Category: Labor Law News (English)

It is hard to believe that we are in the last quarter of 2020. Doesn’t it feel like this year will ever end? As we move towards November and December, we are gearing up for possible updates and changes to the different labor law posters. Now is the time that states begin to release new and/or revised required labor laws postings for the new year. While we are unsure what changes to expect, we do know 2020 brought about several changes in the Labor Law industry and required postings.

One major posting that comes to mind is the Families First Coronavirus Response Act or FFCRA. It took effect on April 1, 2020 and runs through December 31, 2020. On September 11, 2020, the U.S. Department of Labor’s Wage and Hour Division announced revisions to the regulations. While these regulations are set to expire at the end of the year, we anticipate a continuation of some form of the regulations to be extended to run through 2021. With the presidential election looming, along with various Senate and House seats up for grabs, it is anybody’s guess on what will eventually happen. Just know we are monitoring all the states to ensure we have the most recent and up-to-date required postings on our labor law posters.

What are Labor Law Notices? Do they affect my business (Yes, they do!)

Labor laws give structure to the workplace and defines the responsibility of the employer and employee. They are designed to protect the safety and health of workers in America. These postings are mandated notices that employers with at least one employee or more are required to conspicuously post in an area frequented by all employees. Some notices provide information for employees on who to contact for questions concerning discrimination, harassment, or workplace safety complaints. Not all employers are covered by each of the federal or state statutes and thus may not be required to post a specific notice. Every posting varies according to the statute and may not be required to be posted by every business.

The US Department of Labor (DOL) administers a variety of Federal labor laws such as:

• Fair Labor Standards Act (Federal Minimum Wage)
• Equal Employment Opportunity
• Job Safety and Health
• Your Rights Under USERRA

State Legislations and state agencies also pass certain laws or regulations, that require a posting to be placed in the workplace.

These postings vary from state to state. No two states are the same. Some topics covered by state labor laws include:

• Child Labor Laws
• Unemployment Laws
• Workers’ Compensation Notice
• State OSHA postings
• Discrimination
• Sexual Harassment
• Minimum Wage

Federal or State Labor Law Posters. Am I Required to Post Both? (Yes, you are!)

A federal law applies to all 50 states and state laws apply only to that state. When federal and state standards are different, the rules that provide the most protection will apply. A state law can give more rights than the federal law and, in that case, the state law generally prevails. For example, the Federal Minimum wage is $7.25 an hour. Many states have approved legislation that sets the state’s minimum wage higher. Employers must comply with both federal law and applicable state laws. Every state and federal agency has its own requirements as to who is required to post their notice, what information must be posted, where it is to be posted and, in some cases, even require a certain size posting.

What Are The Possible Penalties for Not Having Proper Labor Law Postings? (Be Informed, Be Prepared!)

Although there are no standard procedures for businesses to be inspected as to whether they have the right postings or not, there are penalties and/or citations that can be assessed by the different agencies, when a business is found negligent in this area. If an employer were fined by each individual agency, the fines could total over $32,000 per location.

By posting the required postings, you let your managers and workers know that you as an employer will protect your employees from discrimination, harassment, and injury.

Sign up today to get automated updates about changes in labor law postings in your state.

If you have any questions about labor law posters, safety training programs, or any other related issues, please don’t hesitate to reach out. You can contact us by commenting below, using the chat function on our site, e-mailing us at sa***@******il.com or call us at 877-922-7233. 

National Safety Compliance is committed to keeping you up to date on the most recent federal and state changes and posting requirements for your business. The information contained in this blog cannot be considered as legal advice. It is provided for general information only. Contact the U.S. Department of Labor (DOL) or your state’s Labor Department or agency for legal advice.

UPDATE: Our Complete Infectious Disease Control Training Program Is Now Available

States are beginning to revive their economies; businesses are reopening, and employees are returning to work. As we begin this shift forward it is important to be mindful of all guidelines provided by OSHA and state and local guidelines regarding Coronavirus Disease 2019 (COVID-19). OSHA has just released updates to its latest industry-specific COVID-19 guidance.  

With each passing week we know more about COVID-19 and are able to create improved, specific guidelines for businesses reopening. Each updated guideline is vital to the health and safety of your employees.  

While reopening the workplace after COVID-19 reconfiguring your workplace according to these new guidelines can be the difference between keeping a healthy work environment and having an outbreak in your office.  

The rate of new cases, hospitalizations and fatalities are currently decreasing throughout the country due to the steps our government has taken in accordance with OSHA’s guidelines to protect employees. Moving forward, we must continue to follow such guidelines if we want to see this decrease last. 

OSHA is working to ensure businesses perform COVID-19 employee training and enforce safe working conditions for those returning to work in order to continue to slow down the virus’s spread as we adapt to new ways of doing business. Their Updated Interim Enforcement Response Plan for COVID-19 provides the current instruction for eliminating health hazards.  

This plan lays out the framework for areas that the spread of the disease has significantly decreased to return to their original inspection planning policy while still prioritizing COVID-19 cases and utilizing the appropriate precautions and equipment.  

For areas where OSHA has seen an increase or resurgence of the transmission of COVID-19 they will utilize available resources according to cases with fatalities and imminent danger exposures and attempt to perform remote inspections with the intention of later performing an on-site portion of the inspection when resources become available.   

General Enforcement Guidance Changes 

Rapid Response Investigations (RRI):  

• Work-related fatalities must be reported to OSHA within eight hours  
• In-patient hospitalizations, amputation or losses of an eye must be reported within 24 hours  
• Any fatalities that occur within 30 days of a work-related incident must be reported within 24 hours 
• The Area Director (AD) will then determine if an inspection or RRI needs to be conducted  
• RRI will identify hazards, provide abatement assistance and confirm abatement  

Process of AD Evaluations  

• The potential risk of exposure at the workplace must be determined by the AD prior to an inspection so their resources can be prioritized effectively  
• In instances where the AD feels an inspection is warranted, Compliance Safety and Health Officers (CSHOs) must then evaluate any hazards and limit exposure 
• CSHOs should avoid interference with the provision of ongoing medical services  
• CSHOs must report any potential exposure to their supervisor and AD  

Specific Guidance for COVID-19 Enforcement  

Discerning when to exercise enforcement can be a difficult task. These specific guidelines aid you in this process and will help you gain a better understanding of the inspection and citation guidance.  

Your workplace risk level is a big factor, it is important to understand which of these your workplace falls into in order to better understand OSHA’s guidelines and how they apply to you specifically.  

• High exposure: These employees are at the highest risk of exposure because they are in direct contact with suspected and confirmed cases of COVID-19. This includes those working with COVID-19 patients in hospitals, nursing homes and emergency response facilities.   
• Medium exposure: These are people in a workforce who are required to be in close contact with other people who may be exposed including their co-workers. This includes places with ongoing community transmission, travel and contact with the public in settings like schools, food processing and high-volume retail centers.  
• Low exposure: These jobs don’t require any contact with the public or any suspected of being infected, in addition, this means minimal contact with coworkers.  

These levels of exposure and risk are now becoming OSHA’s focus because they are no longer divided between being essential and non-essential as the world begins to reopen. Response to complaints will be based on case-specific facts and resource limitations. Any cases with fatalities, imminent danger or life-critical activities will have an on-site inspection.  

In order to be in compliance with these new guidelines Area Offices should follow the modified procedures below:  

• The AD should prioritize resources and consider all detail in COVID-19 cases with fatalities and imminent danger to discern if it is better to perform a remote investigation instead of being on site. Area Offices will assist employers with this process by directing them to the documents on protective measures. 
• Places with insufficient resources will be initiated remotely and when resources are available the on-site portion of the inspection will be conducted using a program developed by OSHA. 
• Depending on the discretion of the AD, non-formal procedures can sufficiently address alleged hazards unless the communication via phone or fax is inadequate. 
• RRI will handle any cases with work-related hospitalizations by referring to the procedures set in the OSHA Memorandum on RRIs. 
• The status and condition of work operations should document any serious hazards, conditions of exposure and any information indicative of the likelihood of exposure.  

The Specifics of Inspections and Procedures  

Workplaces with a high exposure risk are the focus of inspections in response to COVID-19 and it is up to the AD to determine whether to conduct an on-site or remote inspection. These inspections are meant to confirm that they are up to date on the most recent guidelines from both the CDC and OSHA.  

In inspections CSHOs are looking to ensure that the facility is adequately trained in healthcare specific to their office and employees. They will look at individual characteristics and underlying conditions that are known to increase the risk for complications with COVID-19 including; being over 65, having a history of smoking, being immunosuppressed or having medical conditions that would further the complications of the disease.  

During the inspection, it is expected for the CSHO to be provided with any equipment and decontamination supplies they may need for the materials that they bring on site. Any reusable PPE must be cleaned on site or properly bagged to be cleaned later.  

They will still follow the same inspection procedures as previously outlined. Instead of making any big changes to the outline, it has been updated and made more specific.  

Modifications to Procedure:  

• Opening Conference: CSHOs should take all necessary precautions to access the location for a formal interview without being exposed to locations with confirmed or suspected cases. Conferences can instead be accessed on the phone, in uncontaminated offices or outdoors. 
• Program and Document: Before attempting an inspection on-site CSHOs should take many steps outlined on OSHA’s website including ensuring the employer has a pandemic plan outlined, has reviewed their hazard assessment and protocols and determining if the facility has airborne infection.  
• Walkaround: CSHOs should determine which rooms are safe to walk through and should never enter a patient’s room or treatment areas. Photographs or videos should be used for air documentation only and pictures should never be taken of patients. 
• Compliance Officer Protection: CSHOs are encouraged to get COVID-19 vaccinations if and when they become available as well as the seasonal influenza vaccine. The minimum level of respiratory protection for CSHOs a fit half-mark with at least an N95 rated filter, goggles or face shields, disposable gloves and disposable gowns.   

• Safety Practices During Inspections: CSHOs Should not enter rooms with COVID-19 patients or rooms with airborne infection. They must wash their hands with soap and water after each inspection after removing gloves.  
• Applicable OSHA Standards: CSHOs must rely on specific facts and findings for each case.  
• Observation of Hazards: If there are no violations of OSHA’s standards the CSHO should end the inspection and immediately leave.  
• Citation Guidance: Violations of OSHA standards will be classified as serious.  
• General Duty Clause: If CSHOs observe violations to OSHA’s standards they should then obtain evidence of the potential violation that shows the employer failed to keep the workplace free of hazards, the hazard was recognized, had the potential to cause death or serious physical harm and there was a possible method to correct the hazard.  

• Use of CDC recommendations: The most current guidance should be used to assess the employer’s protective measures. When this is not the case, CSHOs should determine if the employees are exposed as a result of the hazard.  
• Citation Review: The citation will be reviewed with the Regional Administrator and National Office before issuance.  

Guidance for OSHA Standards 

Beyond all of these specific guidelines and standards for inspections, the main thing CSHOs are trying to determine is if the employer is making true efforts towards ensuring the safety of their workers and taking proper coronavirus employer precautions. This includes eliminating workplace hazards, prioritizing efforts to acquire and use equipment that has not exceeded its shelf life and using homemade masks only as a last resort.  

To ensure that you are successfully meeting these guidelines as an employer you should reconfigure the workplace to follow these guidelines, designate a workplace safety coordinator to oversee COVID polices, train employees on cleaning and disinfecting procedures and clearly communicate practices and policies on disease. 

At National Safety Compliance, we have a Pandemic Training Course coming soon, please sign up for our newsletter if you would like to know when that is available. We also have COVID-19 safety training posters available.

To view the entire list of guidelines from OSHA, click here.

If you have any questions about the new guidelines for COVID-19, please don’t hesitate to reach out. You can contact us using the chat function on our site, e-mail us at sa***@******il.com or call us at 877-922-7233. 

The Federal Government is taking unprecedented measures to provide financial help to businesses affected by the Covid-19 virus. At this point it appears that almost every business is being affected. Here at National Safety Compliance we find ourselves is uncharted territory as well. Due to a 30-day Shelter-In-Place order and a sharp decline in daily sales, we have reduced our working staff to the bare minimum. Therefore, some of our normal production activities have been put on hold. As a result of this, we are not currently able to update our labor law posters to reflect the changes being made to the federal posting requirements.

A new federal poster has been released called “The Families First Coronavirus Response Act Poster.” This poster provides information regarding employee rights concerning Paid Sick Leave and Expanded Family and Medical Leave Under the Families First Coronavirus Response Act. The poster takes effect April 1, 2020 and goes through December 31, 2020. Since we cannot at this time update our poster, we have attached a pdf file of the poster for you to print and display along with your current Labor Law poster. It is an 8.5” x 11” size posting which means you do not need special sized paper to print it. Once this emergency situation has passed and we are able to get back to work, we will update our posters and provide those of you on our poster protection plan with a new poster. We apologize for the inconvenience and hope that you understand.

If you have any other training needs, please note that we are still shipping all of our other products. If some of your employees are currently remote, we also have online training programs that you can send directly to them to complete on online from anywhere.

Please feel free to contact us if you have any questions. We will be happy to assist you as best we can. Stay safe, wash your hands, and hold on tight to hope.

FFCRA Poster for Federal Employees

The Families First Coronavirus Response Act Poster Federal

The Families First Coronavirus Resonse Act Poster Federal (Spanish)

FFCRA Poster for Non-Federal Employees

The Families First Coronavirus Response Act Poster Non-Federal

The Families First Coronavirus Response Act Poster Non-Federal (Spanish)

Need updated Labor Law Posters? Click here to see our poster options.

Periodically, this blog will discuss various hot topics surrounding Labor Law issues. This may include such issues as: discrimination, sexual harassment, paid family leave and drug testing among others. Let’s look at an issue that has been in the news most recently, hair discrimination.

The most recent headlines involving hair discrimination have happened in the last few years. In August of 2018, a Louisiana sixth grader was kicked off school grounds because her braided hair violated school policy. In December 2018, a high school student was told he had to choose between cutting his dreadlocks or forfeit his wrestling match. And in December 2019, a high school senior was suspended for wearing dreadlocks and was told he would not be able to walk at graduation if he did not change his hair. Going a few more years back, a leading federal circuit court case concerning hair discrimination involved a claim against an insurance company, who withdrew a potential employees job offer because she refused to cut her natural dreadlocks. These events and other have led states to create legislation such as the CROWN Act.

What is the CROWN Act? CROWN is an acronym for Creating a Respectful and Open World for Natural Hair. The Crown Act is a law which ensures protection against discrimination based on hairstyles by extending statutory protection to hair texture and protective styles in the Fair Employment and Housing Act (FEHA) and state Education Codes.

What states have enacted this law? California was the first state to expand the definition of race in the Fair Employment and Housing Act, ensuring protection in workplaces and public and charter schools, effective January 1, 2020. Other states are considering the CROWN Act and have either pre-filed, filed or formally stated an intent to introduce their own anti-hair discrimination laws including New York, New Jersey and most recently Virginia on March 3, 2020. Twenty-five additional states and some cities have pending legislation: Alabama, Arizona, Colorado, Delaware, Florida, Georgia, Illinois, Kansas, Kentucky, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Nebraska, Oregon, Pennsylvania, South Carolina, Tennessee, Washington, West Virginia, and Wisconsin.

How does the CROWN Act affect my business? The CROWN Act or similar type laws could affect your business in various ways. Some include:

· Dress codes and grooming guidelines may need to be reviewed and updated

· Companies may be required to provide personal protective equipment concerning an employee’s hair

· During job interviews, hair style cannot be a consideration to hire or not to hire

· Managers and supervisors will need to be trained to not discriminate based on natural hair styles

· Employers may need to consult legal advice to clarify any hair discrimination policies and procedures

If an employee feels as if they have been discriminated against because of hair style, they can contact the Equal Employment Opportunity Commission (https://www.eeoc.gov/).

The information contained in this blog cannot be considered as legal advice. It is provided for general information only. Contact the U.S. Department of Labor (DOL) or your state’s Labor Department or agency for legal advice.

Last week on the Labor Law Blog we looked at 4 things you should know about labor law. Looking ahead, there are labor law changes slated to take effect in the coming months. Let’s look at a few, beginning with the state that has the biggest change so far.

Multi State Minimum Wage Changes: While Congress has not raised the federal minimum wage of $7.25 since July 2009, many states have passed their own minimum wage laws. As a result, they will raise their wages to $15.00, over the next several years, based on yearly cost of living increases or prior approved legislation. The following states will see additional increases in 2020: Connecticut, Nevada, New York, Oregon. and Washington D.C.

Colorado: COMPS Order #36 COMPS stands for “Colorado Overtime & Minimum Pay Standards Order.”* Scheduled to take effect, March 16, 2020, this order will replace the current Colorado Minimum Wage Order #35, dated January 1, 2020. According to the Colorado Department of Labor and Employment, the revised changes:

• Defines who an employee is. The new Wage Oder covers all employees, unless specifically excluded
• Reconsiders exempt/nonexempt employees. For an employee to be exempt from overtime and break rights, s/he must have exempt duties (executive/supervisory, professional, or a few others) and be paid a sufficient salary
• Adds owner & non-profit proprietor exemptions, removing domestic & companion exemptions
• Clarifies various job-specific exemptions
• Clarifies how federal, state, and local wage laws all apply
• Clarifies rest periods, deductions, credits, and charges
• Clarifies overtime pay calculation when pay is not hourly and the ban on reprisals
• Gives more transparency, and language inclusiveness, in wage poster rules

Washington D.C.: Paid Family Medical Leave: A new benefit, beginning in July 2020, will be Paid Family Leave. This benefit will provide eight weeks to bond with a new child, six weeks to care for a family member with a serious health condition and two weeks to care for your own serious health condition.

Others to look for: Several states have pending legislation that could be implemented in the coming year. Labor Law is an important issue that you and your company must always be aware of. Check back with us to stay up to date on any major changes.

*Colorado has released a COMPS Order #36 Poster, that is included on the current National Safety Compliance Colorado State Labor Law Poster.

The information contained in this blog cannot be considered as legal advice. It is provided for general information only. Contact the U.S. Department of Labor (DOL) or your state’s Labor Department or agency for legal advice.

In order to understand why your business is required to comply with labor laws, you first need to know what labor law is and how it affects your business. The definition of law is “the system of rules which a particular country or community recognizes as regulating the actions of its members and which it may enforce by the imposition of penalties.” Labor laws are enacted to protect the rights, health and financial remuneration of workers.

What is Labor Law and how is it enforced?

Labor Laws give structure to the workplace and defines employers and employees responsibilities. Some statutes and regulations require that posters or notices be posted in the workplace. These postings are mandated state and federal law notices that employers with at least one employee or more are required to conspicuously post in an area frequented by all employees.  Not all employers are covered by each of the federal or state statutes and thus may not be required to post a specific notice. State laws vary from state to state. Just as there are consequences for breaking the law, there could be penalties and fines if a labor law is broken. The US Department of Labor (DOL) administers and enforces the federal laws. Every state has a department or agency responsible for administering state specific laws.

When and how do Labor Laws change?

There is not a set date for federal or Labor Law revisions or updates that apply to your business to be made. Labor Laws change throughout the year and state laws generally update more often than the federal labor laws.  The past few years have seen a large increase in the number of changes. In 2019 more than 50 changes were made that impacted employees. As of January 1, 2020, more than two dozen laws were slated to take effect. Some issues most likely to be addressed in 2020 will be Discrimination, Sexual Harassment, Paid Family Leave and Minimum Wage. Many times, a law is passed in one year, and will be required to be enforced a year or two later. This allows the state or federal agency time to put policies and procedures in place that are needed to enforce the law.  Labor law posters must be updated and replaced whenever the new or revised law goes into effect.

What happens when State Laws and Federal Laws are different?

Employers are required to follow both federal law and applicable state laws. Sometimes different government agencies enact laws regarding the same issues or situations. Some examples where this has occurred include minimum wage, paid family leave, and discrimination laws. The U.S. Department of Labor instructs employers and employees to follow the law that provides the most protection.  For instance, the federal minimum wage in 2020 is $7.25 per hour yet many states, cities, and counties have a higher minimum wage rate. When the state, city or county minimum wage rate is higher than the federal rate, employers are required to pay workers the higher amount.

Who enforces Labor Laws?

While governmental agencies typically do not inspect for just Labor Law posting infractions, that doesn’t mean fines are not assessed. Most often fines are assessed when a business is being inspected or investigated for other reasons. At such times, the on-site agency will check to see if the required postings are posted as part of their investigation.

Labor Law compliance can be difficult to understand at times. As an employer, you need to be aware of the requirements that apply to your company. It is important to be aware of changes and updates and inform your employees. For more information, please look at our FAQ page.

The Maine Legislature has made changes in the state workers’ comp law. The new law extends the period in which employees must notify their employer of a work-related injury from 30 to 60 days. The new time period applies to injuries occurring on or after January 1, 2020.

This is a major change and the Maine Labor Law Poster has been updated and released with the revised changes.

Order your new Maine poster today!

Alaska has increased the OSHA penalties for the Safety and Health Protection on The Job posting effective February 1, 2020.  Alaska is required to adjust the civil monetary penalties for violations in the AKOSH posting according to the federal Occupational Safety and Health standards and regulations. The Alaska posting under the Proposed Penalties paragraph now reads as follows:

The law provides for mandatory penalties against employers of up to $13,494 for each serious violation and for optional penalties of up to $13,494 for any other violations. Penalties of up to $13,494 per day may be proposed for failure to correct violations within the proposed time period. Also, any employer who willfully or repeatedly violates the law may be assessed penalties of up to $134,937 for each violation.

The Alaska Labor Law Poster has been updated and released with the revised changes.

Order your new Alaska Poster today!

Nevada has increased the OSHA penalties for the Safety and Health Protection on The Job posting effective immediately.  Nevada’s Senate Bill 40 authorizes the Division to adopt penalties in amounts not to exceed those imposed by federal OSHA’s enforcement program. On January 10, 2020, OSHA announced an increase in the maximum civil monetary penalties for violations of federal Occupational Safety and Health standards and regulations.

The Nevada posting under the Proposed Penalties paragraph now reads as follows:

The Act provides for mandatory penalties against employers of up to $13,494 for each serious violation and for optional penalties of up to $13,494 for each nonserious violation.  Penalties of up to $13,494 per day may be proposed for failure to correct violations within the proposed time period.  Also, any employer who willfully or repeatedly violates the Act may be assessed penalties of up to $134,937 for each such violation.

The Nevada Labor Law Poster has been updated and released with the revised changes.

Order your new Nevada Poster today!

2019 was a busy year for poster updates with a number of labor law changes. 2020 is starting out to be just as busy. Sometimes it can be mind boggling trying to stay current with all the changes that happen. Here are a couple of issues that have been on the forefront of federal and state lawmaker’s agendas as well as the mindset of the everyday U.S. citizen. Whether you agree or disagree with all that is happening, it is always wise to be informed.

Minimum Wage

The last time the Federal Minimum wage changed was in 2009. Recently, there has been a push to raise the minimum wage to $15.00 an hour. Although the Department of Labor has not made the change for the Federal rate, many states have begun enacting their own yearly incremental plan that raises the minimum wage over the next several years until it reaches $15.00.

Along with states that see a wage adjustment each year based on the Consumer Price Index; 21 states will have a minimum wage increase for 2020. They are Alaska, Arizona, Arkansas, California, Colorado, Florida, Illinois, Maine, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Montana, New Jersey, New Mexico, New York, Ohio, South Dakota, Vermont, and Washington. Connecticut and Delaware had increases in October 2019. Some states currently have active pending measures that could see more increases in the coming months and some cities or counties have set their own standards for minimum wage.

Discrimination, Pregnancy Accommodation, Sexual Harassment and Paid Leave Are Hot Topics

Each year brings about new laws and regulations that supports greater protections for employees.  These changes will impact many businesses and their employees over the next year. Some state changes for 2020 include:

Discrimination – One of the most recent changes in California is the CROWN Act which prohibits employers from discriminating based upon “protective hairstyles,” defined as “braids, locks, and twists.” Other states have legislation measures in place now that will follow suit.

Pregnancy Accommodation – Beginning January 1, 2020, Oregon employees must provide additional employee protections related to pregnancy, childbirth or a related medical condition, including lactation. Other states have their own laws or have updated their laws to accommodate pregnant employees.

Sexual Harassment – Several states have implemented and continue to implement significantly new and expanded training requirements for Sexual Harassment Prevention. Connecticut recently enacted the Time’s Up Act, which among other changes, established new rules and requirements regarding sexual harassment training and education.

Paid Leave Benefits – Nevada has a new Mandatory Paid Leave law effective January 1, 2020. The new law (SB12) states, with limited exceptions and requirements “every employer in private employment with not less than 50 employees shall provide paid leave to each employee of the employer.” While the Family and Medical Leave Act (FMLA) provide employees with unpaid time off, many states have proposed laws that provide paid leave for employees.

National Safety Compliance is committed to providing the tools and information businesses need to create safe, efficient and compliant workplaces. We constantly monitor each state for labor law changes to ensure up-to-date and accurate labor law posters are available for your posting needs.