Breaking Down Labor Law Posters
Here's a list of required labor law posters. Project managers should check with their human resources department for additional information and any requirements that are relevant to each state.
Family Medical Leave Act - This act created in 1993, allows for eligible employees to take up to twelve weeks of unpaid leave for illness, family illness, birth of a baby, and family members of active military. Keep in mind that to protect the employer, an employee must have worked at least twelve consecutive months and be full-time to be eligible. Employers are also allowed to request the employee use all accumulated personal, sick, and vacation days as part of the twelve week leave.
Military Leave - The military leave act applies to employees in the armed forces such as the national guard. If an employee is called to service, their position within the company must be safe.
Equal Opportunity - This poster discusses a few points. First, it must clearly state that you are an equal opportunity employer and do not discriminate against anyone because of race, gender, disability, religion or sexual preference. Second, it discusses in detail discrimination policies and sexual harassment.
Safety & Health in the Workplace - This poster includes not only the company's promise to have a safe workplace but also explains employee's rights to file a workman's compensation claim and how to do it.
Fair Labor Standards Act - This act requires every employer to post the current minimum wage. Some states have implemented higher hourly wages than the federal government's standard. Check with your human resources department to ensure you are in compliance.
Wages and Hourly Work - This poster discusses employment issues such as what is considered full time, child labor laws, and wage and hour laws specific to your state. Your local department of labor can supply you with this required poster.
Whistle blower & Non-Retaliation Protection - The federal government has implemented this law in case an employee has found discrepancies, illegal or other issues, in the workplace that he or she feels need to be brought to the attention of an outside source.