Employers too often overlook their obligations to post updated labor law posters in the workplace. Requirements of employers to display compliance posters in places where employees congregate or can easily reference depend on various factors such as size and nature of the business. Failure to follow these requirements may bring about heavy fines and penalties by the government agencies, including the U.S. Department of Labor, if violation and non compliance of labor laws are found during inspections.
Labor law posters are available in many formats. These posters have been designed as a way to help the millions of Americans employed in different organizations become aware of the many rights and regulations that favor employees. Labor Law posters, like safety posters, are often ignored or overlooked by employees. These posters provide protection from employer exploitation and enable employees to understand their rights under the law. Labor Law posters help both the employer and employee by providing up-to-date information about Compliance. The following lists are examples of some of the compliance topics posted:
I. Texas Labor Law Postings
- OIEC Posting
- Payday Notice
- Child Labor Laws
- Employer Notification of Ombudsman Program
- Workers' Compensation in Texas
- Equal Employment Opportunity in Texas
- Workers Compensation (Non-Coverage)
- Emergency Phone Numbers
II. Federal Labor Law Postings
- Equal Employment Opportunity is the Law (EEOC) Posting - Includes New GINA Posting
- Federal Minimum Wage
- Family and Medical Leave Act (FMLA)
- Occupational Safety and Health Act (OSHA Posting)
- Employee Polygraph Notice
- USERRA - Your Rights Under USERRA
Reduce unnecessary liability to your company, and avoid costly fines. Prevent work place related law suits by informing your employees of the importance of the Safety and Labor Law Posters.
To speak to an employment law attorney about effective company policies regarding the compliance of posters in your workplace, contact the employment lawyers at Clouse Dunn Khoshbin LLP at [email protected].
