FAQs
You’ve asked, and we’ve listened! We’ve compiled a list of the most frequently asked questions and provided answers below.
You’ve asked, and we’ve listened! We’ve compiled a list of the most frequently asked questions and provided answers below.
The Federal Labor Law Posting Guide is ideal for Human Resources and Compliance professionals in all industries who want to easily understand federal postings and their requirements. Download it here.
While some states require yearly mandatory updates, not every state does. Regardless, employers in the U.S. are required to display the most current federal, state and municipal (city/county) labor law postings. Read More
The simple answer is: it depends on the state or issuing agency, and even on the specific posting. Read More.
Remote employees are required by law to have access to all postings pertaining to their employment.
You can send the employees a set of posters to these employees, or provide them electronically.
GovDocs Intranet Poster Program provides 24/7 access to the most current labor law postings via your intranet. It is an accessible, simple and secure way to ensure compliance for all employees, including those working in remote locations.
Yes, the Equal Employment Opportunity is the Law (EEO), Family and Medical Leave Act (FMLA) and Employee Polygraph Protection Act (EPPA) notices must be displayed for all job applicants and employees. Learn more here.
U.S. Department of Labor recommends employers place a notice on their job website stating: “Applicants have rights under Federal Employment Laws” along with three links to the Family and Medical Leave Act (FMLA), Equal Employment Opportunity (EEO) and Employee Polygraph Protection Act (EPPA) postings.
There is no required spot, but it is recommended that posters be displayed in a common area, such as a break room, conference room, employee lounge, etc. Learn more about labor law poster display here.
Yes, you can be fined if you do not display employment law posters. Each poster has its own set of rules and fines. You can view the fines for each poster here.
All GovDocs employment law posters have QR codes, which can be scanned to determine whether a poster is compliant. Take these three steps to ensure compliance:
In 3 easy steps you can build a better RFP so that you receive the proposal responses you need! Read more.
When you’re ready to outsource your labor law poster compliance program, you’ll want to compare vendors. But where do you start? If you simply “google” compliance poster vendor or a similar search term, you’ll encounter more than 21 million search results. That’s an overwhelming amount of information to sift through. Read More.
If your locations receive the following, it is a scam:
This occurs often as a direct mail marketing effort from Labor Law Poster Vendors as a way to scare the recipient into making a purchase for fear of being non-compliant.
Any messages your locations receive aside from the poster updates GovDocs sends as a party of the GovDocs Update Program and those that your company requests due to loss, damage, NSO kits, etc., can be ignored. Additionally, GovDocs will never call, send an invoice, or mailing asking for purchase directly from the individual locations due to the GovDocs partnership and billing agreement.
Learn more about the different types of labor law poster vendor scare tactics here.
Minimum wage is the most widely recognized term in the realm of employee compensation. It is the lowest hourly wage an employer can pay an employee for work.
Prevailing wage typically refers to the rate of pay contractors and vendors must offer their employees when doing business with a government agency.
Living wage is the lowest wage at which the wage earner and his or her family can afford the most basic costs of living.
Employee compensation is a sensitive subject, one that many employers would like to keep secret. Can an employer in the U.S. create a company policy that prohibits employees from discussing pay rate and salary levels with other employees or (gasp) on social media? Read More.
In 2014, the Congressional Budget Office (CBO) estimated that an increase to the federal minimum wage would eliminate up to one million jobs in the U.S., with a loss of 500,000 jobs being the CBO’s “central estimate”. Read More.
Quoting the Director of the White House Domestic Policy Council, Cecilia Muñoz, a New York Times article indicated that President Obama will issue an executive order to expand coverage of overtime pay to some salaried workers under the Fair Labor Standards Act (FLSA). Read More.
The Department of Labor (DOL) states that when a state law requires a higher minimum wage, that higher standard applies.
However, when it comes to county and city, these depend on the state, opt-out laws and preemption laws. Download the GovDocs City & County Minimum Wage Rate Guide to understand how these laws apply to your locations.
Teamsters Local 743 in Chicago, IL filed a complaint with the National Labor Relations Board (NLRB) stating that as of June 2014, WaterSaver Faucet Co. has unfairly disciplined 19 of its employees for ‘excessive use’ of bathrooms. Read More.
With more than half (55 percent) of employers surveyed by the American Management Association already using video monitoring, employers should understand the legal limits on video surveillance in the workplace and on workers’ expectations of privacy. Read More.
With the advent of smart phones, employees now have the means to record conversations and workplace environments, but can employers legally restrict workers from recording on the job? Read More.
The National Labor Relations Board has ruled against dozens of employers for wrongfully terminating employees over social media usage. They also have helped define what an NLRB-approved social media policy looks like – one that covers an employer’s need to provide internal guidelines to workers but without being overbroad. Read More.
Policies prohibiting employees from discussing wages, benefits and working conditions with their co-workers, either written in an employee handbook or implied by management, are in violation of the National Labor Relations Act.
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