Wednesday, December 3, 2014

Labor Law Poster Major Changes for 2015

Employers, please use the following list to verify that you have the most recent labor law postings for your workplace.

Since January of 2014 there have been mandatory changes to one or more labor law postings from the Federal Government (applies to all 50 states) and 29 individual State Governments.

Here is the listing of known changes thru January 2015:

Federal (applies to all 50 states):  EEOC (Equal Employment Opportunity Commission) was updated in August 2014, but the change only applies to Federal Contractors.

Alaska: Minimum Wage
Arizona:  Minimum Wage
Arkansas: Minimum Wage
Colorado: Minimum Wage
Connecticut:  Minimum Wage
Delaware: Minimum Wage & Discrimination
District of Columbia: Minimum Wage
Florida: Minimum Wage
Hawaii: Minimum Wage
Illinois: Minimum Wage & Protected Pregnant Employees
Indiana: Equal Employment Opportunity
Louisiana: Earned Income Credit
Maryland: Discrimination
Massachusetts:  Minimum Wage
Michigan:  Minimum Wage
Minnesota: Minimum Wage
Missouri: Minimum Wage
Montana: Minimum Wage
Nebraska: Minimum Wage & Unemployment
New Jersey:  Minimum Wage
New Mexico: Human Trafficking
New York: Minimum Wage
Ohio: Minimum Wage
Oregon: Minimum Wage
Rhode Island: Minimum Wage
South Dakota: Minimum Wage
Vermont: Minimum Wage
Washington: Minimum Wage
West Virginia: Minimum Wage

For more information, please use the links above for each state or clink one of these links:

Recent Changes Listing

Website Home Page for Labor Law Posters

Wednesday, November 5, 2014

2015 Labor Law Posters

As near the end of the year, we look forward to the changes that are made by legislation effective for 2015.  National Safety Compliance continues to ship the current 2014 labor law posters until November 15th and then all labor law posters are placed on hold to ensure all changes are captured for the release of the 2015 labor law posters.  Also on November 15th they will have the posters available to pre-order for 2015.  Every year they are able to release the posters in December to ensure delivery throughout the country by January 1, 2015 (the effective date of most of the changes made).

Feel free to contact National Safety Compliance at 1-877-922-7233 or

Friday, October 17, 2014

California Labor Law Poster Changes

California has released two different changed posters.  The Whistleblowers notice has expanded definitions for employer and whistleblower. Also, CalOSHA has corrected addresses at the bottom of their posting.

National Safety Compliance, Inc. has updated their posters with these new minor changes.  The posters are available to order online at

Tuesday, October 7, 2014

Maryland Labor Law Poster Updated

The discrimination posting is a Major change, with a newly protected class, gender identity.

The Minimum Wage posting has incorporated the upcoming changed wage amounts, beginning January 1, 2015 through July 1, 2018. This is a minor change at this time, as the new wage amount is not effective yet. However, employers will need to have posted this change by January 1, 2015.

The Work Permit for Minors informational posting is just redesigned and therefore only a minor change since no law changed.

You may find this updated Maryland Labor Law Poster Laminated online at

Thursday, September 25, 2014

New Mexico Major Labor Law Poster Change

New Mexico has recently passed legislation regarding Human Trafficking.  Included in this law is the requirement for most employers to post the Human Trafficking Notice effective October 1, 2014.  This is considered a Major Change since it is a law change.  To ensure you have the most current Labor Law Posters, please visit us online at

Wednesday, September 3, 2014

Executive order requiring federal contractors to disclose labor law violations

President Obama signs executive order requiring potential federal contractors to disclose labor law violations
President Obama and Labor Secretary Perez
On July 31, President Obama signed an executive order that requires companies competing for federal contracts to disclose labor law violations and gives agencies more guidance on how to consider labor violations when awarding federal contracts. The new process is designed to level the playing field and bring more companies into compliance with OSHA regulations and other workplace laws.

"Today's executive order is an important step to ensure that workers are protected, businesses have a fair shot to compete, and taxpayers get the best bang for their buck," said U.S. Secretary of Labor Thomas E. Perez. "Cheaters shouldn't win, and this action ensures they won't. Everyone is welcome to compete — as long as they are willing to do so fairly."

For more information read the fact sheet below.

FACT SHEET: Fair Pay and Safe Workplaces Executive Order

While the vast majority of federal contractors play by the rules, every year tens of thousands of American workers are denied overtime wages, not hired or paid fairly because of their gender or age, or have their health and safety put at risk by corporations contracting with the federal government that cut corners.  Taxpayer dollars should not reward corporations that break the law, so today President Obama is cracking down on federal contractors who put workers’ safety and hard-earned pay at risk.
As part of this Year of Action, the President will sign an Executive Order that will require prospective federal contractors to disclose labor law violations and will give agencies more guidance on how to consider labor violations when awarding federal contracts.  Although many contractors already play by the rules, and federal contracting offers already must assess a contractor’s record of integrity, these officers still may not necessarily know about companies’ workplace violations. The new process is also structured to encourage companies to settle existing disputes, like paying back wages.  And finally, the Executive Order also ensures that workers are given the necessary information each pay period to verify the accuracy of their paycheck and workers who may have been sexually assaulted or had their civil rights violated get their day in court by putting an end to mandatory arbitration agreements at corporations with large federal contracts.
By cracking down on federal contractors who break the law, the President is helping ensure that all hardworking Americans get the fair pay and safe workplaces they deserve.

  Key Provisions of the Executive Order   

The Fair Pay and Safe Workplaces Executive Order will govern new federal procurement contracts valued at more than $500,000, providing information on companies’ compliance with federal labor laws for agencies.  We expect the Executive Order to be implemented on new contracts in stages, on a prioritized basis, during 2016.  The Department of Labor estimates that there are roughly 24,000 businesses with federal contracts, employing about 28 million workers.

1. Hold Corporations Accountable: Under the terms of the Executive Order, agencies will require prospective contractors to disclose labor law violations from the past three years before they can get a contract.  The 14 covered Federal statutes and equivalent state laws include those addressing wage and hour, safety and health, collective bargaining, family and medical leave, and civil rights protections.  Agencies will also require contractors to collect similar information from many of their subcontractors.

2. Crack Down on Repeat Violators: Contracting officers will take into account only the most egregious violations, and each agency will designate a senior official as a Labor Compliance Advisor to provide consistent guidance on whether contractors’ actions rise to the level of a lack of integrity or business ethics.  This advisor will support individual contracting officers in reviewing disclosures and consult with the Department of Labor.  The Executive Order will ensure that the worst actors, who repeatedly violate the rights of their workers and put them in danger, don’t get contracts and thus can’t delay important projects and waste taxpayer money.

3. Promote Efficient Federal Contracting: Federal agencies risk poor performance by awarding contracts to companies with a history of labor law violations.  In 2010, the Government Accountability Office issued a report finding that almost two-thirds of the 50 largest wage-and-hour violations and almost 40 percent of the 50 largest workplace health-and-safety penalties issued between FY 2005 and FY 2009 were at companies that went on to receive new government contracts.  Last year, Senate Health, Education, Labor, and Pensions Committee Chairman Tom Harkin issued a report revealing that dozens of contractors with significant health, safety, and wage and hour violations were continuing to be awarded federal contacts.  Another study detailed that 28 of the companies with the top workplace violations from FY 2005 to FY 2009 subsequently received federal contracts, and a quarter of those companies eventually had significant performance problems as well—suggesting a strong relationship between contractors with a history of labor law violations and those that cannot deliver adequate performance for the taxpayer dollars they receive.  Because the companies with workplace violations are more likely to encounter performance problems, today’s action will also improve the efficiency of federal contracting and result in greater returns on federal tax dollars.

4. Protect Responsible Contractors: The vast majority of federal contractors have clean records.  The Department of Labor estimates that the overwhelming majority of companies with federal contracts have no federal workplace violations in the past three years.  Contractors who invest in their workers’ safety and maintain a fair and equitable workplace shouldn’t have to compete with contractors who offer low-ball bids—based on savings from skirting the law—and then ultimately deliver poorer performance to taxpayers.  The Executive Order builds on the existing procurement system, so it will be familiar to contractors and will fit into established contracting practices. Responsible businesses will check a single box on a bid form indicating that they don’t have a history of labor law violations.  The Federal contracting community and other interested parties will be invited to participate in listening sessions with OMB, DOL, and senior White House officials to share views on how to ensure implementing policies and practices are both fair and effective.  DOL and other enforcement agencies along with the Federal Acquisition Regulatory Council will consider this input as they draft regulations and guidance, which will be published for public comment before being finalized.

5. Focus on Helping Companies Improve: The goal of the process created by the Executive Order is to help more contractors come into compliance with workplace protections, not to deny contracts to contractors.  Companies with labor law violations will be offered the opportunity to receive early guidance on whether those violations are potentially problematic and remedy any problems.  Contracting officers will take these steps into account before awarding a contract and ensure the contractor is living up to the terms of its agreement.

6. Give Employees a Day in Court: The Executive Order directs companies with federal contracts of $1  million or more not to require their employees to enter into predispute arbitration agreements for disputes arising out of Title VII of the Civil Rights Act or from torts related to sexual assault or harassment (except when valid contracts already exist).  This builds on a policy already passed by Congress and successfully implemented at the Department of Defense, the largest federal contracting agency, and will help improve contractors’ compliance with labor laws.

7. Give Employees Information About their Paychecks: As a normal part of doing business, most employers give their workers a pay stub with basic information about their hours and wages.  To be sure that all workers get this basic information, the Executive Order requires contractors to give their employees information concerning their hours worked, overtime hours, pay, and any additions to or deductions made from their pay, so workers can be sure they’re getting paid what they’re owed.

8. Streamline Implementation and Overall Contractor Reporting: The Executive Order directs the General Services Administration to develop a single website for contractors to meet their reporting requirements—for this order and for other contractor reporting.  Contractors will only have to provide information to one location, even if they hold multiple contracts across different agencies.  The desire to “report once in one place” is a key theme in the feedback received from current and potential contractors.  This step is one in a series of actions to make the federal marketplace more attractive to the best contractors, more accessible to small businesses and other new entrants, and more affordable to taxpayers.
Part of the basic American bargain is that if you take responsibility, work hard and play by the rules, workers can count on fair wages, freedom from discrimination on the job, and safe and equitable workplaces. Taxpayer dollars shouldn’t be used by unscrupulous employers to drive down living standards for our families, neighbors, and communities.  By creating incentives for better compliance and a process for helping contractors come into compliance with basic workplace protection laws, the Executive Order is basic good government that will increase efficiency in federal contracting and will help strengthen our workforce and our economy.

Wednesday, August 13, 2014

Federal Labor Law Poster Major Change

On July 21, 2014, President Obama signed Executive Order 11478, which amends previous executive orders pertaining to Equal Employment Opportunity concerning federal contractors and subcontractors. This Executive Order prohibits discrimination based on sexual orientation and gender identity within the federal government and by federal contractors and subcontractors. 

National Safety Compliance has made this addition to the EEOC posting contained in our federal poster.  This law change is for federal contractors or subcontractors and is available for purchase online at

Tuesday, August 5, 2014

Michigan Minimum Wage Change

The minimum wage rate in Michigan increases on September 1, 2014. The Michigan Wage & Hour Program has released the new minimum wage posting which is a major update for employers. It has been incorporated into our Michigan Labor Law Poster – Laminated and is available for purchase at

Wednesday, July 30, 2014

Minnesota Minimum Wage

The minimum wage rate in Minnesota increases on August 1, 2014. The Minnesota Department of Labor & Industry has released the new minimum wage posting which is a major update for employers. It has been incorporated into our Minnesota Labor Law Poster – Laminated and is available for purchase at

Thursday, July 17, 2014

Texas Child Labor Law Poster

Texas has recently made some revisions to the Child Labor Law Posting.  There was no law change and therefore is not considered a major change.  They have edited the bottom revision date and also the additional address information at the bottom of the posting.  The list of prohibited occupations has also been updated to reflect the most recent list.

For more information visit

Friday, June 27, 2014

District of Columbia Minimum Wage

The Minimum Wage Amendment Act of 2013 amends the Minimum Wage Act Revision Act of 1992 to increase the minimum wage in the District of Columbia to $11.50 an hour in three (3) steps, beginning July 1, 2014. Every employer subject to the provisions of the Act must post the DC Minimum Wage Poster in or about the premises at which any employee covered is employed. This revised posting is now available on our current Washington DC Labor Law Poster - Laminated (#LP9DC).

Monday, June 23, 2014

California Minimum Wage

Although there are some exceptions, almost all employees in California must be paid the minimum wage as required by state law. Effective July 1, 2014, the minimum wage in California is $9.00 per hour. Effective January 1, 2016, the minimum wage in California is $10.00 per hour. There are some employees who are exempt from the minimum wage law, such as outside salespersons, individuals who are the parent, spouse, or child of the employer, and apprentices regularly indentured under the State Division of Apprenticeship Standards.

Minimum Wage Order (MW-2014)
There is an exception for learners, regardless of age, who may be paid not less than 85% of the minimum wage rounded to the nearest nickel during their first 160 hours of employment in occupations in which they have no previous similar or related experience.
There are also exceptions for employees who are mentally or physically disabled, or both, and for nonprofit organizations such as sheltered workshops or rehabilitation facilities that employ disabled workers. Such individuals and organizations may be issued a special license by the Division of Labor Standards Enforcement authorizing employment at a wage less than the legal minimum wage. Labor Code Sections 1191 and 1191.5

1. Q. What is the minimum wage?

A. Effective January 1, 2008, the minimum wage in California is $8.00 per hour. It will increase to $9.00 per hour effective July 1, 2014, and to $10.00 per hour effective January 1, 2016.
For sheepherders, however, effective July 1, 2002, the minimum wage was set at $1,200.00 per month. On January 1, 2007, this wage increased to a minimum monthly salary of $1,333.20, and on January 1, 2008, it increased again to a minimum monthly salary of $1,422.52. Effective July 1, 2014, the minimum monthly salary for sheepherders will be $1600.34. Effective January 1, 2016, the minimum monthly salary for sheepherders will be $1777.98. Wages paid to sheepherders may not be offset by meals or lodging provided by the employer. Instead, there are provisions in IWC Order 14-2007, Sections 10(F), (G) and (H) that apply to sheepherders with respect to monthly meal and lodging benefits required to be provided by the employer.

2. Q. What is the difference between the state and federal minimum wage?

A. Most employers in California are subject to both the federal and state minimum wage laws. The effect of this dual coverage is that when there are conflicting requirements in the laws, the employer must follow the stricter standard; that is, the one that is the most beneficial to the employee. Thus, since California's current law requires a higher minimum wage rate than does the federal law, all employers in California who are subject to both laws must pay the state minimum wage rate unless their employees are exempt under California law.

3. Q. May an employee agree to work for less than the minimum wage?

A. No. The minimum wage is an obligation of the employer and cannot be waived by any agreement, including collective bargaining agreements. Any remedial legislation written for the protection of employees may not be violated by agreement between the employer and employee. Civil Code Sections 1668 and 3513

4. Q. Is the minimum wage the same for both adult and minor employees?

A. Yes. There is no distinction made between adults and minors when it comes to payment of the minimum wage.

5. Q. I work in a restaurant as a waitperson. Can my employer use my tips as a credit toward its obligation to pay me the minimum wage?

A. No. An employer may not use an employee's tips as a credit toward its obligation to pay the minimum wage.

6. Q. What can I do if my employer doesn't pay me at least the minimum wage?

A. You can either file a wage claim with the Division of Labor Standards Enforcement (the Labor Commissioner's Office), or file a lawsuit in court against your employer to recover the lost wages. Additionally, if you no longer work for this employer, you can make a claim for the waiting time penalty pursuant to Labor Code Section 203.

7. Q. What is the procedure that is followed after I file a wage claim?

A. After your claim is completed and filed with a local office of the Division of Labor Standards Enforcement (DLSE), it will be assigned to a Deputy Labor Commissioner who will determine, based upon the circumstances of the claim and information presented, how best to proceed. Initial action taken regarding the claim can be referral to a conference or hearing, or dismissal of the claim.
If the decision is to hold a conference, the parties will be notified by mail of the date, time and place of the conference. The purpose of the conference is to determine the validity of the claim, and to see if the claim can be resolved without a hearing. If the claim is not resolved at the conference, the next step usually is to refer the matter to a hearing or dismiss it for lack of evidence.
At the hearing the parties and witnesses testify under oath, and the proceeding is recorded. After the hearing, an Order, Decision, or Award (ODA) of the Labor Commissioner will be served on the parties.
Either party may appeal the ODA to a civil court of competent jurisdiction. The court will set the matter for trial, with each party having the opportunity to present evidence and witnesses. The evidence and testimony presented at the Labor Commissioner's hearing will not be the basis for the court's decision. In the case of an appeal by the employer, DLSE may represent an employee who is financially unable to afford counsel in the court proceeding.
See the Policies and Procedures of Wage Claim Processing pamphlet for more detail on the wage claim procedure.

8. Q. What can I do if I prevail at the hearing and the employer doesn't pay or appeal the Order, Decision, or Award?

A. When the Order, Decision, or Award (ODA) is in the employee's favor and there is no appeal, and the employer does not pay the ODA, the Division of Labor Standards Enforcement (DLSE) will have the court enter the ODA as a judgment against the employer. This judgment has the same force and effect as any other money judgment entered by the court. Consequently, you may either try to collect the judgment yourself or you can assign it to DLSE.

9. Q. What can I do if my employer retaliates against me because I questioned him about not being paid the minimum wage?

A. If your employer discriminates or retaliates against you in any manner whatsoever, for example, he discharges you because you asked him why you weren't being paid the minimum wage, or because you file a claim or threaten to file a claim with the Labor Commissioner, you can file a discrimination/retaliation complaint with the Labor Commissioner's Office. In the alternative, you can file a lawsuit in court against your employer.
National Safety Compliance provides great posters that meet the state and federal requirements. If you need to, you may order these mandatory labor law posters.

Friday, June 6, 2014

Delaware Minimum Wage now available

As announced in January 2014, the Minimum Wage for Delaware will be raised to $8.25 per hour.  The following announcement was released on January 30, 2014:

Delaware minimum wage will increase by $1 to $8.25 per hour 
Dover – Joined by members of the General Assembly, Governor Markell signed into law Senate Bill 6, which will raise the minimum wage in Delaware to $8.25 per hour in two increments. Under legislation that cleared both the Senate and House today, the state’s hourly minimum wage will go up 50 cents to $7.75 on June 1, 2014. On June 1, 2015, it will go up another 50 cents to $8.25 per hour, making it $1 higher than the current federal minimum wage.

“Even as we have made progress in creating more jobs and getting our state’s economy on track, we have much more to do to give opportunity to those earning minimum wage,” said Governor Markell. “I am proud to sign this bill and wanted to do so on the same day it passed to reflect the commitment that I and many members of the General Assembly share: we cannot wait any longer to get this done. Raising the minimum wage represents one of the fastest ways we can act to give a boost to many struggling working families.”
Delaware last increased its minimum wage in 2009, when the federal government increased the national minimum wage to its current level. Once the full increase is implemented, Delaware will be on par with New Jersey, where the current minimum wage is $8.25. The current minimum wage in the nearby states of Maryland, Virginia and Pennsylvania is $7.25.

“Will this help people who are struggling to get by? Yes. Is it enough? No, but it’s a step in the right direction” said Sen. Robert Marshall, D-Wilmington West, the bill’s prime Senate sponsor. “We’ve needed to do this for a long time. This will help people, who really need our help, put groceries on the table.”
According to the Delaware Department of Labor, up to 40,000 people, nearly 10% of Delaware’s workers, could be affected, either directly or indirectly, by this increase.

“I am pleased so many of my colleagues joined in supporting a bill that will have a real impact on Delaware families,” said Rep. Gerald Brady, D-Wilmington West. “Our economy in recovery, and this minimum wage increase will allow Delawareans to participate in that recovery. It’s a small but important step.”

If you are in need of the state required labor law posters you may find them at a reasonable price online at

Friday, May 30, 2014

Maine Changes

Several agencies in Maine made changes to their posting(s).  All changes wer minor because there were no law changes.  The following is the listing of posting with its corresponding change:

Child Labor Laws - rearranging of text (14 and 15 year old on left side, 16 and 17 year old to the right side), seal added and TTY phone contact updated

Minimum Wage -  added state seal and updated TTY phone contact information.

Occupational Safety and Health (Public Employees) - added state seal and updated TTY phone contact information.

Regulation of Employment - added state seal and updated TTY phone contact information.

Safe Work for Computer Operators (VDT Law) - added state seal and updated TTY phone contact information.

Sexual harassment - already had the updated state seal, so just TTY phone number changed.

Unemployment Insurance - TTY update and one address change.

Whistleblower's Protection Act - added state seal.

For more details regarding Maine Labor Law Posters, visit us online at

Monday, April 21, 2014

EEOC: What you should know!


EEOC enforces the Equal Pay Act (EPA). The EPA prohibits pay discrimination based on sex, but it is limited to pay discrimination between employees who are performing the same job at the same location.

1. Do women and men have to be performing identical jobs for the EPA to apply?
No. The EPA does not require that the jobs be identical. The following requirements apply:
  • a significant portion of the job tasks are the same for the positions being compared;
  • the two jobs involve similar levels of skill, which means similar levels of experience, ability, education, and training;
  • the two jobs involve similar levels of mental and physical exertion;
  • the two jobs involve similar levels of responsibility or accountability; and
  • the two jobs are performed under similar working conditions.
2. Do the two individuals have to be working in the same place?
Generally, yes. However, workers at different worksites sometimes may be compared if the same managers oversee the operations of both locations and workers frequently transfer between the two locations.

3. If I'm being paid less than someone of the opposite sex who is doing the same job as me at the same location, does that mean that my employer is violating the EPA?
Not necessarily. Under limited circumstances, an employer is permitted to pay someone of the opposite sex more, even though he or she is performing the same job. To justify the higher pay, the employer would have to show that the higher pay is based on one of the following:
  • a seniority system that rewards employees based on length of employment;
  • a merit system that rewards employees for exceptional job performance;
  • an incentive system that pays employees based on the quality of their work or the amount of work they perform; or
  • another factor related to job performance or business operations, such as paying a shift differential to workers on less popular shifts.
4. What can I do if I believe my employer has violated the EPA?
If you believe that your employer has violated the EPA, you can either file a charge with the EEOC or you can file a lawsuit in court. Under the EPA, you are generally required to file your lawsuit within two years of when you received the discriminatory pay. You should be aware that filing a charge with the EEOC does not extend your two-year time frame for filing an EPA lawsuit.
5. Do other laws also prohibit pay discrimination?
Yes, all of the laws enforced by the EEOC prohibit pay discrimination. Pay discrimination based on sex is also prohibited by Title VII of the Civil Rights Act of 1964. Title VII prohibits discrimination in compensation and other terms and conditions of employment, so it is broader than the EPA. Title VII also prohibits discrimination in compensation or other aspects of employment based on race, color, religion, or national origin. The Age Discrimination in Employment Act, the Americans with Disabilities Act, and the Genetic Information Nondiscrimination Act prohibit discrimination in compensation or other aspects of employment based on age (40 or over), disability, or genetic information.

6. Where can I find more information about pay discrimination?
Several documents on EEOC's website provide background information on the EPA and other EEO laws prohibiting pay discrimination:

Wednesday, April 16, 2014

Arizona, Missouri, Nevada, New Hampshire

There have been some recent changes to AZ, MO, NV, & NH.  All these states had some minor changes to various postings.  The following is the list of changes to the posters:

Arizona Unemployment Insurance Posting - Additions include instructions and web address concerning online claim filing, addition of text concerning discrimination and GINA in last paragraph, among other text changes.

Missouri Workers' Compensation Posting - Removal/addition of some phrases and rewriting of paragraph concerning the Missouri Workers' Safety Program.

Nevada Discrimination Posting - Address updates and a few design changes.

New Hampshire Whistleblowers Posting - Minor text revisions as if a new clerk with different preferences is now in charge of the wording.

Although there were changes to the above postings, there were no law changes and therefore are deemed minor and not mandatory.  Missouri is a more particular state regarding citations/fines so you may consider updating your Missouri Labor Law Poster.

Tuesday, April 1, 2014

EEOC 2014 Federal Training Courses

Programs Include OPM Joint Training: EEO and HR for Managers & Supervisors

WASHINGTON - The U.S. Equal Employment Opportunity Commission (EEOC) today announced the online posting of its 2014 Federal Training Course schedule, available at at

The EEOC offers a variety of training programs geared specifically to federal employees.  The interactive training is ideal for federal supervisors and workers, EEO counselors and investigators, agency representatives and attorneys, as well as anyone else interested in EEO issues and practices affecting the federal workplace.

Course offerings meet training requirements for EEO counselors and investigators as outlined in Management Directive (MD) 110.  Other courses are tailored to meet the needs of federal managers, those responsible for conducting MD-715 barrier analyses, and drafters of final agency decisions.

"Proactive prevention is the best medicine to stop discrimination before it starts," said Carlton Hadden, director of the EEOC's Office of Federal Operations.  "Education and training on EEO is an effective and modest investment in preventing workplace disputes."

The 2014 course schedule includes:

  • EEO and HR for Managers & Supervisors (joint EEOC/OPM program)
  • Barrier Analysis
  • Basics of MD-715
  • Disability Program Management (basic and advanced)
  • Drafting Final Agency Decisions
  • EEO Laws Refresher
  • Counselor and Investigator Refresher
  • New Counselor and New Investigator
The EEOC enforces federal laws prohibiting employment discrimination in the public and private sectors. 

Thursday, March 27, 2014

Digest of EEO Law

New ‘Digest of EEO Law’ Issued by EEOC

Quarterly Edition Includes Variety of Key Federal Sector Decisions

WASHINGTON -- The U.S. Equal Employment Opportunity Commission (EEOC) today announced the latest edition of its federal sector Digest of Equal Employment Opportunity Law, which is available online at

This quarterly publication, prepared by the EEOC's Office of Federal Operations (OFO), features recent agency decisions and federal court cases of interest. It also includes a special article entitled, Retaliation: An Evolving Area of the Law.

"The Digest's focus on retaliation should be particularly useful," said OFO Director Carlton M. Hadden, "as that continues to be the most frequently alleged basis for EEO complaints. The article provides solid information on recent decisions and cases."

The summer 2013 edition of the Digest contains a sampling of summaries of noteworthy decisions selected by OFO from among the volume of decisions issued by EEOC each fiscal year, including topics such as:
  • Federal Sector EEO Complaint Processing
  • Attorneys' Fees
  • Compensatory Damages
  • Findings on the Merits
  • Remedies
  • Sanctions
  • Settlement Agreements
  • Stating a Claim
  • Summary Judgment
  • Official Time
While these summaries are not intended to be exhaustive or definitive as to their subject matter, and may not be given the legal weight of case law in citations, they are a good source of relevant information.
In addition to the quarterly Digest, Commission federal sector decisions are available on the EEOC's website at The public may also receive federal sector information updates and news items via Twitter: @EEOC_OFO.

The EEOC enforces federal laws prohibiting employment discrimination in the public and private sectors.

Monday, March 10, 2014

Human Trafficking posters

We commonly receive calls regarding the Human Trafficking poster that is required.  We do not provide anything regarding Human Trafficking, as it does not fall under the Department of Labor jurisdiction.  What is Human Trafficking?

Human trafficking is a modern-day form of slavery involving the illegal trade of people for exploitation or commercial gain.

Every year, millions of men, women, and children are trafficked in countries around the world, including the United States. It is estimated that human trafficking is a $32 billion per year industry, second only to drug trafficking as the most profitable form of transnational crime.

Human trafficking is a hidden crime, as victims rarely come forward to seek help because of language barriers, fear of the traffickers, and/or fear of law enforcement.

Traffickers use force, fraud, or coercion to lure their victims and force them into labor or commercial sexual exploitation. They look for people who are vulnerable for a variety of reasons, including economic hardship, natural disasters, or political instability. The trauma can be so great that many may not identify themselves as victims or ask for help, even in highly public settings.

Traffickers often operate by:
  • Using violence or threatening the person or the person’s family members;
  • Harming or depriving the person of basic necessities, such as food, water, or sleep;
  • Making false promises of love or companionship; 
  • Making false promises of a good job and home;
  • Restricting contact with friends or family;
  • Limiting freedom of movement;
  • Controlling the person’s identification documents;
  • Threatening deportation or law enforcement action;
  • Garnishing the person’s salary to pay off alleged debts; and/or
  • Preventing the victim from attending religious services.
You may also download and print the SB 1193 Human Trafficking Poster which is from the Office of Attorney General in California.

Wednesday, February 19, 2014

What if a name is wrong on my poster?

We commonly have people calling and saying the commissioner or deputy or some other public official has changed and their poster they just received is not correct.  This was the case recently when someone in Georgia noted that the commissioner is no longer Mark Butler, but Michael L Thurmond.  The Equal Pay for Equal Work Act still reflects Mark Butler as the Commissioner.  The Vacation Unemployment Insurance is Not Payable posting reflects the correct Commissioner Michael L Thurmond.  It is common for the public officials to change, but the postings to not be updated for quite some time.  National Safety Compliance continues to monitor these changes to ensure we reflect the change in our poster as soon as the government agency makes the change to their posting.

Please also remember that this would not be a law change and therefore deemed as a minor change.  These types of changes would not mandate you to update your postings.

Tuesday, January 14, 2014

2014 Labor Law Posters Available

Now that we are almost halfway through January 2014, all employers should ensure they have all the required postings.  National Safety Compliance provide a set of posters, 1 state labor law poster laminated + 1 federal labor law poster laminated, for a very affordable price of $21.90.  They also have available subscription plans to ensure you remain up-to-date automatically.  All state posters have been released for 2014, except Louisiana.  Every year Louisiana releases their new EIC posting at the end of January.  Keep in mind that 18 states had Major/Mandatory changes to their poster:

Arizona - Minimum Wage
California - Discrimination & Harassment in Employment
Colorado - Minimum Wage
Connecticut - Minimum Wage
Florida - Minimum Wage
Hawaii - Breastfeeding in the Workplace (new posting)
Louisiana - Earned Income Credit
Massachusetts - Fair Employment/Discrimination
Missouri - Minimum Wage
Montana - Minimum Wage
New Jersey - Minimum Wage
New York - Minimum Wage
North Carolina - Unemployment Insurance
Ohio - Minimum Wage
Oregon - Minimum Wage
Rhode Island - Minimum Wage
Vermont - Minimum Wage
Washington - Minimum Wage

There were also some Major/Mandatory changes made to the Federal poster and 4 other states since January 1, 2013:

Federal - FMLA in February
Kansas - Workers' Compensation in April
Maryland - 2 New Postings required in October
Michigan - MI OSHA changed in March
Texas - Workers' Compensation in September

To ensure you are meeting all state and federal posting requirements, visit us online at