There are several important things employers should know about labor law posters. This is not a one-time task but constant compliance. Failure to meet the right specifications may result in penalties and subsequent fines. Read on to learn about the most important things related to labor law posters.
REQUIREMENTS
All employers, employment agencies, labor organizations, and joint labor-management committees covered under the subchapter are required to post labor law notices for employees, members described in the applicable provisions of the chapter, and job applicants to see. These notices should be up-to-date and accessible to all those it covers. All companies are required to post Federal, State, and OSHA (Occupational Safety and Health Administration) mandatory postings.
BENEFITS
Compliance with mandatory labor law postings is beneficial not just for the employees but also for supervisors, managers, and the overall business. Labor law posters provide employees with constant reinforcement of what is expected of them and their employers. Compliant employees ensure that penalty fees are avoided. It also benefits employees by protecting them from injury, harassment, and discrimination. As for supervisors, it serves as a reminder to always uphold the law. Take note that the lack of required labor law posters can have a negative effect on the company as it can be used against you in case of a cause of action.
SPECIFICATIONS
In general, Federal, State, and OSHA required posting should be 8 ½”x14” with text size 10pt and higher, with Heading text no less than 36pt, and the entire poster in a specific color. Take note to use the proper size, font size, and colors when seeking compliance with required labor law postings.
LOCATIONS
Employers should make sure that the right labor law posters are put up in places where all employees can see them. Further measures to protect the notices may also be necessary so as not to deface, alter, or hide the material from full view. In a multi-level facility, postings should be in multiple locations on all floors. Further, other required posters such as EPPA, EEO, and FMLA posters should be seen by applicants.
PLACING ON OFF-SITE LOCATIONS
In the case of employees who are on off-site locations, employers should put up notices where employees report each day. This covers employees in construction, communications, transportation, agriculture, sanitary, electric, and gas services. Technicians, engineers, longshoremen, traveling salesmen, and other off-site employees should have access to up-to-date labor law postings wherever they operate.
LANGUAGE
In a workplace where the employees are not proficient in English, the employer is required to post the notice in the mother tongue of the employee. Just like other labor law posters, this should be placed in a prominent place where both employees and applicants can see it.
FREQUENCY
As aforementioned, labor law postings should be up-to-date. This does not mean changing posters every year. However, changes to the legislative and regulatory statute of State, Federal, and OSHA agencies should be posted. For hassle-free updating of labor law posters, Labor Law Compliance Center has a Replacement Program. This ensures that your OSHA, Federal, and State postings you subscribe for are updated in a span of 1, 2, and three years, depending on your subscription. This eliminates the hassle of incurring fines, maintaining your compliance, and saving you time. Check out the program at https://www.laborlawcc.com/.
FINES/PENALTIES
Various agencies impose posting fines and penalties. A civil penalty may incur $100 to $7,000 fines depending on the violation. Violations of Fair Labor Standards may rise to $10,00 while willful violations can go as high as $70,000. Note that these penalties are per violation. Further court actions and civil penalties may incur from failing to post current labor law notices. No alterations should be found on current labor law posters. If there are changes such as the minimum wage, the posting should be replaced with a new one that includes the new legislation.