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Some of the statutes and regulations enforced by the U.S. Department of Labor (DOL) require that notices be provided to employees and/or posted in the workplace. DOL provides free electronic and printed copies of these required posters.
The elaws Poster Advisor can be used to determine which poster(s) employers are required to display at their place(s) of business. Posters, available in English and other languages, may be downloaded and printed directly from the Advisor. If you already know which poster(s) you are required to display, see below to download and print the appropriate poster(s) free of charge.
Please note that the elaws Poster Advisor provides information on federal DOL poster requirements state Department of Labor.
COMPLIANCE ASSISTANCE MATERIALS
Posters of general applicability:
Poster Name
Revised
"Employee Rights Under the Fair Labor Standards Act" Poster (FLSA / Minimum Wage)
July 2009* or July 2007*
(*either version is acceptable)"Job Safety and Health: It's the Law" Poster (Occupational Safety and Health Act/OSHA)
2006
(previous versions acceptable)"Employee Rights and Responsibilities Under The Family and Medical Leave Act" (FMLA) Poster
January 16, 2009
"Equal Employment Opportunity is the Law" Poster (EEO)
* DOL’s Office of Federal Compliance Programs has made minor revisions to the previous poster, including the addition of a TTY number and an explanation of who is a recently separated veteran under the Vietnam Era Veterans’ Readjustment Assistance Act of 1974.
August 2008*
Migrant and Seasonal Agricultural Worker Protection Act Notice (MSPA)
English/Spanish: April 1983
English/Haitian: February 1984
July 2007
June 2003
July 2008* or October 2008*
(*either revision date is acceptable)February 2010
February 2010
Posters of special interest to federal contractors:
Poster Name
Revised
April 2009
November 2009
"Employee Rights on Government Contracts" Poster (SCA, CWHSSA, Walsh-Healey)
April 2009
"Notification of Employee Rights Under Federal Labor Laws" Poster
May 2010
Ordering Posters:
- Order DOL Poster Package, includes FLSA, FMLA, OSH Act, EEO & EPPA posters. (Español)
- Workplace Poster Requirements for Small Businesses and Other Employers
- elaws Poster Advisor - An interactive online tool that helps businesses determine which workplace posters are required for display at the place of business. Posters can be downloaded and printed free of charge directly from this Advisor.
APPLICABLE LAWS AND REGULATIONS
- Fair Labor Standards Act
(FLSA) - Establishes minimum wages, overtime pay, record
keeping and child labor standards for private sector and government workers.
The FLSA is administered and enforced by the Wage and Hour Division.
- Family and Medical Leave Act
(FMLA) - Provides an entitlement of up to 12 weeks of job-protected, unpaid
leave during any 12-month period to eligible, covered employees for the
following reasons: 1) birth and care of the eligible employee's child, or
placement for adoption or foster care of a child with the employee; 2) care of
an immediate family member (spouse, child, parent) who has a serious health
condition; or 3) when the employee is unable to work due to his or her own serious health condition. The FMLA
is administered and enforced by the Wage and Hour Division.
- Occupational Safety and
Health (OSH) Act - Requires employers to comply with occupational safety
and health standards issued by the Occupational Safety and Health
Administration (OSHA) and to provide employees with a workplace that is free
from recognized hazards that are causing or likely to cause death or serious
physical harm. The OSH Act is administered and enforced by OSHA.
- Migrant and Seasonal
Agriculture Worker Protection Act (MSPA) - Requires farm labor contractors,
agricultural employers, and agricultural associations who recruit, solicit,
hire, employ, furnish, transport, or house agricultural workers, as well as
providers of migrant housing, to meet certain minimum requirements in their
dealings with migrant and seasonal agricultural workers. The MSPA is
administered and enforced by the Wage and Hour Division.
- Employee Polygraph
Protection Act (EPPA) - Prohibits most private employers from using lie
detector tests, either for pre-employment screening or during the course of
employment. The EPPA is administered and enforced by the Wage and Hour Division.
- Executive Order 11246 (Equal
Employment Opportunity) - Prohibits federal contractors and subcontractors
and federally assisted construction contractors and subcontractors that
generally have contracts exceeding $10,000 from discriminating in employment
decisions on the basis of race, color, religion, sex, or national origin; and
it requires them to take affirmative action to ensure that equal opportunity is
provided in all aspects of their employment. Executive Order 11246 is
administered and enforced by the Office of Federal Contract Compliance
Programs.
- Davis-Bacon and Related Acts
(DBRA) - Requires that all contractors and subcontractors performing work
on federal or District of Columbia construction contracts in excess of $2,000, or on federally assisted contracts, pay their laborers and mechanics not less than the prevailing wage rates and
fringe benefits. The DBRA is administered and enforced by
the Wage and Hour
Division.
- McNamara-O'Hara Service
Contract Act (SCA) - Requires contractors and subcontractors performing
services on federal or District of Columbia contracts in excess of $2,500 to
pay service employees in various classes no less than the wage rates and fringe
benefits found prevailing in the locality or the rates (including prospective
increases) contained in a predecessor contractor's collective bargaining
agreement. The wage and hour requirements of the SCA are administered and
enforced by the Wage
and Hour Division.
- Walsh-Healey Public
Contracts Act (PCA) - Requires covered contractors to pay employees on federal supply contracts not less than the federal minimum wage for all hours worked and time and one half
their regular rate of pay for all hours worked over 40 in a workweek. The wage
and hour requirements of the PCA are administered and enforced by the Wage and Hour
Division.
- The Uniformed Services Employment and Reemployment Rights Act (USERRA) - Requires employers to provide to employees notice of their rights, benefits, and obligations under USERRA. Employers may provide the required notice by distributing it or posting it where employee notices are customarily placed. USERRA is administered by the Veterans Employment and Training Service (VETS).
- Office of Federal Contract Compliance Programs (OFCCP)
200 Constitution Avenue, NW
Room C-3325
Washington, DC 20210
E-mail: OFCCP-Public@dol.gov
Tel: 1-866-4-USA-DOL (1-866-487-2365) (1-866-487-2365), or 1-800-397-6251
TTY: 1-877-889-5627
Local Offices - Office of Labor Management Standards (OLMS)
200 Constitution Avenue, NW
Room N-5605
Washington, DC 20210
E-mail: olms-public@dol.gov
Tel: 1-866-4-USA-DOL (1-866-487-2365) (1-866-487-2365)
TTY: 1-877-889-5627
Local Offices - Wage and Hour Division
200 Constitution Avenue, NW
Room S-3502
Washington, DC 20210
Contact WHD
Tel: 1-866-4USWAGE (1-866-487-9243)
TTY: 1-877-889-5627
Local Offices - Occupational Safety and Health Administration (OSHA)
200 Constitution Avenue, NW
Washington, DC 20210
Contact OSHA
Tel.: 1-800-321-OSHA (1-800-321-6742)
TTY: 1-877-889-5627
Local Offices - Veterans’ Employment and Training Service (VETS)
200 Constitution Avenue, NW
Room S-1325
Washington, D.C. 20210
E-mail: contact-vets@dol.gov
Tel: 1-866-4-USA-DOL (1-866-487-2365) (1-866-487-2365) or 202-693-4770
TTY: 1-877-889-5627
Local Offices - For questions on other DOL laws,
please call DOL's Toll-Free Help Line at 1-866-4-USA-DOL (1-866-487-2365). Live assistance is available in English and Spanish, Monday through Friday from 8:00 a.m. to 8:00 p.m. Eastern Time. Additional service is available in more than 140 languages through a translation service.
Tel: 1-866-4-USA-DOL (1-866-487-2365)
TTY
*Pursuant to the U.S. Department of Labor's Confidentiality Protocol for Compliance Assistance Inquiries, information provided by a telephone caller will be kept confidential within the bounds of the law. Compliance assistance inquiries will not trigger an inspection, audit, investigation, etc.