour. If the employee does not average $3.02 per hour over the payroll week, the employer must pay the difference. Employers need to update their Colorado state minimum wage posters accordingly.

The Colorado minimum wage is adjusted annually for inflation. Although the Colorado minimum wage will reduce by 4 cents, it is far better than the annual increases of 20 cents or more in recent years. In 2007, Colorado increased the minimum wage from $6.85 per hour to $7.02 per hour, while in 2009, Colorado adjusted the minimum wage again from $7.02 per hour to $7.28 per hour.

The state of Colorado adjusts the minimum wage on the basis of CPI (Consumer Price Index) for the Denver-Boulder-Greeley metro area, published by the US Bureau of Labor Statistics (BLS).

DOL Announces $55 Million in Green Jobs Grants

On Nov. 18, US Department of Labor (DOL) announced nearly $55 million in green jobs grants through the American Recovery and Reinvestment Act of 2009. The grants will help various state , county and local workforce development agencies to train workers , many in underserved communities, to help them find jobs in expanding green industries and related occupations.

State Labor Market Information Improvement Grants and Green Capacity Building Grants are the two categories of the grant, and both will be administered by the U.S. Department of Labor's Employment and Training Administration. The grants will target Native Americans, women, at-risk youth and farm workers.

State Labor Market Information Improvement Grants, totaling $48.8 million, will help create strategies to connect job seekers with green job banks and assist workers with finding employment after they complete training.

Green Capacity Building Grants, totaling $5.8 million, will increase the training capacity of 62 current Labor Department grant recipients through a variety of strategies, and will offer training opportunities to help individuals acquire jobs in expanding green industries.

Grantees will be able to employ strategies that enable job seekers to connect with green job banks and help ensure that workers find employment after completing training. The department issued 30 awards ranging from about $763,000 to $4 million to state workforce agencies to utilize data for workforce development strategies. Multiple state workforce agencies partnering as a consortium will use this program to gather information that is likely to have a regional, multi-state or national impact.

The grants are part of a larger Recovery Act initiative - totaling $500 million - for green jobs training grants designed to promote economic growth. The Labor Department expects to release funding for an additional three green grant award categories over the next several months.

"Today's announcement is part of the administration's long-term commitment to fostering both immediate economic growth and a clean energy future. It's an investment that will help American workers do well while doing good," said Secretary of Labor Hilda L. Solis. “These grants provide an immediate return, and they are part of a larger green initiative that will help lead to increased job placements and promote economic growth."

Anti-Discrimination

Recently, a federal court released a rule that requires employers be more vigilant about seemingly “casual” negative remarks in the workplace.

This case heard by the 9th Circuit Court of Appeals emphasize that supervisors and even coworkers should not ask questions about employee’s religion, national ancestry or country of origin. Employers also should not make derogatory remarks about religions. It is important for an employer to conduct anti-discrimination training for all managers. This is emphasized in the report.

In EEOC v. Go Daddy Software Inc. the court ruled two passing remarks, more than a year apart, by two different supervisors, were enough to show a pattern of illegal discrimination against a religious employee. The Equal Employment Opportunity Commission (EEOC) alleged discrimination based on religion and national ancestry.

Youseff Bouamama was a Muslim born in Morocco. He was hired by the company in late September, 2001. Just because he spoke French to a customer, he was quizzed by the manager. Shortly after the 911 terrorist attacks on New York, the supervisor also made comments to the effect that Muslims needed to die. Because of such incident, the jury ruled that Bouamama was the victim of illegal discrimination. He was also found terminated as retaliation when he complained of this discrimination to HR.

DOL announces grant exceeding $394,000 to assist workers affected by boat manufacturer layoffs in Maine

On Nov. 9, the U.S. Department of Labor (DOL) announced a $394,617 grant to assist about 60 workers affected by layoffs at The Hinckley Co., a leading producer of pleasure boats and yachts, in Trenton, Maine .

The grant was awarded to the Maine Department of Labor, and will be operated by the Eastern Maine Development Corp. to provide affected workers with access to dislocated worker services. Those layoffs at The Hinckley Co., taking place between October 2008 and June 2009, will receive various services, such as individualized career assessments and planning services, recruitment, case management, job skills training, basic computer skills training and job placement.

"This grant will provide the retraining and job search assistance necessary for these Mainers to enter new careers in promising regional industries," said Secretary of Labor Hilda L. Solis.

The grant will be funded by resources made available for National Emergency Grants under the American Recovery and Reinvestment Act of 2009.

Department of Labor Target Employers Who Violate Wage and Hour Laws

The U.S. Department of Labor is targeting employers who violate wage and hour laws in spite of a recent ruling in the 9th U.S. Circuit Court of Appeals.

Recently, the federal Department of Labor has filed several class action suits against employers who require or permit employees to work “off the clock”. Permitting employees to work while on unpaid meal breaks or permitting employees to do something unpaid after hours and on weekends is all included in violations.

The Fair Labor Standards Act (FLSA) permits the government to file collective actions on behalf of a group of employees in a similar situation. Generally, employers are liable for two years of back bay and three years in the case of willful violations. The 9th Circuit Court of appeals rules that an employee can join a collective action only if he or she files written consent with the court at the time the action is brought.

Under the FLSA and various state minimum wage laws, all the time employee works must get paid, including time the employee “voluntarily” works, in excess of his or her scheduled shifts. The FLSA also requires employees to be paid overtime, usually after working 40 hours in the payroll week. If the employee volunteers to work overtime, he or she must be compensated at a rate of 1.5 times the employee’s average wage.

New GINA Law Goes into Effect November 21st, 2009

Effective November 21 2009, the new GINA (The Genetic Information Nondiscrimination Act) regulations will goes into effect, mandated by the Equal Employment Opportunity Commission (EEOC). In order to comply with new requirements, all covered businesses must have a new GINA poster displayed in a workplace common area where all employees can see it.

GINA, signed into law by George W. Bush on May 21st 2008, protects insurance policy holders and employees from discrimination on the basis of genetic information. New GINA requirements apply to private, state, and local government employers with 15 or more employees. Labor unions, employment agencies, joint labor-management training programs, as well as Congress and federal executive branch agencies must also comply with GINA requirements.

The GINA prohibition on gathering genetic information includes taking information on an employee’s family medical history – especially hereditary illnesses like heart disease, breast cancer, diabetes, arthritis, Alzheimer’s, and other inherited conditions. GINA makes it illegal for employers to use an employee's genetic information when making employment decisions such as hiring, firing, promotions, or any other terms of employment. Employers are also forbidden from inquiring whether members of the employee’s family have heritable diseases. Even if the employee volunteers such information in casual conversation, the employer is prohibited from considering it when making employment decisions.

New Federal Posting Requirement - GINA Poster

Employers are required to display a new federal poster, GINA poster. The GINA poster must be displayed in workplace where all employees can see. That is effective on November 21, 2009. The new federal posting requirement applies to virtually every employer, even if they never engage in genetic testing.

Under GINA (Genetic Information Nondisclosure Act of 2008), employers are prohibited from gathering information on an employee’s genetic makeup. Employers are also not allowed to considering an employee’s genetic information in making employment decisions.

Based on genetic information, health insurance providers cannot discriminate against consumers. The GINA prohibition on gathering genetic information also includes taking information on an employee’s family medical history.

GINA covers depression, schizophrenia, and bipolar disorder and other kinds of metal health conditions. One of the concerns is that employees will forgo genetic t4esting because they fear discrimination in the workplace, or from health insurance companies. Employers are also prohibited from gathering an employee’s family medical history in more traditional ways under the GINA law.

Every employer covered by Title VII of the Civil Rights Act of 1964 must display a GINA poster in the workplace. Generally speaking, that is every employer with 15 or more workers, including businesses and non-profits. GINA poster is also required to display in state and local governments, unions, labor organizations, employment agencies and the federal government.

New Massachusetts Independent Contractor Rules

Employers need to be aware that the state of Massachusetts recently increased the penalties for those who misclassify employees as independent contractors.

Somers v. Converged Access explains that, the Massachusetts Supreme Judicial Court rules that the independent contractor law is a strict liability statute. This means that the employer’s intent in misclassifying a worker is irrelevant. Therefore, if the worker had been correctly classified as an employee, he was entitled to compensation for wages, overtime and benefits that he would have received. Besides, the employee was permitted to keep the $65 per hour that the company paid him as an independent contractor.

The employee could get paid from the Massachusetts company for benefits including vacation and holiday pay. In addition, the company was ordered to pay the employee overtime at a rate of 1.5 times the worker’s 65% per hour wage.

The Massachusetts defines more strictly the independent contractor than federal independent contractor regulations. He is free of any control and direction in connection with work performance, both in fact and under the contract. He performs a service outside the usual course of business of the employer. He is customarily engaged in an independently established trade, occupation or business. If the worker does not meet all these conditions, he or she is not an independent contractor but an employee.

3 New Illinois Laws Release

Recently there are three new employment bills signing into law by Illinois Governor Pat Quinn. The laws address wage discrimination at the state level and increase the rights of victims of domestic abuse.

The first law is Expanded Leave Rights.
Illinois Victims Economic Security and Safety Act has an amendment which requires employers to extend unpaid, job-protected leave to victims of domestic violence or sexual violence. The new law will be effective August 24, 2009.

Under the new law, employers with 50 or more workers must provide up to 12 weeks of FMLA-type leave to employees who are victims of rape, sexual assault or another type of sexual violence, and the law requires employers with 15 to 49 employees to provide 8 weeks of unpaid leave. Employers must also extend the same benefits to victims of domestic violence of any kind.

The second law is New Illinois Discrimination Law.
Under a new Illinois discrimination law, victims of stalkers, domestic violence and other crimes are protected from employment discrimination. The amendment to the Illinois Human Rights Act prohibits the employer from discriminating against an employee who is protected by an order of protection or a similar order issued in anther state. This law goes into effect on January 1, 2010.

Under the law, the employer cannot make employment decisions based entirely or in part on whether a worker is shielded by an order of protection.

The third one is Illinois Ledbetter Equal Pay Act.
In the final law, the state enacted protections against discrimination in pay similar to the federal Lilly Ledbetter Act. Under that law, when pay discrimination exists, each paycheck resets the statute of limitations in filing a discrimination claim under the Illinois Equal Pay Act. This law became effective on August 14, 2009.

DOL announced $3.3 million grant to assist workers in Massachusetts affected by layoffs

On Sep 22, the U.S. Department of Labor announced a $3,319,718 grant to assist about 600 laid off workers at nine Massachusetts companies with training and employment services.

Impacted workers , who lost their jobs between November 2008 and October 2009, are from ACT Electronics Inc., Altus Pharmaceuticals Inc., Bose Corp., DHL, EMC Corp., Sepracor Inc., Snap-on Inc., Staples Inc. and Taylor Corp., in information, manufacturing, retail and transportation industries.

The grant was awarded to the Massachusetts Department of Workforce Development, and will be operated by Employment and Training Resources. It will provide the impacted workers with access to dislocated worker services, which may include skills assessment, basic skills training, individual career counseling and occupational skills training.

$1,906,964 of the $3,319,718 will be released initially. Additional funding up to the amount approved will be made available as the state demonstrates a continued need for assistance.

"This grant will ensure that affected workers across Massachusetts have access to high-quality re-training and re-employment services, which are crucial both to shaping the future career success of individuals and to spurring the state's growing industries," said Secretary of Labor Hilda L. Solis.