Labor Law Requirements

• Family and Medical Leave (Required)
• Equal Employment Opportunity (Required)
• USERRA (Required)
• OSHA (Required)
• Federal Minimum Wage (Required)
• Polygraph Protection Test (Required)

• Family and Medical Leave (Required)
• Equal Employment Opportunity (Required)
• USERRA (Required)
• OSHA (Required)
• Federal Minimum Wage (Required)

Recent Changes

NLRA - June 2010

The NLRA notice is a new notice. Federal contractors and their subcontractors are required to post notices informing employees of their rights under the National Labor Relations Act (NLRA).
The notice to employees, required by the new regulation, informs employees about their rights under the NLRA to form, join and assist a union, and to bargain collectively with their employer. The notice provides examples of unlawful employer and union conduct that interferes with those rights and indicates how employees can contact the National Labor Relations Board, the Federal agency that enforces those rights, with questions or to file complaints. Contractors that violate the Labor Department’s regulations requiring employee notification of these rights may be subject to sanctions, including suspension or cancelation of the contract.
This was a Substantive change. This notice is available on our special Federal All-In-One w/ NLRA poster.

EEOC - FMLA - November 2009

• EEOC - The Genetic Information Nondiscrimination Act of 2008 (GINA) is effective November 21, 2009 and will require updates to the Equal Employment Opportunity Commission (EEOC) posting. Title I of GINA amends portions of the Employee Retirement Income Security Act (ERISA), the Public Health Service Act, and the Internal Revenue Code. Title I also addresses the use of genetic information in health insurance. Title II prohibits use of genetic information in making decisions related to any terms, conditions, or privileges of employment, prohibits covered entities from intentionally acquiring genetic information, requires confidentiality with respect to genetic information (with limited exceptions), and prohibits retaliation.
The new EEOC posting also includes the regulatory changes mandated under The Americans with Disabilities Act (ADA) Amendments Act of 2008. The Act makes important changes to the definition of the term "disability" by rejecting the holdings in several Supreme Court decisions and portions of EEOC's ADA regulations. The effect of these changes is to make it easier for an individual seeking protection under the ADA to establish that he or she has a disability within the meaning of the ADA.
• FMLA - The new law includes an expansion of the recently enacted exigency and caregiver leave provisions for military families to include family members of active duty service members. It also expands the current caregiver leave provision to include veterans who are undergoing medical treatment, recuperation or therapy for serious injury or illness that occurred any time during the five years preceding the date of treatment.

E-Verify & Right to Work - September 2009

E-Verify & Right to Work (Both English & Spanish are required) - Effective September 8, 2009, Federal contractors and sub-contractors will be required to use the E-Verify system to verify their employees’ eligibility to work in the United States if their contract includes the Federal Acquisition Regulation (FAR) E-Verify Clause.
E-Verify is a separate poster available in our Specialty Poster section and is NOT included on the Federal All-In-One poster.
This was a Substantive change.

Davis-Bacon Act - July 2009

The revised Davis-Bacon Act poster now provides a section for “Enforcement” and has also reworded the “Minimum Wage” and “Proper Pay” sections of the poster.
This was a Substantive change. A new Davis-Bacon Act poster is required. Davis-Bacon is a separate poster available in our Specialty Poster section and is NOT included on the Federal All-In-One poster.

Minimum Wage - July 2009

They have reworded the entire “Enforcement” section. They also added a civil money penalty of up to $50,000 for each child labor violation that causes the death or serious injury of any minor employee, and such assessments may be doubled, up to $100,000, when the violations are determined to be willful or repeated. The section entitled, “Youth Employment” has also changed to “Child Labor” and they no longer provide the YouthRules Web site. The minimum wage rates for 2007 and 2008 have been removed and they now only provide the minimum wage beginning July 24, 2009 of $7.25 per hour.

Walsh-Healy - July 2009

The Union Dues section that requires certain Government contractors to notify employees of their rights related to union dues has been removed.
This was a Substantive change. A new Walsh-Healy poster is required. Walsh-Healy is a separate poster available in our Specialty Poster section and is NOT included on the Federal All-In-One poster.

FMLA - March 2009

Non-substantive formatting change.

Family and Medical Leave Act (FMLA) - January 2009

The federally required Family and Medical Leave Act poster has been revised extensively. The new notice includes the final version of the Military Family Leave Entitlements as well as several new definitions, headings and paragraphs.
This was a Substantive change.

Equal Employment Opportunity - August 2008

The Equal Employment Opportunity notice has been updated to include several new pieces of information. A definition of a “recently separated veteran” has been added, along with a stipulation that retaliation is prohibited against anyone opposing discrimination under the Vietnam Era Veterans’ Readjustment Act of 1974. Sex discrimination in “Private Employment, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations” now includes “pregnancy and sexual harassment”. “Public or private agency” has been added as an entity in which discrimination is prohibited against individuals with disabilities, if the agency is receiving Federal financial assistance.
This was a Substantive change