Without a labor law poster clearly explaining the obligations as a company and the rights of its employees, there is the risk of a obtaining a fine. The following is comprehensive guide for many of the labor laws to be displayed on labor law posters, and their respective enforcement agencies. Keep in mind that this may not be everything that a business entity may require to post. It is important that every company’s compliance officer or human resource department do their own research for the exact laws that apply to their respective industry.
Equal Employment and Discrimination Labor Laws
As a company grows in size and revenue, different rules and regulations accompany its progress. While every company should always comply with good business practices, there’re certain rules each will have to comply with depending on its size. Such laws are often reviewed by the various enforcement agencies one of which is the Equal Employment Opportunity Commission (EEOC).
EEOC is responsible for providing leadership and guidance to personal establishments as well as state corporations with at least one employee regarding compliance with equal employment and discrimination laws. The agency ensures no applicant is discriminated against on the basis of sex, race, color, religion, national origin, political affiliation, age, disability and or health conditions.
Minimum Wage and Overtime Pay Labor Laws
While the body has the authority to investigate charges of discrimination against both employees and applicants, it also has the responsibility to prevent such infractions through educational and outreach programs as well as technical assistance. Besides equal employment and discrimination laws, there’re also special and minimum wage, child labor, record-keeping and overtime pay laws
The laws fall under the Fair Labor Standards Act (FLSA) and are administered by the Wage and Hour Division, which is a subset of the Department of Labor (DOL). The Act affects both private and public companies with at least one employee and it requires employers to pay covered staff who’re not otherwise exempt at least the federal minimum wage and overtime pay while limiting hours that children can work in non-agricultural setups and also ruling out hiring of 18 year olds.
Occupational Safety and Health (OSHA) Labor Laws
Another critical labor law enforcement agency is Occupational Safety and Health Administration (OSHA). This is responsible for enforcing the Occupational Safety and Health Act which ensures safe and healthy working conditions for employees by encouraging enforcement of the standards developed under the Act and supporting various states. It affects firms with at least one employee
Family and Medical Leave (FMLA) Labor Laws
Family and Medical Leave Act (FMLA) on the other hand requires employers of 50 employees or more to give them up to 12 weeks of unpaid, job-protected leave for illness, birth or adoption of the employee and or spouse or child respectively. The act, which is enforced by the work and hour division, also ensures that the employer maintains health records of the employees on leave.
Comprehensive Omnibus Budget Reconciliation Act (COBRA)
The other labor law enforcement agency of interest is Employee Benefits security Administration (EBSA) (formerly the Pension and Welfare Benefits Administration) which ensures adherence to Employee Retirement Income Security Act (ERISA), Health Insurance Portability and Accountability Act, and Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA).
COBRA generally requires that group health plans sponsored by employers with 20 employees or more in the previous year offer employees and their families the opportunity for a temporary extension of health coverage (called continuation coverage) in certain instances where coverage under the plan would otherwise end. It applies to plans in both government and private sectors.
Labor Law Poster
Not to forget is the need to have a Labor Law Poster. A labor law poster ensures that employers understand their obligations and that employees also get to know their rights. It often describes important rights and requirements under employment standards Act and should always be posted at the work at a place either frequented or where it’s easily seen by both the company employees