Various state and federal agencies require employers to post information for employees. Workplace poster requirements vary based on employer size, employer location and type of business. All employers should review applicable laws to make sure they are providing required information to employees.
The Department of Labor has an interactive tool that employers may use to determine the poster requirements that are applicable to the employer’s organization. The tool can be accessed here.
A summary of posting requirements (from the DOL website) is reproduced below. Click here for more details.
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POSTER |
WHO MUST POST |
|
Job Safety and Health Protection |
Private employers engaged in a business affecting commerce. Does not apply to federal, state or political subdivisions of states. |
|
Equal Employment Opportunity is the Law |
Entities holding federal contracts or subcontracts or federally assisted construction contracts of $10,000 or more; 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. |
| Fair Labor Standards Act: -Minimum wage poster -Wage and Hour Division |
Every private, federal, state and local government employer employing any employee subject to the FLSA. |
| Employee Right for Workers with Disabilities/Special Minimum Wage |
Every employer having workers employed under special minimum wage certificates authorized by the FLSA. |
|
Your Rights Under the Family and Medical Leave Act |
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. |
|
Uniformed Services Employment and Reemployment Rights Act |
The full text of the notice must be provided by each employer to persons entitled to rights and benefits under USERRA. |
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Notice to All Employees Working on Federal or Federal Financed Construction Projects |
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 certain regulations. |
| Notice to Employees Working on Government Contracts |
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. |
| Displaced Employee Rights on Successor Contracts |
All contractors and subcontractors awarded a federal service contract to provide the same or similar services at the same location must, in most circumstances, offer employment to the predecessor contractor's employees in positions for which they are qualified. Successor contractors are allowed to reduce the size of the workforce and to give first preference to certain of their current employees. |
| Notice: Employee Polygraph Protection Act |
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. |
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Notice: Migrant and Seasonal Agricultural Worker Protection Act |
Agricultural employers, agricultural associations and farm labor contractors. |
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Federal contractors and subcontractors must post the employee notice conspicuously in and around their plants and offices so that it is prominent and readily seen by employees. In particular, contractors and subcontractors must post the notice where other notices to employees about their jobs are posted. Additionally, federal contractors and subcontractors who post notices to employees electronically must also post the required notice electronically via a link to the OLMS website. When posting electronically, the link to the notice must be placed where the contractor customarily places other electronic notices to employees about their jobs. The link can be no less prominent than other employee notices. Electronic posting cannot be used as a substitute for physical posting. Where a significant portion of a federal contractor's or subcontractor's workforce is not proficient in English, they must provide the employee notice in languages spoken by employees. OLMS will provide translations of the employee notice that can be used to comply with the physical and electronic posting requirements. |
