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* Spanish State Poster available for AZ, CA, CO, CT, FL, GA, ID, IL, IN, KY, LA, MA, MD, MN, NV, NJ, NY, NM, NC, OH, OR, PA, PR, TN, TX, UT, VA, WA. Specify English or Spanish when ordering. State State Labor Law Postings Revision Date: 11/16 <<< Scan for compliance verification. EMERGENCY EMERGENCY JOB LOCATION: ____________________________ AMBULANCE: _____________________________ FIRE – RESCUE: ___________________________ HOSPITAL: ________________________________ PHYSICIAL / MEDICAL CLINIC: _______________ ALTERNATE: ______________________________ POLICE: __________________________________ CAL/OSHA DISTRICT: _______________________ CAL/OSHA CONSULTATION: _________________ Posting is required by Title 8 Section 1512(e), California Code of Regulations S-500 EMERGENCY INFORMATION WORKERS' COMPENSATION is a system of benefits provided by law to most workers who have job-related injuries or illnesses. Benefits are paid for injuries that are caused, in whole or in part, by an employee's work. This may include the aggravation of a pre-existing condition, injuries brought on by the repetitive use of a part of the body, heart attacks, or any other physical problem caused by work. Benefits are paid regardless of fault. IF YOU HAVE A WORK-RELATED INJURY OR ILLNESS, TAKE THE FOLLOWING STEPS: 1. GET MEDICAL ASSISTANCE. By law, your employer must pay for all necessary medical services required to cure or relieve the effects of the injury or illness. Where necessary, the employer must also pay for physical, mental, or vocational rehabilitation, within prescribed limits. The employee may choose two physicians, surgeons, or hospitals. If the employer notifies you that it has an approved Preferred Provider Program for workers’ compensation, the PPP counts B, . WORKERS’ COMPENSATION 33o * IF YOU DO NOT HAVE SUFFICIENT TIME OUTSIDE YOUR WORKING HOURS TO VOTE YOU MAY TAKE OFF UP TO 2 HOURS AT THE * A A T T T T E E N N T T I I O O N N A A L L L L E E M M P P L L O O Y Y E E E E S S * SI NO DISPONE USTED DE TIEMPO SUFICIENTE PARA VOTAR FUERA DE SUS HORAS LABORALES, PUEDE TOMARSE UN MAXIMO DE DOS HORAS CON SUELDO * : * A A T T E E N N C C I I O O N N E E M M P P L L E E A A D D O O S S TIME OFF FOR VOTING THE VIRGINIA OCCUPATIONAL SAFETY AND HEALTH (VOSH) LAW, BY AUTHORITY OF TITLE 40.1 OF THE LABOR LAWS OF VIR- GINIA, PROVIDES JOB SAFETY AND HEALTH PROTECTION FOR WORKERS. THE PURPOSE OF THE LAW IS TO AND HEALTHFUL WORKING CONDITIONS THROUGHOUT THE STATE. THE VIRGINIA SAFETY AND HEALTH CODES PROMULGATES AND ADOPTS JOB SAFETY AND HEALTH STANDARDS, AND EMPLOYERS AND EMPLOYEES ARE TOCOMPLY WITH THESE STANDARDS. THESE STANDARDS MAY BE FOUND AT THE FOLLOWING WEB ADDRESS: http://www.doli.virginia.gov/doli_regulations/doli_regulations.html. YOU MAY ALSO CONTACT THE DEPARTMENT OF LABOR INDUSTRY OFFICES LISTED BELOW TO RECEIVE PRINTED COPIES OF THE VIRGINIA UNIQUE STANDARDS AND OBTAIN NAMES OF PUBLISHERS OF THE FEDERAL IDENTICAL STANDARDS. Employers Employees Inspection Citation Proposed Penalty Complaint Job Safety and Health Protection VIRGINIA DEPARTMENT OF LABOR AND INDUSTRY VIRGINIA DEPARTMENT OF LABOR AND INDUSTRY OSHA IMPORTANT NOTE: The FMLA only applies to employers with 50 or more employees or public employers, regardless of employee size. See your human resources manager to determine if the FMLA applies to your employer. FEDERAL LABOR LAW POSTINGS EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by all employees and applicants. REEMPLOYMENT RIGHTS You have the right to be reemployed in your civilian job if you leave that job to perform service in the uniformed service and: ★ you ensure that your employer receives advance written or verbal notice of your service; ★ you have five years or less of cumulative service in the uniformed services while with that particular employer; ★ ★ you have not been separated from service with a disqualifying discharge or under other than honorable not been absent due to military service or, in some cases, a comparable job. RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION ★ are a past or present member of the uniformed service; ★ have applied for membership in the uniformed service; or ★ are obligated to serve in the uniformed service; then an employer may not deny you: ★ initial employment; ★ reemployment; ★ retention in employment; ★ promotion; or ★ any benefit of employment because of this status. In addition, an employer may not retaliate against anyone assisting in the enforcement of USERRA rights, including testifying or making a statement in connection with a proceeding under USERRA, even if that person has no service connection. HEALTH INSURANCE PROTECTION ★ If you leave your job to perform military service, you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military. ★ Even if you don't elect to continue coverage during your military service, you have the right to be reinstated in your employer's health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries. The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized to investigate and resolve complaints of USERRA violations. ★ For assistance in filing a complaint, or for any other infor - mation on USERRA, contact VETS at 1-866-4-USA-DOL or visit its website at http://www.dol.gov/vets . An interactive online USERRA Advisor can be viewed at http://www.dol.gov/elaws/userra.htm . ★ If you file a complaint with VETS and VETS is unable to resolve it, you may request that your case be referred to the Department of Justice or the Office of Special You may also bypass the VETS process and bring a civil action against an employer for violations of USERRA. The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying this notice where they customarily place notices for employees. USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services. 1-800-336-4590 U.S. Department of Justice Office of Special Counsel VETS U.S. Department of Labor 1-866-487-2365 ★ YOUR RIGHTS UNDER USERRA ★ THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT USERRA: Uniformed Services Employment and Reemployment Rights Act EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACT FEDERAL MINIMUM WAGE BEGINNING JULY 24, 2009 $7.25 PER HOUR OVERTIME PAY At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek. CHILD LABOR An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment. TIP CREDIT Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference. NURSING MOTHERS birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the employee to express breast milk. overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers who file a complaint or participate in any proceeding under the FLSA. ADDITIONAL INFORMATION • Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions. • Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the Commonwealth of Puerto Rico. • • Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA. It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum • Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the Department of Labor. The law requires employers to display this poster where employees can readily see it. FLSA: Fair Labor Standards Act Equal Employment Opportunity is THE LAW Private Employers, State and Local Governments, Educational Institutions, Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases: Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship. the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. SEX (WAGES) In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment. on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members. RETALIATION All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice. WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov. Employers Holding Federal Contracts or Subcontracts Applicants to and employees of companies with a Federal government contract or subcontract are protected under Federal law from discrimination on the following bases: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment. Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level. DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded). Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at [email protected], or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor. Programs or Activities Receiving Federal Financial Assistance RACE, COLOR, NATIONAL ORIGIN, SEX In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance. INDIVIDUALS WITH DISABILITIES Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job. If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance. EEOC: U.S. Equal Employment Opportunity Commission EMPLOYEE RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT Leave Entitlements Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job- protected leave in a 12-month period for the following reasons: • The birth of a child or placement of a child for adoption or foster care; th of a • To bond with a child (leave must be taken within 1 year of the child’s birth or placement); ve m nd with a • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition; yee’s spou e for the • For the employee’s own qualifying serious health condition that makes the employee unable to wn qualifying or the employee perform the employee’s j ’s job; perform the employe • • cies related to the foreign deployment of a military member who is the ies related to the For qualifying exigencie hild, or parent. employee’s spouse, ch An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also o is a covered serv An eligible employee who take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with of FMLA leave in a sin take up to 26 weeks of F a ess. a serious injury or illnes eed to use leave in one block. When it is medically necessary or otherwise ed to use leave in An employee does not nee permitted, employees may take leave intermittently or on a reduced schedule. y take leave inter permitted, employees may Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA or an employer m Employees may choose leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with titutes accrued p ave. If an employee s the employer’s normal paid leave policies. d leave policies. e employer’s normal Benefits & Protections While employees are on FMLA leave, employers must continue health insurance coverage as if the MLA leave, em hile employees are employees were not on leav ave. mployees were not Upon return from FMLA leave, most employees must be restored to the same job or one nearly ave, most em pon return from F identical to it with equivalent pay, benefits, and other employment terms and conditions. t pay, benef entical to it with e An employer may not interfere with an individual’s FMLA rights or retaliate against someone for e with an n employer may n using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being leave, opp ing or trying to us involved in any proceeding under or related to the FMLA. Eligibility Requirements An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must: • Have worked for the employer for at least 12 months; • Have at least 1,250 hours of service in the 12 months before taking leave;* and • Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite. *Special “hours of service” requirements apply to airline flight crew employees. Requesting Leave Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is If it is not eave. If it is possible to give 30-days’ notice, an employee must notify the employer as soon as possible a and, as possible a generally, follow the employer’s usual procedures. Employees do not have to share a medical diagnosis, but must provide enough information to to the information to employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could on coul t information c include informing an employer that the employee is or will be unable to perform his or r her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing ng or continuin medical treatment is necessary. Employees must inform the employer if the need for leave is for a leave is for a reason for which FMLA leave was previously taken or certified. Employers can require a certification or periodic recertification supporting the need for leave. If the for leave. If th employer determines that the certification is incomplete, it must provide a written notice indicating otice indicating what additional information is required. Employer Responsibilities Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify n that may qua under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, FMLA leave an if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is . If the employee not eligible, the employer must provide a reason for ineligibility. Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much d if so, how much leave will be designated as FMLA leave. Enforcement Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights. THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION For additional information or to file a complaint: 1-866-4-USWAGE (1-866-487-9243) TTY: 1-877-889-5627 www.dol.gov/whd U.S. Department of Labor I Wage and Hour Division FMLA: Family and Medical Leave Act of 1993Job Safety and Health IT’S THE LAW! All workers have the right to: s a f e w o l a c e . ais a f e t r h e a lt h c o n cer n it h y o u r e o o r re p o r t w or k - r e late d i n r y o r ill nes s , w i t h o ut b e in g r e t ali a t e d ag a i nst . R ecei v e in f orm a ti o n an d t rai n in g o n job h a zar , i l ll h a z a rd o u s s ub s t a nc e s i n y o ur o rkp la ce . e HA i ns p e n o f y o u r w o rk p l i f y o u b eli e t h e re a re uns a f e h t h y t io ns. O SHA will k ee p your n a e fi dent i a l . Y o Y Y u h av e t ri g h h av e a r e p r e s e n t at i v e co n t act OSH A o n y o u r b e h f . P a r ticip r h e y o u r r e p e n t a t i v e p a rtici p a t e ) i n HA ins pec ti o n an d s p ea k in p r i v at to t he ins p e c t o r . F il e a c ompl a i nt w i t h O S HA wit h in 3 0 d s ( b y p o n li n o r b y mail ) if y n r e t a lia te a g a i ns t f or u sin g y o u r rights . Se e a n y O SHA t i s i ssu e d t o your em p l oy e r . e o f y r ical r e c o r d s , s t t h s ure h a za rds i n t he w l a , a n d t h e w o r kpla ce inj u r y and ill n es s l o g . Employers must: P r o d e e s a w o r kplac e f r e e f rec o g n i z e d r I t g o re t t e a t a n empl e e f o r u sin g a n o f t h e i r rig h r th e l a , w w c lu d g r a i s in g a h e h and sa f e t y co n cer n it h y ou o r t h OSHA, o r re p o r ti n g a w ork - r e lat e d i n ju r y or ill n ess . C o mply th all a p pli c able O S HA s t da rd s . R e por t to O SHA all w ork - relate d f a t a e s w it h 8 h o u rs , a n d all inpa t ie n t hos p i t alizatio n s , ampu t a t io n s a n d loss e s o f an eye within 24 hours. P r o vi d e r e q u ired trainin g t o k e in a l a n gua ge a nd v o ca b r y t y y h e y c a n u nd e r s t a nd . P r o e n t ly sp l a t h is p o s t r r th e w o w w r k p la ce . P t SHA ci t a ti o a t o r n e a r the a c e of th e all e g e d violation s . FR E E SS I S T ANCE to T T id e n t i f y a n d r r ec t d s is a d m e - z e d empl ers , o t a ti o r t y , y y t ou g h s u p r t e d con s ul t atio n pr o g r ams in ev e r s t a te . Contact OSHA. We can help. 1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov T his poster is av ailable free from OSHA. OSHA: Occupational Safety and Health Act of 1970 EMPLOYEE RIGHTS EMPLOYEE POLYGRAPH PROTECTION ACT The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment. iminating against an employee or ing to take a test or for exercising ments are not affected by the law. sts given by the Federal Government to d in national security-related activities. of lie detector) tests to be administered restrictions, to certain prospective rms (armored car, alarm, and guard), turers, distributors and dispensers. h testing, subject to restrictions, of ms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer. The law does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with respect to lie detector tests. EXAMINEE RIGHTS Where polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized persons. ENFORCEMENT The Secretary of Labor may bring court actions to restrain violations and assess civil penalties against violators. Employees or job applicants may also bring their own court actions. The law requires employers to display this poster where employees and job applicants can readily see it. EPPA: Employee Polygraph Protection Act High-quality Federal and State Posting Compliance Solution ComplyRight Poster Service is a high-quality labor law posting solution that provides the necessary federal and state postings to help employers meet compliance with federal and state laws. All businesses, regardless of size, are required to display mandatory federal and state labor law posters. Businesses are required to display these postings at each location where employees and applicants gather, such as break rooms, human resources or near time-clocks. Failure to meet compliance with these posting requirements can lead to hefty fines and legal liabilities. Ideal for single and multi-site employers, ComplyRight Poster Service is a cost-effective posting compliance solution, which includes mandatory postings, along with one year of legal monitoring and a 100% Compliance Guarantee against fines for improper posting content. The ComplyRight Poster Service covers individual posters such as E-Verify and Right to Work, no smoking, state workers’ compensation industry wage orders and Spanish postings, when required by law. To provide valuable peace of mind to businesses, the service also includes free, automatic poster replacements for mandatory posting changes as well as posters for newly added posting requirements, which can amount to significant cost-savings for employers. ■ Accurate and up-to-date federal and state-specific postings, which are researched and monitored by our in-house legal team of attorneys and legal researchers ■ Includes one year of legal monitoring and automatic poster replacements, at no additional cost, any time there is a mandatory posting change ■ Quick Response (QR) code printed on each state poster, to scan and instantly determine if posters are compliant ■ Must be displayed in prominent and accessible locations that are highly visible to all employees ■ New poster, at no additional cost, any time a posting requirement is added ■ Meet strict government requirements for color, font and size ■ Timely email notifications of posting changes and poster replacement activity ■ Laminated for added durability Available in: Federal and State (English or Spanish) * , Federal (Bilingual), State (English or Spanish) * and Federal and State (Bilingual) * Sizes: Federal is 24" x 26.75", state varies. Full color, laminated U1200 – 03/17 Product specifications: ComplyRight ™ Poster Service Compliance with federal and state labor law posting requirements is now easy and affordable with ComplyRight Poster Service. Featuring the NEW update with FLSA/EPPA

ComplyRight Poster Service - ComplyRightDealer sin ess phon e Eff ec tiv e at e Termina tio n da te Po licy num ber Emplo yer 's FEI N I CPN Prin ted by the aut hor it of t S a of

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Page 1: ComplyRight Poster Service - ComplyRightDealer sin ess phon e Eff ec tiv e at e Termina tio n da te Po licy num ber Emplo yer 's FEI N I CPN Prin ted by the aut hor it of t S a of

* Spanish State Poster available for AZ, CA, CO, CT, FL, GA, ID, IL, IN, KY, LA, MA, MD, MN, NV, NJ, NY, NM, NC, OH, OR, PA, PR, TN, TX, UT, VA, WA.

Specify English or Spanish when ordering.

E10FLL(1) Revision Date: 01/16 • ©2016 ComplyRight, Inc.EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by all employees and applicants.

StateState Labor Law Postings Re

visi

on D

ate:

11/

16

<<< Scan for compliance verification.

EMERGENCYEMERGENCYJOB LOCATION: ____________________________

AMBULANCE: _____________________________

FIRE – RESCUE: ___________________________

HOSPITAL: ________________________________

PHYSICIAL / MEDICAL CLINIC: _______________

ALTERNATE: ______________________________

POLICE: __________________________________

CAL/OSHA DISTRICT: _______________________

CAL/OSHA CONSULTATION: _________________

Posting is required by Title 8 Section 1512(e), California Code of Regulations

S-500

State of CaliforniaDepartment of Industrial Relations

CAL/OSHA Research and Education UnitP.O. Box 420603

San Francisco, CA 94142,0603

EMERGENCY INFORMATION

WORKERS'

COMPENSATION

is a system of benefits provided by law to most workers who have job-related injuries or illnesses. Benefits are paid for injuries that are caused, in whole or in part, by an employee's work. This may include the aggravation of a pre-existing condition, injuries brought on by the repetitive use of a part of the body, heart attacks, or any other physical problem caused by work. Benefits are paid regardless of fault.

IF YOU HAVE A WORK-RELATED INJURY OR ILLNESS, TAKE THE FOLLOWING STEPS:

1. GET MEDICAL ASSISTANCE. By law, your employer must pay for all necessary medical services required to cure or relieve the effects of the injury or illness. Where necessary, the employer must also pay for physical, mental, or vocational rehabilitation, within prescribed limits. The employee may choose two physicians, surgeons, or hospitals. If the employer notifies you that it has an approved Preferred Provider Program for workers’ compensation, the PPP counts as one of your two choices of providers.

2. NOTIFY YOUR EMPLOYER. You must notify your employer of the accidental injury or illness within 45 days, either orally or in writing. To avoid possible delays, it is recommended the notice also include your name, address, telephone number, Social Security number, and a brief description of the injury or illness.

3. LEARN YOUR RIGHTS. Your employer is required by law to report accidents that result in more than three lost work days to the Workers’ Compensation Commission. Once the accident is reported, you should receive a handbook that explains the law, benefits, and procedures. If you need a handbook, please call the Commission or go to the Web site.

If you must lose time from work to recover from the injury or illness, you may be entitled to receive weekly payments and necessary medical care until you are able to return to work that is reasonably available to you.

It is against the law for an employer to harass, discharge, refuse to rehire or in any way discriminate against an employee for exercising his or her rights under the Workers' Compensation or Occupational Diseases Acts. If you file a fraudulent claim, you may be penalized under the law.

4. KEEP WITHIN THE TIME LIMITS. Generally, claims must be filed within three years of the injury or disablement from an occupational disease, or within two years of the last workers' compensation payment, whichever is later. Claims for pneumoconiosis, radiological exposure, asbestosis, or similar diseases have special requirements.

Injured workers have the right to reopen their case within 30 months after an award is made if the disability increases, but cases that are resolved by a lump-sum settlement contract approved by the Commission cannot be reopened. Only settlements approved by the Commission are binding.

For more information, go to the Illinois Workers’ Compensation Commission’s Web site or call any office:

Toll-free: 866/352-3033 Chicago: 312/814-6611 Peoria: 309/671-3019 Springfield: 217/785-7087 Web site: www.iwcc.il.gov Collinsville: 618/346-3450 Rockford: 815/987-7292 TDD (Deaf): 312/814-2959

BY LAW, EMPLOYERS MUST DISPLAY THIS NOTICE IN A PROMINENT PLACE IN EACH WORKPLACE AND COMPLETE THE INFORMATION BELOW.

Party handling workers compensation claims

Business address

Business phone

Effective date

Termination date

Policy number

Employer's FEIN

ICPN Printed by the authority of the State of Illinois.

WORKERS’ COMPENSATION

SICK TIME

THE EMPLOYER IS REQUIRED BY LAW TO POST THIS NOTICE

Colorado Employment Security Act (CESA), 8-74-101(2); Regulations Concerning Employment Security 7.3.1 through 7.3.5

NOTICE TO WORKERS

You have the right to be properly classified as an

employee if you meet the criteria in Colorado Revised Statute 8-70-115. If you believe you have been improperly classified as an independent contractor, there is a complaint process available to you. On the first offense, an employer may be fined up to $5,000 per misclassified employee. To file a complaint, call the Unemployment Insurance Audit section at 303-318-9100 and select Option 3, or visit www.colorado.gov/cdle/ui.

You, as an employee, are entitled to unemployment insurance benefits if you become unemployed through no fault of your own. Your employer contributes to unemployment insurance and cannot deduct this from your wages.

If you become unemployed and wish to file for unemployment insurance benefits, go to www.colorado.gov/cdle/ui and click on File for Unemployment. You may also call one of the following numbers instead:

303-318-9000(Denver-metro area)

1-800-388-5515

502 (R)

(Outside Denver-metro area)

TDD 303-318-9016 (Hearing Impaired Denver-metro area)

TDD 1-800-894-7730 (Hearing Impaired Outside Denver-metro area)

If your hours of work and pay are reduced, you may be entitled to partial unemployment benefits.

IMPORTANT NOTICE: Be sure to have your social security number and the name and address of your last employer available when you call to file a claim for unemployment insurance benefits.

AVISO PARA EMPLEADOS

Usted tiene el derecho de ser propiamente

clasificado como un empleado si se cumplen los criterios en Estatuto Revisado de Colorado 8-70-115. Si cree que ha sido impropiamente clasificado como un contratista independiente, hay un proceso de queja disponible. Por la primera ofensa, un empleador puede ser multado hasta $5,000 por cada empleado misclasificado. Para presentar una queja, llame a la sección de Auditoría de Seguro de Desempleo al 303-318-9100, y marque Opción 3 o visite www.colorado.gov/cdle/ui.

Usted, como empleado, tiene derecho a los beneficios de seguro de desempleo si se encuentra desempleado y no es responsable por la separación. La compañía contribuye al seguro de desempleo y no puede deducirlos de su sueldo.

Si se encuentra desempleado y desea reclamar los beneficios de seguro de desempleo, vaya al sitio www.colorado.gov/cdle/ui y haga click en en enlace File for Unemployment. Támbien puede llamar a los números siguentes.

303-318-9333(Área metropolitana de Denver)

1-866-422-0402(Fuera del área metropolitana de Denver)

TDD 303-318-9016 (Impedimento Auditivo Área de Denver)

TDD 1-800-894-7730 (Impedimento Auditivo Fuera del área metropolitana de Denver)

Si sus horas de trabajo y pago son reducidas, usted puede tener derecho a los beneficios parciales de seguro de desempleo.

AVISO IMPORTANTE: Asegúrese de tener su número de seguro social y el nombre y la dirección de su empleo mas reciente cuando llame para establecer su reclamo de seguro de desempleo.

Employers can download copies of this poster at www.colorado.gov/cdle/ui, click on Forms & Publications, and then click on Employer Forms.

Additional copies can be requested by contacting the Colorado Department of Labor and Employment, Unemployment Insurance Program, P.O. Box 8789, Denver, Colorado 80201-8789 or by calling 303-318-9100 or 1-800-480-8299

NOTICE TO WORKERS

* IF YOU DO NOT HAVE SUFFICIENT TIME OUTSIDE YOUR WORKINGHOURS TO VOTE YOUMAY TAKE OFF UP TO 2 HOURS AT THE BEGINNING OR END OF YOUR SHIFT, WITHPAY, TO ALLOW YOU TIME TO VOTE.

* SUFFICIENT TIME ISDEFINED AS: FOUR CONSECUTIVE HOURSEITHER BETWEEN THEOPENING OF THE POLLSAND THE BEGINNING OFYOUR WORKING SHIFTOORR BETWEEN THE ENDOF YOUR WORKINGSHIFT AND THE CLOSINGOF THE POLLS.

* YOU MUST NOTIFY YOUREMPLOYER NO MORETHAN 10 OR NOT LESSTHAN 2 DAYS BEFORETHE DAY OF THE ELECTION THAT YOUWILL TAKE THAT TIME.

AATTTTEENNTTIIOONN AALLLLEEMMPPLLOOYYEEEESS

NEW YORK STATE LAW (NYSEL 3-110) STATES THAT:

* SI NO DISPONE USTED DETIEMPO SUFICIENTE PARAVOTAR FUERA DE SUSHORAS LABORALES, PUEDETOMARSE UN MAXIMO DEDOS HORAS CON SUELDOAL PRINCIPIO O AL FINALDE SU TURNO DE MANERAQUE TENGA TIEMPO DEVOTAR.

* LA DEFINICION DE TIEMPO SUFICIENTE ES:CUATRO HORAS CONSEC-UTIVAS YA SEA ENTRE ELMOMENTO EN QUE ABRENLOS COLEGIOS ELECTOR-ALES Y EL COMIENZO DESU TURNO DE TRABAJO, OENTRE EL FINAL DE SUTURNO DE TRABAJO Y ELCIERRE DE LOS COLEGIOSELECTORALES.

* DEBE NOTIFICAR A SUCENTRO DE TRABAJO NIMAS DE DIEZ NI MENOSDE DOS DIAS ANTES DELDIA DE LAS ELECCIONESDE SU INTENCION DETOMARSE ESE TIEMPO.

AATTEENNCCIIOONNEEMMPPLLEEAADDOOSS

LA LEY DEL ESTADO DE NUEVA YORK (NYSEL 3-100) DISPONE QUE:

TIME OFF FOR VOTING

You may be eligible for

UNEMPLOYMENT BENEFITS if you lose your job

To apply for unemployment, you will need:

• Your Social Security number. • Names and addresses of everyone you worked for in

the last 18 months. • Dates you started and stopped working for

each employer. • Reasons you left each job. • Your alien registration number if you are not a

U.S. citizen.

If you were in the military within the last 18 months, we will also ask you to fax or mail us a copy of your discharge papers (Form DD214).

You can apply online at esd.wa.gov unless:

• You had a job outside of Washington in the last 18 months.

• You were totally disabled for at least 13 consecutive weeks due to a work-related injury or a non-work related injury or illness, AND you were released for work by your doctor within the last 12 months.

Don’t worry if you don’t have a home computer. You can file using your smart phone or tablet or use computers at your local library or WorkSource office.

If you can’t apply online, try contacting us over the phone

Call 800-318-6022. Persons with hearing or speaking impairments can call Washington Relay Service 711. We are available to help you Monday through Friday from 8 a.m. to 4 p.m., except on state holidays. You may experience long wait times.

You must look for work each week that you claim benefits

Visit WorkSource to find all the FREE resources you need to find a job. These include workshops, computers, copiers, phones, fax machines, Internet access, and newspapers. Log onto www.go2worksource.com to find the nearest office.

If your work hours have been reduced to part-time, you may qualify for partial unemployment benefits.

If you have been unemployed due to a work-related injury or non-work-related illness or injury and are now able to work again, you may be eligible for special unemployment benefits.

Visit www.esd.wa.gov to applyand click “Apply for unemployment”

Employers are legally required to post this notice in a place convenient for employees to read (see RCW 50.20.140).

The Employment Security Department is an equal opportunity employer and provider of programs and services. Auxiliary aids and services are available upon request to people with disabilities. Washington Relay Service 711.

department free interpreter services to conduct business with the department.

EMS 9874 . CC 7540-032-407 . UI-biz-poster-EN

Individuals with limited English proficiency may request to the

UNEMPLOYMENT INSURANCE

THE VIRGINIA OCCUPATIONAL SAFETY AND HEALTH (VOSH) LAW, BY AUTHORITY OF TITLE 40.1 OF THE LABOR LAWS OF VIR-GINIA, PROVIDES JOB SAFETY AND HEALTH PROTECTION FOR WORKERS. THE PURPOSE OF THE LAW IS TO ASSURE SAFE AND HEALTHFUL WORKING CONDITIONS THROUGHOUT THE STATE. THE VIRGINIA SAFETY AND HEALTH CODES BOARD PROMULGATES AND ADOPTS JOB SAFETY AND HEALTH STANDARDS, AND EMPLOYERS AND EMPLOYEES ARE REQUIRED TO COMPLY WITH THESE STANDARDS. THESE STANDARDS MAY BE FOUND AT THE FOLLOWING WEB ADDRESS:http://www.doli.virginia.gov/doli_regulations/doli_regulations.html. YOU MAY ALSO CONTACT THE DEPARTMENT OF LABOR AND INDUSTRY OFFICES LISTED BELOW TO RECEIVE PRINTED COPIES OF THE VIRGINIA UNIQUE STANDARDS AND OBTAIN THE NAMES OF PUBLISHERS OF THE FEDERAL IDENTICAL STANDARDS.

Each employer shall furnish to each of his employees employment and a place of employment free from recognized hazards that are causing or are likely to cause death or serious harm to his employees, and shall comply with occupa-tional safety and health standards issued under the Law.

Each employee shall comply with all occupational safety and health stan-dards, rules, regulations and orders issued under the Law that apply to his own actions and conduct on the job.

The Law requires that a representative of the employer and a representa-tive authorized by the employees be given an opportunity to accompany the VOSH inspector for the purpose of aiding the inspection.

Where there is no authorized employee representative, the VOSH inspector must consult with a reasonable number of employees concerning safety and health conditions in the workplace.

If upon inspection VOSH believes an employer has violated the Law, a cita-tion alleging such violations will be issued to the employer. Each citation will specify a time period within which the alleged violation must be corrected.

The VOSH citation must be prominently displayed at or near the place of al-leged violation for three days or until the violation is corrected, whichever is later, to warn employees of dangers that may exist there.

The Law provides for mandatory penalties against private sector employers of up to $7,000 for each serious violation and for optional penalties of up to $7,000 for each other–than–serious violation. Penalties of up to $7,000 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 $70,000 for each such violation.

Public Sector employers, all departments, agencies, institutions or other politi-cal subdivisions of the Commonwealth, are exempt from the penalty provisions of this Law.

Criminal penalties are also provided for in the Law. Any willful violation result-ing in the death of an employee is punishable, upon conviction, by a fine ofnot more than $70,000 or by imprisonment for not more than six months, orby both. Subsequent conviction of an employer after a first conviction doublesthese maximum penalties.

Main Street Centre600 East Main Street, Suite 207Richmond, Virginia 23219.VOICE (804) 371-2327FAX (804) 371–6524

Complaints Against State Plan Administration: Any person may complainto the Regional Administrator of OSHA (address below) concerning theAdministration of the State Safety and Health Program.

The VOSH program shall apply to all public and private sector businessesin the State except for Federal agencies, businesses under the AtomicEnergy Act, railroad rolling stock and tracks, certain Federal enclaves, andbusinesses covered by the Federal Maritime jurisdiction.

Voluntary efforts by the employer to assure his workplace is in compliancewith the Law are encouraged. Voluntary Safety and Health Consultationand Training Programs exist to assist employers. These services may beobtained by contacting the Department of Labor and Industry addressesshown below.

Employers now have a new system for tracking workplace injuries and ill-nesses. OSHA’s new recordkeeping log (Form 300) is simpler to understand and use. Using a question and answer format, the revised recordkeeping

employees) are exempt from most requirements. To see if your industry is partially exempt, visit the OSHA Website at www.osha.gov/recordkeeping/pub3169text.html.

EMPLOYERS: THIS POSTER MUST BE DISPLAYED IN A PROMINENT PLACE IN THE ESTABLISHMENT TO WHICH YOUR EMPLOYEES NORMALLY REPORT TO WORK.

Employers

Employees

Inspection

Citation

Proposed Penalty

Complaint

Discrimination

CASPA

State Coverage

Voluntary Activity

Recordkeeping

Accident Reporting

OCCUPATIONAL SAFETY AND HEALTH OFFICE LOCATIONS

HeadquartersMain Street Centre600 East Main Street, Suite 207, Richmond, Virginia 23219.(804) 371-2327

Central Virginia/RichmondNorth Run Business Park1570 East Parham RoadRichmond, VA 23228(804) 371-3104

VIRGINIA DEPARTMENT OFLABOR AND INDUSTRY

C. Ray DavenportCommissioner

VIRGINIA SAFETY ANDHEALTH CODES BOARD

Northern Virginia/Manassas10515 Battleview ParkwayManassas, VA 20109(703) 392-0900

Tidewater/Norfolk6363 Center DriveBuilding 6, Suite 101Norfolk, VA 23502(757) 455-0891

Southwest/RoanokeBrammer Village3013 Peters Creek RoadRoanoke, VA 24019(540) 562-3580

AbingdonThe Johnson Center468 East Main Street, Suite 114,Abingdon, VA 24210(276) 676-5465

Lynchburg3704 Old Forest RoadSuite BLynchburg, VA 24501(434) 385-0806

VeronaP.O. Box 772201 Lee HighwayVerona, VA 24482(540) 248-9280

Job Safety andHealth Protection

VIRGINIA DEPARTMENT OFLABOR AND INDUSTRY

healthy conditions exist in their workplace. VOSH will withhold, on request,names of employees filing complaints. Complaints may be made at the De-partment of Labor and Industry addresses shown below.

http://www.doli.virginia.gov

U.S. Department of LaborOSHA Regional Administrator

The Curtis Center, STE 740 West170 South Independence Mall West

Philadelphia, PA 19106-3309(215) 861-4900

Employees or their representatives have the right to file a complaint with thenearest VOSH office requesting an inspection if they believe unsafe or un-

rule provides guidance for recording occupational injuries and illnesses andexplains how to classify specific cases. Smaller employers (10 of fewer

It is illegal to retaliate against an employee for using any of their rights underthe law, including raising a safety or health concern with the employer orVOSH, or reporting a work-related injury or illness.

An employee who believes he has been discriminated against for exercis-ing their rights under the Law, may file a complaint with the Commissioner ofthe Virginia Department of Labor and Industry within 60 days of the allegeddiscrimination.

VIRGINIA DEPARTMENT OF LABOR AND INDUSTRY

All fatalities must be reported to VOSH within eight (8) hours. All injuries orillnesses that result in an in-patient hospitalization, amputation or loss of aneye must be reported to VOSH within twenty-four (24) hours. Failure to reportmay result in significant monetary penalties.

OSHA

DOMESTIC VIOLENCEEMERGENCYEMERGENCYEMERGENCYEMERGENCY

____________________________

_____________________________

___________________________

________________________________

______________________________

__________________________________

_______________________

_________________

Posting is required by Title 8 Section 1512(e), California Code of Regulations

CAL/OSHA Research and Education Unit

as one of your two choices of providers. DE SU TURNO DE MANERA

AUTHORITTHE PURPOSE OF

THE ANDARDS, AND

BE FOUND ALSO THE VIRGINI

Job Safety anHealth Protection

healthy conditions exist in their workplace. VOSH will withhold, on request,names of employees filing complaints. Complaints may be made at the De-partment of Labor and Industry addresses shown below.

It is illegal to retaliate against an employee for using any of their rights underthe law, including raising a safety or health concern with the employer orVOSH, or reporting a work-related injury or illness.

An employee who believes he has been discriminated against for exercis-ing their rights under the Law, may file a complaint with the Commissioner ofthe Virginia Department of Labor and Industry within 60 days of the allegeddiscrimination.

IMPORTANT NOTE: The FMLA only applies to employers with 50 or more employees or public employers, regardless of employee size. See your human resources manager to determine if the FMLA applies to your employer.

FEDERAL LABOR LAW POSTINGS EMPLOYER NOTE: Must be posted in a conspicuous place for convenient viewing by all employees and applicants.

Revision Date: 07/16 • ©2016 ComplyRight, Inc. ERFED

REEMPLOYMENT RIGHTS

You have the right to be reemployed in your civilian job if you leave that job to perform service in the uniformed service and:

★ you ensure that your employer receives advance written or verbal notice of your service;

★ you have five years or less of cumulative service in the uniformed services while with that particular employer;

★ you return to work or apply for reemployment in a timely manner after conclusion of service; and

★ you have not been separated from service with a disqualifying discharge or under other than honorable conditions.

If you are eligible to be reemployed, you must be restored to the job and benefits you would have attained if you had not been absent due to military service or, in some cases, a comparable job.

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION

If you:

★ are a past or present member of the uniformed service;

★ have applied for membership in the uniformed service; or

★ are obligated to serve in the uniformed service;

then an employer may not deny you:

★ initial employment;

★ reemployment;

★ retention in employment;

★ promotion; or

★ any benefit of employment

because of this status.

In addition, an employer may not retaliate against anyone assisting in the enforcement of USERRA rights, including testifying or making a statement in connection with a proceeding under USERRA, even if that person has no service connection.

HEALTH INSURANCE PROTECTION

★ If you leave your job to perform military service, you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military.

★ Even if you don't elect to continue coverage during your military service, you have the right to be reinstated in your employer's health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries.

ENFORCEMENT

★ The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized to investigate and resolve complaints of USERRA violations.

★ For assistance in filing a complaint, or for any other infor-mation on USERRA, contact VETS at 1-866-4-USA-DOLor visit its website at http://www.dol.gov/vets. An interactive online USERRA Advisor can be viewed at http://www.dol.gov/elaws/userra.htm.

★ If you file a complaint with VETS and VETS is unable to resolve it, you may request that your case be referred to the Department of Justice or the Office of Special Counsel, as applicable, for representation.

★ You may also bypass the VETS process and bring a civil action against an employer for violations of USERRA.

The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying this notice where they customarily place notices for employees.

USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster

Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.

Employer Support of the Guard and Reserve

1-800-336-4590U.S. Department

of JusticeOffice of

Special CounselPublication Date – October 2008

VETSU.S. Department of Labor

1-866-487-2365

★ YOUR RIGHTS UNDER USERRA ★THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

USERRA: Uniformed Services Employment and Reemployment Rights Act

WH1088 REV 07/16

EMPLOYEE RIGHTSUNDER THE FAIR LABOR STANDARDS ACT

FEDERAL MINIMUM WAGE

BEGINNING JULY 24, 2009$7.25 PER HOUR

WAGE AND HOUR DIVISIONUNITED STATES DEPARTMENT OF LABOR

1-866-487-9243TTY: 1-877-889-5627

www.dol.gov/whd

OVERTIME PAYAt least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.

CHILD LABORAn employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.

TIP CREDITEmployers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference.

NURSING MOTHERSThe FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the employee to express breast milk.

ENFORCEMENTThe Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers who file a complaint or participate in any proceeding under the FLSA.

ADDITIONAL INFORMATION• Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions.

• Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the Commonwealth of Puerto Rico.

• Some state laws provide greater employee protections; employers must comply with both.

• Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA. It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum wage and overtime pay protections and correctly classif ied independent contractors are not.

• Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certif icates issued by the Department of Labor.

The law requires employers to display this poster where employees can readily see it.

FLSA: Fair Labor Standards Act

Equal Employment Opportunity is

THE LAWPrivate Employers, State and Local Governments, Educational Institutions,

Employment Agencies and Labor OrganizationsApplicants to and employees of most private employers, state and local governments, educational institutions, employment

agencies and labor organizations are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGINTitle VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classif ication, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.

DISABILITYTitle I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualif ied individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classif ication, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualif ied individual with a disability who is an applicant or employee, barring undue hardship.

AGEThe Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classif ication, referral, and other aspects of employment.

SEX (WAGES)In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.

GENETICSTitle II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classif ication, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.

RETALIATIONAll of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.

WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURREDThere are strict time limits for f iling charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to f ile a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field off ice information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.

Employers Holding Federal Contracts or SubcontractsApplicants to and employees of companies with a Federal government contract or subcontract

are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGINExecutive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires aff irmative action to ensure equality of opportunity in all aspects of employment.

INDIVIDUALS WITH DISABILITIESSection 503 of the Rehabilitation Act of 1973, as amended, protects qualif ied individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classif ication, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualif ied individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take aff irmative action to employ and advance in employment qualif ied individuals with disabilities at all levels of employment, including the executive level.

DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANSThe Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires aff irmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).

RETALIATIONRetaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination under these Federal laws.Any person who believes a contractor has violated its nondiscrimination or aff irmative action obligations under the authorities above should contact immediately:The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at [email protected], or by calling an OFCCP regional or district off ice, listed in most telephone directories under U.S. Government, Department of Labor.

Programs or Activities Receiving Federal Financial AssistanceRACE, COLOR, NATIONAL ORIGIN, SEXIn addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal f inancial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal f inancial assistance.

INDIVIDUALS WITH DISABILITIESSection 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal f inancial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.If you believe you have been discriminated against in a program of any institution which receives Federal f inancial assistance, you should immediately contact the Federal agency providing such assistance.

EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09)

EEOC: U.S. Equal Employment Opportunity Commission

EMPLOYEE RIGHTSUNDER THE FAMILY AND MEDICAL LEAVE ACT

Leave EntitlementsEligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period for the following reasons:

• The birth of a child or placement of a child for adoption or foster care;The birth of a child or placement of a child for adoption or foster care;• To bond with a child (leave must be taken within 1 year of the child’s birth or placement);To bond with a child (leave must be taken within 1 year of the child’s birth or placement);To bond with a child (leave must be taken within 1 year of the child’s birth or placement);• To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;• For the employee’s own qualifying serious health condition that makes the employee unable to For the employee’s own qualifying serious health condition that makes the employee unable to For the employee’s own qualifying serious health condition that makes the employee unable to

perform the employee’s job;perform the employee’s job;perform the employee’s job;•• For qualifying exigencies related to the foreign deployment of a military member who is the For qualifying exigencies related to the foreign deployment of a military member who is the For qualifying exigencies related to the foreign deployment of a military member who is the

employee’s spouse, child, or parent.employee’s spouse, child, or parent.employee’s spouse, child, or parent.An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with take up to 26 weeks of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness.a serious injury or illness.a serious injury or illness.An employee does not need to use leave in one block. When it is medically necessary or otherwise An employee does not need to use leave in one block. When it is medically necessary or otherwise An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees may take leave intermittently or on a reduced schedule.permitted, employees may take leave intermittently or on a reduced schedule.permitted, employees may take leave intermittently or on a reduced schedule.Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.the employer’s normal paid leave policies.the employer’s normal paid leave policies.

Benefits & ProtectionsWhile employees are on FMLA leave, employers must continue health insurance coverage as if the While employees are on FMLA leave, employers must continue health insurance coverage as if the While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave.employees were not on leave.employees were not on leave.Upon return from FMLA leave, most employees must be restored to the same job or one nearly Upon return from FMLA leave, most employees must be restored to the same job or one nearly Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with equivalent pay, benefits, and other employment terms and conditions.identical to it with equivalent pay, benefits, and other employment terms and conditions.identical to it with equivalent pay, benefits, and other employment terms and conditions.An employer may not interfere with an individual’s FMLA rights or retaliate against someone for An employer may not interfere with an individual’s FMLA rights or retaliate against someone for An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being using or trying to use FMLA leave, opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.

Eligibility RequirementsAn employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must:

• Have worked for the employer for at least 12 months;• Have at least 1,250 hours of service in the 12 months before taking leave;* and• Work at a location where the employer has at least 50 employees within 75 miles of the

employee’s worksite.*Special “hours of service” requirements apply to airline flight crew employees.

Requesting LeaveGenerally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, an employee must notify the employer as soon as possible and, possible to give 30-days’ notice, an employee must notify the employer as soon as possible and, possible to give 30-days’ notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures.Employees do not have to share a medical diagnosis, but must provide enough information to the Employees do not have to share a medical diagnosis, but must provide enough information to the Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could employer so it can determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to perform his or her job include informing an employer that the employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing functions, that a family member cannot perform daily activities, or that hospitalization or continuing functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously taken or certified.Employers can require a certification or periodic recertification supporting the need for leave. If the Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the certification is incomplete, it must provide a written notice indicating employer determines that the certification is incomplete, it must provide a written notice indicating what additional information is required.

Employer ResponsibilitiesOnce an employer becomes aware that an employee’s need for leave is for a reason that may qualify Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, under the FMLA, the employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is if eligible, must also provide a notice of rights and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA leave.

EnforcementEmployees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an employer.The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights.

WH1420 REV 04/16

THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION

For additional information or to file a complaint:

1-866-4-USWAGE(1-866-487-9243) TTY: 1-877-889-5627

www.dol.gov/whdU.S. Department of Labor I Wage and Hour Division

Wage and Hour Division

FMLA: Family and Medical Leave Act of 1993 (Only applies to certain employers – see note at bottom)

Job Safety and HealthIT’S THE LAW!

All workers have the right to:

A safe workplace.

Raise a safety or health concern with your employer or OSHA, or report a work-related injury or illness, without being retaliated against.

Receive information and training onjob hazards, including all hazardous substances in your workplace.

Request an OSHA inspection of your workplace if you believe there are unsafeor unhealthy conditions. OSHA will keepyour name confidential. YoYoY u have theright to have a representative contactOSHA on your behalf.

Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector.

File a complaint with OSHA within 30 days (by phone, online or by mail)if you have been retaliated against forusing your rights.

See any OSHA citations issued toyour employer.

Request copies of your medicalrecords, tests that measure hazards in the workplace, and the workplace injury and illness log.

Employers must:

Provide employees a workplace free from recognized hazards. It is illegal to retaliate against an employee for using any of their rights under the law,w,w including raising ahealth and safety concern with you or with OSHA, or reporting a work-related injury or illness.

Comply with all applicable OSHA standards.

Report to OSHA all work-related fatalities within 8 hours, and all inpatient hospitalizations, amputations and losses of an eye within 24 hours.

Provide required training to all workersin a language and vocabulary ty ty hey canunderstand.

Prominently display this poster iner iner thewowow rkplace.

Post OSHA citations at or near theplace of the alleged violations.

FREE ASSISTANCE toTANCE toT identify and correct hazards is available to small and medium-sized employers, without citation or penalty, y, ythrough OSHA-supported consultation programs in every state.

Contact OSHA. We can help.

1-800-321-OSHA (6742) • TTY 1-877-889-5627 • www.osha.gov

This poster is This poster is T available free from OSHA.available free from OSHA.av

OSH

A 3

165-

04R

2015

OSHA: Occupational Safety and Health Act of 1970

WH1462 REV 07/16

EMPLOYEE RIGHTSEMPLOYEE POLYGRAPH PROTECTION ACTThe Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.

WAGE AND HOUR DIVISIONUNITED STATES DEPARTMENT OF LABOR

1-866-487-9243TTY: 1-877-889-5627

www.dol.gov/whd

Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising

Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private individuals engaged in national security-related activities.

The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers.

The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected

of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in economic loss to the employer.

The law does not preempt any provision of any State or local law or any collective bargaining agreement which is more restrictive with respect to lie detector tests.

EXAMINEE RIGHTSWhere polygraph tests are permitted, they are subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, the right to refuse or discontinue a test, and the right not to have test results disclosed to unauthorized persons.

ENFORCEMENTThe Secretary of Labor may bring court actions to restrain violations and assess civil penalties against violators. Employees or job applicants may also bring their own court actions.

The law requires employers to display this poster where employees and job applicants can readily see it.

EPPA: Employee Polygraph Protection Act

High-quality Federal and State Posting Compliance Solution ComplyRight Poster Service is a high-quality labor law posting solution that provides the necessary federal and state postings to help employers meet compliance with federal and state laws. All businesses, regardless of size, are required to display mandatory federal and state labor law posters. Businesses are required to display these postings at each location where employees and applicants gather, such as break rooms, human resources or near time-clocks. Failure to meet compliance with these posting requirements can lead to hefty fines and legal liabilities.

Ideal for single and multi-site employers, ComplyRight Poster Service is a cost-effective posting compliance solution, which includes mandatory postings, along with one year of legal monitoring and a 100% Compliance Guarantee against fines for improper posting content. The ComplyRight Poster Service covers individual posters such as E-Verify and Right to Work, no smoking, state workers’ compensation industry wage orders and Spanish postings, when required by law. To provide valuable peace of mind to businesses, the service also includes free, automatic poster replacements for mandatory posting changes as well as posters for newly added posting requirements, which can amount to significant cost-savings for employers.

■ Accurate and up-to-date federal and state-specific postings, which are researched and monitored by our in-house legal team of attorneys and legal researchers

■ Includes one year of legal monitoring and automatic poster replacements, at no additional cost, any time there is a mandatory posting change

■ Quick Response (QR) code printed on each state poster, to scan and instantly determine if posters are compliant

■ Must be displayed in prominent and accessible locations that are highly visible to all employees

■ New poster, at no additional cost, any time a posting requirement is added

■ Meet strict government requirements for color, font and size

■ Timely email notifications of posting changes and poster replacement activity

■ Laminated for added durability

Available in: Federal and State (English or Spanish)*, Federal (Bilingual), State (English or Spanish)* and Federal and State (Bilingual)*

Sizes: Federal is 24" x 26.75", state varies.

Full color, laminated

U1200 – 03/17

Product specifi cations:

ComplyRight™ Poster Service

Compliance with federal and state labor law posting requirements is now easy and affordable with ComplyRight Poster Service.

OSHA: Occupational Safety and Health Act of 1970OSHA: Occupational Safety and Health Act of 1970

EMPLOYEE RIGHTSEMPLOYEE POLYGRAPH PROTECTION ACTThe Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.

PROHIBITIONSEmployers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act.

EXEMPTIONSFederal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private individuals engaged in national security-related activities.

The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers.

The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected

The law requires employers to display this poster where employees and job applicants can readily see it.

EMERGENCYEMERGENCYEMERGENCYEMERGENCYEMERGENCY INFORMATION

tive authorized by the employees be given an opportunity to accompany the VOSH inspector for the purpose of aiding the inspection.

Where there is no authorized employee representative, the VOSH inspector must consult with a reasonable number of employees concerning safety and health conditions in the workplace.

If upon inspection VOSH believes an employer has violated the Law, a cita-tion alleging such violations will be issued to the employer. Each citation will specify a time period within which the alleged violation must be corrected.

The VOSH citation must be prominently displayed at or near the place of al-leged violation for three days or until the violation is corrected, whichever is later, to warn employees of dangers that may exist there.

The Law provides for mandatory penalties against private sector employers of up to $7,000 for each serious violation and for optional penalties of up to $7,000 for each other–than–serious violation. Penalties of up to $7,000 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 $70,000 for each such violation.

Public Sector employers, all departments, agencies, institutions or other politi-cal subdivisions of the Commonwealth, are exempt from the penalty provisions of this Law.

Criminal penalties are also provided for in the Law. Any willful violation result-ing in the death of an employee is punishable, upon conviction, by a fine ofnot more than $70,000 or by imprisonment for not more than six months, orby both. Subsequent conviction of an employer after a first conviction doublesthese maximum penalties.

Main Street Centre600 East Main Street, Suite 207Richmond, Virginia 23219.VOICE (804) 371-2327FAX (804) 371–6524FAX (804) 371–6524F

Complaints Against State Plan to the Regional Administration of the State Safety and Health Program

The VOSH program shall apply to all public and private sector businessesin the State except for Federal agencies, businesses under the Energy Act, railroad rolling stock and tracks, certain Federal enclaves, andbusinesses covered by the Federal Maritime jurisdiction.

Voluntary efVoluntary efV forts by the employer to assure his workplace is in complianceoluntary efforts by the employer to assure his workplace is in complianceoluntary efwith the Law are encouraged. Vand Training Programs exist to assist employers. obtained by contacting the Department of Labor and Industry addressesshown below.

Employers now have a new system for tracking workplace injuries and illnesses. OSHA’and use. Using a question and answer format, the revised recordkeeping

employees) are exempt from most requirements. partially exempt, visit the OSHpub3169text.html.pub3169text.html.

EMPLOYERS: THIS POSTER MUST BE DISPLAYED IN BE DISPLAYED IN BE DISPLA A PROMINENT PLACE IN THE ESTABLISHMENTHE ESTABLISHMENTHE EST T TO

Citation

Proposed Penalty

Complaint

OCCUPATIONAPATIONAPA L SAFETY AND HEALTH OFFICE LOCAAND HEALTH OFFICE LOCAAND HEAL

HeadquartersMain Street Centre600 East Main Street, Suite 207, Richmond, Virginia 23219.(804) 371-2327

Central Virginia/RichmondNorth Run Business Park1570 East Parham RoadRichmond, VA 23228VA 23228VA(804) 371-3104

Northern Virginia/Manassas10515 Battleview ParkwayManassas, VA 2010VA 2010VA 9(703) 392-0900

Tidewater/Norfolk6363 Center DriveBuilding 6, Suite 101Norfolk, VA 2350VA 2350VA 2(757) 455-0891

Southwest/RoanokeBrammer Village3013 Peters Creek RoadRoanoke, VA 2401VA 2401VA 9(540) 562-3580

VIRGINIA DEPARTMENT OFDEPARTMENT OFDEPLABOR AND INDUSTRY

http://www.doli.virginia.gov

U.S. Department of LaborOSHA Regional Administrator

The Curtis Center, STE 740 West170 South Independence Mall West

Philadelphia, PA 19106-3309PA 19106-3309PA(215) 861-4900

Employees or their representatives have the right to file a complaint with thenearest VOSH office requesting an inspection if they believe unsafe or un-

rule provides guidance for recording occupational injuries and illnesses andexplains how to classify specific cases. Smaller employers (10 of fewer

All fatalities must be reported to VOSH within eight (8) hours. All injuries orillnesses that result in an in-patient hospitalization, amputation or loss of aneye must be reported to VOSH within twenty-four (24) hours. Failure to reportmay result in significant monetary penalties.

EMERGENCYEMERGENCYEMERGENCYEMERGENCYEMERGENCY INFORMATION

Against State Plan to the Regional Administration of the State Safety and Health Program

The VOSH program shall apply to all public and private sector businessesin the State except for Federal agencies, businesses under the

Act, railroad rolling stock and tracks, certain Federal enclaves, andbusinesses covered by the Federal Maritime jurisdiction.

forts by the employer to assure his workplace is in compliancewith the Law are encouraged. V

raining Programs exist to assist employers. obtained by contacting the Department of Labor and Industry addresses

w.

Employers now have a new system for tracking workplace injuries and illA’

and use. Using a question and answer format, the revised recordkeeping

employees) are exempt from most requirements. partially exempt, visit the OSHpub3169text.html.pub3169text.html.

T TO

TH OFFICE LOCA

10515 Battleview Parkway

rule provides guidance for recording occupational injuries and illnesses andexplains how to classify specific cases. Smaller employers (10 of fewer

All fatalities must be reported to VOSH within eight (8) hours. All injuries orillnesses that result in an in-patient hospitalization, amputation or loss of aneye must be reported to VOSH within twenty-four (24) hours. Failure to reportmay result in significant monetary penalties.

Featuring

the NEWupdate with

FLSA/EPPA

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