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The Workplace Compliance Blog

  • Nevada Updates Discrimination Poster

    The Nevada Equal Rights Commission, or NERC, recently updated their labor law poster prohibiting discrimination by employers, landlords, and businesses. There are three main bullet points on the posting, as shown below.

    • Employers may not discriminate based on race, color, national origin, age (40+), sex (including pregnancy), religion, disability, sexual orientation, genetic information, or gender identity or expression.
    • Housing discrimination is prohibited based on race, color, national origin, sex, religion, disability, ancestry, familial status, sexual orientation, or gender identity or expression.
    • Businesses offering services to the public may not discriminate based on race, color, national origin, sex, religion, disability, sexual orientation or gender identity or expression.

    At US Poster Compliance, all of our posters include the most updated versions of all respective State AND Federal documents. Click to view and order the State and Federal All-In-One poster for Nevada.

  • Minimum Wage Posters


    Employers having employees subject to the Fair Labor Standards Act's minimum wage legislation are required to post a notice that explains the Act. This includes federal, state and local government in addition to private employers. The minimum wage posters are typically displayed in a prominent location that allows all employees to read the information. The content of the poster is regulated by the Wage and Hour Division of the Department of Labor.

    Minimum Wage Raise

    In lieu of recent legislation that increased the hourly minimum wage to $7.25, 14 states raised the rate and must now acquire updated minimum wage posters for the benefit of employees. US Poster Compliance provides federal and state employers with the all-in-one posters that not only clearly display the current minimum wage but also the additional federal and state required information. The posters are updated daily to comply with federal and state standards. Illustrated under the new minimum wage, the posted information includes:

    * Overtime Pay-Must be at least 1.5 times the hourly wage for any hours over 40 per week.

    * Child Labor Laws-Advises that employees must be at least 16 years of age or 18 years of age in hazardous occupations. The statement also explains restrictions put in place for the safety of student employees under 16 years of age.

    * Tip Credit-Employees working for tips must receive at least $2.13 per hour in combination with tips to total the minimum wage. Otherwise, the employer is required by law to compensate for the difference.

    * Enforcement-Explains the steps that the Department of Labor may take to ensure that employees earn the recommended wage. The statement also outlines the possible penalties charged employers who are  determined not in compliance with federal and state regulations.

    * Additional Information-These statements provide additional information concerning employment in specific countries, or employees working under certain situations.

    States Changing the Federal Minimum in 2014

    The following states altered the minimum wage effective January 1, 2014 and are required to display updated minimum wage posters. In each instance, the state offers minimum wages that exceed the required hourly rate.

    * Arizona-$7.90
    * California-Currently $8.00, the state plans on raising the hourly rate to $9.00 by July 1, 2014.
    * Colorado-$8.00
    * Connecticut-$8.70
    * Florida-$7.93 and $4.91 an hour for employees earning a tip
    * Missouri-$7.50
    * Montana-$7.90
    * New Jersey-$8.25
    * New York-$8.00 an hour is the first of three planned increases by the state
    * Ohio-$7.95
    * Oregon-$9.10
    * Rhode Island-$8.00
    * Vermont-$8.73
    * Washington-$9.32

    Order your State and Federal All-In-One Labor Law Poster today!!

  • Free State And Federal Posters


    Compliance with state and federal labor laws requires posting notices of employee and employer rights. Employers must post notices on their premises in locations where employees are likely to see them. The laws concerning labor rights are numerous and complex. They contain provisions against various forms of discrimination, protections for fair wages, and guarantees of rights created by certain relationships such as contracts, grants, and other state and federal programs. The government provides free state and federal posters for employers and these provide required information. However, the employer must determine which posters and notices apply.

    Making a Clear Presentation
    While the free state and federal posters have the benefit of no costs, they do not make an efficient or effective presentation. The interests of employers and employees require a concise and orderly arrangement of the current year notices. Federal and state labor laws contain important protections for Employers and employees, for both have rights in collective bargaining, and avenues for resolving complaints or issues. Accurate information is essential to employers and employees; labor law notices assure a clear and understandable presentation of up to date requirements.

    The authorized agencies provide free state and federal posters for employers. These will establish compliance when posted in conspicuous places where employees and the public are likely to see them. However, the arrangement will tend to be haphazard and require employees to sift through many notices that do not apply. Notices are not effective if they are out of date or set in an arrangement that is confusing to the viewer.

    The Custom Solution
    Many busy employers cannot take time to research the notice requirements, and a customized poster tailored to their situation is an excellent solution. Based upon factors such as business size, numbers of employees, and contractor status, an employer can obtain all of the required notices updated to the current year. The savings in time and effort are appreciable, and full updating relieves any concern about compliance.

    We make an excellent presentation of applicable state and federal provisions. On one well-defined set of notices, the employer will meet all applicable labor poster requirements. From the Fair Labor Standards Act to the latest Federal Contractor Minimum Wage Orders, we provide a complete set of notices in one convenient, easy-to-read form.  We update labor poster information on a daily basis to assure customers that the notices include current requirements. CLICK HERE to order your all in one labor law poster.

  • Federal Wage Poster Updates


    During the 2014 State of the Union Address, the President announced a planned Executive Order that would increase the minimum wage for federal contract employees from $7.84 to $10.10 per hour. The federal minimum wage remains unchanged for workers not employed in federal contracts, until and unless the Congress passes a law and the President signs it. When enacted by the President's signature, no Congressional approval being necessary, the Executive Order increase to $10.10 per hour will go into effect for contracts executed on or after a certain date. The order will require notices and there will be official federal wage poster updates.

    The Federal Minimum Wage
    The federal minimum wage law, the Fair Labor Standards Act, sets the legal minimum pay for workers in the United States and its Territories. The standard or nonexempt federal minimum wage for employees is $7.25 per hour effective July 24, 2009. Exemptions exist for certain categories such as Tipped Minimum Wage of $2.13 per hour, and a limited entry level wage for youth workers at $4.25 for 90 days for workers under age 20. States have powers to establish minimum wages; all but five have a statutory minimum. In addition to setting state–level wages, some states authorize lower levels of government to do the same such as a county or city. However, state or local actions may not undercut the federal minimum; they can only have effect when above the federal minimum. Federal wage poster updates make this clear; it is the federal minimum wage that prevails over other lower levels. When a state or local minimum wage is lower than the federal level, the law provides the higher federal wage.

    Impact on Private Sector
    The planned increase for federal contract employees does not directly affect private sector wages; however, it is likely to increase public demands for higher wages because it has focused attention on the issue. The Federal Minimum Wage has not increased since 2009 and many studies point out that in terms of the costs of living, the effective buying power of minimum wage earners has effectively decreased to historic lows.

    There may be other indirect effects for private employers as many states will follow the federal lead and raise wages for state contract workers and all workers. As a result, there may be increased competition for valued workers who would prefer the higher $10.10 level than the standard $7.84.  Along with other changes that will take effect in 2014, federal rules require federal wage poster updates to inform employers and employees. Employers must post these official notices of the increase to $10.10 in conspicuous places on the premises of federal contractor companies, and in locations easily visible to employees and the public.

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