Do We Really Need Those Workplace Posters?
Posters informing employees of their rights and expectations are required of U.S. employers. It’s important that your HR team know and understand which posters are required and that they post the most current version. (This task often falls to the business owner in small and family owned businesses.) Larger employers, be sure your HR team covers all bases, meaning, every location of your company should have the most current posters displayed. For out-of-state locations, post and follow the laws in the state that employees are performing the services in, not the state where the corporate offices are located.
Poster compliance can be a daunting task considering there are federal and state posters, and in some cases, city and county posting requirements.
The mandatory Federal Labor Law posters that must be displayed include:
Uniformed Services Employment and Reemployment Rights Act – USERRA – Mandatory notice must be posted or distributed.
Occupational Safety and Health Act – OSHA
Fair Labor Standards Act – Federal Minimum Wage notice
Employee Polygraph Protection Notice
“Equal Employment Opportunity is the Law”
Family & Medical Leave Act
The mandatory Massachusetts Labor Law posters that must be displayed include:
Wage & Hour Laws-$8.00
Fair Employment Law
Posters must be placed in a conspicuous area that employees frequent regularly. Oftentimes, you’ll see the posters displayed in a hallway on the way to the restrooms. This way, employees will see them, but they won’t interfere with the overall decor.
Although the posters may not be aesthetically appealing, employers must fulfill the requirement of the law.
Does Compliance Matter?
Simply put, yes. Although you may not have a federal compliance officer visiting your company to ensure the posters are displayed and up-to-date, if an agency audits the business, they may may ask to see them.
Two key things to remember:
- Don’t assume that posters will be good for three or four years. The regulations and posters often change.
- There are areas on the poster that have to be filled out specific to each employer, such as pay day notices, in order to remain in compliance.
Employers most vulnerable are small and family businesses and single proprietors, mainly because they are not always aware of the legislation. Luckily, many of the posting requirements don’t apply to small businesses.
Employers can determine their poster requirements through the Department of Labor’s (DOL) online “elaws poster advisor” and its National Contact Center.