Which federal posters are required for my company?
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.
Do I need to replace labor law posters every year?
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
Do we need to post labor law posters in Spanish?
The simple answer is: it depends on the state or issuing agency, and even on the specific posting. Read More.
How do we display employment law posters for remote employees?
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.
Do we need to display employment law posters for job applicants?
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.
How do we display employment law posters for online job applicants?
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.
Is there a specific place to display employment law posters for employees?
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.
Can I be fined if I do not display employment law posters?
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.
How can I tell whether my employment law posters are compliant?
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:
Locate the QR code on the poster (usually near the bottom)
Scan the QR code with your mobile device
The scan will instantly inform you whether the poster is compliant
How do I develop a Request for Proposal for labor law poster vendors?
In 3 easy steps you can build a better RFP so that you receive the proposal responses you need! Read more.
Who are the top labor law poster vendors?
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.
One of my locations received a message (via mail, email, call, etc.) requesting payment/information regarding our compliance program. Is this a scam?
If your locations receive the following, it is a scam:
Invoice for labor law posters
Non-compliance warning messages
Suspicious phone calls requesting information or billing
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.
Wage and Hour
What’s the difference between minimum wage, prevailing wage, and living wage?
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 tothe rate of pay contractors and vendors must offer their employees when doing business with a government agency.
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.
Are minimum wage increases really affecting the economy?
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.
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.
Can employers use video surveillance to monitor workers?
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.
Can employees record video or audio in the workplace?
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.
How do I develop a social media policy that meets NLRB standards?
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.
What can employees discuss at work?
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.