Wednesday, October 21, 2015

Vermont Workers' Compensation Posting

The Vermont Department of Labor as updated its Workers' Compensation required posting. The department has changed the title to Worker's Compensation Reinstatement Rights and also added address information.

National Safety Compliance has updated their Vermont Labor Law Posters to reflect these minor changes and any major changes.

Thursday, October 15, 2015

Georgia Conformed Panel Removed

The Georgia State Board of Workers' Compensation has made changes to its required posting. Minor change of benefit amounts increased (6 places of change within posting) and addition of toll-free number in last paragraph for Lawyer Referral Service. These changes were made to the WC-P1 Physician Panel of 6 and also to the WC-P3 WC/MCO Panel or Managed Care Organization.  The WC-P2 9 Physician Panel has been discontinued.  If you have posted the WC-P2 (#LP9GA2), you must replace it with one of the viable, current options.

National Safety Compliance has updated their Georgia Labor Law Posters to reflect these minor changes and any major changes.

Friday, October 9, 2015

Florida Major Change

From the Florida Commission on Human Relations, there has been a new, updated Discrimination posting released. "Pregnancy" has now been added as a protected class of individuals whom employers may not discrimate against.  This updated posting reflects a law change and therefore is a Major change that must be posted in the workplace.  The Florida Commission on Human Relations also updated the posting to reflect their new address at 4075 Esplanade Way Suite 110, Tallahassess, FL 32399

The Florida Department of Revenue has also updated its Unemployment Insurance posting.  The only change was in the verbiage under the third bullet point.  The Department changed the phrase "reemployment assistance benefits" to "unemployment compensation benefits."  This did NOT reflect a law change so it is considered a minor change.

To ensure your compliance with state and federal labor law posting requirements, visit

Monday, October 5, 2015

Minnesota Major Change August 1, 2015

In the 2014 legislative session, Minnesota passed a law that will bring the state's minimum wage up to and passing the federal minimum wage.  Since Minnesota has also indexed their minimum wages to keep up with inflation, the minimum wage will continue to raise.  The schedule of minimum wage increases is as follows:

  • Large employers: $8.00 per hour starting on August 1, 2014; $9.00 on August 1, 2015; and $9.50 on August 1, 2016.
  • Small employers: $6.50 per hour starting on August 1, 2014; $7.25 on August 1, 2015; and $7.75 on August 1, 2016.
  • Training wage (for employees ages 18 and 19 for the first 90 consecutive days of employment): $6.50 starting on August 1, 2014; $7.25 on August 1, 2015; and $7.75 on August 1, 2016.
  • Youth wage (workers under 18): $6.50 starting on August 1, 2014; $7.25 on August 1, 2015; and $7.75 on August 1, 2016.
  • Hotel or resort workers under an Exchange Visitor non-immigrant visa for summer work who receive a lodging or food benefit: $7.25 starting on August 1, 2014; $7.50 on August 1, 2015; and $7.75 on August 1, 2016.
National Safety Compliance Inc has updated their Minnesota Labor Law Poster - Laminated with this new Minimum Wage posting.  

Friday, September 25, 2015

Protecting Pregnant Workers Fairness Act in Washington, DC

The Protecting Pregnant Workers Fairness Act of 2014 (PPW) requires District of Columbia employers to provide reasonable workplace accommodations for employees whose ability to perform job duties is limited because of pregnancy, childbirth, breastfeeding, or a related medical condition. Individuals who believe they were denied a reasonable accommodation or treated unfairly in violation of PPW will be able to file a complaint with the DC Office of Human Rights (OHR). If a violation is found, employers may be required to provide monetary or other relief to the employee. Typical reasonable accommodations can include but are not limited to:
  • More frequent or longer breaks;
  • Time off to recover from childbirth;
  • Temporarily transferring the employee to a less strenuous or hazardous position;
  • Purchasing or modifying work equipment, such as chairs;
  • Temporarily restructuring the employee’s position to provide light duty or a modified work schedule;
  • Permitting the employee to refrain from heavy lifting;
  • Relocating the employee’s work area; or
  • Providing private (non-bathroom) space for expressing breast milk.
Complaints can be filed with the Office of Human Rights (OHR) or the Department of Employment Services (DOES). OHR will perform the initial mediation and investigation, and administrative law judges at the Department of Employment Services will make a final determination.

All District employers must post and maintain a PPW workplace poster in a conspicuous place, and provide an employee notice of the law within 10 days of an employee notifying them of their pregnancy or other condition addressed in the Act.

National Safety Compliance Inc has updated its Washington DC Labor Law Poster with this mandatory required posting as of July 2015.  You may contact NSCI at 1-877-922-7233 to obtain a complete state labor law poster laminated.

Wednesday, May 13, 2015

Maryland Equal Pay, Employment for Minors

The state of Maryland Licensing and Regulation Division of Labor and Industry has made some changes to the required Equal Pay for Equal Work posting.  The changes are minor since there was no law change.  A paragraph explaining enforcement options for the employee was added, but there was no law change.

The state of Maryland DLLR (Department of Labor, Licensing and Regulation) has also released an updated Work Permit for Minors posting.  The only change made to this posting is the department logo used on the posting.  This is obviously a minor change and does not require an employer to update their employee labor law postings as of yet.

Visit National Safety Compliance's web site for more details of what is included in the Maryland Labor Law Poster - Laminated.

Friday, May 8, 2015

California & Massachusetts: Part-time employees accrue sick leave

On July 1, 2015, a new law goes into effect in both California and Massachusetts for part time employees to begin accruing sick time.  The California Division of Labor Standards Enforcement in the Office of the Labor Commissioner released the updated "Healthy Workplaces / Healthy Families Act of 2014 Paid Sick Leave" posting in November 2014.  National Safety Compliance updated their California Labor Law Poster with this new posting starting in January 2015.  The effective date on this new law is July 1, 2015.

The state of Massachusetts has not released an updated or new required posting to incorporate this new law that is also effective on July 1, 2015. National Safety Compliance has put their Massachusetts Labor Law Poster on hold awaiting the release of an anticipated change.

Thursday, April 30, 2015

Oklahoma Discrimination

From the Office of the Attorney General Oklahoma, there has been a new, updated Discrimination posting released. There were no law changes, no new protected classes; therefore it is aminor change.  There is a new Tulsa address and the rewording of some text.

To ensure your compliance with state and federal labor law posting requirements, visit

Thursday, April 23, 2015

Louisiana Labor Law Poster - Laminated RELEASED 2015

After much waiting, the Louisiana Workforce Commission has released its 2015 Earned Income Credit (EIC) posting.  The updated figures are no on the EIC posting for 2015.  Employers are required to post this new posting and National Safety Compliance has made it available on their complete Louisiana Labor Law Poster at a very reasonable price.  You receive all the required posting by the state of Louisiana on one 24" x 29" laminated poster.  NSC has made this available online at

Tuesday, April 14, 2015

How to File a Charge of Employment Discrimination

Note: Federal employees and job applicants have a different complaint process.

You may file a charge of employment discrimination at the EEOC office closest to where you live, or at any one of the EEOC’s 53 field offices.  Your charge, however, may be investigated at the EEOC office closest to where the discrimination occurred.  If you are a U.S. citizen working for an American company overseas, you should file your charge with the EEOC field office closest to your employer’s corporate headquarters.
Where the discrimination took place can determine how long you have to file a charge. The 180 calendar day filing deadline is extended to 300 calendar days if a state or local agency enforces a state or local law that prohibits employment discrimination on the same basis. The rules are slightly different for age discrimination charges. For age discrimination, the filing deadline is only extended to 300 days if there is a state law prohibiting age discrimination in employment and a state agency or authority enforcing that law. The deadline is not extended if only a local law prohibits age discrimination.

Many states and localities have agencies that enforce laws prohibiting employment discrimination. EEOC refers to these agencies as Fair Employment Practices Agencies (FEPAs). EEOC and some FEPAs have worksharing agreements in place to prevent the duplication of effort in charge processing. According to these agreements, if you file a charge with either EEOC or a FEPA, the charge also will be automatically filed with the other agency. This process, which is defined as dual filing, helps to protect charging party rights under both federal and state or local law.

Online Assessment System

EEOC does not accept charges online. However, we do have an online assessment tool that can help you decide if EEOC is the correct agency to assist you. You can then complete an Intake Questionnaire that you may print and either bring or mail to the appropriate EEOC field office to begin the process of filing a charge.

Filing in Person

Each field office has its own procedures for appointments or walk-ins. Please check our field office list for your office's procedures.

It is always helpful if you bring with you to the meeting any information or papers that will help us understand your case. For example, if you were fired because of your performance, you might bring with you the letter or notice telling you that you were fired and your performance evaluations. You might also bring with you the names of people who know about what happened and information about how to contact them.
You can bring anyone you want to your meeting, especially if you need language assistance and know someone who can help. You can also bring your lawyer, although you don’t have to hire a lawyer to file a charge. If you need special assistance during the meeting, like a sign language or foreign language interpreter, let us know ahead of time so we can arrange for someone to be there for you.

By Telephone

Although we do not take charges over the phone, you can get the process started over the phone. You can call 1-800-669-4000 to submit basic information about a possible charge, and we will forward the information to the EEOC field office in your area. Once the field office receives your information, they will contact you to talk to you about your situation.

By Mail

You can file a charge by sending us a letter that includes the following information:
  • Your name, address, and telephone number
  • The name, address and telephone number of the employer (or employment agency or union) you want to file your charge against
  • The number of employees employed there (if known)
  • A short description of the events you believe were discriminatory (for example, you were fired, demoted, harassed)
  • When the events took place
  • Why you believe you were discriminated against (for example, because of your race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information)
  • Your signature
Don’t forget to sign your letter. If you don’t sign it, we cannot investigate it.
Your letter will be reviewed and if more information is needed, we will contact you to gather that information or you may be sent a follow up questionnaire. At a later date, we will contact you and may put all of the information you sent us on an official EEOC charge form and ask you to sign it.

Thursday, April 2, 2015

EEO Posting Update

  • Persons with Disabilities – The US DOL Office of Federal Contract Compliance Programs (OFCCP) has issued a Final Rule under Section 503 of the Rehabilitation Act that requires federal contractors to implement affirmative action measures to recruit, hire, promote, and retain persons with disabilities. CPC is tracking the final stages of litigation testing this Final Rule. The Final Rule contains a posting requirement and the EEO is the Law Poster is likely to be updated once the lawsuit is resolved.
  • VEVRAA Veterans – The OFCCP has issued a Final Rule affecting federal contractors’ obligation to promote employment of Vietnam Era Veterans’ Readjustment Assistance Act veterans. The regulations require employers to post a notice of the rights and equal employment opportunities of employees and applicants who are protected VEVRRA veterans. The OFCCP and EEOC are working together to update the EEO is the Law Poster to reflect this change.
  • Sexual Orientation and Gender Identity – The OFCCP has issued a Final Rule changing OFCCP’s regulations so that they prohibit discrimination on the bases of sexual orientation and gender identity in the federal contracting workforce. The Final Rule requires posting updated notices. The EEO posting should be updated shortly to include these protected categories.
National Safety Compliance has updated their Federal Labor Law Poster - Laminated to include this change to the EEO posting.

Wednesday, March 25, 2015

Massachusetts Labor Law Poster

National Safety Compliance has put their LP9MA Massachusetts Labor Law Poster - Laminated on hold to ensure they capture any changes for the expansion of the current Maternal Leave Law.  The law has been updated to include men called Paternal Leave.  The law goes in to effect on April 7, 2015 and we are waiting the release of the updated posting information.

You may continue to monitor this situation by visiting this blog for the release of the Massachusetts poster.

Thursday, March 19, 2015

2015 Louisiana Labor Law Poster - Laminated

We are commonly receiving phone calls and emails regarding the release of the 2015 Louisiana State Labor Law Poster.  Every year the Louisiana Workforce Commission updates the income limits for eligibility regarding the Earned Income Credit.  The usual release of this new posting is in early February, but this year it still has not been released as of mid-March.

National Safety Compliance has attempted to receive an update by calling various offices, but the usual response is to keep checking the web site.  We are monitoring the web site for the new, updated posting.  As soon as it is available, we will be releasing the 2015 Louisiana Labor Law Poster.  Any orders that are pending will be processed and shipped as soon as the posting is released.

Thank you,

Wednesday, March 11, 2015

California Surprise Update Late January 2015

California Workplace Discrimination and Harassment posting has been updated with the following changes:

Effective January 1, 2015: AB 1660 makes it illegal to discriminate against persons who obtained a driver's license but cannot submit satisfactory proof that their presence in the United States is authorized under federal law.

Additions to the Discrimination posting under the protected class of National Origin and also under the paragraph concerning language use restrictions

Other changes to the posting include:
  • addition of "unpaid interns" and "volunteers" in several places to the classifications of protected people
  • California Code of Regulations Title 2 Section "11000 through 11141" - section numbers changed
  • also a couple places of preference wording changes and the moving of one paragraph in the order of the bulleted items

Thursday, February 19, 2015

2015 Labor Law Posters

National Safety Compliance has released all state and federal labor law posters, except for Louisiana.  The state of Louisiana has not released the new updated EIC posting as of yet.  As soon as they release it, National Safety Compliance will update their poster.

All of the state requirements are on one easy to display poster and all of the federal labor law requirments are on one easy to display poster. Purchase the set for your workplace and we guarantee that no inspector will issue you any fines for "failure to post" violations.  Both federal and state posters are available in English or Spanish.

Monday, January 19, 2015

2015 Labor Law Posters Released

As mentioned previously on this blog, there were many changes to the labor law postings required in many states.  Mostly the Minimum Wage has increased in several states.  There has also been some other major changes to various states.  To ensure you are in compliance with state and federal posting requirements, you may view the most recent major changes to your state and order online.