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State Posters only, Federal/State combination sets and annual service. An annual service
EEOC: U.S. Equal Employment Opportunity Commission FLSA: Fair Labor Standards Act
Equal Employment Opportunity is EMPLOYEE RIGHTS
THE LAW is available for continuous legal monitoring and automatic poster replacements.
Private Employers, State and Local Governments, Educational Institutions, UNDER THE FAIR LABOR STANDARDS ACT
Employment Agencies and Labor Organizations
Applicants to and employees of most private employers, state and local governments, educational institutions, employment FEDERAL MINIMUM WAGE
agencies and labor organizations are protected under Federal law from discrimination on the following bases:
FEDERAL LABOR LAW POSTINGS Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, $7.25 PER HOUR
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color,
religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an BEGINNING JULY 24, 2009
OVERTIME PAY
EMPLOYER NOTE: Must be posted in a conspicuous place employee’s religious practices where the accommodation does not impose undue hardship. The law requires employers to display this poster where employees can readily see it.
DISABILITY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on
for convenient viewing by all employees and applicants. the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.
CHILD LABOR
employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations
EPPA: Employee Polygraph Protection Act of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm jobs declared
AGE
The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from
hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing,
discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other
EMPLOYEE RIGHTS aspects of employment. Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their
non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.
TIP CREDIT
employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their
SEX (WAGES)
minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal
prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended,
EMPLOYEE POLYGRAPH PROTECTION ACT equal skill, effort, and responsibility, under similar working conditions, in the same establishment. the minimum hourly wage, the employer must make up the difference. Fair Employment
<<< Scan for compliance verification.
GENETICS
NURSING MOTHERS
Child Labor
If you feel that you have been discriminated against, Comply
The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based
overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s
on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of
The Employee Polygraph Protection Act employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than
prohibits most private employers from using
Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation
any employee or job applicant to take a lie detector test, and from FL Revision Date: 03/19 of involvement in a workplace incident (theft, embezzlement, etc.) employees, or their family members. Florida Florida Department of This chart summarizes the child labor laws of the State of Florida and the Federal Fair Labor Standards Act (FLSA) PROHIBITS DISCRIMINACIÓN
a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the
employee to express breast milk.
of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants,
Child Labor Laws
The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage,
ENFORCEMENT
lie detector tests either for pre-employment
overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed FLORIDA LAW
LA LEY DE LA FLORIDA
screening or during the course of employment.
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates
RETALIATION
civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money
The State of Florida and the Federal Fair Labor Standards Act (FLSA)
in a discrimination proceeding, or otherwise opposes an unlawful employment practice. Business &
PROHIBE
penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed
for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be
Protecting the Health, Education and Welfare of Minors in the Workplace
Professional
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED
Regulation
There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your
The stricter provisions must be observed and are denoted by bold lettering. The federal law in italics.
State Labor Law Postings
doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging
PROHIBITIONS
behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly
when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free)
Employers are generally prohibited from requiring or requesting
workers who file a complaint or participate in any proceeding under the FLSA.
that resulted in economic loss to the employer.
Minors 14 & 15 – Under 14 years old MAY NOT WORK
Florida & FLSA: May not work during school hours (some exceptions
ADDITIONAL INFORMATION
BASED ON:
discharging, disciplining, or discriminating against an employee or
ATTENDANCE
SCHOOL
apply)
or any collective bargaining agreement which is more restrictive
www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information
Florida: May NOT work during school
hours unless they meet a criterion of the
BASADA EN:
• Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the
prospective employee for refusing to take a test or for exercising
other rights under the Act. The law does not preempt any provision of any State or local law Minimum Wage or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at Minors 16 & 17 • Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions. DISCRIMINATION RAZA, COLOR, RELIGIÓN, SEXO, ORIGEN NACIONAL,
about EEOC, including information about charge filing, is available at www.eeoc.gov.
Hour Restrictions listed below. FLSA: No
Commonwealth of Puerto Rico.
with respect to lie detector tests.
• Some state laws provide greater employee protections; employers must comply with both.
Employers Holding Federal Contracts or Subcontracts limitations.
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN,
PERMITS TO
EXAMINEE RIGHTS
Florida & FLSA: Not required, except the FLSA requires the employer to maintain date of birth information for all employees under
Federal, State and local governments are not affected by the law. Where polygraph tests are permitted, they are subject to numerous RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN WORK HOURS OF WORK, 19 years old. Florida: May work up to 30 hours per week. Florida: May work up to 15 hours per week. Not before 7 a.m. or DISABILITY, AGE, PREGNANCY OR MARITAL STATUS. LO QUE ESTÁ CUBIERTO BAJO LA LEY: ■ Who It’s For:
Applicants to and employees of companies with a Federal government contract or subcontract
EXEMPTIONS
• Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA.
are protected under Federal law from discrimination on the following bases:
INCAPACIDAD, EDAD, EMBARAZO, O ESTADO CIVIL.
It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum
strict standards concerning the conduct and length of the test.
after 7 p.m. and for no more than 3 hours a day on school days, when
WHEN SCHOOL
IS IN SESSION
a school day follows. May work up to 8 hours on Friday, Saturday,
certain private individuals engaged in national security-related activities. written notice before testing, the right to refuse or discontinue a test, Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, Not before 6:30 a.m. or later than 11 p.m. wage and overtime pay protections and correctly classified independent contractors are not. WHAT IS COVERED UNDER THE LAW:
and for no more than 8 hours a day when
Also, the law does not apply to tests given by the Federal Government to Examinees have a number of specific rights, including the right to a
• Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage
• EMPLEO
Sunday, and on nonschool days, when school days do not follow, until
The Act permits polygraph (a kind of lie detector) tests to be administered and the right not to have test results disclosed to unauthorized persons. and requires affirmative action to ensure equality of opportunity in all aspects of employment. school is scheduled the following day. On under special certificates issued by the Department of Labor. • EMPLOYMENT • LUGARES DE ACOMODO PÚBLICO
days when school does not follow, there are 9 p.m.
no hour restrictions.
INDIVIDUALS WITH DISABILITIES

in the private sector, subject to restrictions, to certain prospective
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of
FLSA: Daily maximum of 3 hours on school days, 8 hours nonschool
employees of security service firms (armored car, alarm, and guard), ENFORCEMENT Not disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. days; weekly maximum is 18 hours; not before 7 a.m. or after 7 p.m. Note: 1-866-487-9243 •RETALIATION AFTER FILING A CLAIM • ACCIÓN VENGATIVE DESPUES
FLSA: No limitations.
• PUBLIC ACCOMMODATIONS
Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an
and of pharmaceutical manufacturers, distributors and dispensers.
Application of both state and federal laws allows this age group to work
up to 8 hours on Saturday, Sunday and nonschool days, when school days
The Secretary of Labor may bring court actions to restrain to Employees
DE PRESENTAR UNA QUEJA
violations and assess civil penalties against violators. Employees
Minimum Wage in Florida
UNITED STATES DEPARTMENT OF LABOR
The Act also permits polygraph testing, subject to restrictions, of or job applicants may also bring their own court actions. ice otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires do not follow, until 7 p.m. WAGE AND HOUR DIVISION WH1088 REV 07/16 TTY: 1-877-889-5627 www.dol.gov/whd • STATE EMPLOYEE WHISTLE-BLOWER RETALIATION • ACCIÓN VENGATIVA EN CONTRA DE PRESENTAR UNA QUEJA
certain employees of private firms who are reasonably suspected
Florida: No limitations.
that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all
levels of employment, including the executive level.
Florida: May work up to 8 hours per day and up to 40 hours per week;
BAJO LA LEY DE "SOPLAÓN" (WHISTLE-BLOWER)
HOURS OF WORK,
WHEN SCHOOL
IS NOT IN SESSION
The law requires employers to display this poster where employees and job applicants can readily see it. DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE FLSA: May work up to 8 hours per day and up to 40 hours per week. Work ¡Si usted siente que ha sido discriminado,
may not work before 7 a.m. or after 9 p.m.
Note: Hazardous occupations still apply for
FLSA: No limitations.

MEDAL VETERANS
must be performed between 7 a.m. and 7 p.m.; from June 1 to Labor Day
The 2019 minimum wage in Florida is $8.46 per hour, effective January (summer vacation; minors. FMLA: Family and Medical Leave Act of 1993 (Only applies to certain employers – see note at bottom) visit our web site or call us!
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and
visite nuestra página web o llámenos!
may work until 9 p.m.
UNITED STATES DEPARTMENT OF LABOR employees, in addition to tips.
WAGE AND HOUR DIVISION 1, 2019, with a TTY: 1-877-889-5627 1-866-487-9243 minimum wage of at least $5.44 per hour for tipped winter, spring breaks) Florida: No more than 6 consecutive days in any one week. FLSA: No limitations. FLORIDA COMMISSION ON LA COMISIÓN DE RELACIONES
EMPLOYEE RIGHTS
years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign
DAYS PER WEEK
requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three
Florida: Minors may work no more than 4 consecutive hours without a 30 minute uninterrupted break.

or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while
www.dol.gov/whd
FLSA: No limitations.
BREAKS
WH1462 REV 07/16 The minimum wage rate is recalculated yearly on September 30, based on the Consumer AGRICULTURE Florida: Minors participating in farm work, not on their parents or guardian’s farm, must comply with the same HUMAN RELATIONS HUMANAS DE LA FLORIDA
on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
restrictions as in other work. FLSA: No limitations.
UNDER THE FAMILY AND MEDICAL LEAVE ACT 4075 Esplanade Way, Suite 110
Price Index.
FLSA: No employment permitted during school hours. May work after school in occupations not declared hazardous in agriculture. See Child labor Bulletin
OSHA: Occupational Safety and Health Act of 1970 RETALIATION 102. (Exception: 12 and 13 year-olds may be employed with written parental consent or on a farm where the minor’s parent is also employed; minors under 12 4075 Esplanade Way, Suite 110
otherwise opposes discrimination under these Federal laws.
Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or
may be employed with written parental consent on farms where employees are exempt from the federal minimum wage provisions.)
Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION Tallahassee, Florida 32399 Tallahassee, Florida 32399
An employer may not retaliate against an employee for exercising his or her right to RESTRICTED OCCUPATIONS The State of Florida has incorporated the 17 Hazardous Occupations (HOs) of the FLSA into the Florida law and Child
above should contact immediately:
The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue,
N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by
receive the minimum wage. Rights protected by the State Constitution include the right with an ** annotating Florida law “only.” Leave Entitlements Minors 14 and 15 may not work in these occupations: Phone: (850) 488-7082 Teléfono: (850) 488-7082
Labor Rule. For more info on HOs, contact the U.S. Department of Labor, Wage and Hour Division. This poster represents a combination of those laws
to:
Minors under the age of 18 may not work in below occupations:
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-
e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under

•
Job Safety and Health U.S. Government, Department of Labor. • • • • Working in or around explosives or radioactive substances protected leave in a 12-month period for the following reasons: Voice Messaging: 1-800-342-8170 Correo de Voz: 1-800-342-8170 All employers, regardless of size are required to display mandatory federal and state
Programs or Activities Receiving Federal Financial Assistance
including all power mowers and cutters
• The birth of a child or placement of a child for adoption or foster care;
Maintaining or repairing an establishment, machines, or equipment
1. File a complaint about an employer's alleged noncompliance with lawful
Logging or sawmilling
Operating motor vehicles
•
•
RACE, COLOR, NATIONAL ORIGIN, SEX
Operating power-driven meat processing machines to include meat
minimum wage requirements.
Working in freezers or meat coolers
• To bond with a child (leave must be taken within 1 year of the child’s birth or placement);
vegetable slicers, grinders, food choppers, and cutters, and bakery-
•
2. Inform any person about an employer's alleged noncompliance with
and vegetable slicers; slaughtering, meat packing, processing, or
rendering
IT’S THE LAW! In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition; 100% compliant federal, state and local labor law posters, pgs. 3-7
Operating, setting up, adjusting, or cleaning power-driven meat or
•
lawful minimum wage requirements.
type mixers
assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of
amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial
• For the employee’s own qualifying serious health condition that makes the employee unable to
•
•
employment, or where employment discrimination causes or may cause discrimination in providing services under such programs.
•
Wrecking, demolition or excavation
Operating motor vehicles
perform the employee’s job;
Manufacturing, mining, or processing occupations where goods are
•
Mining occupations
manufactured, mined, or processed
Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs
3. Inform any person of his or her potential rights under Section 24, Article • Operating power-driven bakery; metal-forming, punching, and • For qualifying exigencies related to the foreign deployment of a military member who is the
Cooking (some exceptions apply) & baking
Working in occupations in Transportation, Warehouse and Storage,
machines
•
•
or activities which receive Federal financial assistance.
employee’s spouse, child, or parent.
INDIVIDUALS WITH DISABILITIES
Manufacturing brick and tile products
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any
Communications, and Construction (except clerical); boiler or engine
X of the State Constitution and to assist him or her in asserting such rights. • shearing machines; woodworking, paper products or hoisting An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also
rooms
Loading and unloading trucks
Operating circular saws, band saws, & guillotine shears
program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against
• FLORIDA LAW
•
a serious injury or illness.
Working in public messenger services
** Working in or around toxic substances, corrosives or pesticides
persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.
employer and giving the employer 15 days to resolve any claims for unpaid wages may
All workers have the right to: Employers must: An employee who has not received the lawful minimum wage after notifying his or her • ** Working with compressed gases exceeding 40 p.s.i. take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with LA LEY DE LA FLORIDA
receives Federal financial assistance, you should immediately contact the Federal agency
Provide employees a workplace free from law against an employer to recover back wages plus
bring a civil action in a court of
An employee does not need to use leave in one block. When it is medically necessary or otherwise
If you believe you have been discriminated against in a program of any institution which
PROHIBITS
PROHIBE
** Working with electrical apparatus or wiring
** Conducting door-to-door sales of products as employment (some
** Handling certain dangerous animals
exceptions)
forklifts, earthmoving equipment, and harvesting, planting, or
A safe workplace. damages and attorney’s fees. providing such assistance. ** Operating or assisting to operate tractors over 20 PTO horsepower, permitted, employees may take leave intermittently or on a reduced schedule.
** Spray painting

Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA
Raise a safety or health concern with recognized hazards. It is illegal to retaliate plowing machinery or any moving machinery DISCRIMINATION DISCRIMINACIÓN
An employer found liable for
your employer or OSHA, or report a work- against an employee for using any of their EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09) EXEMPTIONS leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with labor law posters. Compliance isn’t optional. Failure to meet compliance with these
related injury or illness, without being rights under the law, including raising a intentionally violating minimum wage requirements is apply until 18 yrs.) Minors who hold waivers from a public school or Child Labor the employer’s normal paid leave policies. RAZA, COLOR, RELIGIÓN, SEXO, ORIGEN NACIONAL,
BASADA EN:
Hour Restrictions- (from hour restrictions only; hazard restrictions still
apply) BASED ON:
Age Restrictions- (from age requirements; hazard restrictions still
subject to a fine of $1,000 per violation, payable to the state. The Attorney General or
•
health and safety concern with you or
Minors who work for their parents in occupations not declared
USERRA: Uniformed Services Employment and Reemployment Rights Act
•
Benefits & Protections
retaliated against. with OSHA, or reporting a work-related • Minors who are or have been married RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN, INCAPACIDAD, EDAD, EMBARAZO, O ESTADO CIVIL.
hazardous
Pages in the Florida legislature
Compliance
other official designated by the Legislature may bring a civil action to enforce the
•
•
Newspaper delivery (10 years old)
DISABILITY, AGE, PREGNANCY OR MARITAL STATUS.
Receive information and training on injury or illness. minimum wage. • Minors who have either graduated from an accredited high school, or While employees are on FMLA leave, employers must continue health insurance coverage as if the
Compliance
hold a high school equivalency diploma
•

•
job hazards, including all hazardous Comply with all applicable OSHA standards. ★ YOUR RIGHTS UNDER USERRA ★ employees were not on leave. Minors in the entertainment industry registered with Child Labor LO QUE ESTÁ CUBIERTO BAJO LA LEY:
Upon return from FMLA leave, most employees must be restored to the same job or one nearly
A court may authorize an exemption from age and hour restrictions.
•
Minors who have served in the U.S. Armed Forces WHAT IS COVERED UNDER THE LAW:
Minors who are enrolled in high school work programs
For details, see Section 24, Article X of the State Constitution and Section 448.110, Florida Statutes.
PARTIAL WAIVERS The Florida Child Labor law is designed to serve and protect minors and encourage them to remain in school. At times, some
substances in your workplace. THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT identical to it with equivalent pay, benefits, and other employment terms and conditions. • EMPLEO
Request an OSHA inspection of your Report to OSHA all work-related the law. If the minor is attending a K-12 public school, a waiver may be obtained and granted by the local school district. All other minors may request
• EMPLOYMENT
An employer may not interfere with an individual’s FMLA rights or retaliate against someone for • LUGARES DE ACOMODO PÚBLICO
• PUBLIC ACCOMMODATIONS
an application by contacting the Child Labor Compliance. Waiver applications are reviewed and granted on a case by case basis. To qualify, applicants
workplace if you believe there are unsafe fatalities within 8 hours, and all inpatient USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being • ACCIÓN VENGATIVE DESPUES
involved in any proceeding under or related to the FMLA.
positions to undertake military service or certain types of service in the National Disaster
•RETALIATION AFTER FILING A CLAIM
must demonstrate that certain requirements of Florida law need to be waived. Employers must keep a copy of partial waivers of employed minors.
DE PRESENTAR UNA QUEJA
hospitalizations, amputations and losses
or unhealthy conditions. OSHA will keep of an eye within 24 hours. PENALTIES second degree misdemeanor. • STATE EMPLOYEE WHISTLE-BLOWER RETALIATION • ACCIÓN VENGATIVA EN CONTRA DE PRESENTAR UNA QUEJA
Eligibility Requirements
WORKERS’ COMPENSATION Florida: If an injured minor is employed in violation of any provision of the Child Labor laws of Florida, an
your name confidential. You have the Medical System. USERRA also prohibits employers from discriminating against past and An employee who works for a covered employer must meet three criteria in order to be eligible BAJO LA LEY DE "SOPLAÓN" (WHISTLE-BLOWER)
If you feel that you have been discriminated against,
right to have a representative contact Provide required training to all workers present members of the uniformed services, and applicants to the uniformed services. for FMLA leave. The employee must: ¡Si usted siente que ha sido discriminado,
POSTING REQUIREMENTS Florida: All employers of minors must post in a conspicuous place on the property or place of employment, where
employer may be subject to up to double the compensation otherwise payable under Florida Workers’ Compensation law.
OSHA on your behalf. in a language and vocabulary they can REEMPLOYMENT RIGHTS HEALTH INSURANCE PROTECTION For information on Florida laws contact: Florida Department of Business and Professional Regulation • Child Labor Program visite nuestra página web o llámenos! posting requirements can lead to hefty fines and legal liabilities.
• Have worked for the employer for at least 12 months;
it may be easily read, this poster notifying minors of the Child Labor laws.visit our web site or call us!
understand.
• Have at least 1,250 hours of service in the 12 months before taking leave;* and
FLORIDA COMMISSION ON
2601 Blair Stone Road • Tallahassee, Fl 32399-2212 • Telephone 850.488.3131; Toll-Free 1.800.226.2536 •
For information on federal laws contact: U.S. Department of Labor, Wage & Hour Division, listed in the telephone directory under U.S.
Participate (or have your representative You have the right to be reemployed in your civilian job ★ If you leave your job to perform military service, • Work at a location where the employer has at least 50 employees within 75 miles of the LA COMISIÓN DE RELACIONES
participate) in an OSHA inspection and Prominently display this poster in the if you leave that job to perform service in the uniformed you have the right to elect to continue your existing employee’s worksite.
speak in private to the inspector. workplace. service and: ★ you ensure that your employer receives advance written employer-based health plan coverage for you and your Government; HUMAN RELATIONS HUMANAS DE LA FLORIDA
*Special “hours of service” requirements apply to airline flight crew employees.
Florida Department of Business and Professional Regulation and the United States Department of Labor
“Working Together for Florida’s Workforce”
dependents for up to 24 months while in the military.
military service, you have the right to be reinstated in
File a complaint with OSHA within Post OSHA citations at or near the or verbal notice of your service; ★ Even if you don't elect to continue coverage during your Requesting Leave 4075 Esplanade Way, Suite 110 4075 Esplanade Way, Suite 110
Tallahassee, Florida 32399
30 days (by phone, online or by mail) place of the alleged violations. ★ you have five years or less of cumulative service in the your employer's health plan when you are reemployed, Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not Tallahassee, Florida 32399
if you have been retaliated against for uniformed services while with that particular employer; generally without any waiting periods or exclusions possible to give 30-days’ notice, an employee must notify the employer as soon as possible and,
using your rights. FREE ASSISTANCE to identify and correct ★ you return to work or apply for reemployment in Workers’ Compensation generally, follow the employer’s usual procedures. Teléfono: (850) 488-7082
a timely manner after conclusion of service; and
(e.g., pre-existing condition exclusions) except for
Employees do not have to share a medical diagnosis, but must provide enough information to the
service-connected illnesses or injuries.
(850) 488-7082
Phone:
disqualifying discharge or under other than honorable
Voice Messaging: 1-800-342-8170
See any OSHA citations issued to hazards is available to small and medium- ★ you have not been separated from service with a ENFORCEMENT employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could
conditions.
your employer. sized employers, without citation or penalty, If you are eligible to be reemployed, you must be restored ★ The U.S. Department of Labor, Veterans Employment include informing an employer that the employee is or will be unable to perform his or her job Correo de Voz: 1-800-342-8170
functions, that a family member cannot perform daily activities, or that hospitalization or continuing
through OSHA-supported consultation
Request copies of your medical programs in every state. to the job and benefits you would have attained if you had and Training Service (VETS) is authorized to investigate medical treatment is necessary. Employees must inform the employer if the need for leave is for a
records, tests that measure hazards not been absent due to military service or, in some cases, and resolve complaints of USERRA violations. reason for which FMLA leave was previously taken or certified.
in the workplace, and the workplace a comparable job. ★ For assistance in filing a complaint, or for any other infor- Employers can require a certification or periodic recertification supporting the need for leave. If the
or visit its website at http://www.dol.gov/vets.
injury and illness log. RIGHT TO BE FREE FROM DISCRIMINATION mation on USERRA, contact VETS at 1-866-4-USA-DOL employer determines that the certification is incomplete, it must provide a written notice indicating Unemployment Insurance
AND RETALIATION An interactive online USERRA Advisor can be viewed what additional information is required.
at http://www.dol.gov/elaws/userra.htm.
Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify
This poster is available free from OSHA. If you: ★ If you file a complaint with VETS and VETS is unable to Employer Responsibilities DEPARTMENT
★ are a past or present member of the uniformed service; resolve it, you may request that your case be referred under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, To Employees:
OF REVENUE
★ have applied for membership in the uniformed service; or to the Department of Justice or the Office of Special if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is
★ are obligated to serve in the uniformed service; Counsel, as applicable, for representation. not eligible, the employer must provide a reason for ineligibility.
then an employer may not deny you: ★ You may also bypass the VETS process and bring a civil Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much
action against an employer for violations of USERRA.
★ initial employment;
leave will be designated as FMLA leave.
Contact OSHA. We can help. ★ reemployment; The rights listed here may vary depending on the Enforcement •Your Employer is registered with the Florida Department of Revenue as an employer who
circumstances. The text of this notice was prepared by
is liable under the Florida Reemployment Assistance Program* Law.This means that You,
as employees, are covered by the Reemployment Assistance Program.
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may
VETS, and may be viewed on the internet at this address:
★ retention in employment;
★ promotion; or http://www.dol.gov/vets/programs/userra/poster.htm. bring a private lawsuit against an employer. • Reemployment taxes finance the benefits paid to eligible unemployed workers. Those taxes
their rights under USERRA, and employers may meet
are paid by your employer and, by law, cannot be deducted from employee’s wages.
★ any benefit of employment Federal law requires employers to notify employees of The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state
because of this status. U.S. Department of Labor VETS this requirement by displaying this notice where they Employer Support of 1-800-336-4590 or local law or collective bargaining agreement that provides greater family or medical leave rights. ■ Why Sell It:
You may be eligible to receive unemployment compensation benefits if you meet the following
Organize U.S. Department of Labor I Wage and Hour Division • • • • • lack of work if your wages during that week are less than your weekly benefit amount.
•
In addition, an employer may not retaliate against anyone
customarily place notices for employees.
For additional information or to file a complaint:
assisting in the enforcement of USERRA rights,
1. You must be totally or partially unemployed through no fault of your own.
1-866-4-USWAGE
requirements:
2. You must register for work and file a claim.
$25,000 R
connection with a proceeding under USERRA,
including testifying or making a statement in
$25,000 Rewardeward
(1-866-487-9243) TTY: 1-877-889-5627
OSHA 3165-04R 2015
even if that person has no service connection.
Wage and Hour Division 3. You must have sufficient employment and wages.
1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov
www.dol.gov/whd
4. You must be Able to work and Available for work.
U.S. Department
the Guard and Reserve
ANTI-FRAUD REWARD PROGRAMUD REWARD PROGRAM
Office of
ANTI-FRA
1-866-487-2365
of Justice
Special Counsel
WH1420 REV 04/16
You may file a claim for partial unemployment for any week you work less than full time due to
Publication Date – October 2008
Rewards of up to $25,000 may be paid to persons
ERFED
Services leading to the arrest and conviction of
Revision Date: 07/16 • ©2016 ComplyRight, Inc.
IMPORTANT NOTE: The FMLA only applies to employers with 50 or more employees or public employers, regardless of employee size. See your human resources manager to determine if the FMLA applies to your employer.
providing information to the Department of Financial
persons committing insurance fraud, including
You must report all earnings while claiming benefits. Failure to do so is a thirddegree felony
employers who illegally fail to obtain workers’
with a maximum penalty of 5 years imprisonment and a $5,000 fine.
compensation coverage. Persons may report
suspected fraud to the department at
1 to 52 weeks and until the worker has earned in new work, at least 17 times the weekly
Any employee who is discharged for misconduct connected with work may be disqualified from
1-800-
1-800-378-0445 378-0445 or online at
benefit amount of his or her claim.
Any employee,who voluntarily quits a job without good cause attributable to the employer,
https
https://www.myfloridacfo.com/Division/DIFS/WCFraud/://www.myfloridacfo.com/Division/DIFS/WCFraud/
may be disqualified until the worker has earned in new work, at least 17 times the weekly

A person is not subject to civil liability
benefit amount of his or her claim.
for furnishing such information, if such
person acts without malice, fraud
If you have any questions regarding filing a claim for reemployment assistancebenefits, call
the Department of Economic Opportunity, Reemployment Assistance Program at
or bad faith.
800-204-2418 or visit the website: www.floridajobs.org/
Department of Economic Opportunity
Division of Workforce Services
Reemployment Assistance Program
MSC 229
107 East Madison Street
Tallahassee, Florida 32399-4135
This notice must be posted in accordance with Section 443.151(1), Florida Statutes, of the A great add-on sale and easy product to promote because all employers must display
DFS-F4-1548
69L-6.007, F.A.C. Compensation Notice Florida Reemployment Assistance Program Law.
Revised February 2019 *Formerly Unemployment CompensationProgram
Revision Date: 03/19 • ©2019 ComplyRight, Inc. EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by all employees and applicants. E10FLL
Clear the clutter with organized, efficient recordkeeping, pgs. 8-12 postings — and are overwhelmed by the responsibility of researching, obtaining
and keeping up with the latest requirements.
■ When to Sell:
Manage Year-round. For single-poster buyers, any time there’s a mandatory federal or state
posting change (which we inform you of via compliance alerts).
Organize, track and manage employees with ease, pgs. 13-18
Forklift Safety Equal Employment Opportunity is FLSA: Fair Labor Standards Act
EEOC: U.S. Equal Employment Opportunity Commission
10 Steps to Safety THE LAW EMPLOYEE RIGHTS
UNDER THE FAIR LABOR STANDARDS ACT
Protect 1. Training 2. Loading & Unloading 3. Batteries FEDERAL LABOR LAW POSTINGS RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN FEDERAL MINIMUM WAGE
Private Employers, State and Local Governments, Educational Institutions,
Employment Agencies and Labor Organizations
Applicants to and employees of most private employers, state and local governments, educational institutions, employment
& Fuel Tanks
Dockboard or bridgeplates, shall be properly
Brakes shall be set and wheel blocks shall be
agencies and labor organizations are protected under Federal law from discrimination on the following bases:
in place to prevent movement of trucks, trailers,
secured before they are driven over, with their
or railroad cars while loading or unloading.
The employer shall certify that each
$7.25 PER HOUR
rated capacity never exceeded. Only loads within
the rated capacity of the truck shall be handled.
Fuel tanks shall not be filled while
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion,
operator has been trained and evaluated
The flooring of trucks, trailers, and railroad cars
as required by 29 CFR 1910.178(1).
discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color,
shall be checked for breaks and weakness before
When stacking or tiering, only enough backward
the engine is running and spillage shall
they are driven onto.
BEGINNING JULY 24, 2009
The certification shall include the name
of the operator, the date of the training,
Trucks in need of repairs to the
employee’s religious practices where the accommodation does not impose undue hardship.
the date of the evaluation, and the
electrical system shall have the battery
identity of the person(s) performing
DISABILITY
disconnected prior to such repairs.
the training or evaluation. tilt to stabilize the load shall be used. be avoided. EMPLOYER NOTE: Must be posted in a conspicuous place religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an The law requires employers to display this poster where employees can readily see it.
OVERTIME PAY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on
for convenient viewing by all employees and applicants.
the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.
Always 4. Routine <<< Scan for compliance verification. EPPA: Employee Polygraph Protection Act employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations CHILD LABOR
of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
Checks
An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm jobs declared
Remember
Alert employees to potential hazards with safety signs and workplace • Stunt driving and horseplay shall Industrial trucks shall be examined Child Labor The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.
AGE
hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing,
Fair Employment
discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other
TIP CREDIT
aspects of employment.
before being placed in service, and
not be permitted.
shall not be placed in service if the
Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their
• Fire aisles, access to stairways, and
examination shows any condition
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended,
fire equipment shall be kept clear
adversely affecting the safety of the EMPLOYEE RIGHTS SEX (WAGES) employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their
the minimum hourly wage, the employer must make up the difference.
• Running over loose objects on the vehicle. Such examination shall be made EMPLOYEE POLYGRAPH PROTECTION ACT prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal
at least daily. Defects when found shall
equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
roadway surface shall be avoided.
posters, pgs. 19-21 10. Keep 5. Traveling FL Revision Date: 03/19 The Employee Polygraph Protection Act Protecting the Health, Education and Welfare of Minors in the Workplace FLORIDA LAW LA LEY DE LA FLORIDA
Child Labor Laws
NURSING MOTHERS
be immediately reported and corrected.
GENETICS
Florida
The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s
Florida Department of
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based
The State of Florida and the Federal Fair Labor Standards Act (FLSA)
Business &
overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s
on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of
Trucks Clean
birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than
PROHIBE
employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information.
a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the
Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation
prohibits most private employers from using
Regulation
of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants,
including authorized plant speed limits.
The stricter provisions must be observed and are denoted by bold lettering.
Industrial trucks shall be kept in a clean All traffic regulations shall be observed, State Labor Law Postings Professional This chart summarizes the child labor laws of the State of Florida and the Federal Fair Labor Standards Act (FLSA) PROHIBITS employee to express breast milk. DISCRIMINACIÓN
employees, or their family members. The federal law in italics.
ENFORCEMENT
condition, free of lint, excess oil, and A safe distance shall be maintained lie detector tests either for pre-employment Minors 14 & 15 – Under 14 years old MAY NOT WORK DISCRIMINATION
Minors 16 & 17
grease. Noncombustible agents should approximately three truck lengths from RETALIATION The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage,
be used for cleaning trucks. (Includes the truck ahead, and the truck shall be SCHOOL Florida: May NOT work during school Florida & FLSA: May not work during school hours (some exceptions overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates
hours unless they meet a criterion of the
ATTENDANCE
BASADA EN:
solvents with flashpoints above 100 F.) kept under control at all times. screening or during the course of employment. apply) in a discrimination proceeding, or otherwise opposes an unlawful employment practice. civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money
If the load being carried obstructs Hour Restrictions listed below. FLSA: No WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED BASED ON: penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN,
RAZA, COLOR, RELIGIÓN, SEXO, ORIGEN NACIONAL,
forward view, the driver shall be Minimum Wage limitations. There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be
9. Beware required to travel with the load trailing. PROHIBITIONS of involvement in a workplace incident (theft, embezzlement, etc.) behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging
INCAPACIDAD, EDAD, EMBARAZO, O ESTADO CIVIL.
Florida & FLSA: Not required, except the FLSA requires the employer to maintain date of birth information for all employees under
DISABILITY, AGE, PREGNANCY OR MARITAL STATUS.
PERMITS TO
WORK
19 years old.
The driver shall be required to look in
Employers are generally prohibited from requiring or requesting
workers who file a complaint or participate in any proceeding under the FLSA.
of Ramps the direction of, and keep a clear view when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free)
that resulted in economic loss to the employer.
HOURS OF WORK,
Florida: May work up to 30 hours per week. Florida: May work up to 15 hours per week. Not before 7 a.m. or
of the path of travel. any employee or job applicant to take a lie detector test, and from The law does not preempt any provision of any State or local law or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at ADDITIONAL INFORMATION
• Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions.
Not before 6:30 a.m. or later than 11 p.m.
WHEN SCHOOL
When ascending or descending grades discharging, disciplining, or discriminating against an employee or or any collective bargaining agreement which is more restrictive after 7 p.m. and for no more than 3 hours a day on school days, when WHAT IS COVERED UNDER THE LAW: LO QUE ESTÁ CUBIERTO BAJO LA LEY:
www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information
a school day follows. May work up to 8 hours on Friday, Saturday,
and for no more than 8 hours a day when
IS IN SESSION
in excess of 10 percent, loaded trucks prospective employee for refusing to take a test or for exercising about EEOC, including information about charge filing, is available at www.eeoc.gov. • Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the
shall be driven with the load upgrade. other rights under the Act. with respect to lie detector tests. school is scheduled the following day. On Sunday, and on nonschool days, when school days do not follow, until Commonwealth of Puerto Rico. • EMPLEO
days when school does not follow, there are 9 p.m.
Employers Holding Federal Contracts or Subcontracts
• LUGARES DE ACOMODO PÚBLICO
On all grades the load and load 8. Avoid 6. Never EXAMINEE RIGHTS no hour restrictions. FLSA: Daily maximum of 3 hours on school days, 8 hours nonschool • EMPLOYMENT • Some state laws provide greater employee protections; employers must comply with both.
are protected under Federal law from discrimination on the following bases: • PUBLIC ACCOMMODATIONS
• ACCIÓN VENGATIVE DESPUES
FLSA: No limitations.
engaging means shall be tilted back EXEMPTIONS Applicants to and employees of companies with a Federal government contract or subcontract
if applicable, and raised only as far Pedestrians Leave Truck Federal, State and local governments are not affected by the law. Where polygraph tests are permitted, they are subject to numerous days; weekly maximum is 18 hours; not before 7 a.m. or after 7 p.m. Note: • Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA.
It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum
as necessary to clear the road surface. Unattended Notice to Employees strict standards concerning the conduct and length of the test. Application of both state and federal laws allows this age group to work •RETALIATION AFTER FILING A CLAIM DE PRESENTAR UNA QUEJA
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Also, the law does not apply to tests given by the Federal Government to Examinees have a number of specific rights, including the right to a
up to 8 hours on Saturday, Sunday and nonschool days, when school days
Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin,
Trucks shall not be driven up to anyone 7. Repairs & certain private individuals engaged in national security-related activities. do not follow, until 7 p.m. • STATE EMPLOYEE WHISTLE-BLOWER RETALIATION
wage and overtime pay protections and correctly classified independent contractors are not.
and requires affirmative action to ensure equality of opportunity in all aspects of employment.
standing in front of a bench or other A powered industrial truck is unattended written notice before testing, the right to refuse or discontinue a test, • ACCIÓN VENGATIVA EN CONTRA DE PRESENTAR UNA QUEJA
BAJO LA LEY DE "SOPLAÓN" (WHISTLE-BLOWER)
fixed object. No person shall be allowed Maintenance when the operator is 25 ft. or more away Minimum Wage in Florida HOURS OF WORK, Florida: No limitations. Florida: May work up to 8 hours per day and up to 40 hours per week; • Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage
The Act permits polygraph (a kind of lie detector) tests to be administered and the right not to have test results disclosed to unauthorized persons.
under special certificates issued by the Department of Labor.
INDIVIDUALS WITH DISABILITIES
to stand or pass under the elevated If at any time a powered industrial truck from the vehicle which remains in view, in the private sector, subject to restrictions, to certain prospective WHEN SCHOOL FLSA: No limitations. may not work before 7 a.m. or after 9 p.m. If you feel that you have been discriminated against,
portion of any truck, whether loaded or whenever the operator leaves the IS NOT IN SESSION Note: Hazardous occupations still apply for FLSA: May work up to 8 hours per day and up to 40 hours per week. Work
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of
employees of security service firms (armored car, alarm, and guard), ENFORCEMENT
(summer vacation;
or empty. Unauthorized personnel shall is found to be in need of repair, defective, vehicle and it is not in his/her view. The 2019 minimum wage in Florida is $8.46 per hour, effective January The Secretary of Labor may bring court actions to restrain must be performed between 7 a.m. and 7 p.m.; from June 1 to Labor Day visit our web site or call us! WAGE AND HOUR DIVISION ¡Si usted siente que ha sido discriminado,
minors.
disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.
or in any way unsafe, the truck shall
and of pharmaceutical manufacturers, distributors and dispensers.
winter, spring breaks)
may work until 9 p.m.
visite nuestra página web o llámenos!
Train Daily Inspection Checklist ■ Oil Leaks authorized personnel. off, and brakes set. employees, in addition to tips. certain employees of private firms who are reasonably suspected BREAKS TTY: 1-877-889-5627 that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all FMLA: Family and Medical Leave Act of 1993 (Only applies to certain employers – see note at bottom)
not be permitted to ride on powered
industrial trucks.
be taken out of service until it has been
1-866-487-9243
violations and assess civil penalties against violators. Employees
Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an
1, 2019, with a minimum wage of at least $5.44 per hour for tipped
When left unattended, load engaging
DAYS PER WEEK
TTY: 1-877-889-5627
Florida: No more than 6 consecutive days in any one week. FLSA: No limitations.
or job applicants may also bring their own court actions.
FLORIDA COMMISSION ON
LA COMISIÓN DE RELACIONES
The Act also permits polygraph testing, subject to restrictions, of
otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires
means shall be fully lowered, controls
restored to safe operating condition.
UNITED STATES DEPARTMENT OF LABOR
shall be neutralized, power shall be shut
All repairs shall be made only by
www.dol.gov/whd
Florida: Minors may work no more than 4 consecutive hours without a 30 minute uninterrupted break.
WH1088 REV 07/16
levels of employment, including the executive level.
FLSA: No limitations.

HUMANAS DE LA FLORIDA
HUMAN RELATIONS
The law requires employers to display this poster where employees and job applicants can readily see it.
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE
Florida: Minors participating in farm work, not on their parents or guardian’s farm, must comply with the same
AGRICULTURE
The minimum wage rate is recalculated yearly on September 30, based on the Consumer
MEDAL VETERANS
restrictions as in other work. FLSA: No limitations.
Price Index.
FLSA: No employment permitted during school hours. May work after school in occupations not declared hazardous in agriculture. See Child labor Bulletin
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and
4075 Esplanade Way, Suite 110
4075 Esplanade Way, Suite 110

1-866-487-9243
requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three
It is imperative that a safety check be performed before each shift to ensure safe operation.
102. (Exception: 12 and 13 year-olds may be employed with written parental consent or on a farm where the minor’s parent is also employed; minors under 12
WAGE AND HOUR DIVISION
Check for any defects in the items below before duty:
Tallahassee, Florida 32399
years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign
may be employed with written parental consent on farms where employees are exempt from the federal minimum wage provisions.)
Tallahassee, Florida 32399
■ Hydraulic Controls
www.dol.gov/whd
■ Fuel Level
■ Accelerator
UNITED STATES DEPARTMENT OF LABOR
or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while
■ Battery Connector
on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
receive the minimum wage. Rights protected by the State Constitution include the right
Labor Rule. For more info on HOs, contact the U.S. Department of Labor, Wage and Hour Division. This poster represents a combination of those laws
■ Battery –
■ Steering
■ Radiator Level
with an ** annotating Florida law “only.”
RETALIATION
■ Unusual
Discharge Indicator
■ Lights –
to:
■ Gauges
UNDER THE FAMILY AND MEDICAL LEAVE ACT
Minors under the age of 18 may not work in below occupations:
Minors 14 and 15 may not work in these occupations:
Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or (850) 488-7082Phone:
Teléfono: (850) 488-7082
■ Brakes – Parking ■ Engine Oil Level ■ Overhead Guard ■ Oil Pressure For More Information, Please Contact: An employer may not retaliate against an employee for exercising his or her right to WH1462 REV 07/16 RESTRICTED OCCUPATIONS The State of Florida has incorporated the 17 Hazardous Occupations (HOs) of the FLSA into the Florida law and Child EMPLOYEE RIGHTS
■ Horn
Head and Tail
Noises
OSHA: Occupational Safety and Health Act of 1970
Name
•
•
otherwise opposes discrimination under these Federal laws.
Working in or around explosives or radioactive substances
■ Brakes – Service ■ Hour Meter ■ Lights – Warning ■ Tires Telephone 1. File a complaint about an employer's alleged noncompliance with lawful • • Operating motor vehicles • including all power mowers and cutters Voice Messaging: 1-800-342-8170 Correo de Voz: 1-800-342-8170
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities
Logging or sawmilling
Maintaining or repairing an establishment, machines, or equipment
Enhance workforce training and development, pgs. 22-23 ©2016 ComplyRight, Inc. W0048 minimum wage requirements. • • • Operating power-driven meat processing machines to include meat • • • Working in freezers or meat coolers Leave Entitlements
above should contact immediately:
The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue,
Operating, setting up, adjusting, or cleaning power-driven meat or
and vegetable slicers; slaughtering, meat packing, processing, or
2. Inform any person about an employer's alleged noncompliance with
vegetable slicers, grinders, food choppers, and cutters, and bakery-
rendering
N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-
involved in creating, producing or distributing this product is not liable for any damages arising out of the use or inability to use this product. You are urged to consult an attorney concerning your particular situation and any specific questions or concerns you may have.
This product is designed to provide accurate and authoritative information. However, it is not a substitute for legal advice and does not provide legal opinions on any specific facts or services. The information is provided with the understanding that any person or entity
e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under
Important note: This is approved for use by the purchaser only. This form may not be shared publicly or with third parties.
type mixers
Operating motor vehicles
lawful minimum wage requirements.
Wrecking, demolition or excavation
U.S. Government, Department of Labor.
•
Mining occupations
Programs or Activities Receiving Federal Financial Assistance
• The birth of a child or placement of a child for adoption or foster care;
3. Inform any person of his or her potential rights under Section 24, Article Job Safety and Health • Manufacturing, mining, or processing occupations where goods are protected leave in a 12-month period for the following reasons:
•
Operating power-driven bakery; metal-forming, punching, and
manufactured, mined, or processed
RACE, COLOR, NATIONAL ORIGIN, SEX
X of the State Constitution and to assist him or her in asserting such rights. shearing machines; woodworking, paper products or hoisting • • Cooking (some exceptions apply) & baking • To bond with a child (leave must be taken within 1 year of the child’s birth or placement);
machines
Working in occupations in Transportation, Warehouse and Storage,
In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as
Manufacturing brick and tile products
IT’S THE LAW! Communications, and Construction (except clerical); boiler or engine • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
•
amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial
An employee who has not received the lawful minimum wage after notifying his or her ** Working with compressed gases exceeding 40 p.s.i. • FLORIDA LAW LA LEY DE LA FLORIDA
• For the employee’s own qualifying serious health condition that makes the employee unable to
rooms
Operating circular saws, band saws, & guillotine shears
•
assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of
Loading and unloading trucks
perform the employee’s job;
employment, or where employment discrimination causes or may cause discrimination in providing services under such programs.
•
employer and giving the employer 15 days to resolve any claims for unpaid wages may ** Handling certain dangerous animals • For qualifying exigencies related to the foreign deployment of a military member who is the
Working in public messenger services
** Working in or around toxic substances, corrosives or pesticides
Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs
PROHIBITS
bring a civil action in a court of law against an employer to recover back wages plus ** Working with electrical apparatus or wiring ** Conducting door-to-door sales of products as employment (some PROHIBE employee’s spouse, child, or parent.
or activities which receive Federal financial assistance.
** Operating or assisting to operate tractors over 20 PTO horsepower,
exceptions)
INDIVIDUALS WITH DISABILITIES
damages and attorney’s fees. plowing machinery or any moving machinery DISCRIMINATION DISCRIMINACIÓN
** Spray painting
An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also
forklifts, earthmoving equipment, and harvesting, planting, or
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any
EXEMPTIONS program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with
An employer found liable for intentionally violating minimum wage requirements is Employers must: Age Restrictions- (from age requirements; hazard restrictions still BASADA EN:
All workers have the right to:
persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.
a serious injury or illness.
Hour Restrictions- (from hour restrictions only; hazard restrictions still
apply until 18 yrs.)
If you believe you have been discriminated against in a program of any institution which
subject to a fine of $1,000 per violation, payable to the state. The Attorney General or Provide employees a workplace free from apply) BASED ON: An employee does not need to use leave in one block. When it is medically necessary or otherwise
•
receives Federal financial assistance, you should immediately contact the Federal agency
Minors who work for their parents in occupations not declared
A safe workplace.
•
Minors who hold waivers from a public school or Child Labor
permitted, employees may take leave intermittently or on a reduced schedule.
other official designated by the Legislature may bring a civil action to enforce the recognized hazards. It is illegal to retaliate RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN, RAZA, COLOR, RELIGIÓN, SEXO, ORIGEN NACIONAL,
providing such assistance.
hazardous
Compliance
•
Pages in the Florida legislature
Minors who are or have been married
•
DISABILITY, AGE, PREGNANCY OR MARITAL STATUS.
minimum wage. Raise a safety or health concern with against an employee for using any of their • • EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09) INCAPACIDAD, EDAD, EMBARAZO, O ESTADO CIVIL.
Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA
Newspaper delivery (10 years old)
•
Minors who have either graduated from an accredited high school, or
Minors in the entertainment industry registered with Child Labor
hold a high school equivalency diploma
leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with
your employer or OSHA, or report a work- rights under the law, including raising a WHAT IS COVERED UNDER THE LAW: LO QUE ESTÁ CUBIERTO BAJO LA LEY:
Minors who have served in the U.S. Armed Forces
•
Compliance
Minors who are enrolled in high school work programs
For details, see Section 24, Article X of the State Constitution and Section 448.110, Florida Statutes. health and safety concern with you or A court may authorize an exemption from age and hour restrictions. the employer’s normal paid leave policies.
related injury or illness, without being
•
retaliated against. with OSHA, or reporting a work-related USERRA: Uniformed Services Employment and Reemployment Rights Act Benefits & Protections
• EMPLEO
PARTIAL WAIVERS The Florida Child Labor law is designed to serve and protect minors and encourage them to remain in school. At times, some
• EMPLOYMENT
While employees are on FMLA leave, employers must continue health insurance coverage as if the
• LUGARES DE ACOMODO PÚBLICO
the law. If the minor is attending a K-12 public school, a waiver may be obtained and granted by the local school district. All other minors may request
Receive information and training on injury or illness. • PUBLIC ACCOMMODATIONS • ACCIÓN VENGATIVE DESPUES
employees were not on leave.
an application by contacting the Child Labor Compliance. Waiver applications are reviewed and granted on a case by case basis. To qualify, applicants
★ YOUR RIGHTS UNDER USERRA ★
•RETALIATION AFTER FILING A CLAIM
job hazards, including all hazardous must demonstrate that certain requirements of Florida law need to be waived. Employers must keep a copy of partial waivers of employed minors. DE PRESENTAR UNA QUEJA
Upon return from FMLA leave, most employees must be restored to the same job or one nearly
• STATE EMPLOYEE WHISTLE-BLOWER RETALIATION
PENALTIES
• ACCIÓN VENGATIVA EN CONTRA DE PRESENTAR UNA QUEJA
substances in your workplace. Comply with all applicable OSHA standards. THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT identical to it with equivalent pay, benefits, and other employment terms and conditions.
second degree misdemeanor.
WORKERS’ COMPENSATION Florida: If an injured minor is employed in violation of any provision of the Child Labor laws of Florida, an
An employer may not interfere with an individual’s FMLA rights or retaliate against someone for
employer may be subject to up to double the compensation otherwise payable under Florida Workers’ Compensation law.
Request an OSHA inspection of your Report to OSHA all work-related If you feel that you have been discriminated against, BAJO LA LEY DE "SOPLAÓN" (WHISTLE-BLOWER)
¡Si usted siente que ha sido discriminado,
fatalities within 8 hours, and all inpatient
POSTING REQUIREMENTS Florida: All employers of minors must post in a conspicuous place on the property or place of employment, where
using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being
workplace if you believe there are unsafe it may be easily read, this poster notifying minors of the Child Labor laws.visit our web site or call us! involved in any proceeding under or related to the FMLA.
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment
visite nuestra página web o llámenos!
or unhealthy conditions. OSHA will keep hospitalizations, amputations and losses positions to undertake military service or certain types of service in the National Disaster Eligibility Requirements
For information on Florida laws contact: Florida Department of Business and Professional Regulation • Child Labor Program
2601 Blair Stone Road • Tallahassee, Fl 32399-2212 • Telephone 850.488.3131; Toll-Free 1.800.226.2536 •
your name confidential. You have the of an eye within 24 hours. FLORIDA COMMISSION ON LA COMISIÓN DE RELACIONES
Medical System. USERRA also prohibits employers from discriminating against past and
For information on federal laws contact: U.S. Department of Labor, Wage & Hour Division, listed in the telephone directory under U.S.
An employee who works for a covered employer must meet three criteria in order to be eligible
right to have a representative contact Provide required training to all workers Government; present members of the uniformed services, and applicants to the uniformed services. for FMLA leave. The employee must:
HUMAN RELATIONS
HUMANAS DE LA FLORIDA
Florida Department of Business and Professional Regulation and the United States Department of Labor
OSHA on your behalf. in a language and vocabulary they can “Working Together for Florida’s Workforce” HEALTH INSURANCE PROTECTION • Have worked for the employer for at least 12 months;
REEMPLOYMENT RIGHTS
understand. • Have at least 1,250 hours of service in the 12 months before taking leave;* and
4075 Esplanade Way, Suite 110
Participate (or have your representative 4075 Esplanade Way, Suite 110 ★ If you leave your job to perform military service, • Work at a location where the employer has at least 50 employees within 75 miles of the
You have the right to be reemployed in your civilian job
participate) in an OSHA inspection and Prominently display this poster in the Tallahassee, Florida 32399 you have the right to elect to continue your existing employee’s worksite.
if you leave that job to perform service in the uniformed
Tallahassee, Florida 32399
speak in private to the inspector. workplace. service and: employer-based health plan coverage for you and your *Special “hours of service” requirements apply to airline flight crew employees.
Workers’ Compensation Phone: or verbal notice of your service; ★ Even if you don't elect to continue coverage during your Requesting Leave
dependents for up to 24 months while in the military.
★ you ensure that your employer receives advance written
military service, you have the right to be reinstated in (850) 488-7082
Teléfono:
File a complaint with OSHA within
(850) 488-7082
Post OSHA citations at or near the
2 Labor La FREE ASSISTANCE to identify and correct Voice Messaging: 1-800-342-8170 your employer's health plan when you are reemployed, Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not 3
place of the alleged violations.
★ you have five years or less of cumulative service in the
See any OSHA citations issued to w Posters
30 days (by phone, online or by mail)
Correo de Voz: 1-800-342-8170
uniformed services while with that particular employer;
if you have been retaliated against for
possible to give 30-days’ notice, an employee must notify the employer as soon as possible and,
generally without any waiting periods or exclusions
★ you return to work or apply for reemployment in
generally, follow the employer’s usual procedures.
using your rights.
(e.g., pre-existing condition exclusions) except for
a timely manner after conclusion of service; and
service-connected illnesses or injuries.
Employees do not have to share a medical diagnosis, but must provide enough information to the
★ you have not been separated from service with a
sized employers, without citation or penalty,
disqualifying discharge or under other than honorable
include informing an employer that the employee is or will be unable to perform his or her job
your employer. hazards is available to small and medium- If you are eligible to be reemployed, you must be restored ENFORCEMENT employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could
conditions.
through OSHA-supported consultation
functions, that a family member cannot perform daily activities, or that hospitalization or continuing
Unemployment Insurance
★ The U.S. Department of Labor, Veterans Employment
Request copies of your medical programs in every state. to the job and benefits you would have attained if you had and Training Service (VETS) is authorized to investigate medical treatment is necessary. Employees must inform the employer if the need for leave is for a
and resolve complaints of USERRA violations.
records, tests that measure hazards not been absent due to military service or, in some cases, ★ For assistance in filing a complaint, or for any other infor- reason for which FMLA leave was previously taken or certified.
DEPARTMENT
in the workplace, and the workplace a comparable job. mation on USERRA, contact VETS at 1-866-4-USA-DOL Employers can require a certification or periodic recertification supporting the need for leave. If the
employer determines that the certification is incomplete, it must provide a written notice indicating
injury and illness log. RIGHT TO BE FREE FROM DISCRIMINATION or visit its website at http://www.dol.gov/vets. what additional information is required.
OF REVENUE
To Employees:
AND RETALIATION An interactive online USERRA Advisor can be viewed Employer Responsibilities
at http://www.dol.gov/elaws/userra.htm.
This poster is available free from OSHA. If you: ★ If you file a complaint with VETS and VETS is unable to Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify
★ are a past or present member of the uniformed service; resolve it, you may request that your case be referred under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and,
•Your Employer is registered with the Florida Department of Revenue as an employer who
★ have applied for membership in the uniformed service; or to the Department of Justice or the Office of Special if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is
Counsel, as applicable, for representation.
not eligible, the employer must provide a reason for ineligibility.
★ are obligated to serve in the uniformed service; is liable under the Florida Reemployment Assistance Program* Law.This means that You,
as employees, are covered by the Reemployment Assistance Program.
then an employer may not deny you: ★ You may also bypass the VETS process and bring a civil Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much
action against an employer for violations of USERRA.
leave will be designated as FMLA leave.
★ initial employment; • Reemployment taxes finance the benefits paid to eligible unemployed workers. Those taxes
are paid by your employer and,
Contact OSHA. We can help. ★ reemployment; The rights listed here may vary depending on the by law, cannot be deducted from employee’s wages.
Enforcement
circumstances. The text of this notice was prepared by
★ retention in employment; VETS, and may be viewed on the internet at this address: Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may
•
You may be eligible to receive unemployment compensation benefits if you meet the following
★ promotion; or http://www.dol.gov/vets/programs/userra/poster.htm. bring a private lawsuit against an employer.
requirements:
1. You must be totally or partially unemployed through no fault of your own.
★ any benefit of employment Federal law requires employers to notify employees of The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state
$25,000 R
$25,000 Rewardeward because of this status. their rights under USERRA, and employers may meet or local law or collective bargaining agreement that provides greater family or medical leave rights.
2. You must register for work and file a claim.
3. You must have sufficient employment and wages.
this requirement by displaying this notice where they
4. You must be Able
In addition, an employer may not retaliate against anyone
customarily place notices for employees. to work and Available for work.
For additional information or to file a complaint:
ANTI-FRA
ANTI-FRAUD REWARD PROGRAMUD REWARD PROGRAM
Rewards of up to $25,000 may be paid to persons assisting in the enforcement of USERRA rights, • You may file a claim for partial unemployment for any week you work less than full time due to
including testifying or making a statement in
1-866-4-USWAGE
providing information to the Department of Financial connection with a proceeding under USERRA, VETS lack of work if your wages during that week are less than your weekly benefit amount.
(1-866-487-9243) TTY: 1-877-889-5627
even if that person has no service connection.
Employer Support of
www.dol.gov/whd
Services leading to the arrest and conviction of OSHA 3165-04R 2015 • You must report all earnings while claiming benefits. Failure to do so is a thirddegree felony Wage and Hour Division
the Guard and Reserve
Office of
persons committing insurance fraud, including 1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov Publication Date – October 2008 U.S. Department of Labor U.S. Department Special Counsel 1-800-336-4590
with a maximum penalty of 5 years imprisonment and a $5,000 fine.
of Justice
1-866-487-2365
employers who illegally fail to obtain workers’ U.S. Department of Labor I Wage and Hour Division WH1420 REV 04/16
compensation coverage. Persons may report Revision Date: 07/16 • ©2016 ComplyRight, Inc. • Any employee who is discharged for misconduct connected with work may be disqualified from ERFED
1 to 52 weeks and until the worker has earned in new work, at least 17 times the weekly
suspected fraud to the department at IMPORTANT NOTE: The FMLA only applies to employers with 50 or more employees or public employers, regardless of employee size. See your human resources manager to determine if the FMLA applies to your employer.
1-800- benefit amount of his or her claim.
1-800-378-0445 378-0445 or online at
https://www.myfloridacfo.com/Division/DIFS/WCFraud/://www.myfloridacfo.com/Division/DIFS/WCFraud/ • Any employee,who voluntarily quits a job without good cause attributable to the employer,
https
A person is not subject to civil liability may be disqualified until the worker has earned in new work, at least 17 times the weekly
benefit amount of his or her claim.
for furnishing such information, if such
person acts without malice, fraud • If you have any questions regarding filing a claim for reemployment assistancebenefits, call
or bad faith. the Department of Economic Opportunity, Reemployment Assistance Program at
800-204-2418 or visit the website: www.floridajobs.org/
Department of Economic Opportunity
Division of Workforce Services
Reemployment Assistance Program
MSC 229
107 East Madison Street
Tallahassee, Florida 32399-4135
This notice must be posted in accordance with Section 443.151(1), Florida Statutes, of the
69L-6.007, F.A.C. Compensation Notice Florida Reemployment Assistance Program Law.
DFS-F4-1548 *Formerly Unemployment CompensationProgram
Revised February 2019
Revision Date: 03/19 • ©2019 ComplyRight, Inc. E10FLL
EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by all employees and applicants.