You might know the basics when it comes to labor law postings. Display them in a conspicuous place. Make sure they’re updated. Job applicants must be able to see them… But there are many complexities that can leave you scratching your head. Learn more about the intricacies of labor law posting compliance with 7 Facts You May Not Know About Labor Law Postings.
Up-to-Date Postings May Not Be Correct
For years, Connecticut has had a minimum wage rate above the federal level. But until July 2020, the state hadn’t updated its minimum wage posting since 2017.
Just because your posting is technically up to date doesn’t mean it necessarily reflects the latest laws.
Labor law postings are but one level of employment law compliance. Employers should always stay on top of the latest laws regarding minimum wage, paid leave, predictive scheduling, equal pay, etc.
Some You Must Complete Yourself
Not all postings come ready to display on the wall. Some require employers to fill out certain sections, which are related to various items employees need to know, including:
- Internal company contacts
- Medical information
- Local emergency phone numbers
More than 35 states issue fill-in-the-blank postings.
Postings in non-English Languages
You might know about labor law postings in Spanish, the second-most spoken language in the U.S. with an estimated 41 million Americans who speak it.
But many jurisdictions require postings in multiple languages. Washington, D.C., for example, has a posting currently required to be displayed in seven languages.
Check Your Industry
Industry-specific postings may be somewhat common. After all, everything from construction to clerical industries have them.
But in New York, the state is aggressive with such postings, including:
- Farm workers
- Building services
- Nail workers
Then there’s hospitality, which gets separated between fast food, service and food service.
Employers should be sure to understand how their industry affects required labor law postings.
Sacramento Going Solo
Keeping up with labor law postings at the city, county, state and federal levels can prove challenging.
One place where it’s less of a burden? Sacramento, Calif., where the only posting GovDocs carries is the Sacramento Sexual Orientation Discrimination posting.
While we saw Connecticut delay an updated minimum wage posting, governments have moved quickly during the coronavirus pandemic.
Many jurisdictions have passed new paid leave laws, or updated existing legislation, to cover COVID-19. In many cases, that means new labor law postings.
Even those laws that expire at the end of 2020 may require employers to display the associated or updated posting.
Employers with federal contracts know they need to display the E-Verify posting.
Several states also require it, and some states have other rules about when it should be posted. Oh, and the city of Fremont, Neb., also requires it to be displayed.
The number of required labor law postings has risen steadily over the past few years. Over the past three years alone, there have been nearly 500 updated state postings.
Additional focus on employee rights has prompted many of the changes. But as we can see here, there are plenty of challenges that come with maintaining a strong posting compliance program.