What?

This poster reflects the minimum wage, overtime pay, and child labor standards under the Fair Labor Standards Act (FLSA). 

Who?

Every private, federal, state and local government employer employing any employee subject to the FLSA, 29 USC 211, 29 CFR 516.4 posting of notices.

Needed on projects where Davis-Bacon rates do not apply per 29 USC Chapter 8; 29 CFR 516.4 posting of notices.

Posting and Notice Requirements

• Must be displayed in a conspicuous place in all of their establishments so as to permit employees to access and read it
• Available in Spanish, Chinese, and other languages, but there is no language requirement other than English
• Any employer of employees to whom section 7 of the FLSA does not apply may alter or modify the poster legibly to show that the overtime provisions do not apply; for example: Overtime Provisions Not Applicable to Taxicab Drivers (section 13(b)(17).

Additional Notes

The poster was updated in June 2023 as a result of the Provide Urgent Maternal Protections for Nursing Mothers Act (PUMP).

What?

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the job rights of ‘uniform’ employees who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA prohibits employers from discriminating against past and present members of the uniformed services as well as applicants to the uniformed services. For example, USERRA requires that a person reemployed under its provisions be given credit for any months and hours of service he or she would have been employed but for the USERRA-covered service in determining eligibility for Family and Medical Leave Act (FMLA) leave. 

Who?

Required for all employers in the U.S.

Posting and Notice Requirements

• The full text of the notice must be provided by each employer to persons entitled to rights and benefits under USERRA
• There are no citations or penalties for failure to notify; however, an individual could ask the U.S. Department of Labor to investigate and seek compliance, or file a private enforcement action to require the employer to provide the notice to employees
• Employers are free to provide the notice in other ways that will minimize costs while ensuring that the full text of the notice is provided (e.g., by distributing the notice by direct handling, mailing, or email)

What?

The Equal Employment Opportunity Commission (EEOC) poster notice describes federal laws prohibiting job discrimination based on race, color, sex (including pregnancy and related conditions, sexual orientation, or gender identity), national origin, religion, age (40 and older), disability or genetic information. Retaliation for filing a charge, reasonably opposing discrimination, or participating in a discrimination lawsuit, investigation or proceeding.

Who?

Required for employers with 15 or more employees.

Posting and Notice Requirements

• Display in a conspicuous location in the workplace where posters to employees and job applicants are customarily displayed 
• Available in Spanish, Arabic, and Chinese, but posting of the notice in languages other than English is not required.
• Physical versions must be visible and accessible to applicants and employees with disabilities that limit mobility
• Notices can be recorded on an audio file, provided in an electronic format that can be utilized by screen-reading technology or read to applicants or employees with disabilities that limit seeing or reading ability
• Employers are encouraged to post the electronic notice on their web sites in a conspicuous location. However, electronic posting does not fulfill the obligation to physically post the required information
• Electronic versions may be required in addition to physical posting for certain situations (e.g., for telecommuters)

Additional Notes

The new poster was released in October 2022 and again in June 2023. It replaced the EEO is the Law and EEO supplement posters.

What?

The FMLA poster displays the rights of employees to take job[1]protected leave for qualifying events and explains the provisions of the FMLA. It also provides information for employees how to file a complaint with the Wage and Hour division.

Who?

Required for all employers with 50 or more employees.

Posting and Notice Requirements

• The poster must be displayed in a conspicuous place where employees and job applicants for employment can see it
• Where the employer’s workforce is comprised of a significant portion of workers who are not literate in English, the employer is required to provide the notice in a language in which the employees are literate
• Electronic posting is permitted as long as it meets all of the posting requirements

Additional Notes

Though the poster was updated in April 2023, previous versions — from February 2023 and April 2016 —are still compliant. (The 2023 version is shown here.)

What?

The Employment Polygraph Protection Act provides that employees have the right not to be subjected to lie detector tests regarding employment opportunities, with certain exceptions. Employees have the right to file a lawsuit for any EPPA violations.

Who?

Any employer engaged in or affecting commerce or in the production of goods for commerce. Does not apply to federal, state and local governments, or to circumstances covered by the national defense and security exemption. Foreign corporations operating in the U.S. must comply or will result in penalties for failing to post.

Posting and Notice Requirements

• Must be posted in a prominent and conspicuous place in every establishment of the employer where it can readily be observed by employees and job applicants
• This poster is only required to be posted in English
• There is no size requirement for this poster
• The February 2022 revision of the Employee Polygraph Protection Act must be posted

What?

The E-Verify program is intended to prevent illegal aliens from obtaining employment illegally in the U.S. The E-Verify notice informs employees and applicants that their current or prospective employer participates in the E-Verify program.

Who?

Private and public employers in states where participation in the E-Verify is mandated.

All federal contractors with the FAR E-Verify and subcontractors with a subcontract value of more than $3,500 on work performed in the U.S. (subcontractors who are only suppliers, however, are not subject to the E-Verify Federal contractor rule).

Posting and Notice Requirements

• Must be displayed in a location that is clearly visible to any employees and job applicants who will have their employment eligibility verified with E-Verify
• The English/Spanish combined language poster must be displayed by participating employers
• E-Verify is a voluntary program for most employers, but mandatory for some (Learn More)

What?

The Right to Work law guarantees that no worker must join a union or other trade organization as a condition of employment. Section 14(b) of the Taft-Hartley Act affirms the right of states to enact Right to Work laws. The Right to Work notice informs employees and applicants of their rights under federal law.

Who?

Private and public employers in states where participation in the E-Verify is mandated. All federal contractors with the FAR E-Verify and subcontractors with a subcontract value of more than $3,500 on work performed in the United States (subcontractors who are only suppliers, however, are not subject to the E-Verify Federal contractor rule).

Posting and Notice Requirements

• Must be displayed in a location that is clearly visible to any employees and job applicants who will have their employment eligibility verified with E-Verify
• Must be displayed in English and Spanish by participating employers