Michigan Updates Required Health & Safety Notice

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Michigan has updated its Safety and Health Protection on the Job notice, which is required for all Michigan businesses to display.

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The revised Michigan Safety & Health Protection on the Job notice informs workers that their employers must now notify the Michigan Department of Licensing and Regulatory Affairs within 24 hours of any work-related inpatient hospitalization, amputation, or loss of an eye.

The revised version includes an updated consultation phone number.

Michigan Safety and Health Protection Posting Requirements

The revised Michigan Safety & Health Protection on the Job notice is required for all Michigan employers to display. The notice is part of the GovDocs Michigan Posting Compliance Package with other postings required for Michigan businesses:

  • Unemployment Insurance
  • Minimum Wage Law
  • Youth Employment Standards Act
  • Safety & Health Protection on the Job
  • Civil Rights Law Prohibits Discrimination
  • Right To Know – MSDS
  • Right To Know – MSDS (New or Revised)
  • Whistleblowers’ Protection Act
  • No Smoking

Subscribers to this blog can save an additional 20% on all compliance poster purchases by using coupon code BLOG20 at check out.

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Delaware Passes Law Protecting Employee and Applicant Social Media Accounts

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Oregon Bans Criminal-Record Questions for Applicants

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Oregon enacted a measure to “ban the box” by prohibiting employers from asking a job applicant about any criminal convictions on an employment application or before an initial interview.

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Beginning January 1, 2016, employers in Oregon will have to save their questions about candidates’ criminal records until the job interview.

Although Oregon’s new ban the box law (HB 3025) makes it illegal to use job applications or other pre-interview screening tools to eliminate candidates based on criminal records, the law allows employers to ask questions about criminal convictions during interviews, a time when the applicant can offer an explanation.

The law includes exemptions for employers who are subject to federal, state or local laws that require the consideration of an applicant’s criminal history, for example in law enforcement or a criminal justice agency, applications can ask about the applicant’s criminal background.

Statewide enactments of Ban the Box were made in Georgia, Hawaii, Massachusetts, Minnesota, New Jersey, and Rhode Island. The cities of Seattle, Washington; Buffalo, New York; Philadelphia, Pennsylvania; and Newark, New Jersey have all enacted some form of Ban the Box legislation as well.

Oregon Ban the Box Posting Requirement

GovDocs Compliance Research Counsel, Anne Jakala, Esq., said the law will require monitoring for a posting requirement.

“Other States and Cities with similar ban the box laws also have corresponding postings that employers must display. However, the Oregon legislation does not have an explicit requirement for posting a workplace notice. GovDocs will clarify with the State.” – Anne Jakala, Esq.

For more information on Ban the Box, check here.

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West Virginia: New Wage Payment and Collection Posting

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West Virginia released updates to its Wage Payment and Collection Act which are required for all workplaces effective June 11, 2015.

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West Virginia recently amended the West Virginia Wage Payment and Collection Act (WPCA) which establishes when and how often wages must be paid, making it comparable to similar statutes in other states. The new amendments:

  • Give employers the opportunity to supply newly released employees with their final paycheck on or before the next regularly scheduled payday versus the previous deadline of 72 hours.
  • Reduced the amount of damages an employee is able to receive when they do not receive their final paycheck within the required timeframe, from three times to two times the unpaid amount.
  • Changed the frequency employers in West Virginia need to pay their employees. Employers are now required to pay their employees at least twice every month, with no more than 19 days between paydays.

There were no changes to the time requirements for employees who quit, are suspended as part of a labor dispute, or are laid off.

According to GovDocs Compliance Research Counsel, Anne Jakala, Esq., employers must display the updated posting in a conspicuous location. The new posting is included as part of the West Virginia Poster Compliance Package, which contains workplace postings required for West Virginia employers:

  • Unemployment Benefits
  • Notice to Employees (Workers’ Compensation)
  • Minimum Wage
  • NOTICE: The West Virginia Human Rights Act (Discrimination)
  • Wage Payment and Collection
  • Parental Leave
  • H. B. 4140 Meal Breaks Poster
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