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Federal & State Poster Service Industry-Specific Poster Service

ComplyRight Poster Service Bestseller Purchase with
The service includes commonly required posters for federal contractors, subcontractors and Federal and State
General Provisions — This act applies to contracts which exceed or may exceed $10,000 entered into by any agency or instrumentalityLabor Law
<<< Scan for compliance verification. Walsh-Healey Public/Service Contracts
Required for covered contractors that have government service contracts or government contracts for the manufacture or furnishing of materials Washington, D.C. 20210
By law, all employers, regardless of size, are required to display mandatory construction contractors, and automatic updated posters at no additional charge whenever Revision Date: 06/19 Federal Contractor EMPLOYEE RIGHTS The purpose of the discussion below is to advise contractors which are subject to the Walsh-Healey Public Contracts Act or the Service Contract
U.S. Department of Labor
EMPLOYEE RIGHTS
Act of the principal provisions of these acts.
Walsh-Healey Public Contracts Act
ON GOVERNMENT CONTRACTS
ON GOVERNMENT CONTRACTS
of the United States for the manufacture or furnishing of materials, supplies, articles, or equipment. The act establishes minimum wage, maximum
hours, and safety and health standards for work on such contracts, and prohibits the employment on contract work of convict labor (unless certain
conditions are met) and children under 16 years of age. The employment of home workers (except home workers with disabilities employed under
THIS ESTABLISHMENT IS PERFORMING GOVERNMENT CONTRACT WORK SUBJECT TO:
the provisions of Regulations, 29 CFR Part 525) on a covered contract is not permitted.
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
(CHECK ONE)
■ SERVICE CONTRACT ACT (SCA)
This establishment is performing Government contract work subject to (check one)
In addition to its coverage of prime contractors, the act under certain circumstances applies to secondary contractors performing work under
General Industry
contracts awarded by the Government prime contractor.
All provisions of the act except the safety and health requirements are administered by the Wage and Hour Division.
Minimum Wage — Covered employees must currently be paid not less than the Federal minimum wage established in section 6(a)(1) of
the Fair Labor Standards Act.
PUBLIC CONTRACTS ACT (PCA)
■ PUBLIC CONTRACTS ACT (PCA)
Overtime — Covered workers must be paid at least one and one-half times their basic rate of pay for all hours worked in excess of 40 a
LABOR LAW POSTINGS MINIMUM WAGES SERVICE CONTRACT ACT (SCA) or Child Labor — Employers may protect themselves against unintentional child labor violations by obtaining certiﬁcates of age. State employment Poster Service
Your rate must be no less than the Federal minimum wage
week in which covered work is performed.
week. Overtime is due on the basis of the total hours spent in all work, Government and non-Government, performed by the employee in any
Your rate must be no less than the federal minimum wage
MINIMUM WAGES
established by the Fair Labor Standards Act (FLSA).
federal and state labor law posters. ComplyRight Poster Service is a a mandatory poster change occurs during the one-year service period. Required for covered contractors to provide employees notice of their rights under the National Labor Relations Act FRINGE BENEFITS FRINGE BENEFITS determination applies. Such wage determination will be are unsanitary or hazardous or dangerous to the health and safety of the em
Safety and Health — No covered work may be performed in plants, factories, buildings, or surroundings or under work conditions that
A higher rate may be required for SCA contracts if a wage
or age certiﬁcates are acceptable.
established by the Fair Labor Standards Act (FLSA).
A higher rate may be required for SCA contracts if a wage
EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by all employees and applicants.
Posting — During the period that covered work is being performed on a contract subject to the act, the contractor must post copies of Notice
health provisions of the Walsh-Healey Public Contracts Act are administered by the Occupational Safety and Health Administration.
determination applies. Such wage determination will be posted as
an attachment to this notice.
posted as an attachment to this Notice.
Wages and Fringe Beneﬁts — Every service employee performing any of the Government contract work under a service contract for complete
SCA wage determinations may require fringe beneﬁt
NLRA National Labor Relations Act
to Employees Working on Government Contracts in a sufﬁcient number of places to permit employees to observe a copy on the way to or from
their place of employment.
Responsibility for Secondary Contractors — Prime contractors are liable for violations of the act committed by their covered
payments (or a cash equivalent). PCA contracts do not
SCA wage determinations may require fringe benefit payments (or a
secondary contractors.
require fringe beneﬁts.
cash equivalent). PCA contracts do not require fringe benefits.
OVERTIME PAY
You must be paid 1.5 times your basic rate of pay for
Service Contract Act
EMPLOYEE RIGHTS
General Provisions — The Service Contract Act applies to every contract entered into by the United States or the District of Columbia,
all hours worked over 40 in a week. There are some
OVERTIME PAY
exceptions.
the principal purpose of which is to furnish services in the United States through the use of service employees. Contractors and subcontractors
performing on such Federal contracts must observe minimum wage and safety and health standards, and must maintain certain records, unless
You must be paid 1.5 times your basic rate of pay for all hours
worked over 40 in a week. There are some exceptions.
No person under 16 years of age may be employed on a
CHILD LABOR
a speciﬁc exemption applies.
determined to be prevailing in the locality for the classiﬁcation in which the employee is working or the wage rates and fringe beneﬁts (including
contract.
UNDER THE NATIONAL LABOR RELATIONS ACT
No person under 16 years of age may be employed on a PCA
any accrued or prospective wage rates and fringe beneﬁts) contained in a predecessor contractor's collective bargaining agreement. The wage
and not hazardous or dangerous to employees' health and
cost-effective posting compliance solution that provides the necessary WORKERRIGHTS The NLRA guarantees the right of employees to organize and bargain collectively with their employers, and to engage in SAFETY & HEALTH CHILD LABOR PCA contract. Work must be performed under conditions that are sanitary, in excess of $2,500 must be paid not less than the moneta
of the contract be paid less than the minimum wage established in section 6(a)(1) of the Fair Labor Standards Act.
rates and fringe beneﬁts required are usually speciﬁed in the contract but in no case may employees doing work necessary for the performance
Service contracts which do not exceed $2,500 are not subject to prevailing rate determinations or to the safety and health requirements of the
or hazardous or dangerous to the health or safety of service employees engaged to furnish the services. The safety and health provisions of the compliance.
safety.
act. However, the act does require that employees performing work on such contracts be paid not less than the minimum wage rate established
in section 6(a)(1) of the Fair Labor Standards Act.
SAFETY & HEALTH
ENFORCEMENT
other protected concerted activity. Employees covered by the NLRA * are protected from certain types of employer and
hazardous or dangerous to employees’ health and safety.
Work must be performed under conditions that are sanitary, and not
Speciﬁc DOL agencies are responsible for the administration
union misconduct. This Notice gives you general information about your rights, and about the obligations of employers
of these laws. To ﬁle a complaint or obtain information for:
Overtime — The Fair Labor Standards Act and the Contract Work Hours Safety Standards Act may require the payment of overtime at time
and unions under the NLRA. Contact the National Labor Relations Board, the Federal agency that investigates and
Contact the Wage and Hour Division by calling its toll-free
help line at 1-866-4-USWAGE (1-866-487-9243), or visit its
and one-half the regular rate of pay for all hours work on the contract in excess of 40 a week. The Contract Work Hours Safety Standards Act
is more limited in scope than the Fair Labor Standards Act and generally applies to Government contracts in excess of $100,000 that require or
Specific DOL agencies are responsible for the administration of
these laws. To file a complaint or obtain information, contact the
Web site at www.wagehour.dol.gov.
ENFORCEMENT
resolves complaints under the NLRA, using the contact information supplied below, if you have any questions about
involve the employment of laborers, mechanics, guards, watchmen.
Contact the Occupational Safety and Health Administration
surroundings or under working conditions, provided by or under the control or supervision of the contractor or subcontractor, which are unsanitary
Wage and Hour Division (WHD) by calling its toll-free help line at
Safety and Health — The act provides that no part of the services in contracts in excess of $2,500 may be performed in buildings or
specific rights that may apply in your particular workplace.
1-866-4-USWAGE (1-866-487-9243), or visit www.dol.gov/whd
Notice to Employees — On the date a service employee commences work on a contract in excess of $2,500, the contractor (or sub-
Contact the Occupational Safety and Health Administration
visit its Web site at www.osha.gov.
(OSHA) by calling 1-800-321-OSHA (1-800-321-6742), or visit
Organize a union to negotiate with your employer concerning your wages, hours, and other terms and conditions of
www.osha.gov
• Under the NLRA, you have the right to: (OSHA) by calling 1-800-321-OSHA (1-800-321-6742), or Service Contract Act are administered by the Occupational Safety and Health Administration.
contractor) must provide the employee with a notice of the compensation required by the act. The posting of the notice (including any applicable
wage determination) contained on the reverse in a location where it may be seen by all employees performing on the contract will satisfy this
employment.
requirement.
For additional information:
Notice in Subcontracts — The contractor is required to insert in all subcontracts the labor standards clauses speciﬁed by the regulations
• Form, join or assist a union. 1-866-4-USWAGE in 29 CFR Part 4 for Federal service contracts exceeding $2,500.
• • Bargain collectively through representatives of employees’ own choosing for a contract with your employer setting your WWW.WAGEHOUR.DOL.GOV secondary contractors.
wages, benefits, hours, and other working conditions.
Responsibility for Secondary Contractors — Prime contractors are liable for violations of the act committed by their covered
Other Obligations — Observance of the labor standards of these acts does not relieve the employer of any obligation he may have under
federal and state postings to help employers meet compliance with • • • Under the NLRA, it is illegal for your employer to: Under the NLRA, it is illegal for a union or for the union ARRA American Recovery and Reinvestment Act Whistleblower Rights over WH1313 REV 04/09 page 1 of 2 EMPLOYEE RIGHTS
(1-866-487-9243) TTY: 1-877-889-5627
Discuss your terms and conditions of employment or union organizing with your co-workers or a union.
any other laws or agreements providing for higher labor standards.
Take action with one or more co-workers to improve your working conditions by, among other means, raising work-related
1-866-487-9243
Additional Information — Additional Information and copies of the acts and applicable regulations and interpretations may be obtained
from the nearest ofﬁce of the Wage and Hour Division or the National Ofﬁce in Washington D.C. Information pertaining to safety and health standards
WHD Publication 1313 TTY: 1-877-889-5627
WAGE AND HOUR DIVISION
complaints directly with your employer or with a government agency, and seeking help from a union.
U.S. Department of Labor Employment Standards Administration Wage and Hour Division
may be obtained from the nearest ofﬁce of the Occupational Safety and Health Administration or the National Ofﬁce in Washington, D.C.
UNITED STATES DEPARTMENT OF LABOR
Employment Standards Administration
Strike and picket, depending on the purpose or means of the strike or the picketing.
www.dol.gov/whd
U.S. Department of Labor
U.S. GOVERNMENT PRINTING OFFICE: 1996 - 421-004/59075
Wage and Hour Division
Choose not to do any of these activities, including joining or remaining a member of a union.
that represents you in bargaining with your employer
Prohibit you from soliciting for a union during non-work time,
such as before or after work or during break times; or from
Notice to Workers with Disabilities
to:
•
Threaten you that you will lose your job unless you
•
distributing union literature during non-work time, in non-work
support the union.
areas, such as parking lots or break rooms.
WORKER RIGHTS
Know Your Rights
criticized union officials or because you are not a member
manner that discourages you from engaging in that
of the union.
federal and state laws. Failure to meet compliance with these posting Poster Service for Federal Contractors The law requires certain employers to display this poster where employees can readily see it. • • • Question you about your union support or activities in a • • • • Refuse to process a grievance because you have Under the Recovery Act! FOR WORKERS WITH DISABILITIES
activity.
Fire, demote, or transfer you, or reduce your hours or
Use or maintain discriminatory standards or procedures in
making job referrals from a hiring hall.
change your shift, or otherwise take adverse action against
Cause or attempt to cause an employer to discriminate
PAID AT SUBMINIMUM WAGES
Know Your Rights
you, or threaten to take any of these actions, because you
against you because of your union-related activity.
join or support a union, or because you engage in concerted
activity for mutual aid and protection, or because you choose
Take other adverse action against you based on whether
not to engage in any such activity.
Under the Recovery Act!
you have joined or support the union.
This establishment has a certificate authorizing the payment of subminimum wages to workers who are disabled for the work they are performing.
MINIMUM WAGE Executive Order 13658 (EO) requires that federal contractors pay workers performing work on or in
Threaten to close your workplace if workers choose a
UNDER EXECUTIVE ORDER 13706
McNamara-O’Hara Service Contract Act (SCA), and/or Walsh-Healey Public Contracts Act (PCA). Such subminimum wages are referred to as
Promise or grant promotions, pay raises, or other benefits
of $7.25 per hour. A “commensurate wage rate” is based on the worker’s individual productivity, no matter how limited, in proportion to the wage and
“commensurate wage rates” and are less than the basic hourly rates stated in an SCA wage determination and/or less than the FLSA minimum wage
connection with covered contracts at least (1) $10.10 per hour beginning January 1, 2015, and (2) • union to represent them. If you and your coworkers select a union to act as your Did you know? Did you know? Authority to pay subminimum wages to workers with disabilities generally appl
quantity of work in the geographic area from which the labor force of the community is drawn.
beginning January 1, 2016, and every year thereafter, an inflation-adjusted amount determined by • to discourage or encourage union support. collective bargaining representative, your employer and the The American Recovery and Reinvestment Act of 2009 1 providesprotections for certain
union are required to bargain in good faith in a genuine
The American Recovery and Reinvestment Act of 2009 1 providesprotections for certain
Prohibit you from wearing union hats, buttons, t-shirts, and
Employers shall make this poster available and display it where employees and the parents and guardians of workers with disabilities can readily see it.
effort to reach a written, binding agreement setting your
the Secretary of Labor in accordance with the EO and appropriate regulations. The EO hourly • pins in the workplace except under special circumstances. terms and conditions of employment. The union is required employees of non-federal employers whomake specified disclosures relating t
employees of non-federal employers whomake specified disclosures relating to possible fraud,
to fairly represent you in bargaining and enforcing the
waste and/or abuse or Recovery Act funds.
worker’s earning or productive capacity for the work being performed. The fact that a worker may have a
PAID SICK LEAVE FOR
minimum wage in effect from January 1, 2019 through December 31, 2019 is $10.60.
disability is not in and of itself sufficient to warrant the payment of a subminimum wage.
Spy on or videotape peaceful union activities and
DISABILITIES
as: An individual whose earnings or productive capacity is impaired by a physical or mental disability, including
Who is protected?
requirements can lead to hefty fines and legal liabilities. The ComplyRight Federal Contractor Poster Service only covers TIPS Covered tipped employees must be paid a cash wage of at least $7.40 per hour effective January 1, Illegal conduct will not be permitted. If you believe your rights or the rights of others have been violated, you should Who is protected? Employees of non-federal employers receiving re
For purposes of payment of commensurate wage rates under a certificate, a worker with a disability is defined
FEDERAL CONTRACTORS
agreement.
gatherings or pretend to do so.
waste and/or abuse or Recovery Act funds.
Disabilities which may affect productive capacity include an intellectual or developmental disability, psychiatric
disability, a hearing or visual impairment, and certain other impairments. The following do not ordinarily affect
productive capacity for purposes of paying commensurate wage rates: educational disabilities; chronic
governments, contractors, subcontractors, grantees or professional membership organizations
contact the NLRB promptly to protect your rights, generally within six months of the unlawful activity. You may inquire about
unemployment; receipt of welfare benefits; nonattendance at school; juvenile delinquency; and correctional
possible violations without your employer or anyone else being informed of the inquiry. Charges may be filed by any person
and need not be filed by the employee directly affected by the violation. The NLRB may order an employer to rehire a
acting in the interest of recovery fund recipients.
parole or probation.
2019-December 31, 2019. If a worker’s tips combined with the required cash wage of at least $7.40
Employees of non-federal employers receiving recovery funds. This includesState and local
orally and in writing by the employer of the terms of the certificate under which such worker is employed.
Each worker with a disability and, where appropriate, the parent or guardian of such worker, shall be informed
ONE HOUR OF PAID SICK LEAVE FOR EVERY 30
worker fired in violation of the law and to pay lost wages and benefits, and may order an employer or union to cease violating
per hour paid by the contractor do not equal the EO hourly minimum wage for contractors, the
How are Whistleblowers Protected?
the law. Employees should seek assistance from the nearest regional NLRB office, which can be found on the Agency’s
Youcannot be discharged, demotedor otherwise discriminated against as a reprisal for making a
Nondisabled worker standard—The objective gauge (usually a time study of the production of workers
HOURS WORKED, UP TO 56 HOURS EACH YEAR
WAGE RATES
protected disclosure.
contractor must increase the cash wage paid to make up the difference. Certain other conditions website: www.nlrb.gov. governments, contractors, subcontractors, grantees or professional membership organizations KEY ELEMENTS OF • who do not have disabilities that impair their productiv
acting in the interest of recovery fund recipients.
COMMENSURATE
worker with a disability is measured.
You can also contact the NLRB by calling toll-free: 1-844-762-NLRB (6572). Hearing impaired callers who wish to speak to an
productivity for the same or similar work and who are performing such work in the area. Most SCA contracts
Prevailing wage rate—The wage paid to experienced workers who do not have disabilities that impair their
Evaluation of the productivity of the worker with a disability—Documented measurement of the
What typesof disclosures are protected?
include a wage determination specifying the prevailing wage rates to be paid for SCA-covered work.
must also be met. PAID SICK LEAVE Executive Order 13706, Establishing Paid Sick Leave for Federal How are Whistleblowers Protected? • • intervals. At a minimum, the productivity of hourly-paid workers must be reevaluated at least every six months
NLRB representative should contact the Federal Relay Service by visiting its website at https://www.federalrelay.us/tty,
NLRB (6572).
production of the worker with a disability (in terms of quantity and quality).
calling one of its toll free numbers, and asking its Communications Assistant to call the NLRB toll free number at 1-844-762-
federal contractor postings. Employers must also post the mandatory EXCLUSIONS • Some workers who provide support “in connection with” covered contracts for less than 20 * The National Labor Relations Act covers most private-sector employers. Excluded from coverage under the NLRA Youcannot be discharged, demotedor otherwise discriminated against as
The wages of all workers paid commensurate wages must be reviewed, and adjusted if appropriate, at periodic
Thedisclosure must be made by the employee to the Recovery Accountability and Transparency
wages must be reviewed, and adjusted as appropriate, whenever there is a change in the job or a change in the
Contractors, requires certain employers that contract with the Federal
Board, an Inspector General, the Comptroller General, a member of Congress, a state or federal
Government to provide employees working on or in connection with
are public-sector employees, agricultural and domestic workers, independent contractors, workers employed by a parent or
prevailing wage rate, such as when the applicable state or federal minimum wage is increased.
court or grand jury, or the head of a federal agency or his/her representatives.
regulatory or law enforcement agency, a person with supervisory authority over the employee, a
percent of their hours worked in a week may not be entitled to the EO minimum wage.
protected disclosure.
The Workforce Innovation and Opportunity Act of 2014 (WIOA) amended the Rehabilitation Act by adding
spouse, employees of air and rail carriers covered by the Railway Labor Act, and supervisors (although supervisors that
WIOA
section 511, which places limitations on the payment of subminimum wages to individuals with disabilities by
mandating the completion of certain requirements prior to and during the payment of a subminimum wage.
those contracts with 1 hour of paid sick leave for every 30 hours they
have been discriminated against for refusing to violate the NLRA may be covered).
The disclosure must involve information that the employee believes is evidence of:
• Certain full-time students, learners, and apprentices who are employed under subminimum wage
work—up to 56 hours of paid sick leave each year.
Executive Order 13658, Establishing a Minimum Wage for Contractors, established a minimum wage that
EXECUTIVE ORDER
certificates are not entitled to the EO minimum wage.
13658
generally must be paid to workers performing on or in connection with a covered contract with the Federal
Government. Workers covered by this Executive Order and due the full Executive Order minimum wage include
•
gross mismanagement of an agency contract or grant relating to recovery funds;
What typesof disclosures are protected?
a gross waste of recovery funds;
•
FLSA.
workers with disabilities whose wages are calculated pursuant to certificates issued under section 14(c) of the
• Workers employed on contracts for seasonal recreational services or seasonal recreational
equipment rental for the general public on federal lands, except when the workers are performing
•
This is an official Government Notice
Neither the FLSA nor the PCA have provisions requiring vacation, holiday, or sick pay nor other fringe benefits
or use of recovery funds;
Employees must be permitted to use paid sick leave for their own
a substantial and specific danger to public health or safety related to the implementation
FRINGE BENEFITS
such as health insurance or pension plans. SCA wage determinations may require such fringe benefit payments
•
an abuse of authority related to the implementation or use of recovery funds; or
illness, injury, or other health-related needs, including preventive care;
associated lodging and food services, are not entitled to the EO minimum wage.
a violation of law, rule, or regulation related to an agency contract or grant awarded or
Posters must be displayed in prominent and accessible locations employee notices provided in the standard ComplyRight Federal and ENFORCEMENT • Certain other occupations and workers are also exempt from the EO. and must not be defaced by anyone. DHS Fraud Hotline U.S. Department of Labor Thedisclosure must be made by the employee to the Recovery Accountability and Transparency (or a cash equivalent). Work
full fringe benefits listed on the SCA wage determination.
•
issued relating to recovery funds.
to assist a family member who is ill, injured, or has other health-related
Generally, if a worker is performing work subject to the FLSA, SCA, and/or PCA, that worker must be paid at
OVERTIME
Board, an Inspector General, the Comptroller General, a member of Congress, a state or federal
least 1 1/2 times their regular rate of pay for all hours worked over 40 in a workweek.
needs, including preventive care; or for reasons resulting from, or to
regulatory or law enforcement agency, a person with supervisory authority over the employee, a
Take Action!
Minors younger than 18 years of age must be employed in accordance with the child labor provisions of the
FLSA. No persons under 16 years of age may be employed in manufacturing or on a PCA contract.
CHILD LABOR
court or grand jury, or the head of a federal agency or his/her representatives.
assist a family member who is the victim of, domestic violence, sexual
PETITION PROCESS
Workers with disabilities paid at subminimum wages may petition the Administrator of the Wage and Hour
Division of the Department of Labor for a review of their wage rates by an Administrative Law Judge. No
www.recovery.gov.
assault, or stalking.
Log on to Recovery.gov for more information about your rights and details on how to report at
The U.S. Department of Labor’s Wage and Hour Division (WHD) is responsible for enforcing the
particular form of petition is required, except that it must be signed by the worker with a disability or his or her
The disclosure must involve information that the employee believes is evidence of:
parent or guardian and should contain the name and address of the employer. Petitions should be mailed to:
Washington, D.C. 20210.
Employers are required to inform employees of their paid sick leave
EO. WHD can answer questions, in person or by telephone, about your workplace rights and
Administrator, Wage and Hour Division, U.S. Department of Labor, Room S-3502, 200 Constitution Avenue NW,
DEP
DEPARTMENT OF HOMELAND SECURITYARTMENT OF HOMELAND SECURITY
protections. We can investigate employers, recover wages to which workers may be entitled, and
balances and must approve all valid requests to use paid sick leave.
pursue appropriate sanctions against covered contractors. All services are free and confidential.

a gross waste of recovery funds;
Rules about when and how employees should ask to use paid
www.dol.gov/whd
UNITED STATES DEPARTMENT OF LABOR
OFFICE OF INSPECTOR GENERALOR GENERAL •
1 Secon 1553 of Division A, Title XV of the American Recovery and Reinvestment Act of 2009, P.L. 111-5
a substantial and specific danger to public health or safety related to the implementation
The law also prohibits discriminating against or discharging workers who file a complaint or OFFICE OF INSPECT • • gross mismanagement of an agency contract or grant relating to recovery funds; WAGE AND HOUR DIVISION TTY: 1-877-889-5627 1-866-487-9243 WH1284 REV 01/18
sick leave also apply. More information about the paid sick leave
that are highly visible to all employees. State Labor Law Poster Service, sold separately, shown on page 4. ADDITIONAL will accept the complaint in any language. You can find your nearest WHD office at Take Action! an abuse of authority related to the implementation or use of recovery funds; or Your PATHWAY to Reporting nn n
participate in any proceeding under the EO. If you are unable to file a complaint in English, WHD
or use of recovery funds;
requirements is available at www.dol.gov/whd/govcontracts/eo13706

•
DOD Whistleblower Hotline
DOD Fraud Hotline
Ha ve Yo u EXPERIENCE D
a violation of law, rule, or regulation related to an agency contract or grant awarded or
https://www.dol.gov/whd/local/.
•
issued relating to recovery funds.
The Wage and Hour Division (WHD), which is responsible for making
I
AT
I
O
ENFORCEMENT
FRAUD
N
TA
E
L
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• The EO applies only to new federal construction and service contracts, as defined by the
sure employers comply with Executive Order 13706, has ofces across
Secretary in the regulations.
the country. WHD can answer questions, in person or by telephone,
HAVE

about your workplace rights and protections. WHD can investigate
WHISTLE
IF YOU HAVE THE RIGHT TO WORK
employers and recover wages to which workers may be entitled. All
IF YOU HAVE THE RIGHT TO WORK
14(c) of the Fair Labor Standards Act must also receive no less than the full EO minimum wage rate.
INFORMATION • Workers with disabilities whose wages are governed by special certificates issued under section Log on to Recovery.gov for more information about your rights and details on how to report at WASTE
www.recovery.gov.
• Some state or local laws may provide greater worker protections; employers must comply with both.
services are free and condential. If you are unable to le a complaint
in English, WHD will accept the complaint in any language.
• More information about the EO is available at: www.dol.gov/whd/flsa/eo13658. BLOWER &
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protect the integrity, effectiveness, and efficiency of DHS programs., effectiveness, and efficiency of DHS programs., effectiveness, and efficiency of DHS programs.
protect the integrity
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protect the integrity
The law prohibits discriminating against or discharging workers who Participa en E-Verify 1 FILE A REPRISAL COMPLAINT WITH ABUSE
le a complaint or participate in any proceeding under the Executive
La Oficina del Inspector General (OIG) del Departamento de Seguridad Nacional
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Participates in E-Verify
Order.
La Oficina del Inspector General (OIG) del Departamento de Seguridad Nacional
(DHS), desea colaborar con los empleados de DHS y el público para protejer la
Participa en E-Verify
Poster service includes: WAGE AND HOUR DIVISION 1 Executive Order 13706 applies to new contracts and replacements for Participa en E-Verify DoD HOTLINE... SUSPECTED THREATS TO HOMELAND SECURITY
Participates in E-Verify
Participa
(DHS), desea colaborar con los empleados de DHS y el público para protejer la Secon 1553 of Division A, Title XV of the American Recovery and Reinvestment Act of 2009, P.L. 111-5
(DHS), desea colaborar con los empleados de DHS y el público para protejer la
Participa en E-Verify
integridad, eficacia y eficiencia de los programas de DHS.

integridad, eficacia y eficiencia de los programas de DHS.
integridad, eficacia y eficiencia de los programas de DHS.
tes in E-Verify

1-866-487-9243

Report suspected criminal violations, misconduct, wasteful
ADDITIONAL
UNITED STATES DEPARTMENT OF LABOR
TTY: 1-877-889-5627
Report suspected criminal violations, misconduct, wasteful
Report suspected criminal violations, misconduct, wasteful
if you have reported wrongdoing by your
This Organizatio
expiring contracts with the Federal Government starting January 1, n
Esta Organización
INFORMATION
Human Traﬃcking | A A | Bribery
Esta Organización
www.dol.gov/whd
activities, and allegations of civil rights or civil liberties abuse to:
activities, and allegations of civil rights or civil liberties abuse to:
This Organization
activities, and allegations of civil rights or civil liberties abuse to:
Esta Organización
This Organization
Reporte cualquier sospecha de violación criminal, mala conducta, actividad de
Reporte cualquier sospecha de violación criminal, mala conducta, actividad de
Reporte cualquier sospecha de violación criminal, mala conducta, actividad de
company and believe you have suﬀered
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despilfarro, ó alegación de abuso libertad civil ó abuso de derechos civiles al:
despilfarro, ó alegación de abuso libertad civil ó abuso de derechos civiles al:
despilfarro, ó alegación de abuso libertad civil ó abuso de derechos civiles al:
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Participates in E-Verify
IF YOU HAVE THE RIGHT TO WORK
REPRISA L
2017. It applies to federal contracts for construction and many types
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of federal contracts for services.

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requirements.
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Attention: Office of Investigations - Hotline
Attention: Office of Investigations - Hotline
Attention: Office of Investigations - Hotline
al gobierno federal la información de su Formulario I-9
1-800-255-7688 TTY 1-800-237-2515
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de su Formulario I-9 para confirmar que usted
WAGE AND HOUR DIVISION
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1-800-255-7688 TTY 1-800-237-2515
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Department of De fense
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TTY: 1-877-889-5627
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you unfairly in violation of this law.
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www.dol.gov/whd/govcontracts
to work in the U.S.
authorized to work, this employer is required
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Complaints may be made anonymously and confidentially
Complaints may be made anonymously and confidentially
national origin. �ou can read this law at
está autorizado para trabajar en los EE.UU..
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■ Free, automatic poster replacements for mandatory posting The Immigrant and Employee Rights Section Retaliates against you because you are speaking and Employee Rights Section, January �� Federal Contractor Paid Sick Leave authorized to work in the U.S. IMPORTANT NOTE: One or more of the individual postings on this panel may not apply.
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Si E-Verify no puede confirmar que usted está
Seguridad Nacional (DHS) o a la Administración del
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to give you written instructions and an
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requerido a darle instrucciones por escrito y una
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opportunity to contact Department of
Seguridad Nacional (DHS) o a la Administración del
opportunity to contact Department of
al gobierno federal la información de su Formulario I-9
opportunity to contact Department of
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« CIVILIAN
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provide the federal government with your
MILI TA RY
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provide the federal government with your Seguro Social (SSA) para que pueda empezar a
(IER) may be able to help if an employer treats
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al gobierno federal la información de su Formulario I-9
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para confirmar que usted está autorizado para trabajar
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up for your right to work as protected by this law
Form I-9 information to confirm that you are Este empleador participa en E-Verify y proporcionará
Administration (SSA) so you can begin to
Form I-9 information to confirm that you are
resolver el problema antes de que el empleador pueda
to work, this employer is required to give you
Administration (SSA) so you can begin to
para confirmar que usted está autorizado para trabajar
autorizado para trabajar, este empleador está
This guidance document is not intended to be a final agency action, has no legally binding effect, and has no force or effect of la�. The document may be rescinded or
authorized to work in the U.S. in to
written instructions and an opportunity to
modified at the Department�s discretion, in accordance �ith applicable la�s. The Department�s guidance documents, including this guidance, do not establish legally
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Revision Date: 06/19 • ©2019 ComplyRight, Inc.
en los EE.UU..
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Administration (SSA) so you can beg
and Employee Rights Section, January ��
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tomar cualquier acción en su contra, incluyendo la
terminación de su empleo.
oportunidad de contactar al Departamento de
en los EE.UU..
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Si E-Verify no puede confirmar que usted está
take any action against you, including
E5100 11/16
regulations �or this law are at �� C.�.R. �art ��.
Si E-Verify no puede confirmar que usted está
enforceable responsibilities beyond �hat is required by the terms of the applicable statutes, regulations, or binding judicial precedent. For more information, see
�Memorandum for �ll Components: Prohibition of Improper Guidance Documents,� from ��orney General Jefferson B. Sessions III, �ovember 16, 2017.
Form I-9 information to confirm that you are
resolve the issue before the employer can
take any action against you, including
Seguridad Nacional (DHS) o a la Administración
terminación de su empleo.
take any action against you, including
authorized to work in the U.S.
terminating your employment.
autorizado para trabajar, este empleador está
Los empleadores sólo pueden utilizar E-Verify una vez
Los empleadores sólo pueden utilizar E-Verify una vez
autorizado para trabajar, este empleador está
If E-Verify cannot confirm that you are
(DHS) or Social Security Administration (SSA)
If E-Verify cannot confirm that you are
terminating your employment.
If E-Verify cannot confirm that you are
Employers can only use E-Verify once you
requerido a darle instrucciones por escrito y una
que usted haya aceptado una oferta de trabajo y
del Seguro Social (SSA) para que pueda empezar
completado el Formulario I-9.
to give you written instructions and an
que usted haya aceptado una oferta de trabajo y
authorized to work, this employer is required
authorized to work, this employer is required Si E-Verify no puede confirmar que usted está
Los empleadores sólo pueden utilizar E-Verify una vez
Employers can only use E-Verify once you
terminating your employment.
Employers can only use E-Verify once you
authorized to work, this employer is required
a resolver el problema antes de que el empleador
modified at the Department�s discretion, in accordance �ith applicable la�s. The Department�s guidance documents, including this guidance, do not establish legally so you can begin to resolve the issue before requerido a darle instrucciones por escrito y una
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opportunity to contact Department of
oportunidad de contactar al Departamento de

have accepted a job offer and completed the
Form I-9. have accepted a job offer and completed the que usted haya aceptado una oferta de trabajo y
to give you written instructions and an
the employer can take any action against you,
requerido a darle instrucciones por escrito y una
autorizado para trabajar, este empleador está
oportunidad de contactar al Departamento de
completado el Formulario I-9.
Homeland Security (DHS) or Social Security oportunidad de contactar al Departamento de
completado el Formulario I-9.
Seguridad Nacional (DHS) o a la Administración del
Form I-9.
enforceable responsibilities beyond �hat is required by the terms of the applicable statutes, regulations, or binding judicial precedent. For more information, see

Seguridad Nacional (DHS) o a la Administración del
to give you written instructions and an
opportunity to contact Department of
have accepted a job offer and completed the
Form I-9.
�Memorandum for �ll Components: Prohibition of Improper Guidance Documents,� from ��orney General Jefferson B. Sessions III, �ovember 16, 2017.
Seguro Social (SSA) para que pueda empezar a
opportunity to contact Department of
including terminating your employment.
Seguro Social (SSA) para que pueda empezar a
Administration (SSA) so you can begin to
Administration (SSA) so you can begin to
Seguridad Nacional (DHS) o a la Administración del

pueda tomar cualquier acción en su contra,
Homeland Security (DHS) or Social Security
resolver el problema antes de que el empleador pueda
incluyendo la terminación de su empleo.
Homeland Security (DHS) or Social Security
resolver el problema antes de que el empleador pueda
tomar cualquier acción en su contra, incluyendo la
Seguro Social (SSA) para que pueda empezar a
resolve the issue before the employer can
tomar cualquier acción en su contra, incluyendo la
terminación de su empleo.
changes as well as posters for newly added posting requirements, ■ Does the business provide goods or services S i usted dispone de las capacidades, experiencia y Llame a la IER si un empleador: Esta ley puede ser complicada. Llame a la IER para más Employers can only use E-Verify once you 88 dhs.gov/e-verify resolver el problema antes de que el empleador pueda
E-Verify Funciona Para Todos
resolve the issue before the employer can
take any action against you, including
Administration (SSA) so you can begin to
E-Verify Funciona Para Todos
terminación de su empleo.
E-Verify Works for Everyone
terminating your employment.
Los empleadores sólo pueden utilizar E-Verify
resolve the issue before the employer can
have accepted a job offer and completed the
tomar cualquier acción en su contra, incluyendo la
take any action against you, including
E-Verify Works for Everyone
SI USTED TIENE DERECHO A TRABAJAR
que usted haya aceptado una oferta de trabajo y
Los empleadores sólo pueden utilizar E-Verify una vez

E-Verify Funciona Para Todos
terminación de su empleo.
una vez que usted haya aceptado una oferta de
Los empleadores sólo pueden utilizar E-Verify una vez
take any action against you, including
terminating your employment.
Form I-9.
E-Verify Works for Everyone
Employers can only use E-Verify once you
For more information on E-Verify, or if trabajo y completado el Formulario I-9.
Employers can only use E-Verify once you Para más información sobre E-Verify, o si
completado el Formulario I-9.
terminating your employment.
For more information on E-Verify, or if
Para más información sobre E-Verify, o si
que usted haya aceptado una oferta de trabajo y
have accepted a job offer and completed the Los empleadores sólo pueden utilizar E-Verify una vez
Employers can only use E-Verify once you
usted cree que su empleador ha violado
have accepted a job offer and completed the
NO DEJE QUE NADIE SE LO QUITE
NO DEJE QUE NADIE SE LO QUITE
usted cree que su empleador ha violado
For more information on E-Verify, or if
you believe that your employer has
que usted haya aceptado una oferta de trabajo y
completado el Formulario I-9.
have accepted a job offer and completed the
Form I-9. Form I-9.
completado el Formulario I-9.
sus responsabilidades de E-Verify, por
violated its E-Verify responsibilities,
you believe that your employer has Para más información sobre E-Verify, o si
violated its E-Verify responsibilities, usted cree que su empleador ha violado
Form I-9. please contact DHS.
you believe that your employer has
sus responsabilidades de E-Verify, por
favor contacte a DHS.
favor contacte a DHS.
please contact DHS.
sus responsabilidades de E-Verify, por
violated its E-Verify responsibilities,
favor contacte a DHS.
E-Verify Funciona Para Todos
E-Verify Funciona Para Todos
E-Verify Funciona Para Todos

please contact DHS.

información sobre las protecciones existentes contra la
derecho legal a trabajar, su estatus migratorio o de No lo contrata o lo despide a causa de su

nacionalidad de origen o estatus de ciudadanía (esto
E-Verify Works for Everyone
discriminación por motivos del estatus de ciudadanía o
E-Verify Works for Everyone 8-897-7781
E-Verify Works for Everyone
ciudadanía no debe representar un obstáculo, ni
E-Verify Works for Everyone 888-897-7781
E-Verify Funciona Para Todos
ningún otro aspecto de su nacionalidad de origen.
888-897-7781
podría representar una vulneración de parte de la ley la nacionalidad de origen.

tampoco lo debe ser el lugar en que usted nació o
Para más información sobre E-Verify, o si

For more information on E-Verify, or if
Para más información sobre E-Verify, o si
que protegen a los trabajadores que cuentan con la
at no additional cost, any time a posting requirement is added to the federal government? Existe una parte de las leyes migratorias de los EE. UU. contenida en la Sección 1324b(a)(1) del Título 8 del Sección de Derechos de Inmigrantes y Empleados (IER) For more information on E-Verify, or if dhs.gov/e-verify sus responsabilidades de E-Verify, por
Código de los EE. UU.)
you believe that your employer has Para más información sobre E-Verify, o si
1-800-255-7688 TTY 1-800-237-2515
usted cree que su empleador ha violado
you believe that your employer has
For more information on E-Verify, or if
dhs.gov/e-verify
usted cree que su empleador ha violado
Lo trata de una manera injusta a la forma de
sus responsabilidades de E-Verify, por
debida autorización legal para trabajar de la
you believe that your employer has
violated its E-Verify responsibilities,
discriminación por motivos de su estatus de
favor contacte a DHS.
violated its E-Verify responsibilities, usted cree que su empleador ha violado
please contact DHS.
please contact DHS.
comprobar su derecho a trabajar en los EE. UU.,
incluyendo al completar el Formulario I-9 o utilizar
violated its E-Verify responsibilities,
www.justice.gov/crt-espanol/ier
ciudadanía o nacionalidad de origen. Puede consultar
IER@usdoj.gov
sus responsabilidades de E-Verify, por
esta ley contenida en la Sección 1324b del Título 8 del
E-Verify (esto podría representar una vulneración de

favor contacte a DHS.

Código de los EE. UU.

favor contacte a DHS.
please contact DHS.
la ley contenida en la Sección 1324b(a)(1) o (a)(6) del
Título 8 del Código de los EE. UU.)

888-897-7781
888-897-7781
English / Spanish Poster
Inmigrantes y Empleados (IER, por sus siglas en inglés)
Es posible que la Sección de Derechos de
English / Spanish Poster
Departamento de Justicia de los EE. UU., División de Derechos
Toma represalias en su contra por haber defendido
dhs.gov/e-verify
dhs.gov/e-verify
888-897-7781
su derecho a trabajar al amparo de esta ley (la ley
pueda ayudar si un empleador lo trata de una forma
enero del 2019
injusta, en contra de esta ley.
La ley que hace cumplir la IER es la Sección 1324b del prohíbe las represalias, según se indica en la Sección Civiles, Sección de Derechos de Inmigrantes y Empleados, dhs.gov/e-verify English / Spanish Poster
1324b(a)(5) del Título 8 del Código de los EE. UU.)
Título 8 del Código de los EE. UU. Los reglamentos de
dicha ley se encuentran en la Parte 44 del Título 28 del
Código de Reglamentos Federales. EILCH01 06/19
■ Is the business required to use E-Verify? orientación, no establecen responsabilidades jurídicamente vinculantes más allá de lo que se requiere en los términos de las leyes aplicables, los reglamentos o los English / Spanish Poster English / Spanish Poster E2130 03/19
Este documento de orientación no tiene como propósito ser una decisión definitiva por parte de la agencia, no tiene ningún efecto jurídicamente vinculante y puede ser
rescindido o modificado a la discreción del Departamento, conforme a las leyes aplicables. Los documentos de orientación del Departamento, entre ellos este documento de
precedentes jurídicamente vinculantes. Para más información, véase «Memorándum para Todos Los Componentes: La Prohibición contra Documentos de Orientación
Impropias», del Fiscal General Jefferson B. Sessions III, 16 de noviembre del 2017.
English / Spanish Poster
■ Accurate and up-to-date federal and state-specific postings,
which are researched and monitored by our in-house legal ■ Did the business receive federal funds under
team of attorneys and legal researchers the American Recovery and Reinvestment Act of 2009? U1200CFS – Standard
■ Does the business work on federally financed U1200CFC – Construction
■ Quick Response (QR) code printed on each state poster, construction projects? EFEDFCCR – Poster Kit Only
to scan and instantly determine if posters are compliant U1200CXX – Federal and State Posters (English)**
U1200CBOXX – Federal (Bilingual), State (English)*
■ Meet strict government requirements for color, font and size. U1200CBAXX – Federal (Bilingual), State (Bilingual)*
Laminated for added durability.
*XX = Your State Abbreviation.
■ Timely email notifications of posting changes and poster ** All English services automatically include foreign language postings IL Revision Date: 10/18 <<< Scan for compliance verification. Illinois JOB DISCRIMINATION AND SEXUAL HARASSMENT. REEMPLOYMENT RIGHTS ACT (330 ILCS 61) Illinois Department of Employment Security to workers about IL Revision Date: 10/18 <<< Scan for compliance verification. State Labor Law Postings JOB DISCRIMINATION AND SE
Unemployment Insurance
ISERRA
FLSA: Fair Labor Standards Act
Fair Employment
Equal Employment Opportunity is
Unemployment Insurance
YOUR RIGHTS UNDER THE ILLINOIS
ISERRA
Fair Employment
THE LAW
YOUR RIGHTS UNDER THE ILLINOIS
SERVICEMEMBER EMPLOYMENT &
YOU HAVE THE RIGHT TO BE FREE FROM
Unemployment

Illinois
UNDER THE FAIR LABOR STANDARDS ACT
NOTICE Insurance Beneﬁts
Unemployment
SERVICEMEMBER EMPLOYMENT &
Private Employers, State and Local Governments, Educational Institutions,
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FEDERAL MINIMUM WAGE
THE POSTING OF THIS NOTICE IS REQUIRED BY THE ILLINOIS UNEMPLOYMENT INSURANCE ACT.
NOTICE Insurance Beneﬁts
Employment Agencies and Labor Organizations
YOU HAVE THE RIGHT TO BE FREE FROM
ISERRA (state version of USERRA) protects the employment
unlawful discrimination and sexual harassment. This means that employers
Applicants to and employees of most private employers, state and local governments, educational institutions, employment
and benefits of Servicemembers who leave their civilian
FILING A CLAIM
agencies and labor organizations are protected under Federal law from discrimination on the following bases:
Your Base Period Will Be:
The Illinois Human Rights Act states that you have the right to be free from
may not treat people differently based on race, age, gender, pregnancy, disability,
$7.25 PER HOUR
FEDERAL LABOR LAW POSTINGS
reported to the Texas Department of State Health Services.
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
<<< Scan for compliance verification.
ISERRA (state version of USERRA) protects the employment
ISERRA
BEGINNING JULY 24, 2009
while new employment is sought. Claims should be ﬁled as soon as possible
sexual orientation or any other protected class named in the Act. This applies to
all employer actions, including hiring, promotion, discipline and discharge.
In order to protect the common public interest in military
contributions from liable employers. It is designed to provide living expenses
Payday Notice
discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color,
Fair Employment
to eligible unemployed workers and for the collection of employer
replacement activity if required by your state for all employers in the state. Notice of Paydays Payday Notice State Labor Law Postings The Illinois Human Rights Act states that you have the right to be free from EEOC: U.S. Equal Employment Opportunity Commission THE POSTING OF THIS NOTICE IS REQUIRED BY THE ILLINOIS UNEMPLOYMENT INSURANCE ACT. ATTENTION EMPLOYEES RETALIATION It is also unlawful for employers to treat peopl
the year before between
after separation from employment. Claims can be ﬁled online at
Oct. 1 and Dec. 31
Last year between:
REASONABLE ACCOMMODATIONS
service, it is the role of the Illinois Attorney General to promote
www.ides.illinois.gov or at the nearest Illinois Department of
to workers about
and benefits of Servicemembers who leave their civilian
�f you reasonably believe or �no� of information that the physical or mental health or �elfare
unlawful discrimination and sexual harassment. This means that employers
Your Base Period Will Be:
If Your Beneﬁt Year Begins:
FILING A CLAIM
YOUR RIGHTS UNDER THE ILLINOIS
Illinois Department of Employment Security
religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an
may not treat people differently based on race, age, gender, pregnancy, disability,
Unemployment
YOU HAVE THE RIGHT TO BE FREE FROM
EMPLOYER NOTE: Must be posted in a conspicuous place
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.
of a patient or client of the facility �ho is receiving chemical dependency, mental health or
Jan. 1 and Dec. 31
This year between:
You also have the right to reasonable accommodations
awareness and ensure compliance of ISERRA by providing
Last year between:
OVERTIME PAY
employment to serve our Nation or State.
The Illinois Unemployment Insurance Act provides for the payment of beneﬁts
Employment Security ofﬁce to the worker’s home. To be eligible for beneﬁts,
of a patient or client of the facility �ho is receiving chemical dependency, mental health or
an unemployed individual must be available for work, able to work and
Notice of Paydays
SERVICEMEMBER EMPLOYMENT &
employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations
contributions from liable employers. It is designed to provide living expenses
to eligible unemployed workers and for the collection of employer
Jan. 1 and March 31
provisions of the Illinois Unemployment Insurance Act.
actively seeking work and, in addition, must not be disqualiﬁed under any
the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of
based on pregnancy and disability. This means you can
ask for reasonable changes to your job if needed because
information, training, advocacy, and enforcement.
REEMPLOYMENT RIGHTS ACT (330 ILCS 61)
Jan. 1 and Sept. 30 and
the year before between
Last year between:
April 1 and Dec. 31 and
employee’s religious practices where the accommodation does not impose undue hardship. NOTICE Insurance Beneﬁts
Illinois
rehabilitation services has been, is or �ill be adversely affected by abuse or neglect, or that
sexual orientation or any other protected class named in the Act. This applies to
rehabilitation services has been, is or �ill be adversely affected by abuse or neglect, or that
JOB DISCRIMINATION AND SEXUAL HARASSMENT.
all employer actions, including hiring, promotion, discipline and discharge.
At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.
this year between
while new employment is sought. Claims should be ﬁled as soon as possible
Jan. 1 and March 31
THE POSTING OF THIS NOTICE IS REQUIRED BY THE ILLINOIS UNEMPLOYMENT INSURANCE ACT.
EPPA: Employee Polygraph Protection Act
Oct. 1 and Dec. 31
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
CHILD LABOR
abuse, neglect or exploitation of an elderly or disabled person has occurred in a hospital
The Illinois Human Rights Act states that you have the right to be free from
abuse, neglect or exploitation of an elderly or disabled person has occurred in a hospital
In order to protect the common public interest in military
of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
you are pregnant or disabled.
State Labor Law Postings
service, it is the role of the Illinois Attorney General to promote
Each employer shall deliver the pamphlet “What Every Worker Should Know
after separation from employment. Claims can be ﬁled online at
About Unemployment Insurance” to each worker separated from employment
Last year between:
Your Base Period Will Be:
Last year between:
Jan. 1 and Dec. 31
Last year between:
REASONABLE ACCOMMODATIONS
delivered to the worker at the time of separation or, if delivery is
The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from
providing comprehensive medcal rehabilitation, mental health or chemical dependency services,
for an expected duration of seven or more days. The pamphlet shall be
AGE
non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.
Employment Security ofﬁce to the worker’s home. To be eligible for beneﬁts,
The Illinois Unemployment Insurance Act provides for the payment of beneﬁts
employment to serve our Nation or State.
www.ides.illinois.gov or at the nearest Illinois Department of
awareness and ensure compliance of ISERRA by providing
FILING A CLAIM
may not treat people differently based on race, age, gender, pregnancy, disability,
hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing,
April 1 and June 30
unlawful discrimination and sexual harassment. This means that employers
This year between:
and benefits of Servicemembers who leave their civilian
providing comprehensive medcal rehabilitation, mental health or chemical dependency services,
ISERRA (state version of USERRA) protects the employment
FLSA: Fair Labor Standards Act
EMPLOYEE RIGHTS
contributions from liable employers. It is designed to provide living expenses
impracticable, mailed within ﬁve days after the date of the separation to the
1. All members of the Armed Forces of the United States whether active duty or reserve including the
report such information as soon as possible to the Department of State Health Services.
worker’s last known address. Pamphlets shall be supplied by the Illinois
In order
Payday Notice
Jan. 1 and Sept. 30 and
the year before between
to eligible unemployed workers and for the collection of employer
National Guard when performing state duty.
while new employment is sought. Claims should be ﬁled as soon as possible
after separation from employment. Claims can be ﬁled online at
TIP CREDIT Oct. 1 and Dec. 31
Last year between:
July 1 and Dec. 31 and
information, training, advocacy, and enforcement.
report such information as soon as possible to the Department of State Health Services.
all employer actions, including hiring, promotion, discipline and discharge.
an unemployed individual must be available for work, able to work and
This year between:
actively seeking work and, in addition, must not be disqualiﬁed under any
aspects of employment. to protect the common public interest in military
based on pregnancy and disability. This means you can
sexual orientation or any other protected class named in the Act. This applies to
discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other
Jan. 1 and June 30
this year between
You also have the right to reasonable accommodations
delivered to the worker at the time of separation or, if delivery is RIGHTS
Notice of Paydays
service, it is the role of the Illinois Attorney General to promote
awareness and ensure compliance of ISERRA by providing
information, training, advocacy, and enforcement.
You also have the right to reasonable accommodations
their right to complain about discrimination.
REASONABLE ACCOMMODATIONS
Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their
Employment Security ofﬁce to the worker’s home. To be eligible for beneﬁts,
www.ides.illinois.gov or at the nearest Illinois Department of
provisions of the Illinois Unemployment Insurance Act.
Jan. 1 and Dec. 31
Last year between:
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended,
ATTENTION EMPLOYEES
SEX (WAGES)
Each employer shall deliver the pamphlet “What Every Worker Should Know
provisions of the Illinois Unemployment Insurance Act.
prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require
amount, an allowance for a non-working spouse or a dependent child or
based on pregnancy and disability. This means you can
$1,600 during the base period with at least $440 of that amount being paid
you are pregnant or disabled.
3. Members who are released from military duty with follow-on care by the Department of Defense.
actively seeking work and, in addition, must not be disqualiﬁed under any
A claimant may also be entitled to receive, in addition to the weekly beneﬁt
this year between
ATTENTION EMPLOYEES
Each employer shall deliver the pamphlet “What Every Worker Should Know
Last year between:
April 1 and Dec. 31 and
Jan. 1 and March 31
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
and the Merchant Marines when performing official duties in support of an emergency.
the minimum hourly wage, the employer must make up the difference.
THE LAW
you are pregnant or disabled.
ask for reasonable changes to your job if needed because
(FIRM NAME)
NURSING MOTHERS
WHAT ARE THE RIGHTS, BENEFITS AND OBLIGATIONS UNDER ISERRA?
REPORT DISCRIMINATION
About Unemployment Insurance” to each worker separated from employment
for an expected duration of seven or more days. The pamphlet shall be
WHO IS PROTECTED?
July 1 and Dec. 31 and
Last year between:
RETALIATION ask for reasonable changes to your job if needed because Equal Employment Opportunity is EMPLOYEE July 1 and Sept. 30 This year between: April 1 and Dec. 31 and Jan. 1 and March 31 this year between Last year between: Regular Paydays for Employees of __________________________________________________________ reported discrimina
or a health care professional has, is or �ill be engaged in conduct that is or might be illegal,
or a health care professional has, is or �ill be engaged in conduct that is or might be illegal,
RETALIATION
impracticable, mailed within ﬁve days after the date of the separation to the
delivered to the worker at the time of separation or, if delivery is
outside the highest calendar quarter.
for an expected duration of seven or more days. The pamphlet shall be
About Unemployment Insurance” to each worker separated from employment
WHO IS PROTECTED?
claimant in his or her base period. The weekly beneﬁt amount plus any
It is also unlawful for employers to treat people differently because they have
children. The allowance is a percentage of the average weekly wage of the
EMPLOYEE POLYGRAPH PROTECTION ACT
Shall be paid on_________________________________________________________________________
GENETICS
equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of
overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s
their right to complain about discrimination.
reported discrimination, participated in an investigation, or helped others exercise
1. All members of the Armed Forces of the United States whether active duty or reserve including the
unprofessional or unethical and that relates to the operation of the facility or mental health,
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
and the Merchant Marines when performing official duties in support of an emergency.
Oct. 1 and Dec. 31
(DAY OF WEEK/ BIWEEKLY/MONTHLY, ETC.)
2. All members of Military Auxiliary Radio System, United States Coast Guard Reserve, Civil Air Patrol,
If you have been awarded temporary total disability beneﬁts under a workers’
worker’s last known address. Pamphlets shall be supplied by the Illinois
allowance for a dependent make up the total amount payable.
impracticable, mailed within ﬁve days after the date of the separation to the
expands protections to persons identified above and incorporates existing benefits to servicemembers
who are public employees. Because ISERRA represents the minimum employer requirements, employers
2. All members of Military Auxiliary Radio System, United States Coast Guard Reserve, Civil Air Patrol,
lack of work, he or she may be eligible for partial beneﬁts if the wages
National Guard when performing state duty.
your local IDES ofﬁce for more information.
last few months, your base period may be determined differently. Contact
reported discrimination, participated in an investigation, or helped others exercise
A claimant may also be entitled to receive, in addition to the weekly beneﬁt
amount, an allowance for a non-working spouse or a dependent child or
chemical dependency or rehabilitation services provided in the facility, report such information
chemical dependency or rehabilitation services provided in the facility, report such information
children. The allowance is a percentage of the average weekly wage of the
claimant in his or her base period. The weekly beneﬁt amount plus
REPORT DISCRIMINATION
a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the
birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than
Regular Paydays for Employees of __________________________________________________________ It is also unlawful for employers to treat people differently because they have Private Employers, State and Local Governments, Educational Institutions, UNDER THE FAIR LABOR STANDARDS ACT this year between July 1 and Dec. 31 and Jan. 1 and June 30 Paychecks
Department of Employment Security to each employer without cost.
worker’s last known address. Pamphlets shall be supplied by the Illinois
prohibits most private employers from using
employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information.
earned in such calendar week are less than his or her weekly beneﬁt amount.
Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation any
1. Contact your employer’s human resources or personnel department.
3. Members who are released from military duty with follow-on care by the Department of Defense.
(FIRM NAME)
In order to be monetarily eligible, a claimant must be paid a minimum of
WHAT ARE THE RIGHTS, BENEFITS AND OBLIGATIONS UNDER ISERRA?
ISERRA provides the same protections as USERRA (i.e., reemployment, benefits and discrimination) but
as soon as possible to the Department of State Health Services.
If, during a calendar week an employee does not work full-time because of
(DAY OF WEEK/ BIWEEKLY/MONTHLY, ETC.)
of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants,
expands protections to persons identified above and incorporates existing benefits to servicemembers
as soon as possible to the Department of State Health Services.
-
Shall be paid on_________________________________________________________________________
REPORTING TIPS
To report discrimination, you may:
their right to complain about discrimination.
ENFORCEMENT
compensation act or other similar acts, or if you only have worked within the
“low earnings” which should be taken to their Illinois Department of
For any such week, employers should provide employees with a statement of
employee to express breast milk.
last few months, your base period may be determined differently. Contact
and the Merchant Marines when performing official duties in support of an emergency.
maintain the discretion to provide greater benefits. Entitlement to benefits will depend on many factors.
allowance for a dependent make up the total amount payable.
If you have been awarded temporary total disability beneﬁts under a workers’
A claimant may also be entitled to receive, in addition to the weekly beneﬁt
2. Contact the Illinois Department of Human Rights (IDHR) to file a charge.
In order to be monetarily eligible, a claimant must be paid a minimum of
3. Members who are released from military duty with follow-on care by the Department of Defense.
Each employee who receives tips must report these tips to employers on a
2. Contact the Illinois Department of Human Rights (IDHR) to file a charge.
1. Contact your employer’s human resources or personnel department.
employees, or their family members.
children. The allowance is a percentage of the average weekly wage of the
“low earnings” which should be taken to their Illinois Department of
amount, an allowance for a non-working spouse or a dependent child or
someone about your concerns.
earned in such calendar week are less than his or her weekly beneﬁt amount.
$1,600 during the base period with at least $440 of that amount being paid
RETALIATION
lack of work, he or she may be eligible for partial beneﬁts if the wages

(FIRM NAME) Employment Agencies and Labor Organizations FEDERAL MINIMUM WAGE (TIME) 3. Call the Illinois Sexual Harassment and Discrimination Helpline at 1-877-236-7703 to talk to WHO ENFORCES ISERRA? Employment Security ofﬁce. written statement or on Form UC-51, “Employee’s Report of Tips,” in Paychecks will be distributed at _
who are public employees. Because ISERRA represents the minimum employer requirements, employers
WHAT ARE THE RIGHTS, BENEFITS AND OBLIGATIONS UNDER ISERRA?
duplicate. Employers can furnish this form on request. The report shall be
civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money
this purpose.
NOTE: Illinois unemployment insurance beneﬁts are paid from a trust fund to which
NOTE: Illinois unemployment insurance beneﬁts are paid from a trust fund to which
duplicate. Employers can furnish this form on request. The report shall be
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates
3. Call the Illinois Sexual Harassment and Discrimination Helpline at 1-877-236-7703 to talk to
written statement or on Form UC-51, “Employee’s Report of Tips,” in
Shall be paid on_________________________________________________________________________ REPORT DISCRIMINATION Applicants to and employees of most private employers, state and local governments, educational institutions, employment claimant in his or her base period. The weekly beneﬁt amount plus any outside the highest calendar quarter. At______

(TIME) A complaint may be submitted in �riting or verbally to the:
overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed
in a discrimination proceeding, or otherwise opposes an unlawful employment practice.
someone about your concerns.
agencies and labor organizations are protected under Federal law from discrimination on the following bases:
for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be
James R. Thompson Center
submitted on the day the wages are paid, or not later than the next payday,
(DAY OF WEEK/ BIWEEKLY/MONTHLY, ETC.) To report discrimination, you may: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN allowance for a dependent make up the total amount payable. $7.2 If you have been awarded temporary total disability beneﬁts under a workers’ (ADDRESS) James R. Thompson Center 535 W. Jefferson Street provide both advocacy and
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED Employment Security ofﬁce. To locate the ofﬁce nearest you, call 1-800-244-5631 or
penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed
Chicago:
Employment Security ofﬁce. To locate the ofﬁce nearest you, call 1-800-244-5631 or
ISERRA provides the same protections as USERRA (i.e., reemployment, benefits and discrimination) but
this purpose.
compensation act or other similar acts, or if you only have worked within the
100 West Randolph Street, Suite 10-100
TAXATION OF BENEFITS
BENEFITS
last few months, your base period may be determined differently. Contact
Advocate webpage at http://www.illinoisattorneygeneral.gov/rights/veterans.html or call the Military &
PROHIBITIONS Texas Department of Health
If, during a calendar week an employee does not work full-time because of
Springfield, IL 62702
that resulted in economic loss to the employer.
Texas Department of Health
1st Floor
(217) 785-5100
WHERE TO FIND MORE INFORMATION?
1. Contact your employer’s human resources or personnel department.
expands protections to persons identified above and incorporates existing benefits to servicemembers
workers who file a complaint or participate in any proceeding under the FLSA.
behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly
WHERE TO FIND MORE INFORMATION?
There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your
doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging
1st Floor
state or federal income tax return. You may choose to have federal and/or
access the locations though our website at www.ides.illinois.gov.
access the locations though our website at www.ides.illinois.gov.
TAXATION OF BENEFITS
ADDITIONAL INFORMATION
(866) 740-3953 (TTY)
Paychecks will be distributed at _____________________________________________________________ FEDERAL LABOR LAW POSTINGS Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, lack of work, he or she may be eligible for partial beneﬁts if the wages 5 PER HOUR your local I
2. Contact the Illinois Department of Human Rights (IDHR) to file a charge.
(312) 814-6251 (Fax)
For any such week, employers should provide employees with a statement of
Veterans Rights Hotline at 1-800-382-3000 to ask questions or request training.
any employee or job applicant to take a lie detector test, and from
earned in such calendar week are less than his or her weekly beneﬁt amount.
1100 �est 4�th Street
BENEFITS
Advocate webpage at http://www.illinoisattorneygeneral.gov/rights/veterans.html or call the Military &
(312) 814-6200
Illinois state income tax withheld from your weekly beneﬁts. Since beneﬁts are
Chicago, IL 60601
1100 �est 4�th Street
Springfield, IL 62702
discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color,
Both servicemembers and employers can find more information on the Attorney General’s ISERRA
religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an
(217) 785-5100
BEGINNING JULY 24, 2009
Use common sense with any serious injury. Call 911 (or other emergency number) for assistance right away. Know the type of injury
who are public employees. Because ISERRA represents the minimum employer requirements, employers
The law does not preempt any provision of any State or local law
state or federal income tax return. You may choose to have federal and/or
when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free)
or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at
(866) 740-3953 (TTY)
Unemployment insurance beneﬁts are taxable if you are required to ﬁle a
not subject to mandatory income tax withholding, if you do not choose to
(217) 785-5106 (Fax)
Every claimant who ﬁles a new claim for unemployment insurance beneﬁts
withhold, you may be required to make estimated tax payments using Internal
Illinois state income tax withheld from your weekly beneﬁts. Since beneﬁts are
or any collective bargaining agreement which is more restrictive
Website: www.illinois.gov/dhr
REPORTING TIPS
with respect to lie detector tests.
Where polygraph tests are permitted, they are subject to numerous 
www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information
Every claimant who ﬁles a new claim for unemployment insurance beneﬁts
Employment Security ofﬁce.
“low earnings” which should be taken to their Illinois Department of
The claimant’s weekly beneﬁt amount is usually a percentage of the worker’s
discharging, disciplining, or discriminating against an employee or
This notice is available for download on the Attorney General’s website by
average weekly wage. The worker’s average weekly wage is computed by
going to http://www.illinoisattorneygeneral.gov/rights/veterans.html. Employers
1040 ES.
prospective employee for refusing to take a test or for exercising
(TIME) 3. Call the Illinois Sexual Harassment and Discrimination Helpline at 1-877-236-7703 to talk to 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. In accordance with 820 ILCS 115/10. Please post in a conspicuous place.
• Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions.
• Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the
maintain the discretion to provide greater benefits. Entitlement to benefits will depend on many factors.
EXAMINEE RIGHTS
For additional information, call these toll-free numbers:
requirement may be met by the posting of this notice where employers customarily
someone about your concerns.
by 26. The maximum weekly beneﬁt amount is a percentage of the statewide
Employers Holding Federal Contracts or Subcontracts
• Some state laws provide greater employee protections; employers must comply with both.
written statement or on Form UC-51, “Employee’s Report of Tips,” in
notice of the rights, benefits, and obligations of servicemember employees. This
The claimant’s weekly beneﬁt amount is usually a percentage of the worker’s
Telephone: (�00) 22��1570
WHO ENFORCES ISERRA?
statewide average weekly wage is calculated each year.
Notice of Privacy Practices
Revenue Service Form 1040 ES and Illinois Department of Revenue Form IL

This notice is available for download at: www.illinois.gov/dhr
withhold, you may be required to make estimated tax payments using Internal
average weekly wage. The minimum weekly beneﬁt amount is $51. The
NOTE: Illinois unemployment insurance beneﬁts are paid from a trust fund to which
Internal Revenue Service 1-800-829-1040.
eligible.
Illinois Department of Revenue 1-800-732-8866.
Commonwealth of Puerto Rico.
Telephone: (�00) 22��1570
Website: www.illinois.gov/dhr
dividing the wages paid during the two highest quarters of the base period
only employers contribute. No deductions may be made from the wages of workers for
are protected under Federal law from discrimination on the following bases:
average weekly wage. The worker’s average weekly wage is computed by
this purpose.
1040 ES.
first aid kits are kept. This information does not take the place of CPR (Cardiopulmonary Resuscitation) training. For emergency first aid
for convenient viewing by all employees and applicants.
strict standards concerning the conduct and length of the test.
EXEMPTIONS
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on
This notice is available for download on the Attorney General’s website by
The ISERRA Advocate is an Assistant Attorney General appointed by the Illinois Attorney General to
Printed by the Authority of the State of Illinois . 9/18 . web version . IOCI19-0181
• Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA.
At_____________________________________________________________________________________ EMPLOYER NOTE: Must be posted in a conspicuous place Springfield: DISABILITY the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of OVERTIME PAY At least 1½ times the regular rat
place notices for employees. ISERRA is codified as Public Act 100-1101 and can be
found at http://www.ilga.gov/legislation/publicacts/100/PDF/100-1101.pdf.
submitted on the day the wages are paid, or not later than the next payday,
Chicago:
duplicate. Employers can furnish this form on request. The report shall be
Applicants to and employees of companies with a Federal government contract or subcontract
This poster fulﬁlls all posting requirements for the Illinois Department of Employment Security.
EMPLOYERS ARE REQUIRED TO POST THIS NOTICE IN A CONSPICUOUS PLACE FOR ALL EMPLOYEES.
Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin,
(ADDRESS) James R. Thompson Center 535 W. Jefferson Street employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations CHILD LABOR Unemployment insurance information is available from any Illinois Department of and shall include the amount of tips received during the pa
by 26. The maximum weekly beneﬁt amount is a percentage of the statewide

It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum
For additional information, call these toll-free numbers:
provide both advocacy and enforcement under ISERRA.
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 private individuals engaged in national security-related activities.

are required to provide employees entitled to rights and benefits under ISERRA a
and requires affirmative action to ensure equality of opportunity in all aspects of employment.
access the locations though our website at www.ides.illinois.gov.
written notice before testing, the right to refuse or discontinue a test,
TAXATION OF BENEFITS
under special certificates issued by the Department of Labor.
��
statewide average weekly wage is calculated each year.
Your Rights Under
WHERE TO FIND MORE INFORMATION?
• Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage
notice of the rights, benefits, and obligations of servicemember employees. This
EPPA: Employee Polygraph Protection Act 1st Floor AGE 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 This notice is available for download at: www.illinois.gov/
requirement may be met by the posting of this notice where employers customarily
100 West Randolph Street, Suite 10-100
Employment Security ofﬁce. To locate the ofﬁce nearest you, call 1-800-244-5631 or
��
This poster fulﬁlls all posting requirements for the Illinois Department of Employment Security.
WORKERS'
STANDARDS FOR PROTECTION AGAINST RADIATION
Unemployment insurance beneﬁts are taxable if you are required to ﬁle a
BENEFITS
hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing,
Both servicemembers and employers can find more information on the Attorney General’s ISERRA
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of
in the private sector, subject to restrictions, to certain prospective
found at http://www.ilga.gov/legislation/publicacts/100/PDF/100-1101.pdf.
employees of security service firms (armored car, alarm, and guard), ENFORCEMENT
Advocate webpage at http://www.illinoisattorneygeneral.gov/rights/veterans.html or call the Military &
Printed by the Authority of the State of Illinois Stock Number 4427/ BEN-57
disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.
The Secretary of Labor may bring court actions to restrain
RIGHTS in the
Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an
as required by law, of any such uses or disclosures.
In accordance with 820 ILCS 115/10. Please post in a conspicuous place. Chicago, IL 60601 (312) 814-6200 (866) 740-3953 (TTY) (312) 814-6251 (Fax) Website: www.illinois.gov/dhr Springfield, IL 62702 (217) 785-5100 (217) 785-5106 (Fax) (866) 740-3953 (TTY) The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees
and of pharmaceutical manufacturers, distributors and dispensers.ION
Illinois state income tax withheld from your weekly beneﬁts. Since beneﬁts are
state or federal income tax return. You may choose to have federal and/or
Cualquier abuso, negligencia o conducta ilegal, poco profesional o poco �tica que ocurra en
discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other
Department of Labor
violations and assess civil penalties against violators. Employees
TIP CREDIT
COMPENSAT
has taken an action in reliance on the use or disclosure indicated in the authorization.
Pregnancy Rights EMPLOYEE RIGHTS
Every claimant who ﬁles a new claim for unemployment insurance beneﬁts
Illinois Employment Laws
aspects of employment.
health information is personal and we are committed to protecting it. This notice
SEX (WAGES)
or job applicants may also bring their own court actions.
Additionally, if a use or disclosure of protected health information described above in
Veterans Rights Hotline at 1-800-382-3000 to ask questions or request training.
Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their
WAGE AND HOUR DIVISION
WORKPLACE
this notice is prohibited or materially limited by other laws that apply to use, it is our
describes how we may use and disclose your protected health information to carry out
eligible.
must serve an unpaid waiting week for which he has ﬁled and is otherwise
un hospital, se debe reportar al Departamento de Servicios de Salud del Estado de Texas.
UNITED STATES DEPARTMENT OF LABOR
that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all

otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires

Workers’ Compensation
not subject to mandatory income tax withholding, if you do not choose to
withhold, you may be required to make estimated tax payments using Internal
un hospital, se debe reportar al Departamento de Servicios de Salud del Estado de Texas.
We may disclose your protected health information for public health activities and
Public Health
The Act also permits polygraph testing, subject to restrictions, of
certain employees of private firms who are reasonably suspected
Child Labor
injuries that are caused, in whole or in part, by an employee's work. This may include the aggravation of a pre-existing
Si usted ra�onablemente cree o tiene informaci�n que la salud f�sica o mental o el bienestar
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE REPORTS
Si usted ra�onablemente cree o tiene informaci�n que la salud f�sica o mental o el bienestar
levels of employment, including the executive level. Equal Pay for Equal Work
is a system of benefits provided by law to most workers who have job-related injuries or illnesses. Benefits are paid for
information. The disclosure will be made for the purpose of controlling disease, injury Your Rights Regarding Health Information About You
Revenue Service Form 1040 ES and Illinois Department of Revenue Form IL
1040 ES.
or required by law. It also describes your rights to access and control your protected
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended,
The law requires employers to display this poster where employees and job applicants can readily see it. Minimum Wage $8.25 per hour Radiation Control Regulations include
ON
RADIATION
The California
The claimant’s weekly beneﬁt amount is usually a percentage of the worker’s
treatment, payment or health care operations and for other purposes that are permitted purposes to a public health authority that is permitted by law to collect or receive the
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
employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their
YOUR
WH1088 REV 07/16
intent to meet the requirements of the more stringent law.
by work. Benefits are paid regardless of fault.
condition, injuries brought on by the repetitive use of a part of the body, heart attacks, or any other physical problem caused
equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
Requires employers to pay equal wages to men and
Equal Pay Act
average weekly wage. The worker’s average weekly wage is computed by
dividing the wages paid during the two highest quarters of the base period
MEDAL VETERANS
This notice is available for download on the Attorney General’s website by
health information. “Protected health information” is information about you, including or disability. We may also disclose your protected health information, if directed by
IF YOU HAVE A WORK-RELATED INJURY OR ILLNESS, TAKE THE FOLLOWING STEPS:
State of Illinois Department of Human Rights EMPLOYEE POLYGRAPH PROTECTION ACT prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require  the minimum hourly wage, the employer must make up the difference. For additional information, call these toll-free numbers: and your WORK
FMLA: Family and Medical Leave Act of 1993 (Only applies to certain employers – see note at bottom)
and Overtime standards for protection against radiation hazards. The
California
The following is a statement of your rights with respect to your protected health
Email: IDHR.Intake@illinois.gov
information and a brief description of how you may exercise these rights.
the public health authority, to a foreign government agency that is collaborating with
HISTORY
You have the right to inspect and copy your protected health information.
This means you may inspect and obtain a copy of your protected health information
Our Legal Duty
or future physical or mental health or condition and related health care services.
employees. Certain workers are not covered by the for administering these standards which
NURSING MOTHERS
Internal Revenue Service 1-800-829-1040.
unless such wage differences are based upon a seniority
women doing the same or substantially similar work,
responsibility
by 26. The maximum weekly beneﬁt amount is a percentage of the statewide
1-866-487-9243
Are you pregnant, recovering from childbirth, or do you have
Business Associates
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and 1. California
requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three
the public health authority.
going to http://www.illinoisattorneygeneral.gov/rights/veterans.html. Employers
are required to provide employees entitled to rights and benefits under ISERRA a
Employers shall make this poster available and display it where employees can readily see it. GENETICS

Determine
• Children under the age of 14 may not work in most
1. GET MEDICAL ASSISTANCE. By law, your employer must pay for all necessary medical services required to cure
less than the minimum wage under limited conditions.
For more information, visit our website. to both
The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s
overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s
vocational rehabilitation, within prescribed limits. The employee may choose two physicians, surgeons, or hospitals. If
the employer notifies you that it has an approved Preferred Provider Program for workers’ compensation, the PPP counts
la salud mental o servicios de rehabilitaci�n, ha sido, es o ser� negativamente afectada por
notice of the rights, benefits, and obligations of servicemember employees. This
requirement may be met by the posting of this notice where employers customarily
a medical or common condition related to pregnancy?
exposure greater
system, a merit system, or factors other than gender.
Illinois Department of Revenue 1-800-732-8866.
www.dol.gov/whd
TTY: 1-877-889-5627
Hotline: 1-866-EPA-IDOL
give you this notice of our legal duties and privacy practices with respect to your
We are required by law to maintain the privacy of your protected health information;
apply
statewide average weekly wage is calculated each year.
average weekly wage. The minimum weekly beneﬁt amount is $51. The
la salud mental o servicios de rehabilitaci�n, ha sido, es o ser� negativamente afectada por
• Employment certificates have been issued by the than the limits set in the radiation
• 14 and 15-year-olds may work if the following you a written report if you receive an
that is contained in your designated file for as long as we maintain the protected
or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while
years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign
requirements are met: employer to give
WAGE AND HOUR DIVISION
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based
UNITED STATES DEPARTMENT OF LABOR
This notice is available for download at: www.illinois.gov/dhr
or relieve the effects of the injury or illness. Where necessary, the employer must also pay for physical, mental, or
Minimum Wage Law and some workers may be paid employers and employees. Enforcement is
perform functions on our behalf or provide us with services if the information is
We may disclose your protected health information to our business associates that
necessary for such functions or services. For example, we may use another company
safety standards. Basic limits for occupational radiation
WH1462 REV 07/16
as one of your two choices of providers.
employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information.
Domestic or Sexual Violence Leave
abuso o negligencia, o que ha ocurrido abuso, negligencia o explotaci�n de una persona
Printed by the Authority of the State of Illinois . 9/18 . web version . IOCI19-0181
Department of Labor
place notices for employees. ISERRA is codified as Public Act 100-1101 and can be
RETALIATION carried out by the California Department of Public Health
The Employee Polygraph Protection Act on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than RIGHTS in the COMPENSATION Choking is r
on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
• Ask your employer for a reasonable accommodation for your pregnancy, such as more
If so, you have the right to:
protected health information; and follow the terms of our notice that are currently
health information. A “designated file” contains medical and billing records and
2. NOTIFY YOUR EMPLOYER. You must notify your employer of the accidental injury or illness within 45 days,
combined with the wages from the employer do not
prohibits most private employers from using
applicable minimum wage. If an employee’s tips
employee to express breast milk.
milk, or time off to recover from your pregnancy.
frequent bathroom breaks, assistance with heavy work, a private space for expressing
a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the
exposure can be
EMPLOYERS ARE REQUIRED TO POST THIS NOTICE IN A CONSPICUOUS PLACE FOR ALL EMPLOYEES.
work, physically capable to perform the job, and
UNDER THE FAMILY AND MEDICAL LEAVE ACT
Victims’ Economic Security and Safety Act
you. Under federal law, however, you may not inspect or copy the following records:
Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or
This poster fulﬁlls all posting requirements for the Illinois Department of Employment Security.
found at http://www.ilga.gov/legislation/publicacts/100/PDF/100-1101.pdf.
or talk – no air is moving through the person’s throat. Ask, “Are you
under contract with us, to protect the privacy of your information and are not allowed psychotherapy notes, information compiled in reasonable anticipation of, or use in,
any information we receive in the future. You can obtain any revised HIPAA Notice of
telephone number, Social Security number, and a brief description of the injury or illness.
effective for all protected health information that we maintain at the time as well as
either orally or in writing. To avoid possible delays, it is recommended the notice also include your name, address,
anciana o incapacitada en un hospital que provee servicios completos de rehabilitaci�n m�dica,
Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation
OSHA: Occupational Safety and Health Act of 1970

anciana o incapacitada en un hospital que provee servicios completos de rehabilitaci�n m�dica,
Labor confirming that a minor is old enough to found in section 30253 referencing
Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities
of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants,
Printed by the Authority of the State of Illinois Stock Number 4427/ BEN-57
otherwise opposes discrimination under these Federal laws.
sexual violence, or who have family members who are
Provides employees who are victims of domestic or
PREGNANCY Workers’ Compensation employees, or their family members. ENFORCEMENT The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, Are you pregnant, recovering from childbirth, or do you have 1 if the victim inj
• Reject an unsolicited accommodation offered by your employer for your pregnancy.
which would allow you to continue performing your job.
Privacy Practices by contacting our office.
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
WORKPLACE
a civil, criminal, or administrative action or proceeding, and protected health
information that is subject to law that prohibits access to protected health information.
to use or disclose any information other than as specified in our contract.
EMPLOYEES’ RESPONSIBILITIES
title 10, Code of Federal Regulations, part 20 (10 CFR
• Continue working during your pregnancy if a reasonable accommodation is available
work days to the Workers’ Compensation Commission. Once the accident is reported, you should receive a handbook that
explains the law, benefits, and procedures. If you need a handbook, please call the Commission or go to the Web site.
Communicable Diseases
3. LEARN YOUR RIGHTS. Your employer is required by law to report accidents that result in more than three lost
lie detector tests either for pre-employment
up the difference.
equal the minimum wage, the employer must make
above should contact immediately:
Departamento de Servicios de Salud del Estado.
You must make a written request to inspect and copy your designated file. We may
Health Information
is a system of benefits provided by law to most workers who have job-related injuries or illnesses. Benefits are paid for
employees are covered by the overtime law and
12-month period.
victims, with up to 12 weeks of unpaid leave during a
charge a reasonable fee for any copies.
Departamento de Servicios de Salud del Estado.
20). Limits on
Minimum Wage
choking?” If the victim can breathe, cough or speak, stand by, but
The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, • The work is not deemed a hazardous occupation
who may have been exposed to a communicable disease or may otherwise be at risk
We may disclose your protected health information, if authorized by law, to a person
You should
N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by (a full listing can be found on our website); exposure to radiation and exposure to
necessary medical care until you are able to return to work that is reasonably available to you.

If you must lose time from work to recover from the injury or illness, you may be entitled to receive weekly payments and
Your employer cannot:
RETALIATION
Additionally, if we maintain an electronic health record of your designated file,
you have the right to request that we send a copy of your protected health information
regular pay for hours worked over 40 in a workweek.
• Work is limited to 3 hours per day on school days,
Phone: 312-793-6797 and your employer’s
Leave Entitlements radioactive material in air are
FLSA: Fair Labor Standards Act
e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-
8 hours per day on non-school days and no more 20, subpart C.
must be compensated at time and one-half of their
for exercising his or her rights under the Workers' Compensation or Occupational Diseases Acts. If you file a fraudulent
do not interfere.
condition, injuries brought on by the repetitive use of a part of the body, heart attacks, or any other physical problem caused
It is against the law for an employer to harass, discharge, refuse to rehire or in any way discriminate against an employee
concentrations of
specified in 10 CFR
and Overtime
in a discrimination proceeding, or otherwise opposes an unlawful employment practice.
radiation protection standards
is choking:
of contracting or spreading the disease or condition.
• Discriminate against you because of your pregnancy.
screening or during the course of employment.
• Retaliate against you because you requested a reasonable accommodation.
civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money
Health Oversight
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates
overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed
protected health information. These examples are not meant to be exhaustive, but to

The following examples describe different ways that we may use and disclose your
EEOC: U.S. Equal Employment Opportunity Commission
than 6 days or 48 hours per week;
by work. Benefits are paid regardless of fault.
2. If the radiation protection standard, under 10 CFR 20
Si usted ra�onablemente cree o tiene informaci�n que el hospital o un empleado del hospital
a reasonable fee for sending the electronic copy of your protected health information.
We may disclose your protected health information to a health oversight agency for
and your PROHIBITIONS WORKERS' of involvement in a workplace incident (theft, embezzlement, etc.) There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your Your Rights Under Equal Employment Opportunity is 1. GET MEDICAL ASSISTANCE. By law, your employer must pay for all ne
Hotline: 1-800-478-3998 operating and emergency procedures which apply to your
Requires employers to pay equal wages to men and
Job Safety and Health
Equal Pay Act
U.S. Government, Department of Labor.
It is illegal for your employer to re you, refuse to hire you or to refuse to provide you with a reasonable
Si usted ra�onablemente cree o tiene informaci�n que el hospital o un empleado del hospital
accommodation because of your pregnancy. For more information regarding your rights, download the
IF YOU HAVE A WORK-RELATED INJURY OR ILLNESS, TAKE THE FOLLOWING STEPS:
penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed
claim, you may be penalized under the law.
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED
Workers under Age 16
describe the types of uses and disclosures that may be made by our office. We are
4. KEEP WITHIN THE TIME LIMITS. Generally, claims must be filed within three years of the injury or
protected leave in a 12-month period for the following reasons:
permitted to use and disclose your protected health information for the following
Meal and Rest Periods
in an electronic format to you or to a third party that you identify. We may charge
purposes. However, our office may never have reason to make some of these disclosures. activities authorized by law, such as audits, investigations, and inspections. Oversight
Unpaid Wages work. You should comply with these requirements for your
employees. Certain workers are not covered by the
agencies seeking this information include government agencies that oversee the health Depending on the circumstances, we may deny your request to inspect and/or copy
doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging
Es ilegal que su empleador la despida, se niegue a contratarla o a proporcionarle una adaptación razonable
(subpart
care system, government benefit programs, other government regulatory programs
• To bond with a child (leave must be taken within 1 year of the child’s birth or placement);
for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be
o un profesional m�dico ha participado, est� participando o participar� en conducta que es
• Provides employees with 24 consecutive hours of
your protected health information. A decision to deny access may be reviewable.
later. Claims for pneumoconiosis, radiological exposure, asbestosis, or similar diseases have special requirements.
to 7 p.m. during the school year (7 a.m. to 9 p.m.
• The birth of a child or placement of a child for adoption or foster care;
own
as one of your two choices of providers. EMPLOYEE RIGHTS
Programs or Activities Receiving Federal Financial Assistance • Work is performed only between the hours of 7 a.m. that your radiation exposure be
jobs, except under limited conditions.
RACE, COLOR, NATIONAL ORIGIN, SEX safety of others. Report promptly to
• To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
IT’S THE LAW!
behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly
your employer any condition which may lead to or cause a
Employers are generally prohibited from requiring or requesting

• 14 and 15-year-olds may work if the following
monitored, your employer must, upon your request,
• Employers may obtain permits from the Department
Injured workers have the right to reopen their case within 30 months after an award is made if the disability increases, but
workers who file a complaint or participate in any proceeding under the FLSA.
settlements approved by the Commission are binding.
or manage your health care treatment and any related services. We may also
cases that are resolved by a lump-sum settlement contract approved by the Commission cannot be reopened. Only
a causa de su embarazo. Para obtener información sobre el embarazo y sus derechos en el lugar de trabajo
that resulted in economic loss to the employer.
If so, you have the right to: THE LAW
en español, visite: www.illinois.gov/dhr
unless such wage differences are based upon a seniority
Please contact our office if you have questions about access to your medical record.
when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free)
Minimum Wage Law and some workers may be paid
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
and civil rights laws.
or relieve the effects of the injury or illness. Where necessary, the employer must also pay for physical, mental, or
State of Illinois
amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial
o puede ser ilegal, poco profesional o poco �tica y eso est� relacionado con la operaci�n del
rest each calendar week.
o puede ser ilegal, poco profesional o poco �tica y eso est� relacionado con la operaci�n del
termination of your employment, and make available to
hospital o de los servicios para la salud mental, dependencia qu�mica o servicios de rehabilaci�n
less than the minimum wage under limited conditions.
Food and Drug Administration
Chicago:
giv
Peoria:
vocational rehabilitation, within prescribed limits. The employee may choose two physicians, surgeons, or hospitals. If
assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of
Hotline: 1-800-645-5784
Illinois Employment Laws
309/671-3019
312/814-6611
perform the employee’s job;

For more information, go to the Illinois Workers’ Compensation Commission’s Web site or call any office:
• For the employee’s own qualifying serious health condition that makes the employee unable to
217/785-7087
Toll-free: 866/352-3033
discharging, disciplining, or discriminating against an employee or
RIGHTS in the COMPENSATION or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at ADDITIONAL INFORMATION a medical or common condition related to pregnancy? 2. NOTIFY YOUR EMPLOYER. You must notify your employer of the accidental injury or illness within 45 days,
including earned wages, vacation pay, commissions
Springfield:
any employee or job applicant to take a lie detector test, and from
disclose protected health information to other physicians who may be treating you.
consecutive days. or employer’s operating and
the employer notifies you that it has an approved Preferred Provider Program for workers’ compensation, the PPP counts
Hotline: 1-866-EPA-IDOL
The law does not preempt any provision of any State or local law
the fifth hour of work.e you a written
You have the right to request a restriction of your protected health information.
problems, biologic product deviations, track products to enable product recalls, to
information to diagnose or treat you.
BY LAW, EMPLOYERS MUST DISPLAY THIS NOTICE IN A PROMINENT PLACE
Collinsville: 618/346-3450
en el hospital, reporte tal informaci�n tan pronto como sea posible al Departamento de
312/814-2959
TDD (Deaf):
to whom you have been referred to ensure that the physician has the necessary
• Unauthorized deductions from paychecks are not
UNDER THE FAIR LABOR STANDARDS ACT
by the Food and Drug Administration to report adverse events, product defects or
• Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the

• Employment certificates have been issued by the
• Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions.
about EEOC, including information about charge filing, is available at www.eeoc.gov.
information for the purposes of treatment, payment or healthcare operations. You may
also request that any part of your protected health information not be disclosed to
• For qualifying exigencies related to the foreign deployment of a military member who is the
or any collective bargaining agreement which is more restrictive
Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs
Rockford: 815/987-7292
prospective employee for refusing to take a test or for exercising
and bonuses on their next regularly scheduled payday.
Web site: www.iwcc.il.gov
For immediate help or if you have questions regarding your rights.
en el hospital, reporte tal informaci�n tan pronto como sea posible al Departamento de
For more information, visit our website.
• Employees working 7½ continuous hours must be
emergency procedures.
allowed a meal period of at least 20 minutes no later
employment, or where employment discrimination causes or may cause discrimination in providing services under such programs.
www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information
you the information in your dose records (as
Department of Labor
Call (312) 814-6200 or (217) 785-5100 or (866) 740-3953 (TTY)
In addition, we may disclose your protected health information from time-to-time
Phone: 312-793-2804
other rights under the Act.
to another physician or health care provider (e.g., a specialist or laboratory) who,
or activities which receive Federal financial assistance. than 5 hours after the start of work.
INDIVIDUALS WITH DISABILITIES
school district and filed with the Department of
Employers Holding Federal Contracts or Subcontracts
employee’s spouse, child, or parent.
purposes as described in this HIPAA Notice of Privacy Practices. Your request must
Commonwealth of Puerto Rico.
• Ask your employer for a reasonable accommodation for your pregnancy, such as more
Private Employers, State and Local Governments, Educational Institutions,
allowed except as specified by law.
Phone: 312-793-2808SCOPE OF THE STANDARDS

maintained under the provisions of 10 CFR 20.2106).
make repairs or replacements, or to conduct post marketing surveillance, as required family members or friends who may be involved in your care or for notification
Servicios de Salud del Estado.
Servicios de Salud del Estado.
by law.
IN EACH WORKPLACE AND COMPLETE THE INFORMATION BELOW.
with respect to lie detector tests.
CHICAGO OFFICE
Domestic or Sexual Violence Leave
SPRINGFIELD OFFICE
which would allow you to continue performing your job. If the victim is NOT
This is a summary of laws that satisfies Illinois Department of Labor posting requirements. For a complete text of the laws, visit our website at:
EXEMPTIONS
at the request of your physician, becomes involved in your care by providing assistance

Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any 3. Your employer is required to provide you with an
Intake Unit
program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against
applicable minimum wage. If an employee’s tips
with your health care diagnosis or treatment.

take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with
An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also
WORKPLACE is a system of benefits provided by law to most workers who have job-related injuries or illnesses. Benefits are paid for RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Equal Pay for Equal Work Child Labor • Retaliate against you because you requested a reasonable accommodation. 2 3. LEARN YOUR RIGHTS. Your employer is required by law
• Some state laws provide greater employee protections; employers must comply with both.
100 West Randolph Street, 10th Floor

The Standards for Protection Against Radiation define:
Stand behind the victim and wrap your arms around the person’s
milk, or time off to recover from your pregnancy.
telephone number, Social Security number, and a brief description of the injury or illness. MUM WAGE
Business address
Where polygraph tests are permitted, they are subject to numerous
EXAMINEE RIGHTS
state the specific restriction requested and to whom you want the restriction to apply.
frequent bathroom breaks, assistance with heavy work, a private space for expressing
Labor confirming that a minor is old enough to
We may disclose your protected health information to a coroner or medical examiner This office is not required to agree to a restriction unless you are asking us to restrict the
either orally or in writing. To avoid possible delays, it is recommended the notice also include your name, address,
Illinois Department of
Coroners, Funeral Directors, and Organ Donation
Applicants to and employees of companies with a Federal government contract or subcontract
222 South College St., Room 101-A
compensation claims
Employment Agencies and Labor Organizations
FEDERAL MINI
Intake Unit
Party handling workers
use and disclosure of your protected health information to a health plan for payment or
Employers must:
health care operation purposes and such information you wish to restrict pertains solely
examiner to perform other duties authorized by law. We may also disclose your
For more information or to file a complaint, contact us at:
Applicants to and employees of most private employers, state and local governments, educational institutions, employment
Se puede presentar una que�a por escrito o verbalmente a la:
a serious injury or illness. the dose you received in that
Victims’ Economic Security and Safety Act
• Reject an unsolicited accommodation offered by your employer for your pregnancy.
www.labor.illinois.gov
Se puede presentar una que�a por escrito o verbalmente a la:
Minimum Wage $8.25 per hour
combined with the wages from the employer do not
Business phone

are protected under Federal law from discrimination on the following bases:
All workers have the right to:
Springeld, IL 62704
(217) 785-5100
Federal, State and local governments are not affected by the law.
annual report of
It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum
• Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA.
Also, the law does not apply to tests given by the Federal Government to strict standards concerning the conduct and length of the test.
Provide employees a workplace free from
waist above the navel. Make a fist, with thumb side against the

materials; ��
$7.25 PER HOUR
receives Federal financial assistance, you should immediately contact the Federal agency
Examinees have a number of specific rights, including the right to a
Termination date
Printed by the Authority of the State of Illinois . IDHR ENG . web . IOCI17-0405 ��
providing such assistance. Limits on exposure to radiation
condition, injuries brought on by the repetitive use of a part of the body, heart attacks, or any other physical problem caused
injuries that are caused, in whole or in part, by an employee's work. This may include the aggravation of a pre-existing
If you believe you have been discriminated against in a program of any institution which and radioactive
Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin,
education;
An employee does not need to use leave in one block. When it is medically necessary or otherwise
up the difference.
that the job will not interfere with the minor’s
believes it is in your best interest to permit the use and disclosure of your protected
Employer's FEIN
160 N. LaSalle St, Suite C-1300, Chicago, IL 60601 • Chicago 312.793.2800 • Springfield 217.782.6206 • Marion 618.993.7090
to a health care item or service for which you paid us out-of-pocket in full. If this office
certain private individuals engaged in national security-related activities.
• Continue working during your pregnancy if a reasonable accommodation is available
health care services. This may include certain activities that your health insurance plan
1.
wage and overtime pay protections and correctly classified independent contractors are not.

http://www.illinois.gov/dhr
you request an annual report.
to permit the funeral director to carry out their duties. We may disclose such
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
A safe workplace.
sexual violence, or who have family members who are
agencies and labor organizations are protected under Federal law from discrimination on the following bases:
work days to the Workers’ Compensation Commission. Once the accident is reported, you should receive a handbook that
Effective date
protected health information to a funeral director, as authorized by law, in order
Policy number
2.
The Act permits polygraph (a kind of lie detector) tests to be administered and the right not to have te and requires affirmative action to ensure equality of opportunity in all aspects of employment. Equal Pay Act under special certificates issued by the Department of Labor. Workers under Age 16 FEDERAL LABOR LAW POSTINGS Title VII of the Civ
Departamento de Salud de Texas
health information, your protected health information will not be restricted. If this office
may undertake before it approves or pays for the health care services we recommend
permitted, employees may take leave intermittently or on a reduced schedule.
does agree to the requested restriction, we may not use or disclose your protected health
written notice before testing, the right to refuse or discontinue a test,
• Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage
If you must lose time from work to recover from the injury or illness, you may be entitled to receive weekly payments and
IL452-5/13 2M IOCI 13--580
EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by all employees and applicants. Actions to be taken after accidental exposure;
be used and disclosed for cadaveric organ, eye or tissue donation purposes.
and Overtime
by work. Benefits are paid regardless of fault. st results disclosed to unauthorized persons.
3. Working conditions requiring personnel monitoring,
reviewing services provided to you for medical necessity, and undertaking utilization
necessary medical care until you are able to return to work that is reasonably available to you.
information in violation of that restriction unless it is needed to provide emergency
INDIVIDUALS WITH DISABILITIES
BEGINNING JULY 24, 2009
1100 �est 4�th Street
religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an
• Coverage: Applies to employers with 4 or more
Your employer cannot:
E10ILL
1100 �est 4�th Street uest with
in the private sector, subject to restrictions, to certain prospective IF YOU HAVE A WORK-RELATED INJURY OR ILLNESS, TAKE THE FOLLOWING STEPS: Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of Requires employers to pay equal wages to men and • Children under the age of
employees are covered by the overtime law and
discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color,
(a full listing can be found on our website);
employees of security service firms (armored car, alarm, and guard), ENFORCEMENT
The Secretary of Labor may bring court actions to restrain
your relevant protected health information be disclosed to your health plan to obtain
the employer’s normal paid leave policies.
DISABILITY
safety surveys, engineered controls, and safety
health and safety concern with you or
Austin, Texas 7�756�31��
research has been approved by an institutional review board that has reviewed the
The Department or one of its contractors will inspect your
and grasp your fist with your other hand.
The law requires employers to display this poster where employees can readily see it.
It is against the law for an employer to harass, discharge, refuse to rehire or in any way discriminate against an employee
or brea
employee’s religious practices where the accommodation does not impose undue hardship.
violations and assess civil penalties against violators. Employees
Disability discrimination includes not making reasonable accommodation to the known physical or me
otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires
Minimum Wage Law and some workers may be paid
Tel�fono: (�00) 22��1570
regular pay for hours worked over 40 in a workweek.
research proposal and established protocols to ensure the privacy of your protected
with OSHA, or reporting a work-related
employees. Certain workers are not covered by the ntal limitations of an
Austin, Texas 7�756�31�� ayer
Tel�fono: (�00) 22��1570
Benefits & Protections
if you fully pay for the services out of your pocket. If you pay in full for services
You have the right to restrict information given to your third-party p
or relieve the effects of the injury or illness. Where necessary, the employer must also pay for physical, mental, or
and of pharmaceutical manufacturers, distributors and dispensers.
Meal and Rest Periods
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on
claim, you may be penalized under the law.
retaliated against.
unless such wage differences are based upon a seniority
Are you pregnant, recovering from childbirth, or do you have 1. GET MEDICAL ASSISTANCE. By law, your employer must pay for all necessary medical services required to cure disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. women doing the same or substantially
for convenient viewing by all employees and applicants.
equipment;
For Health Care Operations
OVERTIME PAY
We may use and disclose your protected health information for health care operation health information.
safety requirements are being followed and that these
8 hours per day on non-school days and no more
purposes. These uses and disclosures are necessary to make sure that all of our
devices;
a medical or common condition related to pregnancy? vocational rehabilitation, within prescribed limits. The employee may choose two physicians, surgeons, or hospitals. If that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all system, a merit system, or factors other than
out of your own pocket, you can request that the information regarding the services
• 14 and 15-year-olds may work if the following
4. Proper use of caution signs, labels, and safety interlock
employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations
employees were not on leave. in protecting you. Inspectors
or job applicants may also bring their own court actions.
the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of
less than the minimum wage under limited conditions.
While employees are on FMLA leave, employers must continue health insurance coverage as if the
certain employees of private firms who are reasonably suspected
than 6 days or 48 hours per week;
The Act also permits polygraph testing, subject to restrictions, of
requirements are effective
At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.
WH1088 REV 07/16
Illinois Department of Human Rights’ fact sheet from our website at www.illinois.gov/dhr
lessen a serious and imminent threat to the health or safety of a person or the public.
5. Requirements for keeping worker exposure records
requirements are met:
job hazards, including all hazardous
disablement from an occupational disease, or within two years of the last workers' compensation payment, whichever is
later. Claims for pneumoconiosis, radiological exposure, asbestosis, or similar diseases have special requirements.
��
the employer notifies you that it has an approved Preferred Provider Program for workers’ compensation, the PPP counts
third-party payer.
and services you receive to check on the performance of our staff in caring for you.
You have the right to request to receive confidential communications from
Hotline: 1-866-EPA-IDOL
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
health information, if we believe that the use or disclosure is necessary to prevent or
CHILD LABOR
For example, we may use your protected health information to review the treatment
levels of employment, including the executive level.
Upon return from FMLA leave, most employees must be restored to the same job or one nearly
of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
If so, you have the right to: The law requires employers to display this poster where employees and job applicants can readily see it. MEDAL VETERANS • Tipped Employees: Must be paid at least 60% of the Domestic or Sexual Violence Leave • Employment certificates have been issued by the EPPA: Employee Polygraph Protection Act Es ilegal que su
enforcement authorities to identify or apprehend an individual.
The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from
AGE
Intake Unit 3
hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing,
We also may disclose information to doctors, nurses, technicians, medical students,
non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.
and reporting of such exposures;
identical to it with equivalent pay, benefits, and other employment terms and conditions.
For more information, visit our website.ND ARMED FORCES SERVICE
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, A
us by alternative means or at an alternative location. We will accommodate
rest each calendar week.
as one of your two choices of providers.
substances in your workplace.
address or other method of contact. We will not request an explanation from you
discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other
for purposes of our joint health care operations.
information as to how payment will be handled or specification of an alternative
Request an OSHA inspection of your
Report to OSHA all work-related
2. NOTIFY YOUR EMPLOYER. You must notify your employer of the accidental injury or illness within 45 days,
using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being
en español, visite: www.illinois.gov/dhr
FMLA: Family and Medical Leave Act of 1993 (Only applies to certain employers – see note at bottom)
June through September); and
6. The requirement for specific operating and emergency
• Employers may obtain permits from the Department
TIP CREDIT
Wage Payment and Collection Act
Military Activity and National Security
either orally or in writing. To avoid possible delays, it is recommended the notice also include your name, address,
• Ask your employer for a reasonable accommodation for your pregnancy, such as more
cases that are resolved by a lump-sum settlement contract approved by the Commission cannot be reopened. Only
school district and filed with the Department of
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment condition you believe is or was a violation of the safety
individuals covered by this notice also may share information with each other
An employer may not interfere with an individual’s FMLA rights or retaliate against someone for
settlements approved by the Commission are binding.
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and
a causa de su embarazo. Para obtener información sobre el embarazo y sus derechos en el lugar de trabajo
workplace if you believe there are unsafe
procedures for radiation work; and
Required by: Texas Health & S. §161.132; 25 TX ADC 133.47 (For hospitals providing comprehensive medical rehabilitation, mental health or chemical dependency services.)
Department of State Health Services
hospitalizations, amputations and losses
information of individuals who are Armed Forces personnel (1) for activities deemed You may have the right to have your physician amend your protected health
SEX (WAGES)
��
7. The rights of workers regarding safety inspections.
Texas Reporting of Abuse EHTX02
EMPLOYEE RIGHTS
milk, or time off to recover from your pregnancy.
Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their
TTY: 1-877-889-5627
��
Texas Reporting of Abuse EHTX02
Protect
1-866-487-9243
frequent bathroom breaks, assistance with heavy work, a private space for expressing WAGE AND HOUR DIVISION telephone number, Social Security number, and a brief description of the injury or illness. requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three Labor confirming that a
applicable minimum wage. If an employee’s tips
years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign
3. LEARN YOUR RIGHTS. Your employer is required by law to report accidents that result in more than three lost
We may use and disclose your protected health information to contact you to remind
P.O. Box 149347
312/814-6611
combined with the wages from the employer do not
information. This means you may request an amendment of protected health
necessary by appropriate military command authorities; (2) for the purpose of a
employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their
information about you in your designated file for as long as we maintain this
determination by the Department of Veterans Affairs of your eligibility for benefits,
309/671-3019
• Reject an unsolicited accommodation offered by your employer for your pregnancy. UNITED STATES DEPARTMENT OF LABOR www.dol.gov/whd or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while Victims’ Economic Security and Safety Act work, physically capable to perform the job, and

your name conﬁdential. You have the
the fifth hour of work.
Eligibility Requirements at any time that any health and
RC FORM 203-1
Peoria:
217/785-7087
Springfield:
equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
TDD (Deaf):
prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require
EMPLOYERS’ RESPONSIBILITIES
An employee who works for a covered employer must meet three criteria in order to be eligible
for FMLA leave. The employee must: violated, you or your
workers’ representative may request that an inspection be
312/814-2959
and bonuses on their next regularly scheduled payday.
Provides employees who are victims of domestic or
• Continue working during your pregnancy if a reasonable accommodation is available WH1462 REV 07/16 work days to the Workers’ Compensation Commission. Once the accident is reported, you should receive a handbook that on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded). sexual violence, o
the minimum hourly wage, the employer must make up the difference.
equal the minimum wage, the employer must make
Austin, Texas 78714-9347
Intake Unit toward the
• Have worked for the employer for at least 12 months;
NURSING MOTHERS
up the difference.
which would allow you to continue performing your job. explains the law, benefits, and procedures. If you need a handbook, please call the Commission or go to the Web site. RETALIATION Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or victims, with up to 12 weeks of unpaid lea
of disagreement with us and we may prepare a rebuttal to your statement and will
provision of protective services to the President or others legally authorized.
allowed a meal period of at least 20 minutes no later
The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s
GENETICS
UNDER THE FAMILY AND MEDICAL LEAVE ACT
★ If you leave your job to perform military service,
If you must lose time from work to recover from the injury or illness, you may be entitled to receive weekly payments and
• Have at least 1,250 hours of service in the 12 months before taking leave;* and
1. Comply with the
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 obstruction is cleared or the victim becomes unconscious.
We may use or disclose your demographic information and the dates that you received
allowed except as specified by law.
You have the right to be reemployed in your civilian job requirements of the California
Participate (or have your representative
Workers’ Compensation
Your employer cannot: OSHA: Occupational Safety and Health Act of 1970 otherwise opposes discrimination under these Federal laws. 12-month period. • The work is not deemed a hazardous occupation The Employee Polygraph Protection Act Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discri
• Overtime: Most hourly employees and some salaried
birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than
compensation claims
you have the right to elect to continue your existing describe the specific circumstances of the apparent
above should contact immediately:
activities supported by our office. If you do not want to receive these materials, please
TEXAS REGULATIONS FOR CONTROL OF RADIATION
employees are covered by the overtime law and
Radiation Control
��
Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation
• Discriminate against you because of your pregnancy. necessary medical care until you are able to return to work that is reasonably available to you. Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities Phone: 312-793-6797 THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOU
(a full listing can be found on our website);
employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information.
with workers’ compensation laws and other similar legally established programs.
If this should happen, call 911 immediately.
• Work at a location where the employer has at least 50 employees within 75 miles of the
SPRINGFIELD OFFICE
��
CHICAGO OFFICE
and provide the reasons for the requested amendment.
You have the right to receive an accounting of certain disclosures we have
and license conditions;
made, if any, of your protected health information. This right applies to
service and:
★ you ensure that your employer receives advance written
must be compensated at time and one-half of their
for exercising his or her rights under the Workers' Compensation or Occupational Diseases Acts. If you file a fraudulent
dependents for up to 24 months while in the military.
*Special “hours of service” requirements apply to airline flight crew employees.
Plan Sponsors
employer-based health plan coverage for you and your violation and must be signed by you or your workers’
• Retaliate against you because you requested a reasonable accommodation. It is against the law for an employer to harass, discharge, refuse to rehire or in any way discriminate against an employee The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, Leave Entitlements • Work is limite

Inmates
regular pay for hours worked over 40 in a workweek.
a correctional facility and your physician created or received your protected health
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-
claim, you may be penalized under the law.
Business phone
or verbal notice of your service; or make available to you copies of the Radiation
military service, you have the right to be reinstated in employer a copy of any such complaint. Names may be
www.labor.illinois.gov
★ Even if you don't elect to continue coverage during your representative. The Department is required to give your
information in the course of providing care to you.
have made to you, for a facility directory, to family members or friends involved in
N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by
2. Post
described in this HIPAA Notice of Privacy Practices. It excludes disclosures we may
and your operating and emergency procedures;
your employer's health plan when you are reemployed, withheld at your request. You should understand,
Effective date
your care, or for notification purposes. The right to receive this information is subject
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates
place of the alleged violations.
Control Regulations,

Hotline: 1-800-478-3998
Termination date
civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money
screening or during the course of employment.
ensure the confidentiality, integrity and availability of all the protected health information (“PHI”) it creates,
★ you have five years or less of cumulative service in the any license issued thereunder,
uniformed services while with that particular employer;
protected leave in a 12-month period for the following reasons:
Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not
30 days (by phone, online or by mail)
U.S. Government, Department of Labor.
We may use or disclose your protected health information to provide legally required
For Data Breach Notification Purposes
than 6 days or 48 hours per week;
Facility Directories
to certain exceptions, restrictions and limitations. Additionally, limitations are
accommodation because of your pregnancy. For more information regarding your rights, download the 4. KEEP WITHIN THE TIME LIMITS. Generally, claims must be filed within three years of the injury or e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under Meal and Rest Periods
overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed
The charge process may be initiated by completing the form at:
It is illegal for your employer to re you, refuse to hire you or to refuse to provide you with a reasonable
Unless you object, we may use and disclose in our facility directory your name,
generally without any waiting periods or exclusions
Employer's FEIN
different for electronic health records.
Illinois Department of Human Rights’ fact sheet from our website at www.illinois.gov/dhr Job Safety and Health RAC Unpaid Wages One Day Rest in Seven Act • The birth of a child or placement of a child for adoption or foster care; PROHIBITIONS of involvement in a workplace incident (theft, embezzlement, etc.) in a discrimination proceeding, or o
��
disablement from an occupational disease, or within two years of the last workers' compensation payment, whichever is Programs or Activities Receiving Federal Financial Assistance
http://www.illinois.gov/dhr
(e.g., pre-existing condition exclusions) except for
the location at which you are receiving care, your condition (in general terms),
3. Post any notice
possible to give 30-days’ notice, an employee must notify the employer as soon as possible and,
• Work is performed only between the hours of 7 a.m.
if you have been retaliated against for
receives, maintains or transmits. Our office must also protect against any reasonably anticipated hazards
generally, follow the employer’s usual procedures.
We may send notice directly to you or provide notice to the sponsor of your plan,

WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED
for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be
upon request, even if you have agreed to accept this notice electronically.
YOUR EMPLOYER'S RESPONSIBILITY
later. Claims for pneumoconiosis, radiological exposure, asbestosis, or similar diseases have special requirements. E, COLOR, NATIONAL ORIGIN, SEX
a timely manner after conclusion of service; and
You have the right to receive notice of a security breach. We are required to
if applicable, through which you receive coverage.
Employees do not have to share a medical diagnosis, but must provide enough information to the
There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your
4
be disclosed to people that ask for you by name. Members of the clergy will be told
your religious affiliation. You have the opportunity to agree or object to the use or
Printed by the Authority of the State of Illinois . IDHR ENG . web . IOCI17-0405
to 7 p.m. during the school year (7 a.m. to 9 p.m.
• Provides employees with 24 consecutive hours of
service-connected illnesses or injuries.
FREE ASSISTANCE to identify and correct
using your rights.
or discriminated against in any way for filing a complaint or
to the security and integrity of PHI. The following information and guidelines should provide all employees
• To bond with a child (leave must be taken within 1 year of the child’s birth or placement);

doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging
THIS POSTER MUST BE DISPLAYED WHERE EMPLOYEES CAN EASILY SEE IT.
conditions; and
ENFORCEMENT
behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly
Radioactive Materials) and 25 TAC §289.231(m) (relating to General Provisions and Standards
disqualifying discharge or under other than honorable
Federal Biohazard Information Sign EH4004
Required Uses and Disclosures
Your employer is required to-
the information needed to properly handle and maintain PHI.
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
§289.202(f), (k), (l), and (m) (relating to Standards for Protection Against Radiation from
a causa de su embarazo. Para obtener información sobre el embarazo y sus derechos en el lugar de trabajo Injured workers have the right to reopen their case within 30 months after an award is made if the disability increases, but amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving F
employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could
Es ilegal que su empleador la despida, se niegue a contratarla o a proporcionarle una adaptación razonable
disclosure of all or part of your protected health information. If you are not present
include informing an employer that the employee is or will be unable to perform his or her job
Required by: 29 CFR s 1910.1030 (g) (l) (ii) (For HIV and HBV research laboratories and production facilities)
4. Provide you with
June through September); and
Required by: 29 CFR s 1910.1030 (g) (l) (ii) (For HIV and HBV research laboratories and production facilities)
• Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions.
discharging, disciplining, or discriminating against an employee or
en español, visite: www.illinois.gov/dhr IT’S THE LAW! assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of • Employers may obtain permits from the Department • A 30-minute meal period is provided no later than any employee or job applicant to take a lie detector t
1. Apply these rules to work involving sources of radiation.
What is considered protected health information?
• For the employee’s own qualifying serious health condition that makes the employee unable to
EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by all employees and applicants.
for Protection Against Machine-Produced Radiation). These subsections
then your physician may, using professional judgment, determine whether the
Wage Payment and Collection Act
to limit protected health information to that which is reasonably
of the U.S. Department of Health and Human Services to investigate or determine our will occur by first-class mail within 60 days of the event. A breach occurs when
If the victim
your employer.
radiation.
functions, that a family member cannot perform daily activities, or that hospitalization or continuing
settlements approved by the Commission are binding.
conditions.
cases that are resolved by a lump-sum settlement contract approved by the Commission cannot be reopened. Only
necessary to accomplish the intended purpose of the use, disclosure
employment, or where employment discrimination causes or may cause discrimination in providing services under such programs.
Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs
that is relevant to your health care will be disclosed.
the following information: (1) a brief description of what happened, including the
programs in every state.
Others Involved in Your Health Care
allowing employees to voluntarily work seven
• For qualifying exigencies related to the foreign deployment of a military member who is the
medical treatment is necessary. Employees must inform the employer if the need for leave is for a
For more information, go to the Illinois Workers’ Compensation Commission’s Web site or call any office:
or any collective bargaining agreement which is more restrictive
with respect to lie detector tests.
prospective employee for refusing to take a test or for exercising
neck. Open the airway by placing one hand on the victim’s forehead
the privacy or security of your protected health information. The notice will contain
• Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the
and Training Service (VETS) is authorized to investigate
Abuse, Mental Health and Genetic Information
Special Protections for HIV, Alcohol and Substance
perform the employee’s job;
exposure to radiation and exposure to concentrations of radioactive material in air and water.
and resolve complaints of USERRA violations.
to the job and benefits you would have attained if you had
High Radiation Area Warning EHG04
• Employees must receive their final compensation,
PHI is generally any individually identifiable information that is
Request copies of your medical
about EEOC, including information about charge filing, is available at www.eeoc.gov.
www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information
2. Post or otherwise make available to you a copy of the Department of State Health Services
POSTING REQUIREMENTS
reason for which FMLA leave was previously taken or certified.
in the workplace, and the workplace
rules, licenses, certificates of registration, notices of violations, and operating procedures that
transmitted or maintained by electronic or other media that relates
Unless you object, we may disclose to a member of your family, a relative, a close
Certain federal and state laws may require special privacy protections that restrict the should take to protect yourself from potential harm resulting from the breach;
Commonwealth of Puerto Rico.
Toll-free: 866/352-3033 Chicago: 312/814-6611 Peoria: 309/671-3019 Springfield: 217/785-7087 or activities which receive Federal financial assistance. including earned wages, vacation pay, commissions consecutive days. employee’s spouse, child, or parent. the fifth hour of work. other rights under the Act. EXAMINEE RIGHTS Employ
2. If you work where individual monitoring devices are provided in accordance with 25 TAC
date of the breach and the date of the discovery of the breach; (2) the steps you
standard when you access PHI. For example, although physicians
Applicants to and employees of companies with a Federal government contract or subcontract
and (3) a brief description of what we are doing to investigate the breach, mitigate
mation on USERRA, contact VETS at 1-866-4-USA-DOL
§289.202 or §289.231:
to an individual’s past, present or future physical or mental health,
losses, and to protect against further breaches.
injury and illness log.
and the other hand under the chin and gently tilt the head back
EXEMPTIONS
An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also
Copies of this notice must be posted in a sufficient number of places in every establishment where employees are employed
and bonuses on their next regularly scheduled payday.
to agree or object to such a disclosure, we may disclose such information as necessary alcohol and substance abuse information, mental health information, and genetic
are protected under Federal law from discrimination on the following bases:
BY LAW, EMPLOYERS MUST DISPLAY THIS NOTICE IN A PROMINENT PLACE
For immediate help or if you have questions regarding your rights. Web site: www.iwcc.il.gov Collinsville: 618/346-3450 Rockford: 815/987-7292 TDD (Deaf): 312/814-2959 INDIVIDUALS WITH DISABILITIES • Unauthorized deductions from paychecks are not • Employees working 7½ continuous hours must be Hotline: 1-800-645-5784 Federal, State a

YOUR RESPONSIBILITY AS A WORKER
It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum
if we determine that it is in your best interest based on our professional judgment.
allowed a meal period of at least 20 minutes no later
take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with
AND RETALIATION in activities regulated by the California Radiation Control Regulations, to permit employees working in or frequenting any
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
treatment, payment for services or healthcare operations. To be
wage and overtime pay protections and correctly classified independent contractors are not.
An interactive online USERRA Advisor can be viewed
information. For example, a health plan is not permitted to use or disclose genetic
(head tilt-chin lift). Keep the mouth open. Check for obstruction
We may use or disclose protected health information to notify or assist in notifying
strict standards concerning the conduct and length of the test.
(a) your employer must furnish to you an annual written report of your exposure to radiation if:
what additional information is required.
program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against
IF YOU HAVE ANY QUESTIONS OR COMPLAINTS ABOUT THIS NOTICE,
Complaints
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any
Employers must:
If you:
Call (312) 814-6200 or (217) 785-5100 or (866) 740-3953 (TTY) Party handling workers Provide employees a workplace free from persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job. than 5 hours after the start of work. a serious injury or illness. certain private individuals engaged
Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin,
Employer Responsibilities
Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify
You should familiarize yourself with those provisions of the rules and the operating procedures
portion of a restricted area to observe a copy on the way to or from their place of employment.
PHI, the information must identify the individual or provide

equivalent or 100 mrem (1 mSv) to any individual organ or tissue; or
at http://www.dol.gov/elaws/userra.htm.
★ If you file a complaint with VETS and VETS is unable to
(1) the individual's occupational dose exceeds 100 mrem (1 mSv) total effective dose
All workers have the right to:
unconscious:
a family member, personal representative or any other person that is responsible for
Practices may not apply to these types of information. If your treatment involves this clerk would likely only need to see a specific report to determine
allowed except as specified by law.
Phone: 312-793-2804
officer. You may also file a complaint with the U.S. Department of Health and
If you think we may have violated your privacy rights, please contact our privacy
the billing codes. You are permitted to access and use only the
INDIVIDUALS WITH DISABILITIES
Uses and disclosures of your protected health information that involve the release minimum patient information necessary to do your own job.
Based Upon Your Written Authorization
resolve it, you may request that your case be referred
(2) the individual requests his or her annual dose report in writing.
in the private sector, subject to restrictions, to certain prospective
in the airway. If you see an obstruction, reach in and take it out.
your protected health information to an authorized public or private entity to assist
in disaster relief efforts and to coordinate uses and disclosures to family or other
A safe workplace.
receives Federal financial assistance, you should immediately contact the Federal agency
a reasonable basis for identifying the individual.
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.
Phone: 312-793-2808
★ are a past or present member of the uniformed service;
under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and,

Uses and Disclosures of Protected Health Information
IN EACH WORKPLACE AND COMPLETE THE INFORMATION BELOW. If you believe you have been discriminated against in a program of any institution which
of your co-workers.
An employee does not need to use leave in one block. When it is medically necessary or otherwise
under special certificates issued by the Department of Labor.
CHICAGO OFFICE
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of
permitted, employees may take leave intermittently or on a reduced schedule.
if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is
not eligible, the employer must provide a reason for ineligibility.
Required by Law

★ have applied for membership in the uniformed service; or
SPRINGFIELD OFFICE
100 West Randolph Street, 10th Floor 222 South College St., Room 101-A Intake Unit compensation claims recognized hazards. It is illegal to retaliate providing such assistance. This is a summary of laws that satisfies Illinois Department of Labor posting requirements. For a complete text of the laws, visit our website at: Illinois Department of
The Secretary of Labor may bring court actions to restrain
(b) your employer must give you a written report, upon termination of your employment, of your
to the Department of Justice or the Office of Special
Counsel, as applicable, for representation.
To contact the Radiologic Health Branch, phone (916) 327-5106
the U.S. Department of Health and Human Services. We will not retaliate against
Human Services. We will provide you with the address to file your complaint with
Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA
Effective date: 9/23/2013
■ A person’s name, address, birth date, e-mail address
1-866-487-9243
TTY: 1-877-889-5627
WHAT IS COVERED BY THESE RULES
Raise a safety or health concern with
★ are obligated to serve in the uniformed service;
We may use or disclose your protected health information to the extent that the use or
disclosure is required by law. The use or disclosure will be made in compliance with the

and of pharmaceutical manufacturers, distributors and dispensers.
then an employer may not deny you:
otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires
of psychotherapy notes (if any), marketing, sale of your protected health information, you for filing a complaint.
Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much
Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an
Intake Unit
written authorization, unless otherwise permitted or required by law. You may
★ You may also bypass the VETS process and bring a civil
radiation exposures if you request the information on your radiation exposure in writing.
Business address against an employee for using any of their
action against an employer for violations of USERRA.
violations and assess civil penalties against violators. Employees
(217) 785-5100
your employer or OSHA, or report a work-
■ Medical records, prescriptions, lab work and test results
www.labor.illinois.gov
★ initial employment;
(312) 814-6200
Chicago, IL 60601
Springeld, IL 62704
www.dol.gov/whd
or job applicants may also bring their own court actions.
INSPECTIONS
Patients’ rights under HIPAA are described in our Notice
leave will be designated as FMLA leave.
that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all
2. Measures to be taken after accidental exposure;
The Act also permits polygraph testing, subject to restrictions, of
EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09)
certain employees of private firms who are reasonably suspected
rights under the law, including raising a
Federal and State Revision Date: 10/18 • ©2019 ComplyRight, Inc. The charge process may be initiated by completing the form at: Effective date Policy number ICPN rinted by the authority of the State of Illinois. injury or illness. Termination date Employer's FEIN EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by

UNITED STATES DEPARTMENT OF LABOR
leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with
160 N. LaSalle St, Suite C-1300, Chicago, IL 60601 • Chicago 312.793.2800 • Springfield 217.782.6206 • Marion 618.993.7090 LABOR

3. Individual monitoring devices, surveys, and equipment;
All licensed or registered activities are subject to inspection by representatives of the Department
circumstances. The text of this notice was prepared by
■ Billing records, referral authorizations, claim information
related injury or illness, without being
The law requires employers to display this poster where employees and job applicants can readily see it.
the employer’s normal paid leave policies.
★ reemployment;
of Privacy Practices. These rights include:
the understanding that any person or entity 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
WH1088 REV 07/16
levels of employment, including the executive level.
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE
Enforcement
Business phone
The rights listed here may vary depending on the
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
health and safety concern with you or
of State Health Services. In addition, any worker or representative of the workers who believe
retaliated against.
For more information or to file a complaint, contact us at:
Benefits & Protections
VETS, and may be viewed on the internet at this address:
http://www.illinois.gov/dhr
bring a private lawsuit against an employer.
concerning your particular situation and any specific questions or concerns you may have. Important note: This is approved for use by the purchaser only. This product may not be shared publicly or with third parties.
with OSHA, or reporting a work-related
4. Caution signs, labels, and safety interlock equipment;
USERRA: Uniformed Services Employment and Reemployment Rights Act
Practices.” This notice informs patients of their HIPAA
★ any benefit of employment
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and
records, diagnoses, X-rays, photos and images, prescriptions,
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state
requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three
that there is a violation of the Texas Radiation Control Act, the rules issues thereunder, or the
terms of the employer's license or registration with regard to radiological working conditions
While employees are on FMLA leave, employers must continue health insurance coverage as if the
5. Exposure records and reports;
6. Options for workers regarding agency inspections; and
http://www.dol.gov/vets/programs/userra/poster.htm.
Federal law requires employers to notify employees of
★ YOUR RIGHTS UNDER USERRA ★
Upon return from FMLA leave, most employees must be restored to the same job or one nearly Occupational Safety and Health Protection For
years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign
Locate the middle of the breastbone by drawing an imaginary line
employees were not on leave.
Printed by the Authority of the State of Illinois . IDHR ENG . web . IOCI17-0405
EMPLOYEE RIGHTS
WAGE AND HOUR DIVISION
rights and how to exercise them.
this requirement by displaying this notice where they
in which the worker is engaged, may request an inspection by sending a notice of the alleged
their rights under USERRA, and employers may meet
www.dol.gov/whd
TTY: 1-877-889-5627
or local law or collective bargaining agreement that provides greater family or medical leave rights.
P
UNITED STATES DEPARTMENT OF LABOR
7. Related matters.
Receive information and training on
because of this status.
lab work and test results, billing records, claim data, referral
record and may request copies, including electronic records.
For additional information or to file a complaint:
on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while
■ Right of Access. Patients may request to inspect their medical
WH1462 REV 07/16
job hazards, including all hazardous
In addition, an employer may not retaliate against anyone
authorizations and explanation of benefits.
assisting in the enforcement of USERRA rights,
Comply with all applicable OSHA standards.
customarily place notices for employees.
violation to the Department of State Health Services. The request must state the specific grounds
including testifying or making a statement in
1. The rules require that your employer give you a written report if you receive an exposure in
RETALIATION
inspections, agency inspectors may confer privately with workers, and any worker may bring
for the notice, and must be signed by the worker or the representative of the workers. During
THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT
substances in your workplace.
UNDER THE FAMILY AND MEDICAL LEAVE ACT
REPORTS ON YOUR RADIATION EXPOSURE HISTORY
■ Right to Request an Amendment. Patients may file
1-866-4-USWAGE
Who is authorized to access confidential PHI?
between the nipples. Place the heel of one hand just below that
identical to it with equivalent pay, benefits, and other employment terms and conditions.
Report to OSHA all work-related
OSHA 3165-04R 2015
Required by: 10 CFR §§20.1901, 20.1902 (For employers holding a radiological license or registration and possessing radiation-emitting equipment and/or materials.)
otherwise opposes discrimination under these Federal laws.
a request for an amendment to their medical record.
Information that our office collects or creates that relates to patient
excess of any applicable limit as stated in the rules, license, or certificate of registration. The
VETS to the attention of the inspectors any past or present condition that the individual believes
connection with a proceeding under USERRA,
Request an OSHA inspection of your
(1-866-487-9243) TTY: 1-877-889-5627
Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or
5
Radiation Area Warning EHG02
even if that person has no service connection.
using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being Employees of the
line and then place the heel of the second hand on top of the first
An employer may not interfere with an individual’s FMLA rights or retaliate against someone for
health or to patient care can only be used in limited ways without
basic limits for exposure to employees are stated in 25 Texas Administrative Code (TAC)
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment
www.dol.gov/whd
fatalities within 8 hours, and all inpatient
Employer Support of
workplace if you believe there are unsafe
Wage and Hour Division
THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
U.S. Department
the Guard and Reserve
Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities
above should contact immediately:
Office of
involved in any proceeding under or related to the FMLA.
1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov
■ Right to an Accounting of Disclosures. Patients have the right
or unhealthy conditions. OSHA will keep
of Justice
Publication Date – October 2008
1-800-336-4590
Special Counsel
1-866-487-2365
to receive an accounting of disclosures which documents those
U.S. Department of Labor I Wage and Hour Division
disclosures for which the patient has not signed an authorization.
N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by
your name conﬁdential. You have the
Medical System. USERRA also prohibits employers from discriminating against past and
and lean over so your shoulders are in line above your hands.
e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under
of an eye within 24 hours.
Begin chest
doctors, nurses and others use information about patients to determine
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-
Provide required training to all workers
what services they should receive or to review the quality of their care.
protected leave in a 12-month period for the following reasons:
present members of the uniformed services, and applicants to the uniformed services.
U.S. Government, Department of Labor.
right to have a representative contact hospitalizations, amputations and losses positions to undertake military service or certain types of service in the National Disaster Eligibility Requirements (Insert Your Agency Here) The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, Leave En
POSTING REQUIREMENT
for FMLA leave. The employee must:
An employee who works for a covered employer must meet three criteria in order to be eligible
Programs or Activities Receiving Federal Financial Assistance
OSHA on your behalf. in a language and vocabulary they can REEMPLOYMENT RIGHTS HEALTH INSURANCE PROTECTION • Have worked for the employer for at least 12 months; The Occupational Safety and Health Act of 1970, Executive Order 12196 and 29 CFR 1960 require the heads Job Safety and Health In addition to the protections of Title VII of the C
Using the heels of both hands, firmly push straight down
• Have at least 1,250 hours of service in the 12 months before taking leave;* and
observe a copy on the way to or from their place of employment.
compressions:
25 TAC §289.252 (relating to Licensing of Radioactive Material) and 25 TAC §289.226 (relating to Registration of Radiation Machine Use and Services), to permit employees to
RACE, COLOR, NATIONAL ORIGIN, SEX
the patient or release information.
fulfill other necessary administrative and support functions.
• To bond with a child (leave must be taken within 1 year of the child’s birth or placement);
• To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
(or their insurance companies) for the services they received or to
approximately 2 inches but no more than 2.4 inches on the chest.
understand.
■ Right to Complain. Patients have the right to complain

Participate (or have your representative Prominently display this poster in the 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 of Federal agencies to furnish to employees places and conditio
assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of
if they think their privacy rights have been violated.
service and:
if you leave that job to perform service in the uniformed
employer-based health plan coverage for you and your
perform the employee’s job;
Release pressure completely between pushes, keeping your hands
and health hazards.

you have the right to elect to continue your existing
Disclosure is also permitted without authorization in a number
participate) in an OSHA inspection and
Poster Service Retail Cards 30 days (by phone, online or by mail) FREE ASSISTANCE to identify and correct ★ you have five years or less of cumulative service in the ENFORCEMENT military service, you have the right to be reinstated in Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not Responsibilities of Your agency 8. Repo
employment, or where employment discrimination causes or may cause discrimination in providing services under such programs.
employee’s worksite.
on the victim’s chest at all times. Allow the chest to return to its
• For qualifying exigencies related to the foreign deployment of a military member who is the
documents, our operating procedures, and any "Notice of Violation" or order issued by the agency may be reviewed at the following location:
right to be notified if their health information has been breached.
speak in private to the inspector.
*Special “hours of service” requirements apply to airline flight crew employees.
workplace.
■ Right to Receive Notice of a Security Breach. Patients have the
dependents for up to 24 months while in the military.
★ you ensure that your employer receives advance written
Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs
or activities which receive Federal financial assistance.
An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also
__________________________________________________________________
File a complaint with OSHA within
Requesting Leave
employee’s spouse, child, or parent.
■ Healthcare providers are required to report certain
communicable diseases to state health agencies, even
INDIVIDUALS WITH DISABILITIES
Post OSHA citations at or near the
or verbal notice of your service;
★ Even if you don't elect to continue coverage during your
normal position completely after each compression. Avoid leaning
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any
place of the alleged violations.
if the patient doesn’t want the information reported.
uniformed services while with that particular employer;
possible to give 30-days’ notice, an employee must notify the employer as soon as possible and,
on the chest between compressions. Count the number of
a serious injury or illness.
persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.
if you have been retaliated against for
generally without any waiting periods or exclusions
your employer's health plan when you are reemployed,
Employees and their representatives shall
Occupational Illnesses
Texas Radiation Notice to Employees
1. General Requirements
What steps must I take to safeguard PHI?
have the right to report unsafe or unhealth-
compressions by saying “one and two and three …” Push hard
(e.g., pre-existing condition exclusions) except for
generally, follow the employer’s usual procedures.
Supervisors must submit a supervisor’s re-

If you believe you have been discriminated against in a program of any institution which
using your rights.
★ you return to work or apply for reemployment in
Provide employees a workplace free from
A safe workplace.
release patient information with appropriate court orders.
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
service-connected illnesses or injuries.
a timely manner after conclusion of service; and

Here are some common ways that employees can protect patient privacy:
providing such assistance.
port of accidental injury/illness for all work- ful working conditions to appropriate of-
■ Under limited circumstances, healthcare providers may
recognized hazards. It is illegal to retaliate
permitted, employees may take leave intermittently or on a reduced schedule.
Employees do not have to share a medical diagnosis, but must provide enough information to the
ComplyRight This poster is available free from OSHA. through OSHA-supported consultation If you are eligible to be reemployed, you must be restored ★ The U.S. Department of Labor, Veterans Employment functions, that a family member cannot perform daily activities, or that hospitalization or continuing will furnish ____________________________ illnesses
Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA
EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09)
and push fast (rate of 100 to 120 compressions a minute).
★ you have not been separated from service with a
hazards is available to small and medium-

Raise a safety or health concern with
against an employee for using any of their
leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with
disclose PHI to police (such as reporting certain wounds
disqualifying discharge or under other than honorable
employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could
See any OSHA citations issued to
The _________________________________
rights under the law, including raising a
the employer’s normal paid leave policies.
related injury or illness, without being
your employer or OSHA, or report a work-
your employer.
or injuries, or to comply with a court-ordered warrant
or grand jury subpoena).
you disclose aloud.
conditions.

related accidents, injuries or occupational ficials and to request an inspection of the
��
Head of your agency
sized employers, without citation or penalty,
include informing an employer that the employee is or will be unable to perform his or her job
medical treatment is necessary. Employees must inform the employer if the need for leave is for a
and Training Service (VETS) is authorized to investigate
and administering procedures.
with OSHA, or reporting a work-related
employees places and conditions of employ-
ing the report will be kept confidential if re-
■ When physicians or other people providing patient care
and resolve complaints of USERRA violations.
If you are not trained in CPR or are uncomfortable with your ability to provide rescue breaths, skip steps 6 and 7 and continue performing chest compressions
programs in every state.
reason for which FMLA leave was previously taken or certified.
to the job and benefits you would have attained if you had
While employees are on FMLA leave, employers must continue health insurance coverage as if the
Your agency
Request copies of your medical
their supervision.
not been absent due to military service or, in some cases,
a comparable job.
■ Avoid discussions about patients in elevators and office hallways.
Employers can require a certification or periodic recertification supporting the need for leave. If the
records, tests that measure hazards
quested.
employees were not on leave.
injury or illness.
ment that are free from on-the-job safety and
★ For assistance in filing a complaint, or for any other infor-
suspect child abuse or elder abuse, they must report it to
state agencies.
Receive information and training on
High Radiation Area Warning EHG04
job hazards, including all hazardous
9. Safety and Health Committees
★ YOUR RIGHTS UNDER USERRA ★
Comply with all applicable OSHA standards.
■ Do not leave messages on answering machines regarding
mation on USERRA, contact VETS at 1-866-4-USA-DOL
at a rate of 100 to 120 compressions a minute until an AED arrives and is ready for use, the victim begins to move or EMS personnel take over care of the victim.
in the workplace, and the workplace
Upon return from FMLA leave, most employees must be restored to the same job or one nearly
patient conditions or test results.
employer determines that the certification is incomplete, it must provide a written notice indicating
health hazards.
and funeral directors in cases where patients die.
THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT
substances in your workplace.
■ Avoid paging patients using identifiable information,
RIGHT TO BE FREE FROM DISCRIMINATION
identical to it with equivalent pay, benefits, and other employment terms and conditions.
■ Healthcare providers report information to coroners
injury and illness log.
4. Freedom from Fear of Reprisal
_________________________________
An interactive online USERRA Advisor can be viewed
what additional information is required.
or visit its website at http://www.dol.gov/vets.
Employees and their representatives are
Request an OSHA inspection of your
such as their condition or name of physician.
An employer may not interfere with an individual’s FMLA rights or retaliate against someone for
using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being

at http://www.dol.gov/elaws/userra.htm.
AND RETALIATION
Employer Responsibilities

Report to OSHA all work-related
Your agency
Practices. For many other uses and disclosures of PHI, our office
2. OSHA Regulations
protected from restraint, interference, coer-
hospitalizations, amputations and losses
fatalities within 8 hours, and all inpatient
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment
★ 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
workplace if you believe there are unsafe
■ Avoid leaving a patient’s medical file on your computer screen
will support any safety and health commit-
If you:
involved in any proceeding under or related to the FMLA.
★ are a past or present member of the uniformed service;
positions to undertake military service or certain types of service in the National Disaster
the other hand under the victim’s chin and gently tilt the victim’s
_________________________________
when you leave your desk. It is best to log off when leaving
of an eye within 24 hours.
or unhealthy conditions. OSHA will keep
under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and,
Eligibility Requirements
tees that are formed from management and cion, discrimination, or reprisal for exercis-
must get a signed authorization from the patient.
resolve it, you may request that your case be referred
to the Department of Justice or the Office of Special
Medical System. USERRA also prohibits employers from discriminating against past and
a workstation. In public areas, point computer monitors so
An employee who works for a covered employer must meet three criteria in order to be eligible
Counsel, as applicable, for representation.
for FMLA leave. The employee must:
not eligible, the employer must provide a reason for ineligibility.
Poster Service CRPS01 – Federal and State Poster Service Contact OSHA. We can help. ★ have applied for membership in the uniformed service; or ★ You may also bypass the VETS process and bring a civil if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is Your agency Your agency employee representatives. ing any of their rights under the your na
visitors or people walking by cannot view information.

will comply with applicable regulations of the
right to have a representative contact
★ are obligated to serve in the uniformed service;
The minimum necessary standard in the HIPAA Privacy Rule
_________________________________
present members of the uniformed services, and applicants to the uniformed services.
★ If you leave your job to perform military service,
HEALTH INSURANCE PROTECTION
Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much
then an employer may not deny you:
Occupational Safety and Health Administration.
requires that when a covered entity uses or discloses protected health What if I see someone violate HIPAA?
in a language and vocabulary they can

OSHA on your behalf.
action against an employer for violations of USERRA.
gently pinch the victim’s nose shut and cover the mouth with yours,
Employee Responsibilities
• Have worked for the employer for at least 12 months;

• Have at least 1,250 hours of service in the 12 months before taking leave;* and
You have the right to be reemployed in your civilian job

Your agency
information or requests protected health information from another
★ initial employment;

leave will be designated as FMLA leave.

understand.
Safety and Health Program.
Participate (or have your representative
• Work at a location where the employer has at least 50 employees within 75 miles of the
creating an airtight seal, or use a mouth guard as shown. Give the
covered entity, the covered entity must make reasonable efforts
breach, immediately report it to your supervisor or our Privacy Officer.
participate) in an OSHA inspection and
Prominently display this poster in the
you have the right to elect to continue your existing
★ reemployment;
Enforcement
3. Reporting Hazards
The rights listed here may vary depending on the
circumstances. The text of this notice was prepared by
if you leave that job to perform service in the uniformed
_________________________________ 1. Compliance with Standards
*Special “hours of service” requirements apply to airline flight crew employees.
employer-based health plan coverage for you and your
VETS, and may be viewed on the internet at this address:
dependents for up to 24 months while in the military.
service and:
workplace.
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may
open the airway and
★ you ensure that your employer receives advance written
speak in private to the inspector.
Employees shall comply with all OSHA and Responsible Officials
★ retention in employment;
victim two full, slow rescue breaths. Each rescue breath should
or verbal notice of your service;
Post OSHA citations at or near the
Requesting Leave
http://www.dol.gov/vets/programs/userra/poster.htm.

★ promotion; or
★ Even if you don't elect to continue coverage during your
File a complaint with OSHA within
bring a private lawsuit against an employer.
be delivered in one second and should cause the chest to rise.
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 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
★ any benefit of employment
30 days (by phone, online or by mail)
will respond to employee reports of hazards in
place of the alleged violations.
concerning your particular situation and any specific questions or concerns you may have. Important note: This is approved for use by the purchaser only. This product may not be shared publicly or with third parties.
Federal law requires employers to notify employees of
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state
their rights under USERRA, and employers may meet
your employer's health plan when you are reemployed,
military service, you have the right to be reinstated in
Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not
★ you have five years or less of cumulative service in the
approved __________________________
A2126
or local law or collective bargaining agreement that provides greater family or medical leave rights.
©2018 ComplyRight, Inc.
uniformed services while with that particular employer;
begin rescue breathing:
because of this status.
possible to give 30-days’ notice, an employee must notify the employer as soon as possible and,
generally without any waiting periods or exclusions
the workplace.
using your rights.
generally, follow the employer’s usual procedures.
assisting in the enforcement of USERRA rights, this requirement by displaying this notice where they For additional information or to file a complaint: EMPLOYEES OF THE STATE OF GEORGIA policies and directives. Your agency The Designated Agency Safety and Health if you have been retaliated against for FREE ASSISTANCE to identify and c
In addition, an employer may not retaliate against anyone
(e.g., pre-existing condition exclusions) except for
a timely manner after conclusion of service; and
★ you return to work or apply for reemployment in
customarily place notices for employees.
occupational safety and health standards, Official (DASHO) for:
Radiation Area Warning EHG02
1-866-4-USWAGE
service-connected illnesses or injuries.
Employees do not have to share a medical diagnosis, but must provide enough information to the

PUBLIC EMPLOYEE HAZARDOUS CHEMICAL
including testifying or making a statement in VETS Employer Support of (1-866-487-9243) TTY: 1-877-889-5627 Wage and Hour Division 4. Workplace Inspections Your agency 2. Safety and Protective Equipment _________________________________ See any OSHA citations issued to hazards is available to small and medium- ★ you ha
rescue breath. This prevents you from getting dizzy or lightheaded.
Watch the victim’s chest. If it does not clearly rise and fall after the
FAMILY CARE AND MEDICAL LEAVE AND
sized employers, without citation or penalty,
include informing an employer that the employee is or will be unable to perform his or her job
_________________________________
connection with a proceeding under USERRA,
conditions.
Your agency
your employer. YOUR RIGHTS AND OBLIGATIONS
disqualifying discharge or under other than honorable
If you are eligible to be reemployed, you must be restored
even if that person has no service connection.
can be purchased CRSP02 – Federal (Bilingual) and State (English) Poster Service 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. will insure that each workplace is inspected an- Employees shall use appropriate protecti
is ________________________________
functions, that a family member cannot perform daily activities, or that hospitalization or continuing
www.dol.gov/whd
through OSHA-supported consultation
OSHA 3165-04R 2015
medical treatment is necessary. Employees must inform the employer if the need for leave is for a
Name, Title
the Guard and Reserve
and resolve complaints of USERRA violations.
and Training Service (VETS) is authorized to investigate
U.S. Department
U.S. Department of Labor
Request copies of your medical
AS A PREGNANT EMPLOYEE
Office of
PROTECTION AND RIGHT TO KNOW ACT OF 1988
PREGNANCY DISABILITY LEAVE
first rescue breath, perform the head tilt-chin lift again before giving
1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov
1-866-487-2365
of Justice
Special Counsel
WH1420 REV 04/16
nually for hazardous conditions.
and safety equipment provided by
★ For assistance in filing a complaint, or for any other infor-
a comparable job.
Employers can require a certification or periodic recertification supporting the need for leave. If the
reason for which FMLA leave was previously taken or certified.
not been absent due to military service or, in some cases,
Publication Date – October 2008
U.S. Department of Labor I Wage and Hour Division
1-800-336-4590
the second rescue breath.
records, tests that measure hazards
employer determines that the certification is incomplete, it must provide a written notice indicating
ERFED
If you ar
_________________________________
injury and illness log.e pregnant, have a related medical condition, or are recovering from
• Taking PDL may impact certain of your benefits and your seniority date; please
in the workplace, and the workplace
Under the California Family Rights Act of 1993 (CFRA), if you have more
mation on USERRA, contact VETS at 1-866-4-USA-DOL
_________________________________
or visit its website at http://www.dol.gov/vets.
AND RETALIATION contact your employer for details.
An interactive online USERRA Advisor can be viewed
RIGHT TO BE FREE FROM DISCRIMINATION
childbirth, please read this notice.
Employer Responsibilities than 12 months of service with us and have worked at least 1,250 hours
what additional information is required.
Your agency

at http://www.dol.gov/elaws/userra.htm.
Your agency
Under the Act, you have the right to know about the hazardous chemicals in your workplace.
in the 12-month period before the date you want to begin your leave,
Rights of Employees and Their
workplace is:

• If possible, you must provide at least 30 days’ advance notice for foreseeable events
and if we employ 50 or more employees at your worksite or within 75
will post Notices of Unsafe or Unhealthful
If you:
Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify
Representatives
California law protects employees against discrimination or harassment because of an
★ If you file a complaint with VETS and VETS is unable to
Working Conditions found during the inspec-

You must be informed of the following:
(such as the expected birth of a child or a planned medical treatment for yourself).
resolve it, you may request that your case be referred
miles of your worksite, you may have a right to a family care or medical
★ are a past or present member of the uniformed service;
leave (CFRA leave). This leave may be up to 12 workweeks in a 12-month
★ are obligated to serve in the uniformed service;
Counsel, as applicable, for representation.
For events that are unforeseeable, we need you to notify us, at least verbally, as
as “because of pregnancy”). California law also prohibits employers from denying or
tions for a minimum of three working days, or 1. Participation in Safety and Health _________________________________ employee’s pregnancy, childbirth or any related medical condition (referred to below ★ have applied for membership in the uniformed service; or to the Department of Justice or the Office of Special un
if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is
not eligible, the employer must provide a reason for ineligibility.
interfering with an employee’s pregnancy-related employment rights.
action against an employer for violations of USERRA.
Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much
soon as y
★ You may also bypass the VETS process and bring a civil
for your own serious health condition or that of your child, parent or
leave will be designated as FMLA leave.

YOUR EMPLOYER HAS AN OBLIGATION TO:

★ initial employment; is grounds for, and may result in, deferral of the requested leave until you comply
 The Requirements of the law; until the hazard is corrected, whichever is later. Program Employees and their representatives shall and may be contacted at Contact OSHA. We can help. then an employer may not deny you:ou learn of the need for the leave. Failure to comply with these notice rules period for the birth, adoption, or
spouse. If we employ less than 50 employees at your worksite or within
5. Correction of Unsafe Conditions
★ reemployment; with this notice policy.
Repeat the combination of 30 chest compressions and two rescue
in a convenient CRSP03 – Federal Contractor Poster Service  Your right to receive formal traini ng and education on hazardous chemicals; Your agency _________________________________ 1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov OSHA 3165-04R 2015 ★ any benefit of employment • Give your employer reasonable notice. To receive reasonable accommodation, bring a private l
Enforcement
circumstances. The text of this notice was prepared by
The rights listed here may vary depending on the
have the right to participate in the
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may

_________________________________
★ retention in employment;
VETS, and may be viewed on the internet at this address:
★ promotion; or NOTICE OBLIGATIONS AS AN EMPLOYEE:
 Your right to receive information regarding hazardous chemicals on your job;
After delivery of two
75 miles of your worksite, but at least 20 employees at your worksite
• Reasonably accommodate your medical needs related to pregnancy, childbirth or

related conditions (such as temporarily modifying your work duties, providing you

Your agency
_________________________________
Federal law requires employers to notify employees of
http://www.dol.gov/vets/programs/userra/poster.htm.
breaths, remembering to release all pressure between pushes and to
their rights under USERRA, and employers may meet
or local law or collective bargaining agreement that provides greater family or medical leave rights.
(Telephone and location)
watch the chest rise and fall during breaths. You should continue this
care leave for the birth, adoption, or foster care placement of your child

The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state

with a stool or chair, or allowing more frequent breaks);
In addition, an employer may not retaliate against anyone
• Transfer you to a less strenuous or hazardous position (where one is available) or
under the New Parent Leave Act (NPLA). Similar to CFRA leave, the NPLA
this requirement by displaying this notice where they
because of this status. obtain a transfer, or take PDL, you must give your employer sufficient notice for your
conditions are eliminated. Imminent danger con-
will take prompt action to assure that hazardous Safety and Health Program. Employees
assisting in the enforcement of USERRA rights,
customarily place notices for employees.
leave may be up to 12 workweeks in a 12-month period. While the law
combination of compressions/breaths until an AED arrives, the victim
 What a Material Safety Data Sheet is, and how to use it;
employer to make appropriate plans. Sufficient notice means 30 days advance notice
duties if medically needed because of your pregnancy; and
For additional information or to file a complaint:
ditions will be corrected immediately.

Further Information
rescue breaths:
shall be authorized official time for these ac-
if the need for the reasonable accommodation, transfer, or PDL is foreseeable,
• Provide you with pregnancy disability leave (PDL) of up to four months (the working
tivities.
7 VETS
1-866-4-USWAGE
provides only unpaid leave, employees may choose or employers may
 Where hazardous materials are used in your work area;

begins to move or EMS personnel take over CPR.
including testifying or making a statement in
connection with a proceeding under USERRA,
require use of accrued paid leave while taking CFRA leave under certain

(1-866-487-9243) TTY: 1-877-889-5627
This notice highlights the

days you normally would work in one-third of a year or 17 1/3 weeks) and return
6. Safety and Protective Equipment
even if that person has no service connection.
otherwise as soon as practicable if the need is an emergency or unforeseeable.
U.S. Department
you to your same job when you are no longer disabled by your pregnancy or, in
U.S. Department of Labor
 Your physician’s right to receive information on the chemicals to which you may be
www.dol.gov/whd
circumstances and employees may choose to use accrued paid leave
2. Access to Records and Documents _________________________________
Wage and Hour Division
• Provide a Written Medical Certification from Your Health Care Provider. Except in a
the Guard and Reserve
Employer Support of
Office of
Publication Date – October 2008
WH1420 REV 04/16
U.S. Department of Labor I Wage and Hour Division
of Justice
1-866-487-2365
_________________________________
Special Counsel
medical emergency where there is no time to obtain it, your employer may require
while taking NPLA leave.
1-800-336-4590
Employees and their representatives shall
Your agency
certain instances, to a comparable job. Taking PDL, however, does not protect you
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.
ERFED

Your agency
will acquire, maintain and require use of appro-
have access to copies of applicable OSHA employee job safety and health program.
exposed.
and other recognized standards and regula-
priate protective and safety equipment.
medical need for your reasonable accommodation, transfer or PDL. If the need is
retail card YOU CANNOT BE FIRED, DISCRIMINATED AGAINST, OR More information about the Your agency Revision Date: 07/16 • ©2016 ComplyRight, Inc. from non-leave related employment actions, such as a layoff. you to supply a written medical certification from your health care provider of the Even if you are not eligible for CFRA or NPLA leave, if

by pregnancy, childbirth or a related medical condition, you are entitled
an emergency or unforeseeable, you must provide this certification within the time
_________________________________

CPR VOLUNTEERS:
tions; _____________________________
EMERGENCY INFORMATION:
• Provide a reasonable amount of break time and use of a room or other location in
close proximity to the employee’s work area to express breast milk in private as set
to take a pregnancy disability leave of up to four months, depending on

provided with the understanding that any person or entity involved in creating, producing or distributing this product
Your agency
or medical advice and does not provide legal or medical opinions on any specific facts or services. The information is
frame your employer requests, unless it is not practicable for you to do so under the
7. Safety and Health Training

is not liable for any damages arising out of the use or inability to use this product. You are urged to consult an attorney
your period(s) of actual disability. If you are CFRA- or NPLA-eligible, you
safety and health policies and directives; ac-
program or its standards and procedures
forth in the Labor Code.
and/or medical professional concerning your particular situation and any specific questions or concerns you may have.
911 OR
_________________________________

may be obtained from the workplace Safety
cident, injury and illness statistics of the
FOR PREGNANCY DISABILITY LEAVE:
circumstances despite your diligent, good faith efforts. Your employer must provide
have certain rights to take BOTH a pregnancy disability leave and a CFRA
DICIPLINED FOR EXERCISING YOUR RIGHT TO KNOW
Unless specifically allowed in the instructions, ComplyRight products may be photocopied only when the user is legally
compelled to do so. Any other photocopying or reproducing in any form, whether in whole or in part, is strictly prohibited.

Name: _______________________ Phone: ________________________________

at least 15 calendar days for you to submit the certification. See your employer for a
Ambulance: __________________________________________________ or NPLA leave for reason of the birth of your child. Both leaves contain
and Health Designee.
_________________________________
Your agency

will provide occupational safety and health
a guarantee of reinstatement -for pregnancy disability it is to the same
Your agency
copy of a medical certification form to give to your health care provider to complete.
• PDL is not for an automatic period of time, but for the period of time that you are

Local Emergency Phone #: ______________________________________ position and for CFRA or NPLA it is to the same or a comparable position
training for employees.
Name: _______________________ Phone: ________________________________

employer requires it, written medical certification of your medical need, your employer
No pay, position, seniority, or other benefits may be lost for exercising your right to know. disabled by pregnancy. Your health care provider determines how much time you • Please note that if you fail to give your employer reasonable advance notice or, if your -at the end of the leave, subject to any defense allowed under the law.

will need.
• Once your employer has been informed that you need to take PDL, your employer may be justified in delaying your reasonable accommodation, transfer, or PDL. Name: _______________________ Phone: ________________________________
CPR Kit Location: ______________________________________________ If possible, you must provide at least 30 days’ advance notice for

medical treatment for yourself or of a family member). For events that
You may present a written request to receive a Material Safety Data Sheet for any chemical used on your must guarantee in writing that you can return to work in your same position if you ADDITIONAL RIGHTS UNDER CALIFORNIA FAMILY RIGHTS ACT (CFRA) LEAVE: foreseeable events (such as the expected birth of a child or a planned EILCH01 0
request a written guarantee. Your employer may require you to submit written medical
You also may be entitled to additional rights under the California Family Rights Act
certification from your health care provider substantiating the need for your leave.

are unforeseeable, we need you to notify us, at least verbally, as soon as

job. Washington D.C. of 1993 (CFRA) if you have more than 12 months of service with us and have worked you learn of the need for the leave. Failure to comply with these notice W0324
www.complyright.com
©2015 EDI
2000 • PDL may include, but is not limited to, additional or more frequent breaks, at least 1,250 hours in the 12-month period before the date you want to begin your rules is grounds for, and may result in, deferral of the requested leave
We may require certification from your health care provider before
adoption, or foster care placement of your child or for your own serious health
severe morning sickness, gestational diabetes, pregnancy-induced hypertension,
You have the right to refuse to work with a hazardous chemical if a Material Safety Data Sheet in your time for prenatal or postnatal medical appointments, doctor- ordered bed rest, leave. This leave may be up to 12 workweeks in a 12-month period for the birth, until you comply with this notice policy.
condition (not related to pregnancy) or that of your child, parent or spouse. While
preeclampsia, recovery from childbirth or loss or end of pregnancy, and/or post-
allowing you a leave for pregnancy disability or for your own serious

Agency Head Signature
care provider of your child, parent or spouse, who has a serious
• PDL does not need to be taken all at once but can be taken on an as-needed basis
use of accrued paid leave while taking CFRA leave under certain circumstances. For
Georgia Workers' Compensation Part 1 employer’s possession has not been provided to you within five (5) working days after your written partum depression. the law provides only unpaid leave, employees may choose or employers may require health condition. We also may require certification from the health
Required by: GA §34-9-201 request, unless you are required to perform essential services. as required by your health care provider, including intermittent leave or a reduced further information on the availability CFRA leave, please review your employer’s health condition, before allowing you a leave to take care of that
work schedule, all of which counts against your four month entitlement to leave.
family member. When medically necessary, leave may be taken on an
Notice regarding the availability of CFRA leave.
GRIEVANCE PROCEDURE OSHA Federal Agency Public Sector • Your leave will be paid or unpaid depending on your employer’s policy for other intermittent or reduced work schedule. EILCH01 06/19

If you are taking a leave for the birth, adoption, or foster care placement
medical leaves. You may also be eligible for state disability insurance or Paid Family
Leave (PFL), administered by the California Employment Development Department. This notice is a summary of your rights and obligations under the Fair Employment of a child, the basic minimum duration of the leave is two weeks, and
E9704
Required by: 29 CFR §1960.12 (For Federal Agency Employees Only)
and Housing Act (FEHA). For more information about your rights and obligations as a
you must conclude the leave within one year of the birth or placement
pregnant employee, contact your employer, visit the Department of Fair Employment
1. File a grievance through the established procedure for your agency. • At your discretion, you can use any vacation or other paid time off during your PDL. and Housing’s Web site at www.dfeh.ca.gov, or contact the Department at (800) 884- for adoption or foster care.
• Your employer may require or you may choose to use any available sick leave during
Taking a family care or pregnancy disability leave may impact certain
2. Any employee dissatisfied with a final decision of an appointing authority with regard to a your PDL. 1684 (voice or via relay operator 711),TTY (800) 700-2320, or contact.center@dfeh. of your benefits and your seniority date. If you want more information
ca.gov. The text of the FEHA and the regulations interpreting it are available on the
regarding your eligibility for a leave and/or the impact of the leave on
grievance filed pursuant to subsection (a) of this Code section shall be entitled to judicial review • Your employer is required to continue your group health coverage during your PDL at the Department of Fair Employment and Housing’s Web site at www.dfeh.ca.gov. your seniority and benefits, please contact _____________________
_____________________________________________________.
same level and under the same conditions that coverage would have been provided if
in the same manner as provided for judicial review of contested cases in Chapter 13 of Title 50, you had continued in employment continuously for the duration of your leave. DFEH-E09P-ENG / June 2017 DFEH-100-21 / March 2019 ECA18 03/19
the ‘Georgia Administrative Procedure Act”

(Authority O.C.G.A 45-22-11)
NO
EILCH01 06/19
SMOKING
GID-417-SF JAN2016 EGAM6 11/12
What Are the Different Language Options? No Smoking E5066
Required by: GA Code Ann. §45-22-7, §45-22-8 (For Public Sector Employers)
Georgia Right to Know
NO
SMOKING
■ Federal English / State English ■ Federal Bilingual / State English ■ Federal Bilingual / State Bilingual
No Smoking
E5066
Already includes all state Spanish The Federal poster must be posted in This solution is recommended for all Poster Service for Public Sector Poster Service for Restaurants Poster Service for Healthcare
postings that are mandatory for every English and Spanish in locations where a locations where a significant number U1200CPSECXX* – English U1200CRESTXX* – English U1200CHLTHXX* – English
employer, regardless of how many significant number of employees speak of employees speak Spanish. All federal EFEDSTCRPSEXX* – Poster Kit Only E50XXREST* – Poster Kit Only E50XXHLTH* – Poster Kit Only
Spanish-speaking employees work at Spanish. This solution is mandatory for and state postings are presented in
*Replace XX with your state’s *Replace XX with your state’s *Replace XX with your state’s
the location. This is for the customer’s those locations to ensure compliance both languages. This is a best practice abbreviation (e.g. U1200CPSECFL) abbreviation (e.g. U1200CRESTFL*) abbreviation (e.g. E50FL)
convenience and is a great cost-saver. with federal posting requirements. for any location with a majority of
Spanish-speaking employees.
*Please note that all service item requires setup prior to purchasing. Contact your sales your sales for more info.
4 Labor Law Poster Service Labor Law Poster Service 5

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