Page 7 - HR Solutions Catalog

Federal and State Labor Law Posters Specialty Labor Law Posters

EEOC: U.S. Equal Employment Opportunity Commission FLSA: Fair Labor Standards Act
Equal Employment Opportunity is EMPLOYEE RIGHTS CONCEALED
THE LAW
Private Employers, State and Local Governments, Educational Institutions, UNDER THE FAIR LABOR STANDARDS ACT
FEDERAL MINIMUM WAGE
Employment Agencies and Labor Organizations
Applicants to and employees of most private employers, state and local governments, educational institutions, employment HANDGUNS PROHIBITED
agencies and labor organizations are protected under Federal law from discrimination on the following bases:
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
FEDERAL LABOR LAW POSTINGS discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, $7.25 PER HOUR
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion,
religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an BEGINNING JULY 24, 2009
employee’s religious practices where the accommodation does not impose undue hardship.
EMPLOYER NOTE: Must be posted in a conspicuous place DISABILITY The law requires employers to display this poster where employees can readily see it. Weapons Law Posters
<<< Scan for compliance verification.
for convenient viewing by all employees and applicants. the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek. Child Labor Fair Employment
OVERTIME PAY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on
employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations CHILD LABOR PURSUANT TO SECTION 30.06,
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
EPPA: Employee Polygraph Protection Act AGE The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing, EEOC: U.S. Equal Employment Opportunity Commission FLSA: Fair Labor Standards Act
FL Revision Date: 03/19
non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.
discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other
EMPLOYEE RIGHTS aspects of employment. TIP CREDIT Florida Florida Department of The State of Florida and the Federal Fair Labor Standards Act (FLSA) FLORIDA LAW LA LEY DE LA FLORIDA Equal Employment Opportunity is EMPLOYEE RIGHTS OCULTAS ARMAS
Child Labor Laws
Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their
SEX (WAGES)
employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their
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
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
Business &
prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require
Protecting the Health, Education and Welfare of Minors in the Workplace
EMPLOYEE POLYGRAPH PROTECTION ACT equal skill, effort, and responsibility, under similar working conditions, in the same establishment. the minimum hourly wage, the employer must make up the difference. Professional This chart summarizes the child labor laws of the State of Florida and the Federal Fair Labor Standards Act (FLSA) PROHIBITS PROHIBE Private Employers, State and Local Governments, Educational Institutions, UNDER THE FAIR LABOR STANDARDS ACT PENAL CODE (TRESPA
NURSING MOTHERS
GENETICS
Employment Agencies and Labor Organizations
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s State Labor Law Postings Regulation The stricter provisions must be observed and are denoted by bold lettering. The federal law in italics. Applicants to and employees of most private employers, state and local governments, education
overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s
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 SCHOOL Florida: May NOT work during school Florida & FLSA: May not work during school hours (some exceptions DISCRIMINATION DISCRIMINACIÓN FEDERAL LABOR LAW POSTINGS RAC
Minors 14 & 15 – Under 14 years old MAY NOT WORK
agencies and labor organizations are protected under Federal law from discrimination on the following bases:
Minors 16 & 17
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion,
employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information.
prohibits most private employers from using of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employee to express breast milk. Minimum Wage ATTENDANCE hours unless they meet a criterion of the apply) RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN, RAZA, COLOR, RELIGIÓN, SEXO, ORIGEN NACIONAL, EMPLOYER NOTE: Must be posted in a conspicuous place employee’s religious practices where the acco
discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color,
BASADA EN:
a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the
Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation
BEGINNING JULY 24, 2009
religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an
BASED ON:
DISABILITY
Hour Restrictions listed below. FLSA: No
ENFORCEMENT
OVERTIME PAY
limitations.
employees, or their family members.
lie detector tests either for pre-employment RETALIATION The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, PERMITS TO Florida & FLSA: Not required, except the FLSA requires the employer to maintain date of birth information for all employees under DISABILITY, AGE, PREGNANCY OR MARITAL STATUS. INCAPACIDAD, EDAD, EMBARAZO, O ESTADO CIVIL. employment. Disability discrimination includes not making reaso
for convenient viewing by all employees and applicants.
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on
the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of
screening or during the course of employment. All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money HOURS OF WORK, Florida: May work up to 30 hours per week. Florida: May work up to 15 hours per week. Not before 7 a.m. or EPPA: Employee Polygraph Protection Ac
19 years old.
WORK
CHILD LABOR
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
overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed
of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.
discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other
non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.
in a discrimination proceeding, or otherwise opposes an unlawful employment practice.
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed WHEN SCHOOL Not before 6:30 a.m. or later than 11 p.m. after 7 p.m. and for no more than 3 hours a day on school days, when WHAT IS COVERED UNDER THE LAW: LO QUE ESTÁ CUBIERTO BAJO LA LEY: aspects of employment. TIP CREDIT
Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their
PROHIBITIONS 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 for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be IS IN SESSION and for no more than 8 hours a day when a school day follows. May work up to 8 hours on Friday, Saturday, • EMPLOYMENT • EMPL
Sunday, and on nonschool days, when school days do not follow, until
school is scheduled the following day. On
doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging
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
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended,
equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require
workers who file a complaint or participate in any proceeding under the FLSA.
the minimum hourly wage, the employer must make up the difference.
behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly
days when school does not follow, there are 9 p.m.
NURSING MOTHERS
Employers are generally prohibited from requiring or requesting that resulted in economic loss to the employer. when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) no hour restrictions. FLSA: Daily maximum of 3 hours on school days, 8 hours nonschool • LUGARES DE ACOMODO PÚBLICO EMPLOYEE POLYGRAPH PROTECTION ACT GENETICS The FLSA requires employers to provide reasonable break time for a nursing mother em
any employee or job applicant to take a lie detector test, and from The law does not preempt any provision of any State or local law ADDITIONAL INFORMATION FLSA: No limitations. days; weekly maximum is 18 hours; not before 7 a.m. or after 7 p.m. Note: • PUBLIC ACCOMMODATIONS Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based overtime requirements in order for the employee to express br
Notice to
discharging, disciplining, or discriminating against an employee or or any collective bargaining agreement which is more restrictive or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at • Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions. Employees Application of both state and federal laws allows this age group to work •RETALIATION AFTER FILIN
on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of
up to 8 hours on Saturday, Sunday and nonschool days, when school days
a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the
employee to express breast milk.
prohibits most private employers from using
Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation
www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information
DE PRESENTAR UNA QUEJA
employees, or their family members.
prospective employee for refusing to take a test or for exercising with respect to lie detector tests. about EEOC, including information about charge filing, is available at www.eeoc.gov. • Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the • STATE EMPLOYEE WHISTLE-BLOWER RETALIATION of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants,
other rights under the Act. EXAMINEE RIGHTS Employers Holding Federal Contracts or Subcontracts Commonwealth of Puerto Rico. Min HOURS OF WORK, Florida: No limitations. do not follow, until 7 p.m. • ACCIÓN VENGATIVA EN CONTRA DE PRESENTAR UNA QUEJA lie detector tests either for pre-employment RETALIATION The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage,
Florida: May work up to 8 hours per day and up to 40 hours per week;
overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed
screening or during the course of employment.
All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates
EXEMPTIONS Applicants to and employees of companies with a Federal government contract or subcontract • Some state laws provide greater employee protections; employers must comply with both. imum Wage in Florida WHEN SCHOOL FLSA: No limitations. may not work before 7 a.m. or after 9 p.m. BAJO LA LEY DE "SOPLAÓN" (WHISTLE-BLOWER) in a discrimination proceeding, or otherwise opposes an unlawful employment practice. civil money penalties for each willful or repeated viola

penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed
Federal, State and local governments are not affected by the law. Where polygraph tests are permitted, they are subject to numerous are protected under Federal law from discrimination on the following bases: • Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA. IS NOT IN SESSION Note: Hazardous occupations still apply for FLSA: May work up to 8 hours per day and up to 40 hours per week. Work If you
There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your
must be performed between 7 a.m. and 7 p.m.; from June 1 to Labor Day
Employers are generally prohibited from requiring or requesting
It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum
doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging
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
visit our web site or call us!
of involvement in a workplace incident (theft, embezzlement, etc.)
strict standards concerning the conduct and length of the test.
(summer vacation;
minors.
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 RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN The 2019 minimum wage in Florida is $8.46 per hour, effective January winter, spring breaks) may work until 9 p.m. any employee or job applicant to take a lie detector test, and from when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (t
The law does not preempt any provision of any State or local law
www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information
1, 2019, with a minimum wage of at least $5.44 per hour for tipped
certain private individuals engaged in national security-related activities. written notice before testing, the right to refuse or discontinue a test, Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, • Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage DAYS PER WEEK Florida: No more than 6 consecutive days in any one wee
wage and overtime pay protections and correctly classified independent contractors are not.
with respect to lie detector tests.
• Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the
about EEOC, including information about charge filing, is available at www.eeoc.gov.
prospective employee for refusing to take a test or for exercising
and requires affirmative action to ensure equality of opportunity in all aspects of employment.
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. INDIVIDUALS WITH DISABILITIES under special certificates issued by the Department of Labor. BREAKS Florida: Minors may work no more than 4 consecutive hours without a 30 minute uninterrupted break. FLORIDA COMMISSION ON LA COMISIÓN DE RELACIONES other rights under the Act. EXAMINEE RIGHTS Employers Holding Federal Contrac
employees, in addition to tips.
EXEMPTIONS
• Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA.
• Some state laws provide greater employee protections; employers must comply with both.
Applicants to and employees of companies with a Federal government contract or subcontract
Where polygraph tests are permitted, they are subject to numerous
are protected under Federal law from discrimination on the following bases:
in the private sector, subject to restrictions, to certain prospective
employees of security service firms (armored car, alarm, and guard), ENFORCEMENT Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of AGRICULTURE FLSA: No limitations. Federal, State and local governments are not affected by the law. strict standards concerning the conduct and length of the test. RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN It is important to know the difference between the two be
wage and overtime pay protections and correctly classified independent contractors are not.
certain private individuals engaged in national security-related activities.
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
disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.
Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin,
written notice before testing, the right to refuse or discontinue a test,
Florida: Minors participating in farm work, not on their parents or guardian’s farm, must comply with the same
and of pharmaceutical manufacturers, distributors and dispensers. The Secretary of Labor may bring court actions to restrain Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an The minimum wage rate is recalculated yearly on September 30, based on the Consumer restrictions as in other work. FLSA: No limitations. HUMAN RELATIONS HUMANAS DE LA FLORIDA The Act permits polygraph (a kind of lie detector) tes
• Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage
1-866-487-9243
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of
Price Index.
INDIVIDUALS WITH DISABILITIES
employees of security service firms (armored car, alarm, and guard), ENFORCEMENT
in the private sector, subject to restrictions, to certain prospective
violations and assess civil penalties against violators. Employees
The Act also permits polygraph testing, subject to restrictions, of or job applicants may also bring their own court actions. otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires WAGE AND HOUR DIVISION TTY: 1-877-889-5627 FLSA: No employment permitted during school hours. May work after school in occupations not declared hazardous in agriculture. See Child labor Bulletin 4075 Esplanade Way, Su
Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an
that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all
www.dol.gov/whd
102. (Exception: 12 and 13 year-olds may be employed with written parental consent or on a farm where the minor’s parent is also employed; minors under 12
UNITED STATES DEPARTMENT OF LABOR
violations and assess civil penalties against violators. Employees
that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all
TTY: 1-877-889-5627
certain employees of private firms who are reasonably suspected levels of employment, including the executive level. An employer may be employed with written parental consent on farms where employees are exempt from the federal minimum wage provisions.) Tallahassee, Florida 32399 Tallahassee, Florida 32399 The Act also permits polygraph testing, subject to restrictions, of or job applicants may also bring their own court actions. otherwise qualified individual with a d
WH1088 REV 07/16
levels of employment, including the executive level.
certain employees of private firms who are reasonably suspected
WH1088 REV 07/16 may not retaliate against an employee for exercising his or her right to
RESTRICTED OCCUPATIONS The State of Florida has incorporated the 17 Hazardous Occupations (HOs) of the FLSA into the Florida law and Child
The law requires employers to display this poster where employees and job applicants can readily see it. DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE Labor Rule. For more info on HOs, contact the U.S. Department of Labor, Wage and Hour Division. This poster represents a combination of those laws The law requires employers to display this poster where employees and job applicants can readily see it. DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND
receive the minimum wage. Rights protected by the State Constitution include the right
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and
MEDAL VETERANS FMLA: Family and Medical Leave Act of 1993 (Only applies to certain employers – see note at bottom) with an ** annotating Florida law “only.” 1-866-487-9243 MEDAL VETERANS FMLA: Family and Medical Leave Act of 1993 (Only applies to certain employers – see note at bottom) POR EL TITULAR DE LA LICENCIA CON
requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and to: Minors under the age of 18 may not work in below occupations: Minors 14 and 15 may not work in these occupations: UNITED STATES DEPARTMENT OF LABOR TTY: 1-877-889-5627 www.dol.gov/whd years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign
WAGE AND HOUR DIVISION
on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
1-866-487-9243 requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three • Working in or around explosives or radioactive substances • Phone: (850) 488-7082 Teléfono: (850) 488-7082 WH1462 REV 07/16 or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while EMPLOYEE RIGHTS prevent people from entering the workplace with concealed weapo
WAGE AND HOUR DIVISION TTY: 1-877-889-5627 years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign • Operating motor vehicles including all power mowers and cutters RETALIATION
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 EMPLOYEE RIGHTS • • Logging or sawmilling • • Maintaining or repairing an establishment, machines, or equipment Voice Messaging: 1-800-342-8170 Correo de Voz: 1-800-342-8170 OSHA: Occupational Safety and Health Act of 1970 Retaliation is prohibited against a person who files a complaint of discri
1. File a complaint about an employer's alleged noncompliance with lawful
Operating power-driven meat processing machines to include meat
Working in freezers or meat coolers
Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities
otherwise opposes discrimination under these Federal laws.
WH1462 REV 07/16 on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded). minimum wage requirements. and vegetable slicers; slaughtering, meat packing, processing, or • Operating, setting up, adjusting, or cleaning power-driven meat or above should contact immediately: THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION SUBCHAPTER H, CHAPTER 411,
RETALIATION 2. Inform any person about an employer's alleged noncompliance with rendering vegetable slicers, grinders, food choppers, and cutters, and bakery- The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, Leave Entitlements
e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under
N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-
Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or UNDER THE FAMILY AND MEDICAL LEAVE ACT • type mixers U.S. Government, Department of Labor. protected leave in a 12-month period for the following reasons:
OSHA: Occupational Safety and Health Act of 1970 otherwise opposes discrimination under these Federal laws. lawful minimum wage requirements. • Wrecking, demolition or excavation • Operating motor vehicles Job Safety and Health Programs or Activities Receiving Federal Financial Assistance • The birth of a child or placement of a child for adoption or foster care;
Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities • Mining occupations • Manufacturing, mining, or processing occupations where goods are RACE, COLOR, NATIONAL ORIGIN, SEX • To bond with a child (leave must be taken within 1 year of the child’s birth or placement); ARMAS DE FUEGO OCULTA) PERSONAS
3. Inform any person of his or her potential rights under Section 24, Article
amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial
above should contact immediately: THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION • Operating power-driven bakery; metal-forming, punching, and • manufactured, mined, or processed IT’S THE LAW! In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
shearing machines; woodworking, paper products or hoisting
Cooking (some exceptions apply) & baking
assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of
• For the employee’s own qualifying serious health condition that makes the employee unable to
X of the State Constitution and to assist him or her in asserting such rights.
The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, Leave Entitlements machines • Working in occupations in Transportation, Warehouse and Storage, employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. perform the employee’s job;
N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job- • • Manufacturing brick and tile products Communications, and Construction (except clerical); boiler or engine Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs • For qualifying exigencies related
or activities which receive Federal financial assistance.

Operating circular saws, band saws, & guillotine shears
INDIVIDUALS WITH DISABILITIES
employee’s spouse, child, or parent.
An employee who has not received the lawful minimum wage after notifying his or her
e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under
rooms
Job Safety and Health U.S. Government, Department of Labor. protected leave in a 12-month period for the following reasons: ** Working with compressed gases exceeding 40 p.s.i. • FLORIDA LAW LA LEY DE LA FLORIDA All workers have the right to: Employers must: Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any An eligible employee who is a covered servicemember’s spouse, child, parent, or next o
Loading and unloading trucks
•
** Working in or around toxic substances, corrosives or pesticides
Working in public messenger services
take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with
employer and giving the employer 15 days to resolve any claims for unpaid wages may
program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against
persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.
a serious injury or illness.
Programs or Activities Receiving Federal Financial Assistance
If you believe you have been discriminated against in a program of any institution which
• The birth of a child or placement of a child for adoption or foster care;
** Handling certain dangerous animals
PROHIBITS
Provide employees a workplace free from
** Conducting door-to-door sales of products as employment (some
receives Federal financial assistance, you should immediately contact the Federal agency
** Working with electrical apparatus or wiring
A safe workplace.
PROHIBE
An employee does not need to use leave in one block. When it is medically necessary or otherwise
permitted, employees may take leave intermittently or on a reduced schedule.
bring a civil action in a court of law against an employer to recover back wages plus
** Operating or assisting to operate tractors over 20 PTO horsepower,
RACE, COLOR, NATIONAL ORIGIN, SEX
exceptions)
recognized hazards. It is illegal to retaliate
• To bond with a child (leave must be taken within 1 year of the child’s birth or placement);
providing such assistance.
IT’S THE LAW! In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition; EXEMPTIONS plowing machinery or any moving machinery DISCRIMINATION DISCRIMINACIÓN Raise a safety or health concern with against an employee for using any of their EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement
** Spray painting
damages and attorney’s fees.
forklifts, earthmoving equipment, and harvesting, planting, or
Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA
amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial
your employer or OSHA, or report a work-
rights under the law, including raising a
the employer’s normal paid leave policies.

health and safety concern with you or
USERRA: Uniformed Services Employment and Reemployment Rights Act
related injury or illness, without being
• For the employee’s own qualifying serious health condition that makes the employee unable to
assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of
retaliated against.
with OSHA, or reporting a work-related
Benefits & Protections
employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. perform the employee’s job; An employer found liable for intentionally violating minimum wage requirements is Hour Restrictions- (from hour restrictions only; hazard restrictions still Age Restrictions- (from age requirements; hazard restrictions still Receive information and training on injury or illness. While employees are on FMLA leave, empl
subject to a fine of $1,000 per violation, payable to the state. The Attorney General or
Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs • For qualifying exigencies related to the foreign deployment of a military member who is the apply until 18 yrs.) apply) BASED ON: BASADA EN: job hazards, including all hazardous Comply with all applicable OSHA standards. ★ YOUR RIGHTS UNDER USERRA ★ employees were not on leave. posters whenever there is a mandatory law change that impacts the
•
Minors who work for their parents in occupations not declared
Upon return from FMLA leave, most employees must be restored to the same job or one nearly
•
Minors who hold waivers from a public school or Child Labor
or activities which receive Federal financial assistance. employee’s spouse, child, or parent. other official designated by the Legislature may bring a civil action to enforce the Compliance RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN, RAZA, COLOR, RELIGIÓN, SEXO, ORIGEN NACIONAL, substances in your workplace. THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT identical to it with equivalent pay, benefits, and other employment terms and conditions.
hazardous
DISABILITY, AGE, PREGNANCY OR MARITAL STATUS.
INDIVIDUALS WITH DISABILITIES • Minors who are or have been married • Pages in the Florida legislature Request an OSHA inspection of your Report to OSHA all work-related An employer may not interfere with an individual’s FMLA rights or retaliate against someone for (HANDGUN LICENSING LAW),
minimum wage.
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also • Minors who have either graduated from an accredited high school, or • • Newspaper delivery (10 years old) INCAPACIDAD, EDAD, EMBARAZO, O ESTADO CIVIL. workplace if you believe there are unsafe fatalities within 8 hours, and all inpatient

hospitalizations, amputations and losses
Minors in the entertainment industry registered with Child Labor
or unhealthy conditions. OSHA will keep
positions to undertake military service or certain types of service in the National Disaster
involved in any proceeding under or related to the FMLA.
hold a high school equivalency diploma
program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with • Compliance your name confidential. You have the of an eye within 24 hours. Medical System. USERRA also prohibits employers from discriminating against past and Eligibility Requirements
All workers have the right to: Employers must: persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job. a serious injury or illness. Minors who have served in the U.S. Armed Forces WHAT IS COVERED UNDER THE LAW: LO QUE ESTÁ CUBIERTO BAJO LA LEY: present members of the uniformed services, and applicants to the uniformed services. An employee who works for a covered employer must meet three criteria in order to be
If you believe you have been discriminated against in a program of any institution which For details, see Section 24, Article X of the State Constitution and Section 448.110, Florida Statutes. • Minors who are enrolled in high school work programs A court may authorize an exemption from age and hour restrictions. right to have a representative contact Provide required training to all workers for FMLA leave. The employee must:
• EMPLEO
• EMPLOYMENT
• Have at least 1,250 hours of service in the 12 months before taking leave;* and
Participate (or have your representative
A safe workplace. Provide employees a workplace free from receives Federal financial assistance, you should immediately contact the Federal agency An employee does not need to use leave in one block. When it is medically necessary or otherwise PARTIAL WAIVERS The Florida Child Labor law is designed to serve and protect minors and encourage them to remain in school. At times, some • LUGARES DE ACOMODO PÚBLICO OSHA on your behalf. in a language and vocabulary they can
understand.
Prominently display this poster in the
participate) in an OSHA inspection and
★ If you leave your job to perform military service,
providing such assistance.
• Work at a location where the employer has at least 50 employees within 75 miles of the
permitted, employees may take leave intermittently or on a reduced schedule.
You have the right to be reemployed in your civilian job
you have the right to elect to continue your existing
the law. If the minor is attending a K-12 public school, a waiver may be obtained and granted by the local school district. All other minors may request
if you leave that job to perform service in the uniformed
• PUBLIC ACCOMMODATIONS
employer-based health plan coverage for you and your
Raise a safety or health concern with recognized hazards. It is illegal to retaliate EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09) Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA an application by contacting the Child Labor Compliance. Waiver applications are reviewed and granted on a case by case basis. To qualify, applicants • ACCIÓN VENGATIVE DESPUES speak in private to the ins
employee’s worksite.
•RETALIATION AFTER FILING A CLAIM
against an employee for using any of their
dependents for up to 24 months while in the military.
DE PRESENTAR UNA QUEJA
File a complaint with OSHA within
your employer or OSHA, or report a work- rights under the law, including raising a the employer’s normal paid leave policies. PENALTIES • STATE EMPLOYEE WHISTLE-BLOWER RETALIATION • ACCIÓN VENGATIVA EN CONTRA DE PRESENTAR UNA QUEJA 30 days (by phone, online or by mail) place of the alleged violations. ★ you have five years or less of cumulative service in the military service, you have the right to be reinstated in Generally, employees must give 30-days’ advance not
Requesting Leave
leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with
or verbal notice of your service;
must demonstrate that certain requirements of Florida law need to be waived. Employers must keep a copy of partial waivers of employed minors.
related injury or illness, without being health and safety concern with you or WORKERS’ COMPENSATION Florida: If an injured minor is employed in violation of any provision of the Child Labor laws of Florida, an using your rights. ★ you return to work or apply for reemployment in (e.g., pre-existing condition exclusions) except for generally, follow the employer’s usual procedures.
uniformed services while with that particular employer;
possible to give 30-days’ notice, an employee must notify the employer as soon as possible and,
if you have been retaliated against for
second degree misdemeanor.
generally without any waiting periods or exclusions
your employer's health plan when you are reemployed,
retaliated against. USERRA: Uniformed Services Employment and Reemployment Rights Act Benefits & Protections employer may be subject to up to double the compensation otherwise payable under Florida Workers’ Compensation law. BAJO LA LEY DE "SOPLAÓN" (WHISTLE-BLOWER) FREE ASSISTANCE to identify and correct a timely manner after conclusion of service; and service-connected illnesses or injuries. Employees do not have to share a medical diagnosis, but must provide enough info
If you feel that you have been discriminated against,
disqualifying discharge or under other than honorable
with OSHA, or reporting a work-related POSTING REQUIREMENTS Florida: All employers of minors must post in a conspicuous place on the property or place of employment, where See any OSHA citations issued to hazards is available to small and medium- ★ you have not been separated from service with a ENFORCEMENT employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could
conditions.
functions, that a family member cannot perform daily activities, or that hospitalization or continuing
employees were not on leave.
visite nuestra página web o llámenos!
Receive information and training on injury or illness. While employees are on FMLA leave, employers must continue health insurance coverage as if the it may be easily read, this poster notifying minors of the Child Labor laws.visit our web site or call us! ¡Si usted siente que ha sido discriminado, your employer. sized employers, without citation or penalty, If you are eligible to be reemployed, you must be restored ★ The U.S. Department of Labor, Veterans Employment
through OSHA-supported consultation
and Training Service (VETS) is authorized to investigate
programs in every state.
and resolve complaints of USERRA violations.
Request copies of your medical
medical treatment is necessary. Employees must inform the employer if the need for leave is for a
to the job and benefits you would have attained if you had
For information on Florida laws contact: Florida Department of Business and Professional Regulation • Child Labor Program
job hazards, including all hazardous Comply with all applicable OSHA standards. ★ YOUR RIGHTS UNDER USERRA ★ Upon return from FMLA leave, most employees must be restored to the same job or one nearly 2601 Blair Stone Road • Tallahassee, Fl 32399-2212 • Telephone 850.488.3131; Toll-Free 1.800.226.2536 • records, tests that measure hazards not been absent due to military service or, in some cases, ★ For assistance in filing a complaint, or for any other infor- reason f
in the workplace, and the workplace
a comparable job.
For information on federal laws contact: U.S. Department of Labor, Wage & Hour Division, listed in the telephone directory under U.S.
mation on USERRA, contact VETS at 1-866-4-USA-DOL
Employers can require a certification or periodic recertification supporting the need for leave. If the
substances in your workplace. THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT identical to it with equivalent pay, benefits, and other employment terms and conditions. Government; FLORIDA COMMISSION ON LA COMISIÓN DE RELACIONES injury and illness log. RIGHT TO BE FREE FROM DISCRIMINATION or visit its website at http://www.dol.gov/vets. employer determines that the certification is incomplete, it must provide a written notice indicating
what additional information is required.
An interactive online USERRA Advisor can be viewed
AND RETALIATION
HUMAN RELATIONS
Report to OSHA all work-related An employer may not interfere with an individual’s FMLA rights or retaliate against someone for Florida Department of Business and Professional Regulation and the United States Department of Labor at http://www.dol.gov/elaws/userra.htm. Employer Responsibilities WITH A CONCEALED HANDGUN
PARA PORTAR ARMAS), NO DEBEN
Request an OSHA inspection of your fatalities within 8 hours, and all inpatient USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being “Working Together for Florida’s Workforce” HUMANAS DE LA FLORIDA This poster is available free from OSHA. If you: ★ are a past or present member of the uniformed service; ★ If you file a complaint with VE
resolve it, you may request that your case be referred
under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and,
to the Department of Justice or the Office of Special
workplace if you believe there are unsafe hospitalizations, amputations and losses positions to undertake military service or certain types of service in the National Disaster involved in any proceeding under or related to the FMLA. 4075 Esplanade Way, Suite 110 4075 Esplanade Way, Suite 110 ★ 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 responsibi
Counsel, as applicable, for representation.
not eligible, the employer must provide a reason for ineligibility.
★ are obligated to serve in the uniformed service;
or unhealthy conditions. OSHA will keep of an eye within 24 hours. Medical System. USERRA also prohibits employers from discriminating against past and Eligibility Requirements Tallahassee, Florida 32399 Tallahassee, Florida 32399 then an employer may not deny you: 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 Carrying a Handgun is
your name confidential. You have the An employee who works for a covered employer must meet three criteria in order to be eligible Contact OSHA. We can help. ★ reemployment; circumstances. The text of this notice was prepared by Enforcement
leave will be designated as FMLA leave.
★ initial employment;
The rights listed here may vary depending on the
Texas Concealed Weapons
right to have a representative contact Provide required training to all workers present members of the uniformed services, and applicants to the uniformed services. for FMLA leave. The employee must: Workers’ Compensation ★ retention in employment; VETS, and may be viewed on the internet at this address: Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may Item No. E8077XX* Required by: TX Penal Code § 30.06
★ promotion; or
http://www.dol.gov/vets/programs/userra/poster.htm.
bring a private lawsuit against an employer.
Federal law requires employers to notify employees of
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; Phone: (850) 488-7082 Teléfono: (850) 488-7082 ★ any benefit of employment their rights under USERRA, and employers may meet The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state You must post both the English and Spanish posters. ETX2G1 7.15
or local law or collective bargaining agreement that provides greater family or medical leave rights.
this requirement by displaying this notice where they
because of this status.
ENTRAR A ESTA PROPIEDAD
Participate (or have your representative understand. You have the right to be reemployed in your civilian job ★ If you leave your job to perform military service, • Have at least 1,250 hours of service in the 12 months before taking leave;* and Voice Messaging: 1-800-342-8170 Correo de Voz: 1-800-342-8170 In addition, an employer may not retaliate against anyone customarily place notices for employees. For additional information or to file a complaint:
assisting in the enforcement of USERRA rights,
1-866-4-USWAGE
connection with a proceeding under USERRA,
including testifying or making a statement in
• Work at a location where the employer has at least 50 employees within 75 miles of the
participate) in an OSHA inspection and Prominently display this poster in the if you leave that job to perform service in the uniformed you have the right to elect to continue your existing employee’s worksite. 1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov even if that person has no service connection. U.S. Department of Labor VETS U.S. Department Office of the Guard and Reserve Employer Support of (1-866-487-9243) TTY: 1-877-889-5627 Wage and H
employer-based health plan coverage for you and your
www.dol.gov/whd
service and:
speak in private to the inspector. workplace. *Special “hours of service” requirements apply to airline flight crew employees. OSHA 3165-04R 2015 Publication Date – October 2008 1-866-487-2365 of Justice Special Counsel 1-800-336-4590 U.S. Department of Labor I Wage and Hour Division WH1420 REV 04/16
★ you ensure that your employer receives advance written dependents for up to 24 months while in the military. ProHibited
or verbal notice of your service;
File a complaint with OSHA within Post OSHA citations at or near the ★ you have five years or less of cumulative service in the ★ Even if you don't elect to continue coverage during your Requesting Leave 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. ERFED Spec
military service, you have the right to be reinstated in
30 days (by phone, online or by mail) place of the alleged violations. uniformed services while with that particular employer; your employer's health plan when you are reemployed, Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not Unemployment Insurance
possible to give 30-days’ notice, an employee must notify the employer as soon as possible and,
if you have been retaliated against for ★ you return to work or apply for reemployment in generally without any waiting periods or exclusions generally, follow the employer’s usual procedures.
using your rights. FREE ASSISTANCE to identify and correct a timely manner after conclusion of service; and service-connected illnesses or injuries. Employees do not have to share a medical diagnosis, but must provide enough information to the DEPARTMENT
(e.g., pre-existing condition exclusions) except for
See any OSHA citations issued to hazards is available to small and medium- ★ you have not been separated from service with a ENFORCEMENT employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could OF REVENUE To Employees: with your state’s abbreviation. (e.g. E8077FL). NO CONCEALABLE
sized employers, without citation or penalty,
disqualifying discharge or under other than honorable
conditions.
your employer. 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 Federal Poster Only PORTANDO UN ARMA DE FUEGO
include informing an employer that the employee is or will be unable to perform his or her job
Request copies of your medical programs in every state. to the job and benefits you would have attained if you had and Training Service (VETS) is authorized to investigate medical treatment is necessary. Employees must inform the employer if the need for leave is for a
and resolve complaints of USERRA violations.
records, tests that measure hazards not been absent due to military service or, in some cases, ★ For assistance in filing a complaint, or for any other infor- reason for which FMLA leave was previously taken or certified. •Your Employer is registered with the Florida Department of Revenue as an employer who
a comparable job.
in the workplace, and the workplace mation on USERRA, contact VETS at 1-866-4-USA-DOL Employers can require a certification or periodic recertification supporting the need for leave. If the is liable under the Florida Reemployment Assistance Program* Law.This means that You, Texas Concealed Weapons Spanish
as employees, are covered by the Reemployment Assistance Program.
employer determines that the certification is incomplete, it must provide a written notice indicating
Required by: TX Penal Code § 30.06
injury and illness log. RIGHT TO BE FREE FROM DISCRIMINATION or visit its website at http://www.dol.gov/vets. what additional information is required. You must post both the English and Spanish posters. ETX2G2 7.15
An interactive online USERRA Advisor can be viewed
AND RETALIATION • Reemployment taxes finance the benefits paid to eligible unemployed workers. Those taxes
at http://www.dol.gov/elaws/userra.htm.
This poster is available free from OSHA. If you: ★ If you file a complaint with VETS and VETS is unable to Employer Responsibilities are paid by your employer and, by law, cannot be deducted from employee’s wages. WEAPONS ALLOWED
Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify
★ are a past or present member of the uniformed service; resolve it, you may request that your case be referred under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, • You may be eligible to receive unemployment compensation benefits if you meet the following Our Federal Poster contains every Employers may prohibit concealed weapons in the workplace
to the Department of Justice or the Office of Special
requirements:
★ have applied for membership in the uniformed service; or Counsel, as applicable, for representation. if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is 1. You must be totally or partially unemployed through no fault of your own.
★ are obligated to serve in the uniformed service; ★ You may also bypass the VETS process and bring a civil not eligible, the employer must provide a reason for ineligibility. 2. You must register for work and file a claim.
$25,000 Rewardeward
$25,000 R
then an employer may not deny you: 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 3. You must have sufficient employment and wages.
★ initial employment; leave will be designated as FMLA leave. ANTI-FRAUD REWARD PROGRAMUD REWARD PROGRAM 4. You must be Able to work and Available for work.
ANTI-FRA
Contact OSHA. We can help. ★ reemployment; The rights listed here may vary depending on the Enforcement Rewards of up to $25,000 may be paid to persons • You may file a claim for partial unemployment for any week you work less than full time due to
circumstances. The text of this notice was prepared by
South Carolina Weapons Law
★ retention in employment; VETS, and may be viewed on the internet at this address: Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may lack of work if your wages during that week are less than your weekly benefit amount. if signs are posted that such conduct is prohibited. Posting Statute: SC Stat. §23-31-235 ENCWA 3.13
providing information to the Department of Financial
★ promotion; or http://www.dol.gov/vets/programs/userra/poster.htm. bring a private lawsuit against an employer. Services leading to the arrest and conviction of • You must report all earnings while claiming benefits. Failure to do so is a thirddegree felony
persons committing insurance fraud, including
★ any benefit of employment Federal law requires employers to notify employees of The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state with a maximum penalty of 5 years imprisonment and a $5,000 fine. mandatory posting — Federal
because of this status. their rights under USERRA, and employers may meet or local law or collective bargaining agreement that provides greater family or medical leave rights. • Any employee who is discharged for misconduct connected with work may be disqualified from
employers who illegally fail to obtain workers’
this requirement by displaying this notice where they
compensation coverage. Persons may report
In addition, an employer may not retaliate against anyone customarily place notices for employees.
suspected fraud to the department at
assisting in the enforcement of USERRA rights, For additional information or to file a complaint: 1 to 52 weeks and until the worker has earned in new work, at least 17 times the weekly
benefit amount of his or her claim.
1-866-4-USWAGE 1-800-378-0445 1-800-378-0445 or online at
Arkansas Weapons Law
including testifying or making a statement in VETS (1-866-487-9243) TTY: 1-877-889-5627 • Any employee,who voluntarily quits a job without good cause attributable to the employer, Posting Statute: AR Stat §5-73-306 EAR2G
connection with a proceeding under USERRA,
https://www.myfloridacfo.com/Division/DIFS/WCFraud/://www.myfloridacfo.com/Division/DIFS/WCFraud/
https

www.dol.gov/whd A person is not subject to civil liability
1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov OSHA 3165-04R 2015 even if that person has no service connection. U.S. Department of Labor U.S. Department Special Counsel Employer Support of U.S. Department of Labor I Wage and Hour Division Wage and Hour Division may be disqualified until the worker has earned in new work, at least 17 times the weekly Minimum Wage, Equal Employment
benefit amount of his or her claim.
the Guard and Reserve
Office of
for furnishing such information, if such
1-800-336-4590
of Justice
1-866-487-2365
Publication Date – October 2008
or bad faith.
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. person acts without malice, fraud WH1420 REV 04/16 ERFED • If you have any questions regarding filing a claim for reemployment assistancebenefits, call
the Department of Economic Opportunity, Reemployment Assistance Program at
800-204-2418 or visit the website: www.floridajobs.org/
Department of Economic Opportunity
Division of Workforce Services
Reemployment Assistance Program
MSC 229
107 East Madison Street
Tallahassee, Florida 32399-4135 Opportunity, OSHA, Family and
This notice must be posted in accordance with Section 443.151(1), Florida Statutes, of the
Federal and State Revision Date: 03/19 • ©2019 ComplyRight, Inc. DFS-F4-1548 EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by all employees and applicants. *Formerly Unemployment CompensationProgram E10FLL Medical Leave, Employee Polygraph
Florida Reemployment Assistance Program Law.
69L-6.007, F.A.C. Compensation Notice
Revised February 2019
Labor Law Poster Kit Protection and USERRA Military
Notification. Available in English
ComplyRight Federal and State Labor Law Poster Kit make it easy to comply with mandatory and Spanish. Remote Workers Binder for
labor law posting regulations at the federal and state level. Our comprehensive poster sets ERFED – English
include all mandatory labor law postings as required by federal and state employment ERFEDS – Spanish Non-Traditional Worksites
regulations, issued by as many as nine separate government agencies. ERFED8 – Bilingual Have little or no wall space? Our binder service is perfect or mall
E50XX* – English kiosks, food trucks, mobile service technicians, construction sites
*Replace XX with your state’s <<< Scan for compliance verification. Time Off For Voting and other places with limited wall space.
ATTENTION
ALL EMPLOYEES
New York
EMPLEADOS
abbreviation (e.g. E50FL). NY Revision Date: 04/19 State Labor Law Postings states that: New York State Election Law Section 3-110 ATENCIÓN A TODOS LOS
Estado de Nueva York establece que:
La Sección 3-110 de la Ley Electoral del
empleados para votar
Correction Law Fringe Benefits And Hours § 3-110. Time allowed employees to vote § 3-110. Tiempo permitido a los
NEW YORK CORRECTION LAW FRINGE BENEFITS AND HOURS 1. A registered voter may, without loss of 1. Un votante registrado, puede sin
much working time as will enable him
pérdida de sueldo de hasta tres horas,
pay for up to three hours, take off so
ARTICLE 23-A
para votar en cualquier elección.
LICENSURE AND EMPLOYMENT OF PERSONS PREVIOUSLY The Following Information Constitutes Employer’s Policy on Fringe Benefits. or her to vote at any election. tomarse todo el tiempo que necesite
libre para votar solo al principio o al
Section 750. Definitions. CONVICTED OF ONE OR MORE CRIMINAL OFFENSES SICK LEAVE: 2. The employee shall be allowed time 2. Al empleado se le permitirá tiempo
individual has previously been convicted of one
or end of his or her working shift, as
off for voting only at the beginning
751. Applicability. or more criminal offenses, unless: VACATION TIME: the employer may designate, unless final de su turno de trabajo, según lo
752. Unfair discrimination against persons
designe el empleador, a menos que se

otherwise mutually agreed.
one or more of the previous criminal offenses
(1) There is a direct relationship between
offenses prohibited.
previously convicted of one or more criminal and the specific license or employment sought or acuerde mutuamente lo contrario.
753. Factors to be considered concerning a held by the individual; or PERSONAL LEAVE: off to vote, the employee shall notify 3. Si el empleado requiere tiempo
3. If the employee requires working time
libre para votar, el empleado deberá
his or her employer not less than two
(2) The issuance or continuation of the
license or the granting or continuation of the

previous criminal conviction; presumption.
employment.
754. Written statement upon denial of license or employment would involve an unreasonable risk to working days before the day of the notificar a su empleador por lo Item No. U1200CRWXX*
property or to the safety or welfare of specific
election that he or she requires time
menos dos días laborales antes la
755. Enforcement. individuals or the general public. off to vote in accordance with the elección que él o ella necesita tiempo
§750. Definitions. For the purposes of this §753. Factors to be considered concerning a provisions of this section. libre para votar de acuerdo con las
following meanings: previous criminal conviction; presumption. HOLIDAYS: disposiciones de esta sección.
article, the following terms shall have the

(1) “Public agency” means the state or any
1. In making a determination pursuant to
local subdivision thereof, or any state or local section seven hundred fifty-two of this chapter, 4. Not less than ten working days before 4. No menos de diez días laborales antes
every election, every employer shall
consider the following factors:
post conspicuously in the place
de cada elección, cada empleador
the public agency or private employer shall
department, agency, board or commission. (a) The public policy of this state, HOURS: of work where it can be seen as debe publicar en un lugar visible en el
company, corporation, labor organization or as expressed in this act, to encourage the Pursuant to N.Y. State Consolidated Laws Chapter 31, Article 6, Sec. 195.5 employees come or go to their place lugar de trabajo donde los empleados

(2) “Private employer” means any person,
lo puedan ver cuando lleguen o se
of work, a notice setting forth the
association which employs ten or more persons.
vayan de su lugar de trabajo, un
provisions of this section. Such notice
convicted of one or more criminal offenses.
licensure and employment of persons previously
Federal and State or responsibilities necessarily related to the offense or offenses for which the person was This notice must be posted in a conspicuous place where notices to employees are customarily posted. YOU HAVE A de las urnas el día de las elecciones. Replace XX* with your state’s abbreviation. (e.g. U1200CRWFL).
(b) The specific duties and responsibilities
aviso que establece las disposiciones

shall be kept posted until the close of

nature of criminal conduct for which the person
(3) “Direct relationship” means that the
de esta sección. Dicho aviso se
was convicted has a direct bearing on his fitness
the polls on election day.
sought or held by the person.
necessarily related to the license or employment
or ability to perform one or more of the duties
(c) The bearing, if any, the criminal
mantendrá publicado hasta el cierre
license, opportunity, or job in question.
ability to perform one or more such duties or
previously convicted will have on his fitness or
Right To Know
permit or grant of permission required by the

(4) “License” means any certificate, license,
responsibilities.
laws of this state, its political subdivisions
or instrumentalities as a condition for the
lawful practice of any occupation, employment,
(d) The time which has elapsed since the
occurrence of the criminal offense or offenses.

(e) The age of the person at the time of
trade, vocation, business, or profession.

occurrence of the criminal offense or offenses.
for the purposes of this article, include any
Provided, however, that “license” shall not,
license or permit to own, possess, carry, or fire
(f) The seriousness of the offense or
any explosive, pistol, handgun, rifle, shotgun,
(g) Any information produced by the person,
or other firearm.
(5) “Employment” means any occupation,

vocational or educational training. Provided,
rehabilitation and good conduct.
vocation or employment, or any form of offenses. or produced on his behalf, in regard to his RIGHT TO KNOW! Each three-ring binder is 11” x 17”. Printed in full color.
agency or private employer in protecting

Your employer must inform
purposes of this article, include membership in
however, that “employment” shall not, for the
(h) The legitimate interest of the public
property, and the safety and welfare of specific
any law enforcement agency.
Poster Kit Retail Cards Federal & State article shall apply to any application by any section seven hundred fifty-two of this chapter, effects and hazards
individuals or the general public.
2. In making a determination pursuant to

you of the health
§751. Applicability. The provisions of this
person for a license or employment at any public
the public agency or private employer shall also
give consideration to a certificate of relief from
or private employer, who has previously been
in this state or in any other jurisdiction,
disabilities or a certificate of good conduct
convicted of one or more criminal offenses
issued to the applicant, which certificate shall
of toxic substances
create a presumption of rehabilitation in regard
at your
and to any license or employment held by
any person whose conviction of one or more
to the offense or offenses specified therein.
criminal offenses in this state or in any
worksite.
or employment. At the request of any person
other jurisdiction preceded such employment or
granting of a license, except where a mandatory
§754. Written statement upon denial of license
forfeiture, disability or bar to employment is
previously convicted of one or more criminal
executive pardon, certificate of relief from
imposed by law, and has not been removed by an
offenses who has been denied a license or
employment, a public agency or private employer
disabilities or certificate of good conduct.
a written statement setting forth the reasons
Nothing in this article shall be construed to
for such denial.
affect any right an employer may have with
connection with an application for employment shall provide, within thirty days of a request, you can Learn all about toxic on your job. substances information, For more
respect to an intentional misrepresentation in
§755. Enforcement.

made by a prospective employee or previously
1. In relation to actions by public agencies,
the provisions of this article shall be
enforceable by a proceeding brought pursuant to
Poster Sets can previously convicted of one or more criminal and rules. article seventy-eight of the civil practice law contact: Name Location & Phone Number THE RIGHT TO KNOW LAW WORKS FOR YOU.
made by a current employee.
§752. Unfair discrimination against persons
license or employment, and no employment or

2. In relation to actions by private
offenses prohibited. No application for any
license held by an individual, to which the
employers, the provisions of this article shall
provisions of this article are applicable, shall
pursuant to the powers and procedures set forth
be enforceable by the division of human rights
be denied or acted upon adversely by reason of
concurrently, by the New York city commission on
the individual’s having been previously convicted in article fifteen of the executive law, and,
human rights.
of one or more criminal offenses, or by reason
of a finding of lack of “good moral character”
when such finding is based upon the fact that the
CRPS04 – Federal and State Poster Set be purchased Minimum Wage Industry Employees Fair Employment
NEW YORK STATE DEPARTMENT OF HEALTH
Attention Miscellaneous
Minimum Wage hourly rates effective 12/31/2018 – 12/30/2019
Large Employers (11 or more employees) New York City Small Employers (10 or less employees)

CRSP05 – Federal (Bilingual) and in a convenient Minimum Wage $15.00 Minimum Wage $13.50
Overtime after 40 hours $22.50
Overtime after 40 hours $20.25
Tipped workers
Tipped workers
At least $10.20 or $11.45
At least $11.35 or $12.75
Overtime after 40 hours $18.85 or $20.25
Overtime after 40 hours $16.95 or $18.20

Long Island and
New York State
Westchester County Remainder of
State (English) Poster Set retail card. Minimum Wage $12.00 Minimum Wage $11.10
Overtime after 40 hours $16.65
Overtime after 40 hours $18.00
Tipped workers
Tipped workers
At least $8.40 or $9.45
At least $9.05 or $10.20
Overtime after 40 hours $13.95 or $15.00
Overtime after 40 hours $15.05 or $16.20
If you have questions, need more information or want to file a complaint, please visit
www.labor.ny.gov/minimumwage or call: 1-888-469-7365.
Credits and Allowances that may reduce Extra Pay you may be owed in addition to the minimum wage
shown above: amount of your tips to reduce your wages. rates shown above:
your pay below the minimum wage rates
• Tips – Your employer may use a limited
• Overtime – You must be paid 1½ times your regular rate of
pay (no less than amounts shown above) for weekly hours
over 40 (or 44 for residential employees).
CRSP06 – Federal Contractor Poster Set • Meals and lodging – Your employer may Exceptions: Overtime is not required for salaried
This is called a tip credit. Your employer
professionals, or for executives and administrative staff
wages add up to at least the minimum
may take a tip credit only if your tips plus
whose weekly salary is more than 75 times the minimum
wage. They must still pay you at least the
wage rate.
tipped wage rates shown above.
• Call-in pay – If you go to work as scheduled and your
employer sends you home early, you may be entitled to extra
hours of pay at the minimum wage rate for that day.
claim a limited amount of your wages for
you, as long as they do not charge you
meals and lodging that they provide to
hours, you may be entitled to extra daily pay. The daily rate is
anything else. The rates and requirements • Spread of hours – If your workday lasts longer than ten
are set forth in wage orders and equal to one hour of pay at the minimum wage rate.
may be entitled to additional weekly pay. The weekly rates
• Uniform maintenance – If you clean your own uniform, you
summaries, which are available online.
are available online.
LS 207 (12/18) Minimum Wage Poster Post in Plain View
Weapons Law Cling Poster
Revision Date: 04/19 • ©2019 ComplyRight, Inc. EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by all employees and applicants. E10NYL
State Poster Only
Did You Know? Every business is required by law ComplyRight Weapons Law Cling Poster provides a simple cling
to conspicuously post up-to-date poster to inform their employees and visitors that the business
state labor law notices. This poster is a weapons-free establishment.
■ Compliance isn’t optional.
contains all state-required postings
If businesses do not have current state and federal labor law posters displayed in the Item No. E6005*
to keep employees informed.
appropriate locations within their facilities, they may risk the chance of being Size: 11” x 8½"
cited/fined for noncompliance, and penalties, and damages from lawsuits. Item No. E10XX* – English Additional posting requirements apply in AR, DC, IL, KS, MN, MO, MS, NE,
SC, TN and TX. Ask about our state-specific posting solutions (laminated)
*Replace XX with your state’s abbreviation if your business operates in these states.
■ When should I update or replace my labor law posters? (e.g. E10FL).
Self-adhesive Weapons Law
You will need to update your posters in order to stay compliant with the law whenever federal, Cling Poster is perfect for
state and OSHA agencies make labor law changes. State and federal agencies may change their displaying at your entrances.
labor law regulations at any time—and often do so without notifying individual businesses.
6 Labor Law Posters Labor Law Posters 7