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800-327-6868 JJKeller.com MANAGEMENT RESOURCES DRUG-FREE WORKPLACE TRAINING SOLUTIONS POSTERS

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37989

FEDERALEmployment Laws

POSTER COMPLIANCE DATE 02/2013

Basic Leave EntitlementFMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:• for incapacity due to pregnancy, prenatal medical care or child birth;• to care for the employee’s child after birth, or placement for adoption or foster care;• to care for the employee’s spouse, son, daughter or parent, who has a serious health condition; or• for a serious health condition that makes the employee unable to perform the employee’s job.

Military Family Leave EntitlementsEligible employees whose spouse, son, daughter or parent is on covered active duty or call to covered active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is:

1. a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or

2. a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.*

*The FMLA definitions of “serious injury or illness” for current servicemembers and veterans are distinct from the FMLA definition of “serious health condition”.

Benefits and ProtectionsDuring FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.

Eligibility RequirementsEmployees are eligible if they have worked for a covered employer for at least 12 months, have 1,250 hours of service in the previous 12 months*, and if at least 50 employees are employed by the employer within 75 miles.*Special hours of service eligibility requirements apply to airline flight crew employees.

Definition of Serious Health ConditionA serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

Use of LeaveAn employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid LeaveEmployees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.

Employee ResponsibilitiesEmployees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures.Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave.

Employer ResponsibilitiesCovered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility.Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee’s leave entitlement. If the employer determines that the leave is not FMLA-protected, the employer must notify the employee.

Unlawful Acts by EmployersFMLA makes it unlawful for any employer to:• interfere with, restrain, or deny the exercise of any right provided under FMLA; and• discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for

involvement in any proceeding under or relating to FMLA.

EnforcementAn employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer.FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulation 29 C.F.R. § 825.300(a) may require additional disclosures.For additional information:

1-866-4US-WAGE (1-866-487-9243)TTY: 1-877-889-5627WWW.WAGEHOUR.DOL.GOV

U.S. Department of Labor • Wage and Hour Division • WHD Publication 1420

The United States Department of Labor, Wage and Hour Division

Employee Rights and Responsibilities Under the Family and Medical Leave Act

REV. 02/2013

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.

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 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 up to $10,000 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.For additional information:

1-866-4-USWAGE (1-866-487-9243)TTY: 1-877-889-5627WWW.WAGEHOUR.DOL.GOV

U.S. Department of Labor • Wage and Hour Division • WHD 1462


Employee Rights Employee Polygraph Protection Act

REV. 01/2012

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.

REEMPLOYMENT RIGHTSYou 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 RETALIATIONIf 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 information 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 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 the text of this notice where they customarily place notices for employees.

U.S. Department of Labor • 1-866-487-2365 U.S. Department of Justice Office of Special Counsel Employer Support of the Guard and Reserve • 1-800-336-4590

Veterans’ Employment and Training Services (VETS)

Your Rights Under USERRA — The Uniformed Services Employment and Reemployment Rights Act

Private 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, 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.

DISABILITYTitle I and Title V of the Americans with Disabilities Act of 1990, as amended, protect 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. 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.

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, 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.

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, classification, 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 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 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 affirmative action to ensure equality of opportunity in all aspects of employment.

INDIVIDUALS WITH DISABILITIESSection 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. 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. 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 MEDAL VETERANSThe Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative 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 affirmative 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 office, 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 financial 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 financial 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 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 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1

Equal Employment Opportunity Commission (EEOC)

Equal Employment Opportunity is THE LAW

REV. 11/2009

FEDERAL MINIMUM WAGE $7.25 PER HOUR

BEGINNING JULY 24, 2009OVERTIME PAYAt least 1½ times your 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 under the following conditions:

No more than• 3 hours on a school day or 18 hours in a school week;• 8 hours on a non-school day or 40 hours in a non-school week.Also, work may not begin before 7 a.m. or end after 7 p.m., except from June 1 through Labor Day, when evening hours are extended to 9 p.m. Different rules apply in agricultural employment.

TIP CREDITEmployers of “tipped employees” must pay 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. Certain other conditions must also be met.

ENFORCEMENTThe Department of Labor may recover back wages either administratively or through court action, for the employees that have been underpaid in violation of the law. Violations may result in civil or criminal action.

Employers may be assessed civil money penalties of up to $1,100 for each willful or repeated violation of the minimum wage or overtime pay provisions of the law and up to $11,000 for each employee who is the subject of a violation of the Act’s child labor provisions. In addition, a civil money penalty of up to $50,000 may be assessed for each child labor violation that causes the death or serious injury of any minor employee, and such assessments may be doubled, up to $100,000, when the violations are determined to be willful or repeated. The law also prohibits discriminating against or discharging workers who file a complaint or participate in any proceeding under the Act.

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 and the Commonwealth of the Northern Mariana

Islands.• Some state laws provide greater employee protections; employers must comply with both.• The law requires employers to display this poster where employees can readily see it.• Employees under 20 years of age may be paid $4.25 per hour during their first 90 consecutive calendar days of

employment with an employer.• 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.For additional information:

1-866-4-USWAGE (1-866-487-9243)TTY: 1-877-889-5627WWW.WAGEHOUR.DOL.GOV



Employee Rights Under the Fair Labor Standards Act

REV. 07/2009

REV. 10/2008

Scan your QR phone reader to learn more about the Employee Polygraph Protection Act.

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 on job hazards, including all hazardous substances in your workplace.

� Request an OSHA inspection of your workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep your name confidential. You have the right to have a representative contact OSHA 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 for using your rights.

� See any OSHA citations issued to your employer.

� Request copies of your medical records, 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, including raising a health 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 workers in a language and vocabulary they can understand.

� Prominently display this poster in the workplace.

� Post OSHA citations at or near the place of the alleged violations.

FREE ASSISTANCE to identify and correct hazards is available to small and medium-sized employers, without citation or penalty, through 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

OSHA

316

5-04

R 20

15

This poster is available free from OSHA.

U.S. Department of Labor

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on DVD Training Programs andAlcohol & Drug Testing Devices

On July 6, 2015, the Department of Labor (DOL) published proposed regulations that would more than double the minimum required salary for employees under the white collar exemptions. According to the DOL, this would mean that 4.6 million employees who are currently exempt would become entitled to overtime. The rule is likely to be finalized sometime in mid-2016.

To qualify for a white collar executive, administrative, or professional (EAP) exemption, an employee must be paid on a salary basis, be paid a fixed minimum salary each week, and perform job duties that qualify for the exemption. There are other white collar overtime exemption categories for teachers, those who practice law or medicine, and for outside sales employees; however, they are not subject to the salary requirement and will not be impacted by the new regulation.

The proposal would increase the minimum salary from the current $455 per week to $921 per week. This represents the 40th percentile of weekly earnings for full-time salaried workers based on 2013 data. The DOL projects that the salary would actually be $970 per week in 2016 when final regulations would likely take effect.

In addition, the DOL is proposing to increase the salary annually by either updating the 40th percentile, or based on the Consumer Price Index to keep the salary in line with the inflation rate.

Salary for exempt employees may double in 2016Changes to the duties tests also likely

Duties testsThe DOL is also considering revisions to the duties tests for the EAP exemptions. One possible revision may require employees to spend a specified amount of time performing exempt duties. Another possible revision would change the concurrent duties regulation for the executive exemption. This regulation allows employers to assert that managers are performing exempt work while engaged in nonexempt duties.

The DOL did not actually describe any proposed changes to the duties tests, but did request comments on the duties tests “for consideration in the Final Rule,” suggesting that changes to the duties tests will be part of the final regulation.

This catalog presents affordable solutions you need to help reduce the risk of liability and litigation. Our staff of experienced subject-matter experts will continue to keep customers like you informed of the latest FLSA and other HR-related changes that could affect your organization.

Edwin J. ZalewskiJ. J. Keller® Editorial Team Leader, Human Resources

For the latest FLSA information, visit JJKeller.com/flsa

Call 800-327-6868Order On JJKeller.com

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TABLE OF CONTENTS

* Offers apply to products in this catalog. Offers do not apply to previous purchases or products purchased for resale. Excludes price and stock agreements. Does not apply to FMLA Manager™, FMLA Administration Service, newsletters, manuals, labor law and policy posters, Labor Law Poster Update Service, Pay Per View videos, forms, handbooks, or online courses.

FLSA ..................................................... 3

FMLA .................................................. 4-6

HIPAA .................................................. 7

ADA ..................................................... 8-9

Sexual Harassment ........................... 10-11

Drug-Free Workplace ........................ 12-13

I-9 And E-Verify ..................................15

Management Resources .................. 16-18

HR & Legal Compliance Training .... 19-25

Posters ................................................ 26-31 When ordering online, please enter 109635 at checkout.

FLSA

3 800-327-6868When prompted at checkout for your promotion code, please enter 109635.

JJKeller.comM-F 7 a.m.–6 p.m. CST

Essential information on everything FLSA – in one convenient manual.

TOPIC: FLSA

Achieve Wage And Hour Compliance More EasilyFLSA Essentials ManualWith this manual, you’ll be able to:

Make informed wage and hour decisions and help avoid claims and litigation

Instantly access various FLSA legal topics with a summary of state laws — ideal for employers operating in multiple states

See how the law is applied through court case summaries, case studies, and guidance from the DOL Field Operations Handbook

Topics covered include classification of employees, hours worked and overtime, paying employees, time off and leave, child labor, and government employees. Contains key regulations, fact sheets and opinion letters, and FAQs. 3-ring bound, 800+ pages. Print and online editions plus 1-year update service ($667 combined value). See page 17 for more information.BQ-36475 $259

Learn The Basic Requirements Of FLSA In Simple, Understandable TermsFair Labor Standards Act (FLSA)The FLSA is arguably the labor law most often violated by employers. As the makeup of the American workforce becomes increasingly varied, it’s more crucial than ever to understand how the FLSA works. This course explains the basic requirements of FLSA, including:

Minimum wage requirements

Recordkeeping requirements

Overtime rules and how overtime pay is calculated

Exempt employees

Child labor restrictions

Independent contractors

Penalties for violations

Online Course (Tablet Compatible)BQ-25612 30 points

Visit JJKellertraining.com for more information.Wage and hour decisions involve a complicated mix of federal and state laws. One mistake could lead to a loss of millions of dollars in wage violation fines, lawsuits and back wage payments. This training will help your staff understand these complex and confusing wage and hour laws with the resources they need to run their day-to-day operations.

Helps you control costs related to leave taken.

INCLUDES:• Print and online editions• One year of updates• Access to subject-matter experts All for ONE LOW PRICESee page 17 for more information.



SCAN ME!easily verify your poster compliance

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To update your employment law posters contact J. J. Keller & Associates, Inc. JJKeller.com/employmentlaw 800-327-6868AHEEEHAPDICLEBPPBOAAKEJHFGHMNPAHEEEHABNFFFNBPNONKJGAGEHIGMDMHNHMOAPBNFFFNBKFJIPMFCCIADJNPEABBEIPHKPFMIAHMNKMJBFBMBCCFFKCBMOBMCIBDDKLKEKFPLAJAEBMEKFEJOOJECFENFJDADMMHOFPLBGGFDCJIGHKEKDGNJMDIJNFDLILJDGFMCLHJCNFDFDGAIEHCDPBAEHIJLKGFBFPKGGCJJODENNLNDENBIMDHKMGKIEMFNNFNEHBNOFCGFKACPMMNAIDHCHAHFHAAFHEAPBBBPAPOAMMAPKDGDHEOHNPBFGCAGDFGOHLEHHHHHHHPPHHPPHPHPHHPHPPHPPPPHHPPPHPPH

37994

FEDERALLeyes de trabajo


Derechos Básicos de AusenciaLa Ley de Ausencia Familiar y Médica (FMLA-por sus siglas en inglés) exige que todo empresario bajo el alcance de la Ley provea a sus

empleados elegibles hasta 12 semanas de ausencia del trabajo, no pagadas y con protección del puesto, por las siguientes razones:

• por incapacidad causada por embarazo, atención médica prenatal o parto;• para atender a un hijo del empleado después de su nacimiento, o su colocación para adopción o crianza;

• para atender a un cónyuge, hijo, hija, o padres del/de la empleado(a), el/la cual padezca de una condición de salud seria; o

• a causa de una condición de salud seria que le impida al empleado desempeñar su puesto.Derechos de Ausencia Para Familias MilitaresEmpleados elegibles con un cónyuge, hijo, hija, o padre que estén en servicio activo o se le haya avisado de una llamada a estado

de servicio activo bajo cobertura pueden usar su derecho de ausencia de 12 semanas para atender ciertas exigencias calificadoras.

Las exigencias calificadoras pueden incluir la asistencia a ciertos eventos militares, la fijación del cuidado alternativo de hijos, para

atender ciertos arreglos financieros y legales, para asistir a ciertas consultas con consejeros, y para asistir a sesiones de reintegración

pos-despliegue.FMLA también incluye un derecho especial de ausencia que concede a empleados elegibles ausentarse del trabajo hasta 26 semanas

para atender a un miembro del servicio militar bajo el alcance de la Ley durante un período único de 12 meses. Un miembro del

servicio bajo el alcance de la Ley es: (1) un miembro actual de las Fuerzas Armadas, incluyendo un miembro de la Guardia Nacional

o Reservas, que esté atravesando tratamiento médico, recuperación o terapia, es de cualquier otra forma paciente externo, o está de

cualquier otra forma en la lista de retiro temporal por discapacidad, debido a una lesión o enfermedad grave*; o (2) un veterano que

fue licenciado o relevado bajo condiciones no deshonrosas en cualquier momento durante el periodo de cinco años antes de la primera

fecha en la que el empleado elegible toma la ausencia bajo la FMLA para cuidar de un veterano bajo el alcance de la Ley, y que esté

atravesando tratamiento médico, recuperación o terapia por una lesión o enfermedad grave.**Las definiciones de la FMLA de “lesión o enfermedad grave” para los actuales miembros del servicio y veteranos son

diferentes a la definición de “condición de salud seria”.Beneficios y ProteccionesDurante una ausencia bajo FMLA, el empresario ha de mantener en vigor el seguro de salud del empleado bajo cualquier “plan de

seguro colectivo de salud” con los mismos términos como si el empleado hubiese seguido trabajando. Al regresar de una ausencia de

FMLA, a la mayor parte de los empleados se le ha de restaurar a su puesto original o puesto equivalente con sueldo, beneficios y otros

términos de empleo equivalentes.El tomar una ausencia bajo FMLA no puede resultar en la pérdida de ningún beneficio de empleo acumulado antes de que el empleado

comenzara una ausencia.Requisitos Para ElegibilidadLos empleados son elegibles si han trabajado para el empresario bajo el alcance de la Ley durante por lo menos 12 meses, por 1,250

horas durante los previos 12 meses*, y si el empresario emplea por lo menos a 50 empleados dentro de un área de 75 millas.

*Aplican requisitos especiales de horas de servicio para empleados que son miembros de tripulación de vuelo.

Definición de una Condición de Salud SeriaUna condición de salud seria es una enfermedad, lesión, impedimento, o condición física o mental que involucra una pernoctación

en un establecimiento de atención médica, o el tratamiento continuo bajo un servidor de atención médica por una condición que le

impide al empleado desempeñar las funciones de su puesto, o impide al miembro de la familia que califica participar en actividades

escolares o en otras actividades diarias.Dependiendo de ciertas condiciones, se puede cumplir con el requisito de tratamiento continuo con un período de incapacidad de más

de 3 días civiles consecutivos en combinación con por lo menos dos visitas a un servidor de atención médica o una visita y un régimen

de tratamiento continuo, o incapacidad a causa de un embarazo, o incapacidad a causa de una condición crónica. Otras condiciones

pueden satisfacer la definición de un tratamiento continuo.

Uso de la AusenciaEl empleado no necesita usar este derecho de ausencia todo de una vez. La ausencia se puede tomar intermitentemente o según un

horario de ausencia reducido cuando sea médicamente necesario. El empleado ha de esforzarse razonablemente cuando hace citas

para tratamientos médicos planificados para no interrumpir indebidamente las operaciones del empresario. Ausencias causadas por

exigencias calificadoras también pueden tomarse intermitentemente.Substitución de Ausencia Pagada por Ausencia No PagadaEl empleado puede escoger o el empresario puede exigir el uso de ausencias pagadas acumuladas mientras se toma ausencia bajo

FMLA. Para poder usar ausencias pagadas cuando toma la ausencia bajo FMLA, el empleado ha de cumplir con la política normal del

empresario que rija las ausencias pagadas.Responsabilidades del EmpleadoEl empleado ha de proveer un aviso con 30 días de anticipación cuando necesite ausentarse bajo FMLA cuando la necesidad es

previsible. Cuando no sea posible proveer un aviso con 30 días de anticipación, el empleado ha de proveer aviso en cuanto sea factible

y, en general, ha de cumplir con los procedimientos normales del empresario de llamar.Los empleados han de proporcionar suficiente información para que el empresario determine si la ausencia califica para la protección

de FMLA, con la fecha y la duración anticipadas de la ausencia. Suficiente información puede incluir que el empleado no puede

desempeñar las funciones del puesto, que el miembro de la familia no puede desempeñar las actividades diarias, la necesidad de ser

hospitalizado o de seguir un régimen continuo bajo un servidor de atención médica, o circunstancias que exijan una necesidad de

ausencia familiar militar. Además, los empleados han de informar al empresario si la ausencia solicitada es por una razón por la cual

se había previamente tomado o certificado la ausencia bajo FMLA. También se le puede exigir al empleado que provea certificación y

re-certificación periódicamente constatando la necesidad para la ausencia.Responsabilidades del EmpresarioLos empresarios bajo el alcance de FMLA han de informar a los empleados solicitando ausencia si son o no elegibles bajo FMLA. Si lo

son, el aviso ha de especificar cualquier otra información exigida tanto como los derechos y las responsabilidades de los empleados. Si

no son elegibles, el empresario ha de proveer una razón por la inelegibilidad.Los empresarios bajo el alcance de la Ley han de informar a los empleados si la ausencia se va a designar protegida por FMLA y la

cantidad de tiempo de la ausencia que se va a contar contra el derecho del empleado para ausentarse. Si el empresario determina que

la ausencia no es protegida por FMLA, el empresario ha de notificar al empleado de esto.Actos Ilegales Por Parte del EmpresarioLa ley FMLA le prohíbe a todo empresario:• que interfiera con, limite, o niegue el ejercicio de cualquier derecho estipulado por FMLA; y

• que se despida a, o se discrimine en contra de, alguien que se oponga a una práctica prohibida por FMLA o porque se

involucre en cualquier procedimiento bajo FMLA o relacionado a FMLA.CumplimientoUn empleado puede presentar una reclamación ante el Departamento de Trabajo de los Estados Unidos o puede iniciar una demanda

civil particular contra el empresario.FMLA no afecta ninguna otra ley federal o estatal que prohíba la discriminación, o invalida ninguna ley estatal o local o ninguna

negociación colectiva que provea derechos familiares o médicos superiores.La Sección 109 de FMLA (29 U.S.C. § 2619) exige que todo empresario bajo el alcance de FMLA exhiba el texto de este

aviso. Los Reglamentos 29 C.F.R. § 825.300(a) pueden exigir divulgaciones adicionales. Si precisa información adicional:

1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627WWW.WAGEHOUR.DOL.GOVDepartamento de Trabajo de los Estados Unidos • División de Horas y Salarios • WH1420SP

The United States Department of Labor, Wage and Hour DivisionDerechos y responsabilidades del empleado bajo

la Ley de Ausencia Familiar y Médica

REV. 02/2013

La Ley Para La Protección del Empleado contra la Prueba de Polígrafo le prohíbe a la mayoría de los empleadores del

sector privado que utilice pruebas con detectores de mentiras durante el período de pre-empleo o durante el servicio

de empleo.PROHIBICIONESGeneralmente se le prohíbe al empleador que le exija o requiera a un empleado o a un solicitante a un trabajo que se someta a una

prueba con detector de mentiras, y que despida, discipline, o discrimine de ninguna forma contra un empleado o contra un aspirante a

un trabajo por haberse negado a someterse a la prueba o por haberse acogido a otros derechos establecidos por la Ley.

EXENCIONESEsta Ley no afecta a los empleados de los gobiernos federal, estatales y locales. Tampoco se aplica a las pruebas que el Gobierno

Federal les administra a ciertos individuos del sector privado que trabajan en actividades relacionadas con la seguridad nacional.

La Ley permite la administración de pruebas de polígrafo (un tipo de detector de mentiras) en el sector privado, sujeta a ciertas

restricciones, a ciertos aspirantes para empleos en compañías de seguridad (vehículos blindados, sistemas de alarma y guardias).

También se les permite el uso de éstas a compañías que fabrican, distribuyen y dispensan productos farmacéuticos.

La Ley también permite la administración de estas pruebas de polígrafo, sujeta a ciertas restricciones, a empleados de empresas

privadas que estén bajo sospecha razonable de estar involucrados en un incidente en el sitio de empleo (tal como un robo, desfalco,

etc.) que le haya ocasionado daños económicos al empleador.La Ley no substituye ninguna provisión de cualquier otra ley estatal o local ni tampoco a tratos colectivos que sean más rigurosos con

respecto a las pruebas de polígrafo.

DERECHOS DE LOS EXAMINADOSEn casos en que se permitan las pruebas de polígrafo, éstas deben ser administradas bajo una cantidad de normas estrictas en cuanto

a su administración y duración. Los examinados tienen un número de derechos específicos, incluyendo el derecho de advertencia por

escrito antes de someterse a la prueba, el derecho a negarse a someterse a la prueba o a descontinuarla, al igual que el derecho a

negarse a que los resultados de la prueba estén al alcance de personas no autorizadas.CUMPLIMIENTOEl/La Secretario(a) de Trabajo puede entablar pleitos para impedir violaciones y puede imponer penas pecuniarias civiles de hasta

$10,000 contra los violadores. Los empleados o solicitantes a empleo también tienen derecho a entablar sus propios pleitos en los

tribunales.LA LEY EXIGE QUE LOS EMPLEADORES EXHIBAN ESTE AVISO DONDE LOS EMPLEADOS Y LOS SOLICITANTES DE EMPLEO LO

PUEDAN VER FÁCILMENTE.Para información adicional:

1-866-4-USWAGE (1-866-487-9243) TTY: 1-877-889-5627WWW.WAGEHOUR.DOL.GOV

U.S. Department of Labor • Wage and Hour Division • WHD 1462SP

The United States Department of Labor, Wage and Hour DivisionDerechos del empleado — Ley Para La Protección del Empleado contra la Prueba del Polígrafo

REV. 01/2012

USERRA protege los derechos laborales de individuos que dejan sus puestos de empleo de manera voluntaria o involuntaria para participar en el servicio militar o en ciertos tipos de servicio en el Sistema Médico

Nacional de Desastres. USERRA también prohíbe a los empleadores discriminar contra miembros presentes y pasados de los servicios uniformados, y contra aspirantes a servicios uniformados.

DERECHOS A REEMPLEOUsted tiene el derecho a recuperar su empleo civil si deja ese trabajo para el desempeño del deber en el servicio uniformado y:

• usted se asegura de que su empleador reciba previo aviso verbal o escrito de su servicio;• usted tiene cinco años o un tiempo menor de servicio acumulado en los servicios uniformados en el transcurso de su empleo

con ese empleador específico;• usted regresa a trabajar o solicita reempleo de una manera oportuna tras la conclusión del servicio; y• usted no ha sido separado del servicio al ser dado de baja por descalificación o bajo otras condiciones que no sean

honorables.Si usted reúne los requisitos para el reempleo, deberá ser restablecido con el empleo y los beneficios que usted hubiera obtenido si no

hubiera estado ausente debido al servicio militar o, en algunos casos, con un empleo comparable.DERECHO A ESTAR LIBRE DE DISCRIMINACIÓN Y REPRESALIASSi usted:• es un miembro presente o pasado del servicio uniformado; • ha solicitado ser miembro del servicio uniformado; o• está obligado a servir en el servicio uniformado;

entonces un empleador no puede negarle a usted:• empleo inicial;• reempleo;• retención de su empleo;

• ascenso; o• cualquier beneficio del empleodebido a esta situación.

Además, un empleador no puede tomar represalias contra alguien que ayude en la aplicación de los derechos de USERRA, lo cual

incluye testificar o hacer una declaración relacionada con un proceso bajo USERRA, incluso si esa persona no está relacionada con el

servicio.

PROTECCIÓN DE SEGURO MÉDICO• Si usted deja su empleo para cumplir con el servicio militar, tiene el derecho a elegir continuar su cobertura existente del

plan médico basado en el empleador para usted y sus dependientes por hasta 24 meses durante dicho servicio militar.

• Incluso si no elige continuar la cobertura durante su servicio militar, usted tiene el derecho a ser reincorporado en el plan

médico de su empleador cuando usted regrese a su empleo, por lo general sin ningún período de espera o exclusión (p. ej.,

exclusiones por condiciones preexistentes) a excepción de enfermedades o lesiones relacionadas con el servicio.

APLICACIÓN DE LA LEY• El Servicio de Empleo y Capacitación para Veteranos de Guerra (Veterans Employment and Training Service, VETS) del

Departamento del Trabajo de EE.UU. está autorizado para investigar y resolver quejas de infracciones de USERRA.

• Para obtener ayuda para presentar una queja, o para obtener cualquier otra información sobre USERRA, comuníquese con

VETS al 1-866-4-USA-DOL o visite su sitio web en http://www.dol.gov/vets. Puede consultarse a un asesor interactivo de

USERRA en línea en http://www.dol.gov/elaws/userra.htm.• Si presenta una queja ante VETS y VETS no puede resolverla, usted puede pedir que su caso se remita al Departamento de

Justicia o a la Oficina del Consejero Especial (Office of Special Counsel), según corresponda, para representación.

• Puede saltarse el proceso de VETS y entablar una demanda civil contra el empleador por infracciones de USERRA.

Los derechos anotados aquí pueden variar dependiendo de las circunstancias. El texto de este aviso fue preparado por VETS, y puede

verse en Internet en esta dirección: http://www.dol.gov/vets/programs/userra/poster.htm. La ley federal exige que los empleadores

notifiquen a sus empleados de sus derechos conforme a USERRA, y los empleadores pueden satisfacer este requisito al poner a la vista

el texto de este aviso donde habitualmente coloquen avisos para empleados.U.S. Department of Labor • 1-866-487-2365 U.S. Department of Justice Office of Special Counsel Employer Support of the Guard and Reserve • 1-800-336-4590

Veterans’ Employment and Training Services (VETS)Sus derechos conforme a USERRA — Ley de Derechos de Empleo y Reempleo de los Servicios Uniformados

Empleadores privados, gobiernos locales y estatales, instituciones educativas, agencias de empleo y organizaciones de trabajo

Los postulantes y empleados de la mayoría de los empleadores privados, los gobiernos locales y estatales, las instituciones educativas, las agencias de empleo y las organizaciones de trabajo están protegidos por la ley federal contra la discriminación en función de:RAZA, COLOR, RELIGIÓN, SEXO, PROCEDENCIAEl Título VII de la Ley de Derechos Civiles (Civil Rights Act) de 1964, con sus

modificaciones, protege a los postulantes y a los empleados contra la discriminación en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las referencias y los demás aspectos del empleo, en función de raza, color, religión, sexo (incluidas las embarazadas) o procedencia. La discriminación religiosa se refiere a la falta de adaptación razonable a las prácticas religiosas de un empleado, siempre y cuando dicha adaptación no provoque una dificultad económica desmedida para la compañía.DISCAPACIDADLos Títulos I y V de la Ley de Estadounidenses con Discapacidades (Americans with Disabilities Act) de 1990, con sus modificaciones, protege a las personas idóneas contra la discriminación por discapacidad en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las referencias y los demás aspectos del empleo. La discriminación por discapacidad se refiere a la falta de adaptaciones razonables para las limitaciones físicas o mentales de una persona idónea que tiene una discapacidad y que es un postulante o un empleado, salvo que dichas adaptaciones provoquen una dificultad económica desmedida para la compañía.

EDADLa Ley contra la Discriminación Laboral por Edad (Age Discrimination in Employment Act) de 1967, con sus modificaciones, protege a los postulantes y empleados de 40 años o más contra la discriminación por cuestiones de edad en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las referencias y los demás aspectos del empleo.SEXO (SALARIOS)Además de lo establecido en el Título VII de la Ley de Derechos Civiles, con sus modificaciones, la Ley de Igualdad en las Remuneraciones (Equal Pay Act) de 1963, con sus modificaciones, también prohíbe la discriminación sexual en el pago de los salarios a las mujeres y los hombres que realicen básicamente el mismo trabajo, en empleos que requieran las mismas habilidades, esfuerzo y responsabilidad, en condiciones laborales similares, en el mismo establecimiento.GENÉTICA

El Título II de la Ley de No Discriminación por Información Genética (Genetic Information Nondiscrimination Act, GINA) de 2008 protege a los postulantes y empleados contra la discriminación basada en la información genética en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las referencias y los demás aspectos del empleo. La GINA también limita la adquisición de información genética por parte de los empleadores y condiciona de manera estricta su divulgación. La información genética incluye las pruebas genéticas de los postulantes, empleados o integrantes de sus familias, la manifestación de enfermedades o trastornos de los miembros de la familia (historia

médica familiar) y las solicitudes o la recepción de servicios genéticos por parte de los postulantes, empleados o integrantes de sus familias.REPRESALIAS

Todas estas leyes federales prohíben a las entidades cubiertas que tomen represalias en contra de una persona que presenta una cargo por discriminación, participa en un procedimiento por discriminación o que, de algún otro modo, se opone a una práctica laboral ilícita.QUÉ DEBE HACER SI CONSIDERA QUE ES VÍCTIMA DE LA DISCRIMINACIÓNExisten plazos estrictos para presentar cargos por discriminación laboral. A fin de preservar la capacidad de la Comisión para la Igualdad de Oportunidades en el Empleo (Equal Employment Opportunity Commission, EEOC) de actuar en representación suya y proteger su derecho a iniciar una demanda privada si fuese necesario en última instancia, debe comunicarse con la EEOC apenas sospeche que se produjo un hecho de discriminación: Comisión para la Igualdad de Oportunidades en el Empleo de los Estados Unidos, 1-800-669-4000 (línea gratuita) o 1-800-669-6820 (línea gratuita TTY para las personas con problemas auditivos). Puede encontrar información sobre las sucursales de la EEOC en www.eeoc.gov o en la mayoría de las guías telefónicas en la sección Gobierno Federal o Gobierno de los Estados Unidos. También puede obtener información adicional sobre la EEOC, incluso cómo presentar un cargo, en www.eeoc.gov.

Empleadores que tengan contratos o subcontratos con el gobierno federal

Los postulantes y empleados de las compañías que tengan un contrato o subcontrato con el gobierno federal están protegidos por la ley federal contra la discriminación en función de:RAZA, COLOR, RELIGIÓN, SEXO, PROCEDENCIAEl Decreto Ejecutivo 11246, con sus modificaciones, prohíbe la discriminación en

el trabajo en función de raza, color, religión, sexo o procedencia y exige que se implementen acciones afirmativas para garantizar la igualdad de oportunidades en todos los aspectos laborales.PERSONAS CON DISCAPACIDADESLa Sección 503 de la Ley de Rehabilitación (Rehabilitation Act) de 1973, con sus

modificaciones, protege a las personas idóneas contra la discriminación por discapacidad en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las referencias y los demás aspectos del empleo. La discriminación por discapacidad se refiere a la falta de adaptaciones razonables para las limitaciones físicas o mentales de una persona idónea que tiene una discapacidad y que es un postulante o un empleado,

salvo que dichas adaptaciones provoquen una dificultad económica desmedida para la compañía. La Sección 503 también exige que los contratistas federales implementen acciones afirmativas para emplear y avanzar en el empleo de personas idóneas con discapacidades en todos los niveles laborales, incluido el nivel ejecutivo.VETERANOS DISCAPACITADOS, RECIÉN RETIRADOS, BAJO PROTECCIÓN Y CON MEDALLA POR SERVICIO A LAS FUERZAS ARMADASLa Ley de Asistencia a la Readaptación de Veteranos de Vietnam (Vietnam Era Veterans’

Readjustment Assistance Act) de 1974, con sus modificaciones, 38 U.S.C. 4212, prohíbe la discriminación laboral y exige que se implementen acciones afirmativas para emplear y avanzar en el empleo de los veteranos discapacitados, recién retirados (en el plazo de los tres años posteriores a la baja o al cese del servicio activo), otros veteranos bajo protección (los veteranos que prestaron servicio durante una guerra o en una campaña o expedición para la cual se les autorizó una insignia de campaña) y los veteranos con medalla por servicio a las Fuerzas Armadas (aquellos que durante el servicio activo, participaron en una operación militar de los Estados Unidos por la cual se los reconoció con una medalla por servicio a las Fuerzas Armadas).

REPRESALIASQuedan prohibidas las represalias contra una persona que presenta una demanda por discriminación, participa en un procedimiento de la Oficina de Programas de Cumplimiento de Contratos Federales (Office of Federal Contract Compliance Programs, OFCCP) o que se oponga, de algún otro modo, a la discriminación según estas leyes federales.Toda persona que considere que un contratista violó sus obligaciones de acción afirmativa o no discriminación según las autoridades mencionadas anteriormente debe comunicarse de inmediato con:La Oficina de Programas de Cumplimiento de Contratos Federales (OFCCP), Departamento de Trabajo de los Estados Unidos, 200 Constitution Avenue, N.W., Washington, D.C. 20210, teléfono 1-800-397-6251 (línea gratuita) o (202) 693-1337 (línea TTY). También puede enviar un mensaje de correo electrónico a la OFCCP ([email protected]) o bien, llamar a una de sus oficinas regionales o del distrito, las cuales aparecen en la mayoría de las guías telefónicas en la sección Gobierno de los Estados Unidos, Departamento de Trabajo.

Programas o actividades que reciben asistencia financiera federal

RAZA, COLOR, PROCEDENCIA, SEXOAdemás de las protecciones establecidas en el Título VII de la Ley de Derechos Civiles de 1964 y sus modificaciones, el Título VI de dicha ley, con sus modificaciones, prohíbe la discriminación por raza, color o procedencia en los programas o las actividades que reciban asistencia financiera federal. La discriminación laboral está cubierta por el Título VI si el objetivo principal de la asistencia financiera es brindar empleo, o si la discriminación laboral provoca o puede provocar discriminación cuando se proporcionan los servicios de dichos programas. El Título IX de las Reformas Educativas de 1972

prohíbe la discriminación laboral según el sexo en los programas o las actividades educativas que reciben asistencia financiera federal.PERSONAS CON DISCAPACIDADESLa Sección 504 de la Ley de Rehabilitación de 1973, con sus modificaciones, prohíbe la

discriminación laboral por discapacidad en cualquier programa o actividad que reciba asistencia financiera federal. Queda prohibida la discriminación en todos los aspectos laborales contra las personas discapacitadas que, con o sin adaptaciones razonables, pueden desempeñar las funciones esenciales del trabajo.

Si cree que ha sido víctima de discriminación en algún programa de una institución que reciba asistencia financiera federal, debe comunicarse de inmediato con la agencia federal que brinda dicha asistencia.

Versiones utilizables de la EEOC 9/02 y la OFCCP 8/08 con el Suplemento 11/09 EEOC‑P/E‑1

Equal Employment Opportunity Commission (EEOC)La igualdad de oportunidades de empleo es LA LEY

REV. 11/2009

SALARIO MÍNIMO FEDERAL $7.25 POR HORA A PARTIR DEL 24 DE JULIO DE 2009PAGO DE SOBRETIEMPOPor lo menos tiempo y medio (1½) de su tasa regular de pago por todas las horas trabajadas en exceso de 40 en una semana laboral.

EMPLEO DE MENORES DE EDADEl empleado ha de tener por lo menos 16 años de edad para trabajar en la mayoría de los trabajos no agrícolas y por lo menos tener 18

años para trabajar en trabajos no agrícolas declarados arriesgados por el/la Secretario(a) de Trabajo.Jóvenes de 14 y 15 años de edad pueden trabajar fuera de horas escolares en varios trabajos que no sean en fabricación, minería, o

arriesgados, bajo las siguientes condiciones:No más de• 3 horas en un día escolar o 18 horas en una semana escolar;• 8 horas en un día no escolar o 40 horas en una semana no escolar.Además, el trabajo no puede empezar antes de las 7 de la mañana o terminar después de las 7 de la tarde salvo del primero

de junio hasta el Día de Labor, cuando las horas de la tarde se extienden hasta las 9 de la noche. Se aplican reglas distintas al

empleo agrícola.CRÉDITO POR PROPINASEmpresarios de empleados que reciben propinas han de pagar un salario en efectivo de por lo menos $2.13 por hora si declaran

un crédito por propina contra sus obligaciones hacia el salario mínimo. Si las propinas del empleado combinadas con el salario en

efectivo que paga el empresario de por lo menos $2.13 por hora no equivalen al salario mínimo por hora, el empresario ha de suplir la

diferencia. También se tiene que cumplir con otras condiciones.CUMPLIMIENTOEl Departamento de Trabajo puede recuperar salarios atrasados administrativamente o mediante acción legal en los tribunales, para

empleados a los cuales se les haya pagado por debajo y en violación de la ley.

A los empresarios se les puede imponer penas pecuniarias civiles de hasta $1,100 por cada infracción intencional o repetida de las

provisiones de la ley del pago del salario mínimo y del pago de sobretiempo y hasta $11,000 por cada empleado que sea empleado

en violación de las provisiones de la ley sobre el empleo de menores. Adicionalmente, se puede imponer una pena pecuniaria civil de

hasta $50,000 por cada infracción de las provisiones sobre el empleo de menores si causa la muerte o una lesión seria de un empleado

menor de edad, y se pueden doblar dichas avaluaciones, hasta $100,000, cuando se determinan que las infracciones son intencionales

o repetidas. La ley también prohíbe la discriminación o el despido del trabajador por haber presentado una denuncia o por participar en

cualquier procedimiento bajo la Ley.INFORMACIÓN ADICIONAL• Ciertas ocupaciones y ciertos establecimientos están exentos de las provisiones de pago de salario mínimo y de sobretiempo.

• Se aplican provisiones especiales a trabajadores de Samoa Americana y de la Comunidad de las Islas Marianas del Norte.

• Algunas leyes estatales proveen más protecciones al empleado; el empresario ha de cumplir con ambas.

• La ley exige que los empresarios pongan este cartel donde los empleados lo puedan ver fácilmente.

• A los empleados menores de 20 años de edad se les puede pagar menos de $4.25 por hora durante los primeros 90 días

civiles consecutivos de empleo con un empresario.• Se les puede pagar menos del salario mínimo bajo ciertos certificados especiales emitidos por el Departamento de Trabajo a

ciertos estudiantes de tiempo completo, estudiantes aprendices y a trabajadores con impedimentos.

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

WWW.WAGEHOUR.DOL.GOVU.S. Department of Labor • Wage and Hour Division • WHD 1088SPA

The United States Department of Labor, Wage and Hour DivisionDerechos del empleado bajo la Ley de Normas Justas de Trabajo

REV. 07/2009

REV. 10/2008

Escanee su lector telefónico QR para saber más en inglés sobre la Ley Para La Protección Del Empleado Contra La Prueba Del Polígrafo.

Seguridad y Salud en el Trabajo¡ES LA LEY!Todos los trabajadores tienen el derecho a: � Un lugar de trabajo seguro. � Decir algo a su empleador o la OSHA sobre preocupaciones de seguridad o salud, o reportar una lesión o enfermedad en el trabajo, sin sufrir represalias.

� Recibir información y entrenamiento sobre los peligros del trabajo, incluyendo sustancias toxicas en su sitio de trabajo. � Pedirle a la OSHA inspeccionar su lugar de trabajo si usted cree que hay condiciones peligrosas o insalubres. Su información es confidencial. Algún representante suyo puede comunicarse con OSHA a su nombre. � Participar (o su representante puede participar) en la inspección de OSHA y hablar en privado con el inspector. � Presentar una queja con la OSHA dentro de 30 días (por teléfono, por internet, o por correo) si usted ha sufrido represalias por ejercer sus derechos.

� Ver cualquieras citaciones de la OSHA emitidas a su empleador.

� Pedir copias de sus registros médicos, pruebas que miden los peligros en el trabajo, y registros de lesiones y enfermedades relacionadas con el trabajo.

Los empleadores deben: � Proveer a los trabajadores un lugar de trabajo libre de peligros reconocidos. Es ilegal discriminar contra un empleado quien ha ejercido sus derechos bajo la ley, incluyendo hablando sobre preocupaciones de seguridad o salud a usted o con la OSHA, o por reportar una lesión oenfermedad relacionada con el trabajo. � Cumplir con todas las normas aplicables de la OSHA.

� Reportar a la OSHA todas las fatalidades relacionadas con el trabajo dentro de 8 horas, y todas hospitalizaciones, amputaciones y perdidos de un ojo dentro de 24 horas. � Proporcionar el entrenamiento requerido a todos los trabajadores en un idioma y vocabulario que pueden entender.

� Mostrar claramente este cartel en el lugar de trabajo. � Mostrar las citaciones de la OSHA acerca del lugar de la violación alegada.

Los empleadores de tamaño pequeño y mediano pueden recibir ASISTENCIA GRATIS para identificar y corregir los peligros sin citación o multa, a través de los programas de consultación apoyados por la OSHA en cada estado.

Llame OSHA. Podemos ayudar.

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

Este cartel está disponible de la OSHA para gratis.

OSHA

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Departamento de Trabajo de los EE. UU.




poster compliance

status nowTo update your employment law posters contact

J. J. Keller & Associates, Inc.

JJKeller.com/employmentlaw

800-327-6868

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37989



Basic Leave Entitlement

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for

the following reasons:

• for incapacity due to pregnancy, prenatal medical care or child birth;

• to care for the employee’s child after birth, or placement for adoption or foster care;

• to care for the employee’s spouse, son, daughter or parent, who has a serious health condition; or

• for a serious health condition that makes the employee unable to perform the employee’s job.

Military Family Leave Entitlements

Eligible employees whose spouse, son, daughter or parent is on covered active duty or call to covered active duty

status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may

include attending certain military events, arranging for alternative childcare, addressing certain financial and legal

arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.

FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care

for a covered servicemember during a single 12-month period. A covered servicemember is:

1. a current member of the Armed Forces, including a member of the National Guard or Reserves, who

is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is

otherwise on the temporary disability retired list, for a serious injury or illness*; or

2. a veteran who was discharged or released under conditions other than dishonorable at any time

during the five-year period prior to the first date the eligible employee takes FMLA leave to care for

the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious

injury or illness.*

*The FMLA definitions of “serious injury or illness” for current servicemembers and veterans are distinct

from the FMLA definition of “serious health condition”.

Benefits and Protections

During FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan” on the

same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored

to their original or equivalent positions with equivalent pay, benefits, and other employment terms.

Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s

leave.

Eligibility Requirements

Employees are eligible if they have worked for a covered employer for at least 12 months, have 1,250 hours of service in

the previous 12 months*, and if at least 50 employees are employed by the employer within 75 miles.

*Special hours of service eligibility requirements apply to airline flight crew employees.

Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an

overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either

prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member

from participating in school or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than

3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of

continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may

meet the definition of continuing treatment.

Use of LeaveAn employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a

reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for

planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies

may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave

Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use

paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.

Employee Responsibilities

Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30

days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an

employer’s normal call-in procedures.

Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA

protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee

is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization

or continuing treatment by a health care provider, or circumstances supporting the need for military family leave.

Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously

taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the

need for leave.

Employer Responsibilities

Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the

notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are

not eligible, the employer must provide a reason for the ineligibility.

Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave

counted against the employee’s leave entitlement. If the employer determines that the leave is not FMLA-protected,

the employer must notify the employee.

Unlawful Acts by Employers

FMLA makes it unlawful for any employer to:

• interfere with, restrain, or deny the exercise of any right provided under FMLA; and

• discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for


EnforcementAn employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an

employer.

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or

collective bargaining agreement which provides greater family or medical leave rights.

FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice.

Regulation 29 C.F.R. § 825.300(a) may require additional disclosures.

For additional information:

1-866-4US-WAGE (1-866-487-9243)

TTY: 1-877-889-5627

WWW.WAGEHOUR.DOL.GOV




REV. 02/2013

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.

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 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 up to $10,000 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.


1-866-4-USWAGE (1-866-487-9243)

TTY: 1-877-889-5627




Employee Rights

Employee Polygraph Protection Act

REV. 01/2012

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.

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


then an employer may not deny you:

• initial employment;

• reemployment;

• retention in employment;

• promotion; or

• any benefit of employment


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 information 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 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

the text of this notice where they customarily place notices for employees.



Your Rights Under USERRA —

The Uniformed Services Employment and Reemployment Rights Act

Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations

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:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

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.

DISABILITYTitle I and Title V of the Americans with Disabilities Act of 1990, as amended,

protect 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. 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.

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,

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.

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,

classification, 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 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:


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.

INDIVIDUALS WITH DISABILITIES

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. 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. 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 MEDAL VETERANS

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended,

38 U.S.C. 4212, prohibits job discrimination and requires affirmative 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

affirmative 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 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 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

financial assistance.


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 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement

EEOC-P/E-1



REV. 11/2009

FEDERAL MINIMUM WAGE

$7.25 PER HOUR

BEGINNING JULY 24, 2009

OVERTIME PAYAt least 1½ times your 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 under the following conditions:

No more than

• 3 hours on a school day or 18 hours in a school week;

• 8 hours on a non-school day or 40 hours in a non-school week.

Also, work may not begin before 7 a.m. or end after 7 p.m., except from June 1 through Labor Day, when evening

hours are extended to 9 p.m. Different rules apply in agricultural employment.

TIP CREDITEmployers of “tipped employees” must pay 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. Certain other conditions must also

be met.

ENFORCEMENTThe Department of Labor may recover back wages either administratively or through court action, for the employees

that have been underpaid in violation of the law. Violations may result in civil or criminal action.

Employers may be assessed civil money penalties of up to $1,100 for each willful or repeated violation of the minimum

wage or overtime pay provisions of the law and up to $11,000 for each employee who is the subject of a violation of

the Act’s child labor provisions. In addition, a civil money penalty of up to $50,000 may be assessed for each child labor

violation that causes the death or serious injury of any minor employee, and such assessments may be doubled, up to

$100,000, when the violations are determined to be willful or repeated. The law also prohibits discriminating against or

discharging workers who file a complaint or participate in any proceeding under the Act.

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 and the Commonwealth of the Northern Mariana

Islands.

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

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

• Employees under 20 years of age may be paid $4.25 per hour during their first 90 consecutive calendar days of

employment with an employer.

• 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.


1-866-4-USWAGE (1-866-487-9243)

TTY: 1-877-889-5627





REV. 07/2009

REV. 10/2008

Scan your QR phone

reader to learn more about

the Employee Polygraph

Protection Act.

Job Safety and Health

IT’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 on job

hazards, including all hazardous substances in

your workplace.

� Request an OSHA inspection of your

workplace if you believe there are unsafe or

unhealthy conditions. OSHA will keep your

name confidential. You have the right to have a

representative contact OSHA 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 for using your rights.

� See any OSHA citations issued to your

employer.

� Request copies of your medical records, 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, including raising a health

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 workers in a

language and vocabulary they can understand.

� Prominently display this poster in the workplace.

� Post OSHA citations at or near the place of

the alleged violations.

FREE ASSISTANCE to identify and correct

hazards is available to small and medium-

sized employers, without citation or penalty,

through 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

OSHA

316

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This poster is available free from OSHA.


Posters shown are current as of publication of this catalog.

Mandatory Federal And FMLA Legal Information — On One PosterFederal Employment Law Posters With FMLA NoticeThese easy-to-display posters are laminated for long life and a neat, clean appearance. They make compliance simple, and they include:

Minimum Wage (Fair Labor Standards Act - FLSA)

Job Safety and Health “It’s the Law!” (OSHA 3165)

Employee Polygraph Protection Act (EPPA)

Equal Employment Opportunity Is The Law (EEO)

Uniformed Services Employment and Reemployment Rights Act (USERRA)

Family And Medical Leave Act (FMLA)

English poster with FMLA, 20" W x 26" LBQ-37989

Spanish poster with FMLA, 20" W x 26" LBQ-37994 10–24 $14.95 ea 5–9 $17.45 ea. 1–4 $19.95 ea.

Bilingual (English/Spanish) with FMLA, 40" W x 26" LBQ-37996 10–24 $29.95 ea 5–9 $34.95 ea. 1–4 $39.95 ea.

Get Critical FMLA Information In Clear, Conversational LanguageFMLA Essentials ManualWith this manual, you can easily:

Understand FMLA — including the newest regulations, along with military family leave and airline crew member regulations — and reduce the potential for inconsistent or improper administration

Make smarter FMLA decisions and steer clear of costly lawsuits

Discover how the FMLA interacts with state leave laws, and others such as the ADA, workers’ compensation, and USERRA

Includes best practices, court cases summaries, stories that apply the provisions, practical tips, and sample forms and documents for reference. 3-ring bound, 950+ pages.Print and online editions plus 1-year update service ($667 combined value). See page 17 for more information. BQ-36471 $259

FMLA

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800-327-6868M-F 7 a.m.–6 p.m. CST4 5

800-327-6868When prompted at checkout for your promotion code, please enter 109635.


ALSO AVAILABLEPoster Snap Frames See page 29.

ALSO AVAILABLE

When prompted at checkout for your promotion code, please use the number in the yellow box on the back of this catalog.

I told Joe that a simple case of the flu didn’t qualify for FMLA leave.If it’s serious enough, the flu can qualify for FMLA leave. The key isn’t the name of the condition, but rather whether it meets the regulatory definition of a “serious health condition.”

Because Mary was taking unforeseen intermittent leave, I transferred her to a position that accommodated such time off.When employees take intermittent FMLA leave, employers may transfer them to an alternative position, but only when the leave is foreseeable, not when it is unforeseeable.

I didn’t approve Amy’s FMLA leave because I think her absences are excessive.By refusing Amy’s request for time off, this supervisor could be denying Amy her rights under the FMLA which could create a legal nightmare for you as the employer as well as for the supervisor.

An untrained supervisor could easily trigger an

FMLA lawsuit ...

The FMLA continues to confuse employers. One example we’ve been seeing is that employers believe that employees need to be absent for more than three days for the law to apply. Even in the appropriate situations, the employee needs to be incapacitated for more than three days, not absent for more than three days.

Darlene Clabault, PHRJ. J. Keller® Sr. Editor, Human Resources

Editor Tip ...

FMLAHelp Your Supervisors And Managers Avoid Costly FMLA MistakesFMLA For Supervisors Gives supervisors a working knowledge

of the FMLA so they can help protect themselves and their company from violations and lawsuits

Covers eligibility requirements, qualifying reasons, serious health conditions vs. minor illnesses, and intermittent and reduced schedule leave

Includes real-world scenarios with appropriate responses to issues your supervisors may face

Up to date with information on military family leave provisions

DVD program includes: 25-Minute Closed-Captioned Video 1 Discussion Guide 1 Trainer Tools CD-ROM 11 Supervisor HandbooksBQ-17827 $395 $316 SAVE 20%

To preview the video online, go to JJKeller.com and search BQ-17827.

Pay Per View program (Tablet & Mobile Capable)72-hour access to the video via the internet.

BQ-24834 $65Visit JJKeller.com for more information.

Online Course BQ-24829 30 points

Visit JJKellertraining.com for more information.

Supervisor HandbookProvides supervisors with an after-training reference to improve retention.BQ-17822 25–49 $5.39 ea. 10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

The Family and Medical Leave Act (FMLA) entitles eligible employees to take up to 12 (or 26) weeks of unpaid, job-protected leave in a 12-month period for specified family, medical, and family military-related reasons. The law applies to private employers with 50 or more employees in 20 or more workweeks and to all public agencies. Repercussions for an employer that doesn’t comply with the rules and guidelines of the FMLA can be severe. “Employer” includes supervisors, HR professionals, or others who act on behalf of an employer.

FMLA


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FMLA


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Leave tracking is complex and can be a real headache. J. J. Keller® FMLA Manager™ Online Service is the cure. It gives you the power to track federal, state, and company-specific family and medical leave programs — without the pain, because it does all this:

• Determines leave eligibility based on parameters set for your programs

• Incorporates the parameters for each state’s FMLA-related laws

• Accommodates intermittent leave

• Notifies you via email when important leave dates and milestones are nearing

• Determines all possible leave-year calculations

• Assists you in creating your FMLA policy

• Generates a wide range of leave reports

• Allows you to establish your company’s non-working days in the tracking calendar

• Provides a variety of FMLA forms that can be filled out, printed, and/or saved

Find out more: 855-206-2983

FMLAmanager.com

See for yourself what FMLA Manager can do —

Request a FREE TRIAL

Today!

FMLA Program Administration ServiceYour Partner In FMLA Compliance

Find out more today! 888-473-4638 • JJKellerservices.com/FMLA

YOU:• Maintain face-to-face employee contact

• Gain 24/7 access to records through our online Client Information Center

• Gain access to HR compliance experts for questions or clarification

• Get consistent leave delivery across your organization

• Have more time for other important tasks

The Online Tool That Can Simplify Your Leave Tracking

This service provides a win-win partnership between you and J. J. Keller® HR experts. We handle the tedious, time-consuming aspects of your FMLA responsibilities, and you reap the benefits!

WE:• Handle leave determination

• Track ongoing and intermittent leave

• Monitor federal and state regulatory changes

• Perform forms review and auditing

• Provide secure document retention

2014

2014 2014

2014 2014 2014

EACH INCLUDES:• Print and online editions• One year of updates• Access to subject-matter experts All for ONE LOW PRICEFor more information, see page 17.

Updated with the HIPAA-HITECH Omnibus Rule.

DATA PRIVACY & SECURITY

For the Healthcare Industry.

As technology continues to advance, many employers are faced with the responsibility of housing more and more information. Such data may include a company’s trade secrets, client lists, and bankroll information, as well as employees’ personal, financial, and medical information. If any of this information fell into the wrong hands, it could be disastrous for employers and employees, which is why many companies are prioritizing data privacy and security.

Learn The Basics Of HIPAA Privacy Laws In Simple, Understandable TermsHIPAA Privacy And Security Complying with HIPAA (the Health Insurance Portability and Accountability Act of 1996) regulations presents a tremendous challenge for all companies that handle healthcare information. This course explains the principles of HIPAA privacy and security for companies in the healthcare industry, and covers:

Who is subject to HIPAA

Protected health information

Notice of privacy practices

Administrative, physical and technical safeguards

Security breaches

HIPAA enforcement



How-To Guidance For Group Health Plans To Comply With The HIPAAHIPAA Essentials ManualHelps you make sense of your roles and responsibilities under the Health Insurance Portability and Accountability Act of 1996 as it is amended by the HITECH Act and the Affordable Care Act. Makes it easier to understand how HIPAA requirements affect your company and what policies and procedures need to be developed. Loose-leaf, 3-ring bound, 900+ pages.Print and online editions plus 1-year update service ($667 combined value). See page 17 for more information. BQ-36470 $259

HIPAA


800-327-6868M-F 7 a.m.–6 p.m. CST6 7



Find out more: 855-206-2983

FMLAmanager.com

Conveniently Share Vital ADA Information With Your Employees

Provides Plain-English ADA Explanations To Help You Comply More EasilyADA Essentials ManualReviews the Americans with Disabilities Act (ADA) regulations and provides plain-English explanations. Includes valuable guidance on such topics as providing accommodations, the interactive process, job descriptions and interviewing, court cases, and the relationship between the ADA and other laws. Also includes real-life situations that make it easier to understand and apply the ADA. Loose-leaf, 3-ring bound, 700+ pages.

Print and online editions plus 1-year update service ($667 combined value). See page 17 for more information.

BQ-36472 $259

NEW ADA - Employee Awareness PosterProvides vital information on the Americans with Disability Act (ADA).

11¾" W x 20" L, laminated. BQ-3953710–49 $19.50 ea. 5–9 $22.20 ea. 1–4 $24.95 ea.

ADA


800-327-6868M-F 7 a.m.–6 p.m. CST8 9



To see our full selection of Employee Awareness Posters, visit JJKeller.com/EAP.

Copyright 2014 J. J. Keller & Associates, Inc. All rights reserved. Neenah, WI • USA • 800-327-6868 • JJKeller.com • Printed in the United States

39537

39537

Title I of the ADATitle I of the Americans with Disabilities Act of 1990 prohibits

discrimination against qualified individuals with disabilities in job

application procedures, hiring, firing, advancement, compensation, job

training, and other terms, conditions, and privileges of employment.

The ADA covers employers with 15 or more employees, including state

and local governments. It also applies to employment agencies and to

labor organizations. The ADA’s nondiscrimination standards also apply

to federal sector employees under section 501 of the Rehabilitation Act,

as amended, and its implementing rules.

An individual with a disability is a person who:

• Has a physical or mental impairment that substantially limits one or

more major life activities;

• Has a record or history of such an impairment; or

• Is regarded as having an impairment.

What is Reasonable Accommodation?

A employee or applicant with a disability is an individual who, with

or without reasonable accommodation, can perform the essential

functions of the job in question.

Reasonable accommodation may include, but is not limited to:

• Making existing facilities used by employees readily accessible to and

usable by persons with disabilities;

• Job restructuring, modifying work schedules, reassignment to a

vacant position;

• Acquiring or modifying equipment or devices, adjusting or modifying

examinations, training materials, or policies, and providing qualified

readers or interpreters.

An employer is required to make a reasonable accommodation

to the known disability of an applicant or employee. Reasonable

accommodations are adjustments or modifications provided by an

employer to enable people with disabilities to enjoy equal employment

opportunities. Accommodations vary depending upon the needs of

the individual applicant or employee. Not all people with disabilities

(or even all people with the same disability) will require the same

accommodation.

For example:

• A deaf applicant may need a sign language interpreter during the job

interview.

• An employee with diabetes may need regularly scheduled breaks

during the workday to eat properly and monitor blood sugar and

insulin levels.

• A blind employee may need someone to read information posted on

a bulletin board.

• An employee with cancer may need leave to have radiation or

chemotherapy treatments.

An employer does not have to provide a reasonable accommodation if

it imposes an “undue hardship.” Undue hardship is defined as significant

difficulty or expense when considered in light of factors such as an

employer’s size, financial resources, and the nature and structure of its

operation.

An employer is not required to lower quality or production standards

to make an accommodation, nor is an employer obligated to provide

personal use items such as glasses or hearing aids.

An employer generally does not have to provide a reasonable

accommodation unless an individual with a disability has asked for

one. If an employer believes that a medical condition is causing a

performance or conduct problem, it may ask the employee how to solve

the problem and if the employee needs a reasonable accommodation.

Once a reasonable accommodation is requested, the employer and

the individual should discuss the individual’s needs and identify

the appropriate reasonable accommodation. Where more than one

accommodation would work, the employer may choose the one that is

less costly or that is easier to provide.

Title I of the ADA Also Covers:

• Medical Examinations and Inquiries

Employers may not ask job applicants about the existence, nature,

or severity of a disability. Applicants may be asked about their ability

to perform specific job functions. A job offer may be conditioned on

the results of a medical examination, but only if the examination is

required for all entering employees in similar jobs.

Medical examinations of employees must be job related and

consistent with the employer’s business needs.

Medical records are confidential. The basic rule is that with limited

exceptions, employers must keep confidential any medical

information they learn about an applicant or employee. Information

can be confidential even if it contains no medical diagnosis or

treatment course and even if it is not generated by a health care

professional. For example, an employee’s request for a reasonable

accommodation would be considered medical information subject to

the ADA’s confidentiality requirements.

• Drug and Alcohol Abuse

Employees and applicants currently engaging in the illegal use of

drugs are not covered by the ADA when an employer acts on the

basis of such use. Tests for illegal drugs are not subject to the ADA’s

restrictions on medical examinations. Employers may hold illegal

drug users and alcoholics to the same performance standards as

other employees.

RetaliationIt is also unlawful to retaliate against an individual for opposing

employment practices that discriminate based on disability or for filing

a discrimination charge, testifying, or participating in any way in an

investigation, proceeding, or litigation under the ADA.

U.S. Department of Justice Civil Rights Division

Some information on this poster is from the U.S. Equal Employment Opportunity Commission.

Americans with Disabilities Act

ADA Facts from the Equal Employment Opportunity Commission

EMPLOYEE AWARENESS

Driver’s Application For Employment - ADA CompliantHelps meet requirements of 49 CFR Section 391.21 and the ADA

Description

3-ply, with carbon. 81⁄2" W x 11" L detached

BQ–691 1000+ 67¢ ea. 500-99 85¢ ea. 300-499 $1.10 ea. 100-299 $1.26 ea. 1-99 $1.76 ea.

Call for additional price breaks.

General Application For EmploymentMeets ADA requirements.

Description

3-ply, with carbon. 81⁄2" W x 11" L detached

BQ–692 1000+ 67¢ ea. 500-999 85¢ ea. 300-499 $1.10 ea. 100-299 $1.26 ea. 1-99 $1.76 ea.


Darlene Clabault, PHRJ. J. Keller® Sr. Editor, Human Resources

Editor Tip ...When an employee requests a change in the workplace, or when it is obvious one is needed, engage in an interactive process with the employee, with a focus on identifying possible effective, reasonable accommodations. The process can include a discussion regarding the employee’s limitations in regard to the essential job functions.

Failure to engage in this process can be seen as a violation of the ADA. A request for a workplace change could be as simple as an

employee providing a doctor’s note that involves limitations or even time off.

ADA

Supervisor HandbookProvides employees with a post-training reference to improve retention. 5½" W X 8½" L, softbound, 20 pages. BQ-17830 25–49 $5.39 ea. 10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

Americans With Disabilities Act — Title IIHelps states, cities, counties, and other municipalities understand how to meet their obligation under Title II of the ADA.



ALSO AVAILABLE

Train Supervisors On Their Role In ADA ComplianceADA For Supervisors Communicates the key provisions

of the ADA to supervisors

Helps supervisors understand the importance of providing reasonable accommodations to an employee or applicant with a disability

Covers reasonable accommodations, recognizing when protections apply, “regarded as” provisions, essential functions, the need for detailed job descriptions, undue hardship, and direct threat

Provides scenarios that illustrate how the ADA works in practice

DVD program includes: 32-Minute Closed-Captioned Video 1 Discussion Guide 1 Trainer Tools CD-ROM 11 Supervisor HandbooksBQ-17828 $395 $316 SAVE 20%To preview the video online, go to JJKeller.com and search BQ-17828.

Pay Per View program (Tablet & Mobile Capable)72-hour access to the video via the internet.BQ-24835 $65

Visit JJKeller.com for more information.

Online Course BQ-24830 30 points


The Americans with Disabilities Act (ADA) as amended, is a federal law designed to remove barriers that prevent individuals with disabilities from enjoying the same opportunities available to people without disabilities. The amendments expanded the definition of a “disability,” significantly increasing the number of people protected. Your supervisors must understand the ADA and its impact on employers to help minimize legal risks.

ADA


800-327-6868M-F 7 a.m.–6 p.m. CST8 9



Sexual Harassment


800-327-6868M-F 7 a.m.–6 p.m. CST10 11



ALSO AVAILABLESexual harassment is a form of sex discrimination that violates Title VII of the

Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees,

including state and local governments. It also applies to employment agencies and

to labor organizations, as well as to the federal government. State laws may also

prohibit sexual harassment, and may cover organizations with fewer than

15 employees.“Sexual harassment” can include unwelcome sexual advances, requests for sexual

favors, and other verbal or physical harassment of a sexual nature.

Harassment does not have to be of a sexual nature, however, and can include

offensive remarks about a person’s sex. For example, it is illegal to harass a

woman by making offensive comments about women in general.

Sexual Harassment is against the law and will not be tolerated

This poster is for informational purposes only.Some content is from the Equal Employment Opportunity Commission.

For more information on sexual harassment laws, contact the EEOC:

131 M Street, NE • Washington, DC 20507Phone: (800) 669-4000 • TTY: (800) 669-6820 • Email: [email protected]

Facts about sexual harassmentSexual harassment can occur in a variety of circumstances, including

but not limited to the following:• The victim as well as the harasser may be a woman or a man. The

victim does not have to be of the opposite sex.• The harasser can be the victim’s supervisor, an agent of the

employer, a supervisor in another area, a co-worker, or a non-

employee such as a contractor or even a customer.• The victim does not have to be the person harassed but could be

anyone affected by the offensive conduct.• Unlawful sexual harassment may occur without economic injury to

or discharge of the victim.Although the law does not prohibit simple teasing, offhand

comments, or isolated incidents that are not very serious, harassment

is illegal when it is so frequent or severe that it creates a hostile

or offensive work environment or when it results in an adverse

employment decision (such as the victim being fired or demoted).

Although less serious conduct might not be unlawful, it may still

be deemed a violation of a company policy and could result in

disciplinary action or termination.

What should a victim of sexual harassment do?• Inform the harasser directly that the conduct is unwelcome and must stop.

• Write down what happened; include details such as dates, times, locations, and possible witnesses.

• Use any employer complaint mechanism or grievance system available. A victim should report

harassment to the employer even if the victim did not confront the harasser to explain that the

conduct was unwelcome. Sexual harassment should also be reported by a person who witnesses

improper conduct.• A discrimination complaint may be filed with the federal Equal Employment Opportunity

Commission (EEOC) or a state agency.Equal Employment Opportunity Commission investigations

A victim has 180 days to file a charge of discrimination with the Equal Employment Opportunity

Commission (EEOC), or 300 days if the charge is also covered by a state or local law.

When investigating allegations of sexual harassment, the EEOC looks at the whole record: the

circumstances, such as the nature of the sexual advances, and the context in which the alleged

incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis.

It is also unlawful for an employer or individual to retaliate against a victim, witness, or other person

for filing a discrimination charge, for testifying, or for participating in an investigation, proceeding, or

litigation under Title VII.

WORKPLACE POLICY

Copyright 2014 J. J. Keller & Associates, Inc., All Rights Reserved • Neenah, WI • USA • 800-327-6868 • JJKeller.com • Printed in the USA

3952039520

Sexual Harassment Policy PosterMake sexual harassment information easily visible. 20" W x 26" L, laminated. BQ-39520 BQ-39521 SPANISH $24.00 ea.

SEXUAL HARASSMENT Preventing Sexual Misconduct (Title IX)Title IX is a federal law that prohibits sex discrimination in education programs and activities that receive federal funds. Designed for faculty and staff members, this course covers anti-harassment laws and policies, sexual harassment and violence, conduct to avoid, reporting and responding to sexual harassment complaints, and maintaining a respectful work environment.



Handling A Sexual Harassment InvestigationWith this training program, you can learn how to effectively handle a sexual harassment investigation.

Covers:

A company’s legal responsibility to prevent and deal with sexual harassment incidents

Policies and procedures that should be followed when investigating allegations

Interviewing victims, harassers, and witnesses

Online CourseBQ-22037 25 points


Preventing Sexual Harassment In AthleticsDiscusses sexual harassment in the athletic context, including conduct on and off the field, consensual relationships between coaches and athletes, and the legal duties of coaches and other sports-related professionals who observe or learn of inappropriate conduct involving minors.

Online Course (Tablet Compatible) BQ-30086 30 points


Online Courses (Tablet Compatible)

NEW Preventing Discrimination & Harassment for Managers (California)BQ-43843 75 points

NEW Preventing Discrimination & Harassment for Managers (Connecticut)BQ-43844 75 points

NEW Preventing Discrimination & Harassment for Managers (Maine)BQ-43845 30 points

NEW Preventing Discrimination & Harassment for Employees (Maine)BQ-43842 30 points


Subscription Services: Access our video library, Online Courses, or both via a subscription service. Call toll-free.

Regulation 29 CFR §1604.11 Sexual harassment violates Title VII of the Civil Rights Act. Title VII applies to employers with 15 or more employees, employment agencies, labor organizations and government employees. This training explains what sexual harassment is and what to do when it’s encountered in the workplace.

Every business should have a sexual harassment policy. To learn more,visit JJKeller.com/harassment.

Sexual Harassment


800-327-6868M-F 7 a.m.–6 p.m. CST10 11



ALSO AVAILABLE

2 programs in 1

California Trainer GuideIncludes information on California sexual harassment training requirements, plus sample role-playing exercises, case studies, and group discussion points.

8½" W x 11" L, softbound, 36 pages.

BQ-27654 $19.95 ea

California Supervisor HandbookProvides supervisors with information specific to California's requirements.

5½" x 8½" L, softbound, 24 pages.BQ-27653 25–49 $5.39 ea. 10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

Sexual Harassment - Human Resources Topics PosterReminds employees of appropriate behavior.

17" W x 22" L, laminated.BQ-36163 $14.95 ea.

Help Put A Stop To A Harmful Workplace BehaviorSexual Harassment: Training For Supervisors And Employees Shows supervisors and employees how to

recognize and address inappropriate conduct at an early stage so they can prevent it from escalating into a violation

Helps change the behavior of individuals who may not realize their actions constitute sexual harassment

DVD program includes: 25-Minute Closed-Captioned Video for Supervisors 23-Minute Closed-Captioned Video for Employees 1 Trainer Guide 5 Supervisor Handbooks 5 Employee Handbooks 1 Trainer Tools CD-ROM 1 Awareness PosterBQ-27660 $395 $316 SAVE 20%


Pay Per View program (Tablet & Mobile Capable)72-hour access to the video via the internet.BQ-27661 $80BQ-36546 CALIFORNIA EDITION $80 Visit JJKeller.com for more information.

Online Course BQ-25820 SUPERVISORS 25 pointsBQ-25821 EMPLOYEES 25 points


Supervisor HandbookServes as a valuable post-training reference for supervisors ... to help them respond effectively to any situations that arise in the workplace.

5½" W x 8½" L, softbound, 20 pages. BQ-27663 25–49 $5.39 ea. 10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

Employee HandbookReinforces the key points in the video and serves as a handy post-training reference for employees.

5½" W x 8½" L, softbound, 16 pages.BQ-27668 25–49 $5.39 ea. 10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

Includes information on abusive conduct prevention.

Drug-Free Workplace

JJKeller.comWhen prompted at checkout for your promotion code, please enter 109635. .

800-327-6868M-F 7 a.m.–6 p.m. CST12 13



Urine-BasedSplit-Specimen Cup®5-Panel Urine Drug Test CupInnovative design allows you to divide the sample so that a portion can be sent to a lab for confirmation testing if needed.

Easy-to-read results in 5 minutes

Only test cup available with a locking lid to prevent spills and adulteration

Only test cup available with a peel-off label covering temperature strip to help prevent tampering

Only test cup available with a kHT-operated chamber allowing the collector to activate the test

5-panel test detects amphetamines, cocaine, opiates, marijuana and phencyclidine

Section of panel can be peeled off so that results can be copied and filed

25 per boxBQ-38075 5-9 boxes $223 per box $179.17 SAVE 20%3-4 boxes $233.70 per box $186.96 SAVE 20%1-2 boxes $244.32 per box $195.46 SAVE 20%

Saliva-Based

ALCO-SCREEN 02™ Oral Fluid Alcohol Test Device

Saliva-BasedOratect®6-Panel Oral Fluid Drug Screen DeviceThe only U.S. FDA 510K-approved onsite saliva test for workplace drug testing.


Only one-step oral fluid testing device available – collect and test in one integrated device

Detects amphetamines, cocaine, opiates, marijuana and methamphetamines, including MDMA (Ecstasy) and phencyclidine (PCP)

Non-invasive – avoids cross-gender observation issue

Each test is individually sealed and labeled with lot number and expiration date

Includes transport vial for confirmation testing

For your non-DOT testing needs

25 per boxBQ-26809 5-9 boxes $376.28 per box $301.02 SAVE 20%3-4 boxes $387.38 per box $309.90 SAVE 20%1-2 boxes $399.45 per box $319.56 SAVE 20%

DOT approved for testing of CDL drivers by qualified personnel


Included in the National Highway Traffic Safety Administration’s (NHTSA) conforming products list of alcohol screen devices

Helps determine the presence of alcohol at .02% BAC or more in accordance with DOT regulations 49 CFR §40.245

Difficult to adulterate

Allows for observed collections without privacy issues

24 per box

BQ-37729 5-9 boxes $98.00 per box $78.40 SAVE 20%3-4 boxes $102.26 per box $81.81 SAVE 20%1-2 boxes $106.91 per box $85.53 SAVE 20%

While this test is based on DOT standards, it does not meet the DOT requirements for drug testing in 49 CFR Parts 40 and 382. It is not intended to be used for a drug test required by Part 382.

Breath-BasedBreathScan®Disposable Breath Alcohol Detector – .02Use to determine if the next-level urine, breath, or blood-alcohol test is needed. The .02 BAC level tester measures low levels of alcohol in a person’s system, so it’s best suited for a no-tolerance situation such as a drug-free workplace program.

To use, simply have the individual blow into the detector for 12 seconds. If the crystals inside turn from yellow to light blue, the BAC has exceeded .02.

Non-invasive

Non-perishable

Easily portable

Unlimited shelf life

For your non-DOT testing needs

Includes an instruction and information sheetBQ-1280850-99 tests $3.33 ea. $2.66 SAVE 20% 25-49 tests $3.67 ea. $2.94 SAVE 20%10-24 tests $3.99 ea. $3.19 SAVE 20%

A drug and alcohol testing program can deter people from coming to work unfit for duty.

49 CFR §40.211 and §40.213 require that the technician performing DOT alcohol tests must have training in the use of the specific device, along with an understanding of DOT protocols.

Readable results in minutes!

Drug-Free Workplace

JJKeller.comWhen prompted at checkout for your promotion code, please enter 109635. .

800-327-6868M-F 7 a.m.–6 p.m. CST12 13



Help Guard Against The Costly Impact Of Substance AbuseSubstance Abuse: Training For Supervisors And Employees Teaches supervisors how to

recognize the signs of alcohol and drug use and abuse as well as how to respond in an effective manner and minimize liability

Educates employees on the signs of alcohol and drug use and abuse and how to work with supervisors to maintain a safe work environment

Raises awareness of the types and purposes of alcohol and drug testing procedures

Provides a cautionary message on the dangers of alcohol and drug abuse and encourages abusers to seek help

DVD program includes: 25-Minute Closed-Captioned Video for Supervisors 13-Minute Closed-Captioned Video for Employees 1 Trainer Tools CD-ROM 1 Trainer Guide 11 Employee Handbooks (English versions) 1 Supervisor Workbook 1 Awareness PosterBQ-17674 $395 $316 SAVE 20%


Pay Per View program (Tablet & Mobile Capable)72-hour access to the video via the internet.BQ-24795 SUPERVISORS & EMPLOYEES $80BQ-24796 EMPLOYEE SPANISH $65


Online CourseBQ-24846 SUPERVISORS 30 pointsBQ-24794 EMPLOYEES 30 points


2 programs in 1

Drug-Free WorkplaceExplains the principles of a drug-free workplace, including substance abuse awareness and testing, an employee assistance program, and drug-free workplace policy violations. Includes pop quizzes, news clippings, and final quiz.


Visit JJKellertraining.com for more information

Drug-Free Workplace PosterSold on page 30.

Substance Abuse PosterSold on page 31.

5 out of 5 stars on JJKeller.com forSubstance Abuse: Training For Supervisors And Employees

“Great product … holds your attention”This is a very good product. The scenarios and quizzes keep things interesting. The workbook for supervisors is great. Highly

recommended.vik34Compliance Professional

SUBSTANCE ABUSE

Supervisor WorkbookDesigned for supervisor use during training and as a post-training reference. Summarizes the video’s key points and includes exercises that can be used during training for reinforcement. Provides information on the ADA and substance abuse; the FMLA and substance abuse; over-the-counter and prescription medications; and signs, symptoms, and effects of drugs and alcohol. Softbound.BQ-17670 $5.99 ea.

Employee HandbookDesigned for employee use during training and as a post-training reference. Summarizes the video's key points and includes more detail on the signs, symptoms, and effects of drugs and alcohol. Softbound.BQ-17671 25–49 $5.39 ea. 10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

ALSO AVAILABLE

Everyone involved in running a business — both employers and employees — suffers when there is workplace alcohol abuse and illegal drug use. Some costs are obvious, such as increased absences, accidents, and errors. Others, such as low morale and high illness rates, are less obvious, but the effects are equally harmful. This training addresses what can be done to minimize the negative impact of substance abuse in the workplace.

Drug-Free WorkplaceJ. J. Keller ®

By partnering with us, you can ...› Reduce the risk of litigation › Implement best practices › Protect your company’s reputation

Our experts can provide you with a thorough on-site audit of your compliance practices, and help you identify and address any areas of concern. You’ll get a customized program based on your company’s unique needs that will help minimize your risks and give you peace of mind.

Built around your most complex HR challenges, our services include:

- Wage & Hour Compliance Assessment- I-9 Compliance Assessment- FMLA Consulting- Staffing Agency Compliance Audit

Contact us today for a discussion.888.473.4638 JJKellerservices.com/hrcompliance

Access the information you need to understand regulation changes and employment law topics that matter to you.

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HR CONSULTING SERVICES

I-9 And E-Verify

15 800-327-6868When prompted at checkout for your promotion code, please enter 109635.


Easy-To-Understand Instructions For Completing Form I-9I-9 Basics HandbookThis affordable handbook includes step-by-step information to help you properly complete the I-9 form for each new hire.

It explains employee information (timing, personal information fields, citizenship status, date and signature fields) and eligibility verification (timing, documentation).

Also includes illustrated examples and FAQs. 6" W x 9" L, 88 pages.BQ-28325 10–14 $24.09 ea. 5–9 $26.19 ea. 2–4 $29.39 ea. 1 $31.49 ea.

For all those involved in hiring employees.

Required By Department Of Homeland Security For Employment In The U.S. Employment Eligibility Verification Form I-9This form is used for verifying the identity and employment authorization of individuals hired for employment in the U.S. All U.S. employers must ensure proper completion of the Form I-9 for each individual they hire, including U.S. citizens and noncitizens. Both employees and employers (or authorized representative of the employer) must complete the form. The employee must also present his/her employer with documents to prove both identity and employment authorization.

The number of federal Form I-9 audits has steadily increased over the past several years, resulting in fines, negative publicity, and even criminal penalties for employers. Employers that wait for a notice of a federal audit typically have only three days to prepare, so routine self-audits are essential to ensure Forms I-9 are in order.

Editor Tip ...

Katie Loehrke, PHRJ. J. Keller® Editor, Human Resources

INCLUDES:• Print and online editions• One year of updates• Access to subject-matter experts All for ONE LOW PRICESee page 17 for more information.

Get The Complete Guide To Employment AuthorizationI-9 And E-Verify Essentials ManualThis manual will help you avoid I-9 errors and costly penalties by explaining the employment authorization process from start to finish.

I-9 And E-Verify Essentials makes it easy to:

Accurately and completely fill out the I-9 form for each new hire

Avoid discrimination upon hire

Identify false documentation

Correctly update forms

Understand how long documentation must be retained

Conduct an effective internal audit to spot errors

Use the E-Verify system

Understand what to do with E-Verify results

Identify what visas are available and understand how they apply to I-9s

Loaded with valuable extras such as FAQs, applicable court cases, and self-audit instructions, I-9 And E-Verify Essentials is a must-have resource for any HR professional. 3-ring bound, 550+ pages. Print and online editions plus 1-year update service ($667 combined value). See page 17 for more information.BQ-30189 $259

For anyone with I-9 responsibilities.

Description

5-ply, snap-out format.Carbonless

81⁄2" W x 11" L detached

BQ–30129 100-249 49¢ ea. 50-99 56¢ ea. 25-49 81¢ ea.


Management Resources


800-327-6868M-F 7 a.m.–6 p.m. CST16 17



BottomLine Benefits & Compensation NewsletterWhether you’re a benefits administrator or an HR generalist, you’ll find this 8-page newsletter full of practical information you can put to use. Each month, the newsletter addresses key issues related to benefits and compensation, including: federal and state regulatory activity; wellness programs and healthcare plans; and retirement plan best practices.

Written in everyday language, the newsletter’s articles go beyond the facts and explain why you should care … what you need to do … and how your business could be affected.

Monthly features include a “What Would You Do?” section that allows you to test how you would handle a situation based on court cases or best practices, and a Q&A section with answers to the most commonly asked benefits and compensation questions. Also includes tips and best practices related to the FLSA.

1-year subscription (12 issues).

Print and online editionsBQ-42400 $259

Employment Law Today NewsletterEach monthly newsletter features 8 pages of articles and practical tips to help keep you:

Up to date with breaking employment law news

Informed (real-world scenarios test your knowledge)

Aware of upcoming changes to federal and state employment laws

In the know about best practices for information privacy and security

Each article goes beyond the facts to explain how your business could be affected and what you need to do.

The online portion of the newsletter serves as an electronic reference. It also includes a monthly editorial message from the publication's editor.

1-year subscription (12 issues).


Stay inside the law – and out of court – with practical guidance on:

• Interviews and hiring

• Employee leave

• Harassment

• Discrimination

• Retaliation

• Wages and hours

• Layoffs and severance

• Workers’ compensation

• Employee discipline and termination

• And more

“A key aspect of my HR resources”I am enjoying and utilizing this resource and will continue to throughout my career. With helpful hints and direction for supervisors, this bulletin has become a key aspect of my HR resources.

MeadowSafety ProfessionalNashville, TN5 out of 5 stars on JJKeller.com for

The SUPER adVISOR Newsletter

Help Supervisors Improve Employee Managment DecisionsThe SUPER adVISOR™ NewsletterMost supervisors don’t realize how workplace issues can escalate into legal action … or how their actions can result in liability for themselves and your company. This monthly 2-in-1 newsletter will help raise your supervisors’ awareness. It includes 4 pages devoted to the HR professional and a corresponding 4-page pullout devoted to your supervisors’ needs.

The newsletter provides:

Informative articles on the latest workplace issues, trends, and HR hot topics

Actionable tips for building supervisors’ management skills

Best practices for practical problem solving

Real-world examples to illustrate how to handle compliance concerns

1-year subscription (12 issues)


Supervisor pullout section is also available as a PDF for emailing.

Protect your employees’ rights and your company’s best interests.

An easy way to stay up to date on the latest healthcare reform requirements.

Management Resources


800-327-6868M-F 7 a.m.–6 p.m. CST16 17



Covers using social media and creating a company policy for it.

EACH INCLUDES:• Print and online editions• One year of updates• Access to subject-matter experts All for ONE LOW PRICESee below for more information.

Developed with attorney input!

J. J. Keller® Update ServiceReplacement pages for the print edition are sent twice a year and the online edition is updated as often as needed — both incorporate regulatory changes and the latest best practices. Subscribers also have direct access to J. J. Keller® subject- matter experts for answers to their specific compliance questions.

$219 Value

Online EditionSame content as print edition, plus:

Anytime, anywhere access from any mobile device

Search capabilities and bookmarks for easy navigation and fast research

Continuous updates and notifications for the most current info

$219 Value

Included With Each Manual

2014

2014 2014

2014 2014 2014

Simplify Compliance And Minimize Legal FeesEssentials Of Employment Law ManualAs any HR professional knows, locating employment laws is one thing, and applying them correctly is another. This how-to manual simplifies both tasks.

Essentials Of Employment Law: Your A To Z Guide To HR Compliance is a unique one-stop resource developed by J. J. Keller® experienced regulatory specialists, with attorney input.

The manual covers over 100 vital topics:

Americans with Disabilities Act

Deductions from wages or salary

Discipline and corrective actions

Exemptions from overtime/minimum wage

Hours worked

Medical examinations and tests

Overtime

Time off

And many more

Each topic provides similar information: who the law covers, FAQs, court cases, best practices, and resource references. 3-ring bound, over 1,000+ pages.Print and online editions plus 1-year update service ($667 combined value). See below for more information. BQ-44427 $259

Hire, Retain, And Develop The Right People For Your CompanyEssentials Of Employee Relations ManualEvery company wants an engaged, productive workforce with low employee turnover. With Essentials Of Employee Relations: Best Practices And Real-World Applications, you’ll have the information and best practices you need to hire the right people, as well as develop and manage those people throughout their careers.

Covers hundreds of employee relations topics, including:

Recruiting and hiring — from advertising and background checks to onboarding and job training

Management and development — communication, gaining acceptance for change, performance reviews, rewards and advancement, and discipline

Separations — terminations, layoffs, resignations, and retirements

And many more

Each section is filled with tips, case studies, and analyses to help you understand what to do — and not to do — to maintain solid employee relationships.

3-ring bound, 550+ pages. Print and online editions plus 1-year update service ($667 combined value). See below for more information. BQ-44428 $259


800-327-6868M-F 7 a.m.–6 p.m. CST18

HR & Legal Compliance Training


800-327-6868M-F 7 a.m.–6 p.m. CST18

Access all of our training content 24/7 at our Training On Demand website. For self-paced learning, choose our Online Courses. For instructor-led training, choose our Pay Per View videos. Whichever you choose, you’ll get up-to-date content developed by our experienced training specialists, as well as a convenient recordkeeping tool.

Visit JJKellertraining.com today!Call 800-327-6868 to learn more.

®

Choose Self-Paced Learning

GAIN ACCESS to Online Courses, Pay Per View videos, or both with a subscription service. Visit JJKellertraining.com

Let us ADD YOUR OWN CONTENT to Training On Demand.Call 800-327-6868

Or Choose Instructor-Led

Training

• Employee absences

• Employee performance

• Labor/management

• Recordkeeping

• Interviewing and hiring, including I-9s

• Safety and security

• Employee protections

• Wages and benefits

Covers real-world issues that supervisors face:

Get Your Hands On The Guide To HR-Related Issues For All SupervisorsSupervisor's HR Desk ReferenceEvery day, your supervisors make decisions that affect not only other employees, but your entire company. The Supervisor’s HR Desk Reference can help them make the RIGHT decisions. It translates complex employment-related laws into everyday language, to help supervisors understand what they may and may not say and do in response to common workplace issues. Get one for each of your supervisors.

This valuable resource will help supervisors:

Understand how to correctly handle basic, everyday issues, so you can focus on larger ones

Avoid personal liability

Protect your company from costly claims

Supplement your company policies and procedures

Includes illustrated examples and FAQs.

6" W x 9" L, softbound, 224 pages.BQ-28326 10–24 $39.09 ea. 5–9 $39.89 ea. 1–4 $41.99


19 800-327-6868

When prompted at checkout for your promotion code, please enter 109635.


Train More – Spend Less!Online Courses use a points system to make it easy for you to save money. The more points you purchase, the lower your cost per student. To purchase points, visit JJKellertraining.com or call 800-327-6868.

For higher quantity price breaks, visit JJKellertraining.com

Training Points Price Per Point

1,300–2,649 80¢ per point

275–1,299 90¢ per point

1–274 $1.00 per point

The law concerning the crossover between social media and the workplace is continuously evolving, so employers must be vigilant in keeping up with laws, regulations, and guidance in this area. To minimize problems, it’s a good idea to explain the company’s social media policy to employees early on in the employment relationship.

Editor Tip ...

Katie Loehrke, PHRJ. J. Keller® Editor, Human Resources

NEW EMPLOYEE ORIENTATIONGet New Hires Off To A Great StartNew Employee Orientation: Essentials Skills TrainingFamiliarizes new employees with various situations they are likely to encounter.

Covers 10 essential areas:

Teamwork

Customer service

Diversity

Personal security

Preventing sexual harassment

Drug-free workplace

Preparing for an emergency

Preventing workplace violence

Personal wellness

Dealing with change

DVD program includes: 25-Minute Closed-Captioned Video 1 Leader GuideBQ-13918 $325 $260 SAVE 20%


Pay Per View program (Tablet & Mobile Capable)72-hour access to the video via the internet

Basic versionBQ-24554 $65

Visit JJKeller.com for more information.Tablet & Mobile CapableYou can watch any of our videos on your preferred mobile device, such as a tablet or smartphone. Our video player will deliver the best streaming experience, regardless of what browser or device is used.

Tablet Compatible Online courses can be taken on a tablet device, such as an iPad® or Android tablet. We do not recommend using a mobile device with a screen size of less than seven inches, such as a smartphone.

iPad is a trademark of Apple Inc., registered in the U.S. and other countries. Android is a trademark of Google Inc.

Effective new employee orientations can result in motivated, engaged employees who feel good about their choice of employer, stay productive, and remain loyal to your organization. What’s more, communicating on key topics early can help prevent issues later on. This training will get new employees off to a good start.



800-327-6868M-F 7 a.m.–6 p.m. CST20

Diversity & Discrimination Poster Sold on page 31.

ALSO AVAILABLE

“Good training for supervisors”This is a good video for supervisors,

great content and not too lengthy.Kevin M.Safety Professional Pennington County, MN5 out of 5 stars on jjkeller.com for

Diversity & Discrimination

DIVERSITY & DISCRIMINATIONHelp Ensure A Welcome Workplace For All Diversity & Discrimination — Employee TrainingThis program features scenarios that help viewers recognize and address discrimination issues.

Program covers:

Forms of discrimination

Reducing the potential for a hostile work environment

How employees benefit from a diverse workforce

Online CourseBQ-25819 EMPLOYEE 25 points


Train Supervisors On Their Role In Workplace HarmonyDiversity & Discrimination — Supervisor TrainingThis program features scenarios that help viewers recognize and address discrimination issues. It covers:

Terminating an older employee

Employees of different ethnicities working together

Granting days off for religious observance

Promotions based on gender rather than performance

Online CourseBQ-25818 SUPERVISOR 25 points


Avoid Costly Mistakes In Employment InterviewsQuestionable Interview QuestionsAnyone involved in interviewing, hiring, or recruiting needs to be aware of employment discrimination law, including what questions may and may not be asked of applicants during interviews. Topics covered include:

Overview of federal, state, and local anti-discrimination laws

EEOC recommendations

Physical attribute questions

Personal questions

National origin, ethnicity, and citizenship

Occupational qualifications



Train Supervisors To Respond Appropriately To EmployeesAvoiding RetaliationThis course addresses practices and strategies supervisors and managers should use to avoid retaliating against employees who exercise their legal rights in the workplace.

Topics covered include:

What is retaliation

Why retaliation matters

Retaliation considerations

Sound management practices

Responding to complaints



The diversity of the workforce is increasing, along with the diversity of the customer base. Employers can enjoy many benefits of a diverse workforce, but a lack of understanding can lead to increased conflict, or even discrimination. Providing training helps explain the business benefits of diversity and the importance of maintaining a work environment based on mutual respect.


21 800-327-6868



2 programs in 1

A popular misconception is that bullying victims are targeted because they’re weak or passive. However, they’re often top performers who the bullies see as a competitive threat. Stop bullying before it costs you your best workers!

BULLYING & VIOLENCE

Domestic Violence & The WorkplaceHelps raise awareness of how domestic violence can negatively impact the workplace and helps employees prevent, mitigate, and respond to incidents.


Active-Shooter PreparednessExplains how to recognize potential workplace-violence indicators in order to help prevent these types of incidents. Also discusses how to anticipate and respond appropriately to an active-shooter situation, respond appropriately when law enforcement arrives at the scene, and manage the consequences of an active-shooter incident.



ALSO AVAILABLE

Workplace Violence PosterSold on page 30.

Workplace Violence & Bullying PosterSold on page 31.

Supervisor HandbookReinforces key points presented in the video, plus includes additional information for supervisors. Features a perforated receipt page and 10-question quiz (with answers). 5½" W x 8½" L, softbound, 20 pages.BQ-30142 25–49 $5.39 ea. 10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

Employee HandbookReinforces key points presented in the video, plus includes additional information for employees. Features a perforated receipt page and 10-question quiz. 5½" W x 8½" L, softbound, 16 pages.BQ-30139 25–49 $5.39 ea. 10–24 $5.59 ea. 5–9 $5.69 ea. 1–4 $5.99 ea.

According to surveys, about 53.5 million American employees — roughly 35% of the working population — have been bullied at work. Bullying can impact morale, productivity, health insurance costs, turnover, a company’s image, and even lead to potential lawsuits if it isn’t recognized and stopped.

This 2-part program addresses the different training needs of supervisors and employees. It helps both groups identify improper workplace conduct and learn effective responses, including de-escalation skills. Each video or course addresses the issues, one from a supervisor’s perspective, the other directed toward employees.

Train On The Proper Ways To Handle Bullying BehaviorWorkplace Bullying & Violence Training For Supervisors And EmployeesProgram covers:

Background on bullying (who can be a perpetrator or victim)

What bullying is and isn’t

Effects of bullying

Common bullying situations and response “scenarios”

Workplace violence (domestic and criminal)

Reporting procedures

Investigations

Documentation

DVD program includes: 22-minute Closed-Captioned Video for Supervisors 20-minute Closed-Captioned Video for Employees 1 Trainer Guide 5 Supervisor Handbooks 5 Employee Handbooks 1 Trainer Tools CD-ROM 1 Awareness PosterBQ-30134 $395 $316 SAVE 20%


Pay Per View program (Tablet & Mobile Capable)72-hour access to the video via the internet

Basic version BQ-30135 $80


Online Course (Tablet Compatible)BQ-30136 SUPERVISORS 30 pointsBQ-30137 EMPLOYEES 30 points




800-327-6868M-F 7 a.m.–6 p.m. CST22

TEAM BUILDING

EFFECTIVE COMMUNICATION CONFLICT

Give Supervisors The Skills To Moderate Conflict ObjectivelyManaging Conflict Covers helping employees work together, maintaining tact and

providing examples of problem behavior, when it’s necessary to include a witness in a disciplinary meeting, and differences in work styles


Basic version BQ-24553 $65


Dealing With Difficult Situations


ALSO AVAILABLE

Boost Communication, Cooperation, And Commitment In Your WorkplaceTeam Building — Supervisor Training Covers team management techniques, tools and processes as well as

how to remove, mitigate or overcome obstacles to teamwork

Team Building — Employee Training� Covers the intricacies of building and sustaining effective,

productive teams that work to achieve common goals

Online CourseBQ-25816 SUPERVISOR 25 pointsBQ-25817 EMPLOYEE 25 points


Teach Skills That Result In More Effective Workplace Communication Effective Communication — Supervisor Training Covers multiple facets of managerial communication

such as persuasion, negotiation, listening, praise and perception

Effective Communication — Employee Training Covers knowing what to say and why, knowing how to say it,

effective listening, and reaching an understanding

Online CourseBQ-25814 SUPERVISOR 25 pointsBQ-25815 EMPLOYEE 25 points


A project’s success relies heavily on the mechanics of its team. This training presents team building within the theory and practice of organizational development and team management, so your supervisors and employees learn how to successfully coordinate and participate on teams.

Communication is vital to workplace productivity. This training will help your supervisors and employees understand the importance of effective communication and teach them critical communication skills.

Effective conflict resolution can keep productivity high while reducing employee turnover, absenteeism and the chance of litigation. This training will prepare your supervisors to successfully address conflict among their employees.


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PERSONAL ISSUES

Train Supervisors To Offer Useful Feedback To EmployeesProviding Performance Coaching Covers helping an employee take an active role in the improvement

plan, keeping the emphasis on performance rather than other factors, the importance of listening and providing feedback, and keeping sessions private and confidential




Train Supervisors To Handle This Sensitive Yet Critical Topic Addressing Personal Issues Covers excessive absences, heavy scents and their effects on coworkers,

personal appearance on the job, body odor, and potential ADA implications




Maintaining A Cooperative Workplace Helps managers create a respectful work environment. Covers team-oriented management, fostering a supportive workplace, effective communication, feedback and reviews, and unionization.

Online Course (Tablet Capable)BQ-25614 30 points


ALSO AVAILABLETrain Supervisors To Engage EmployeesIn An Objective, Unbiased MannerConducting Layoffs & Terminations Covers terminating for tardiness, poor job performance, violence,

and gross misconduct, as well as responding to termination rumors




Confronting employees about sensitive personal issues, such as their appearance or body odor, can be especially daunting to supervisors. However, if such issues are not addressed in a timely manner, they can affect employee morale and productivity. This training will show your supervisors how to discuss these issues with employees.

When an employee isn't performing as expected, or when his/her performance has declined, it’s up to the supervisor to address the situation. This training will help your supervisors understand the right way to approach these situations and develop a course of action for improvement.

PERFORMANCE COACHING

Terminating employees is never a pleasant task. In addition to being uncomfortable, mishandling terminations can lead to charges of discrimination or wrongful termination lawsuits. The manner in which supervisors handle a termination is just as important as their reasons for doing so. This training will teach your supervisors how to conduct terminations the right way in order to protect your company.

LAYOFF AND TERMINATIONS

Tablet & Mobile CapableYou can watch any of our videos on your preferred mobile device, such as a tablet or smartphone. Our video player will deliver the best streaming experience, regardless of what browser or device is used.





800-327-6868M-F 7 a.m.–6 p.m. CST24

Antitrust EssentialsThis 45-minute course explains the basic principles of U.S. antitrust law. Topics covered include: Recognizing “red flags” Relationships with competitors (price-fixing,

boycotts, geographic or customer restrictions) Relationships with customers (exclusive

dealing, reciprocal dealing, dual distribution) Mergers and acquisitions Monopolistic behavior Price discrimination Exemptions from the antitrust laws Special industries Antitrust in other contexts (government

contracting, foreign trade)BQ-25597

Bloodborne Pathogens & Methicillin-Resistant Staphylococcus Aureus (MRSA)Addresses the prevention of workplace exposure to bloodborne pathogens and MRSA or other forms of staph.BQ-25642

Business EtiquetteDiscusses etiquette principles, considerate workplace conduct, dealing with diversity, business attire, and appearance.BQ-25836

Business Gifts And Courtesies Explains what employees need to know about giving and receiving gifts, entertainment and other courtesies in the business context. Describes which business gifts and courtesies are appropriate and inappropriate, as well as how to handle questionable situations.BQ-30065

Code Of ConductEnacting a formal Code of Conduct training policy helps your company respond to and avoid ethical issues that arise in the workplace. Discusses conflict of interest, information security, electronic communications, anti-competitive conduct, alcohol and drug abuse, and more.BQ-25598

Conducting Effective Investigations Every company should be prepared to conduct an investigation of all employee complaints, accidents, allegations of misconduct, and other violations of law or policy. This course explains the basics of planning and conducting internal investigations.BQ-25646

Confidentiality (42 CFR) For Alcohol And Drug Treatment Facilities42 CFR regulations apply to every organization that receives federal funds for diagnosing, assessing, treating or referring someone for chemical dependency treatment. Covers an overview of 42 CFR confidentiality regulations, basic protections, consent, exceptions to the regulations, relationship between 42 CFR and HIPAA, and violations.BQ-30067

Conflicts Of InterestDiscusses relationships with customers and suppliers, accepting gifts, outside activities, reporting conflict-of-interest violations, financial interests, and family and personal relationships.BQ-25599

Contract Law EssentialsProvides an overview of contract law, including what makes a contract valid and enforceable, what remedies are available in the event of a breach, and what employees should look for in their real-world dealings with business contracts.BQ-25600

Ethics And Compliance EssentialsFor companies that do not have a formalized code of conduct. Topics covered include: Honesty and fairness Diversity and respect Conflicts of interest Information security Electronic communications Health, safety and the environment Alcohol and drug abuse Workplace violence Political activity Bribery and kickbacks Reporting ethics violations

BQ-25603

Federal Contracting (OFCCP) PrimerExplains the fundamental requirements of the OFCCP for contractors and subcontractors, including protected classes, affirmative action programs, recordkeeping obligations, notification of employee rights, and compliance evaluations.BQ-25604

Federal Energy Regulatory Commission (FERC) Standards Of ConductExplains non-discrimination requirements, transmission-function information, Independent Functioning Rule, No Conduit Rule, and Transparency Rule.BQ-25647

Fraud Detection & AwarenessCovers billing schemes and their warning signs, skimming, red flags of bribery and kickbacks, payroll fraud, non-cash misappropriations, and reporting fraud.BQ-25638

Information SecurityCovers electronic IDs and passwords, avoiding identity theft, computer viruses, email and internet use, workplace security, social engineering, and business continuity plans.BQ-25631

Appropriate Email & Internet UseOffers guidelines for use of electronic communications to help supervisors and employees identify and avoid legal issues.BQ-25609

The online HR & Legal Compliance training on this page is powered by Thompson Reuters (GRC) Inc., the exclusive compliance training partner of the Association of Corporate Counsel (ACC). Program content is written by attorneys and vetted by major law firms.

ADDITIONAL HR TOPICS

Online CourseEach Course 30 points


All courses on pages 24-25 are Tablet Compatible




25 800-327-6868



Train More – Spend Less!

For higher quantity price breaks, visit JJKellertraining.com

Online Courses use a points system to make it easy for you to save money. The more points you purchase, the lower your cost per student will be. To purchase points, visit JJKellertraining.com or call 800-327-6868.

Training Points Price Per Point

1,300–2,649 80¢ per point

275–1,299 90¢ per point

1–274 $1.00 per point

Injury & Illness Prevention (Cal-OSHA)Covers general safety precautions, fires, medical services and first aid, ergonomics, reporting hazards and accidents, horseplay and scuffling, proper storage of goods, hazard communication, and falls.BQ-25613

Making Our Campus Safer (Clery Act)The Clery Act requires schools to make timely warnings to the campus community about crimes that could pose an ongoing threat to students and employees. The act requires schools to collect data about crimes on and around their campuses from Campus Security Authorities (CSAs). In addition to campus police and non-police security staff, any member of a school’s faculty with “significant responsibility for student and campus activities” is considered a CSA and must be trained on the act’s requirements. This course explains the essential requirements of the Clery Act and the responsibilities of all CSAs.BQ-30078

Managing Within The LawCovers the legal topics and issues managers face daily, including employee privacy, disability accommodation, workplace bullying, unionization, responding to complaints, performance issues, and terminating an employee.BQ-25615 BASICSBQ-25839 ADVANCED

Marketing ComplianceDiscusses deceptive or unfair claims, comparative claims, special offers, sweepstakes and contests, negative-option marketing, telemarketing, marketing to children, collection and use of marketing data, and risks of non-compliance.BQ-25649

Medicare ComplianceThe Centers for Medicare & Medicaid Services (CMS) requires organizations that provide healthcare or administrative services for Medicare-eligible individuals under a Medicare Advantage (Part C) or prescription drug plan (Part D) to train all employees annually on compliance awareness, conflicts of interest, and the prevention of fraud waste and abuse. This one-hour course provides an overview of the Medicare system; outlines the Compliance Plan required by CMS; reviews the rules on conflicts of interest and business gifts; and explains how employees can help detect, correct, and prevent fraud, waste, and abuse.BQ-30085

Patents, Trademarks And CopyrightsDiscusses intellectual property law; patent, trademark, and copyright ownership; permissible uses of copyrighted materials; types of patents; and copyright infringement and penalties.BQ-25650

Protecting Personal Information (Massachusetts 201 CMR 17.00)Explains physical safeguards, administrative safeguards, encryption, handling personal information, electronic ID and passwords, and security incidents.BQ-25633

Protecting Trade SecretsCovers what a trade secret is, how to protect them, new hires, departing employees, customers and suppliers, and social networks and cloud computing.BQ-25606

Responsible Social Media UseInappropriate social media use can lead to problems of insider trading, defamation, antitrust violations and harassment, and more. This course provides commonsense guidelines for appropriate uses of social media — both in the workplace and in personal contexts — that could affect the employer. Topics covered include social media in the courts, effective business use, guidelines for personal use, and handling problems arising from social media use.BQ-25652

Sarbanes-Oxley (SOX) Essentials Summarizes the Sarbanes-Oxley Act and describes the obligations it imposes, particularly for senior management of public companies.BQ-25607

Travel And Expense ReimbursementThis course explains how to make responsible decisions about travel expenses and appropriately document those expenses. Topics covered include air travel, personal automobiles, rental cars, public transportation, parking and tolls, lodging, meals, cash advances and credit cards, and personal travel connected to business travel.BQ-30091

Whistleblowing (Deficit Reduction Act Of 2005 (DRA) Compliance)Discusses when, how and why to use the whistleblowing provisions of the False Claims Act as part of complying with the Deficit Reduction Act of 2005.BQ-25645

Worker ClassificationWorker classification audits and lawsuits have led to some staggering costs for employers. This course explains the differences between employees and independent contractors and between exempt and non-exempt employees. Topics covered include consequences of misclassification, characteristics of independent contractors, and categories of exempt employees.BQ-30079

Find out how you can try it today for FREE at Prospera.com

HR Management made EASY!For additional topics, go to JJKellertraining.com under the Online Training tab.

Posters


800-327-6868M-F 7 a.m.–6 p.m. CST26

5 out of 5 stars on JJKeller.comfor Employment Law Posters

“Keeping us legal, for less!”Thanks to the excellent customer service representatives, I never have to worry about keeping our 36 branches

across the U.S. legal …SafetyFirstOffice StaffAuburn, IN


“Worry free”With the frequent changes in labor laws, it is difficult to keep up with it among my

other duties. This makes it worry free …JoelllSafety ProfessionalSebring, FL


“Keeps me in compliance”E-mail notifications advise me when there are changes and let me know

that updates will be shipped.

BettyTCompliance ProfessionalKennewick, WA

Table of Contents — PostersState and Federal Labor Law Posters ....................27–29

Labor Law Poster Update Service .............................. 28

Electronic Labor Law Posting Service ......................... 28

Federal Specialty and Awareness Posters ................... 30

Health & Wellness Posters ........................................ 31

Posters Are Required In Your Workplace. Here’s Hassle-Free Compliance!

State and federal labor laws/regulations require all employers with at least one employee to post — at each of their locations — all

applicable, current, required federal and state labor law notices in an area frequented daily by all employees ... such as a break room, conference room, or near a time clock. Failure to post required notices can result in fines up to $17,000.

J. J. Keller offers a wide selection of Labor Law Posters and a comprehensive Labor Law Poster Update Service backed by 60 years of compliance experience. On-staff

regulatory experts continually monitor labor laws for updates and ensure the content of J. J. Keller® posters is accurate and up-to-date.

Posters

27 800-327-6868



Meet State Posting RequirementsState Labor Law Posters Include required state postings (poster sizes range from 20" W x 26" H to 50" W x 26" H)

QR Code that helps you verify poster compliance status with a quick scan

Tabbed content and color coding that organize information so topics and revision dates are quickly identifiable

Reviewed by our HR experts who continually monitor employment law compliance

Laminated front and back to help them hold up in high-traffic areas such as a main reception area, break room, or cafeteria

Available in English or Spanish for all 50 states, plus the District of Columbia and Puerto Rico

Note: Due to industry-specific labor laws, your company may be required to post additional notices. Go to JJKeller.com/LLPfinder for details. 10–24 $23.86 ea. 5–9 $26.39 ea. 1–4 $29.95

Comply With Federal Posting RequirementsFederal Labor Law PostersThese easy-to-display posters make compliance simple and include:

Minimum Wage (FLSA)

Job Safety and Health “It’s the Law!” (OSHA 3165)

Employee Polygraph Protection Act (EPPA)

Equal Employment Opportunity Is The Law (EEO)

Uniformed Services Employment and Reemployment Rights Act (USERRA)

Family And Medical Leave Act (FMLA), recently updated to reflect mandatory changes

Posters feature:

QR Code that helps you verify poster compliance status with a quick scan

Tabbed content and color coding that organize information so topics and revision dates are quickly identifiable

Laminated front and back to help them hold up in high-traffic areas such as a main reception area, break room or cafeteria

Branding option: easily add your company logo to your posters (additional fees apply; call toll-free for details)

With FMLA, 20" W x 26" L BQ-37989

Without FMLA, 20" W x 26" LBQ-37992

With FMLA, 20" W x 26" L SPANISHBQ-37994

Without FMLA, 20" W x 26" L SPANISHBQ-37995

10–24 $14.95 ea. 5–9 $17.45 ea 1–4 $19.95 ea.

QR code lets you quickly verify your state and federal posters’ compliance status with a simple scan by your smartphone.


Bilingual (English/Spanish) With FMLA, 40" W x 26" L

BQ-37996 10–24 $29.95 ea. 5–9 $34.95 ea 1–4 $39.95 ea.

Copyright 2014 J. J. Keller & Associates, Inc., N

eenah, WI • M

ade in the USA

This poster is in compliance with state postin

g requirements.

SCAN ME!

easily verify your

poster compliance

status now

To update your employment law posters contact



800-327-6868

43739

OHIO

Employment Laws


NOTICE: This state has its own minimum wage law. Employers are also required to display the federal Employee Rights Under th

e Fair Labor Standards Act posting, w

hich indicates the federal

minimum wage. Where federal and state rates both apply to an employee, th

e U.S. Department of Labor dictates that th

e employee is entitled to the higher m

inimum wage rate.

THIS NOTICE IS FOR INFORMATIONAL PURPOSES ONLY.

NOTICE: This state requires an employer to display a Workers’ Compensation posting furnished by the employer’s insurance carrie

r or a state agency. Employers should contact their in

surance

carrier or th

e appropriate state agency to obtain a copy of this state’s Workers’ Compensation posting or notice of compliance/certific

ate of insurance. Employees should refer to

the Workers’

Compensation posting or notice of compliance/certificate of in

surance furnished by the state or the employer’s insurance carrie

r for in

formation about W

orkers’ Compensation.

THIS NOTICE IS FOR INFORMATIONAL PURPOSES ONLY. IT

DOES NOT FULFILL THIS STATE’S WORKERS’ COMPENSATION POSTING REQUIREMENT.

EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW

The Ohio Civil Rights Act protects applicants and employees of private employers, state, county and local governments, educational in

stitutions, la

bor organizations,

employment agencies and personnel placement services from unlawful discrim

inatory employment practices.

Race and Color

Ohio law prohibits discriminatio

n on the basis of race or color in hirin

g,

promotion, te

nure, discharge, pay, fringe benefits

, job tra

ining, classificatio

n,

referral, te

rms, c

onditions and privileges of employment, o

r any other matte

r

directly or indirectly related to employment.

In addition, any facially neutra

l employment policy or p

ractice that re

sults in

a discriminatory im

pact on th

e basis of race or color is

a prohibited form of

discriminatio

n unless such policy or practice is job-re

lated and based upon

business necessity.

National O

rigin and Ancestry


n on the basis of national origin or ancestry

in hiring, promotio

n, tenure, discharge, pay, fri

nge benefits, jo

b training,

classificatio

n, referra

l, term

s, conditio

ns and privileges of employment, or any

other matte

r directly or in

directly related to employment.

In addition, any policy or p

ractice limitin

g or prohibitin

g the use of any

language in the workplace is a prohibited form

of discriminatio

n unless such

limitatio

n or prohibitio

n is job-related and based upon business necessity.

Military Status


n on the basis of m

ilitary status in hirin

g,

promotion, te


, job tra


n,

referral, te

rms, c


r any other matte

r


In addition, employees who leave employment to

perform

military service,

which includes the perfo

rmance of duty, on a voluntary or in

voluntary basis,

in a uniformed service, under competent authority

, must b

e reemployed upon

conclusion of such service.

Harassment

Ohio law prohibits harassment in th

e workplace on any basis set forth

herein,

which includes the creatio

n of a racially or sexually hostile work enviro

nment,

verbally or physically abusive tre

atment, a

nd requiring submission to

sexual advances as a condition of employment, c

ontinued employment o

r

promotion.

In addition, all re

asonable steps should be taken to prevent and promptly

correct h

arassment in th

e workplace, which includes th

e establishment of a

policy against harassment and a procedure for re

ceiving, investig

ating and

remedying complaints of workplace harassment.

Sex and Pregnancy


n on the basis of sex or pregnancy in hirin

g,

promotion, te


, job tra


n,

referral, te

rms, c


r any other matte

r


In addition, w

omen affected by pregnancy, childbirth or re

lated medical

condition must b

e afforded leave for a reasonable perio

d of time and may not

be discharged under a policy providing insufficient o

r no leave.

Disability


n on the basis of disabilit

y in hiring,

promotion, te


, job tra


n,

referral, te

rms, c


r any other matte

r


In addition, applicants and employees must b

e provided with a reasonable

accommodation for th

eir disabiliti

es, except w

hen the accommodatio

n

imposes an undue hardship.

Age


n against persons 40 years of age or older on

the basis of age in hiring, promotio

n, tenure, discharge, pay, fri

nge benefits,

job training, classific

ation, re

ferral, te

rms, c

onditions and privileges of

employment, or any other m

atter d

irectly or indirectly related to employment.

Religion


n on the basis of religion in hirin

g, promotion,

tenure, discharge, pay, fringe benefits

, job tra


n, referra

l,

terms, c


r any other matte

r directly

or indirectly related to employment.

In addition, applicants and employees must b

e provided with a reasonable

accommodation for re

ligious beliefs and practices, except w

hen the

accommodation im

poses an undue hardship.

Retaliation

Ohio law prohibits retaliation against any person because th

at person has

opposed any unlawful discriminatory practice, or b

ecause that p

erson

has made a charge, testifi

ed, assisted or partic

ipated in any manner in any

investigatio

n, proceeding or hearin

g.

ENFORCEMENT

The Ohio Civil Rights Commission (O

CRC) investig

ates complaints of discriminatio

n and harassment in employment.

Complaints must be file

d with th

e OCRC within six months of th

e last act of discrim

ination or h

arassment.

For assistance in filing a complaint, o

r for any other in

formatio

n on the Civil R

ights Act, please call 1

-888-278-7101 or (614) 752-2391 (TTY), o

r visit our w

ebsite

at: crc.ohio.gov

John Kasich

Governor

G. Michael Payton

Executive Director

Civil Rights Commission

Know Your Rights

REV. 01/2011

STATE OF OHIO

MINOR LABOR LAWS

OHIO DEPARTMENT OF COMMERCE

DIVISION OF INDUSTRIAL COMPLIANCE & LABOR

www.com.ohio.gov/

JOHN KASICH

Governor

DAVID GOODMAN

Director

OHIO REVISED CODE CHAPTER 4109*

“MINOR” MEANS ANY PERSON LESS THAN 18 YEARS OF AGE

WORKING PERMITS: Every minor 14 through 17 years of age must h

ave

a working permit u

nless otherwise stated in Chapter 4109.

WAGE AGREEMENT: No employer shall give employment to

a minor

without agreeing with

him/her as to the wages or compensatio

n he/

she shall receive for each day, w

eek, month, year or p

er piece for w

ork

perform

ed.

REST PERIOD: No employer shall employ a minor m

ore than 5

consecutive hours without a rest p

eriod of at le

ast 30 minutes.

LIST OF MINORS EMPLOYED: Employer shall keep a list o

f minors

employed at each establishment and a list must b

e posted in a

conspicuous place to which all minor employees have access.

TIME RECORDS: Every employer shall keep a tim

e book or other writt

en

record showing actual starting and stopping tim

e of each work and rest

period. These records must b

e kept for tw

o (2) years.

RESTRICTIONS ON WORKING HOURS FOR MINORS 14 and 15 YEARS OF AGE

No person under 16 shall be employed:

1. Durin

g school hours except where specific

ally permitte

d by

Chapter 4109

2. Before 7 a.m. or afte

r 9 p.m. from Ju

ne 1st to September 1st o

r

during any school holiday of 5 school days or m

ore; or after 7 p.m.

at any other time

3. For m

ore than 3 hours a day in any school day

4. For m

ore than 18 hours in any school w

eek

5. For m

ore than 8 hours in any day when school is not in

session

6. For m

ore than 40 hours in any week th

at school is not in session

nor durin

g school hours, unless employment is

incidental to bona

fide programs of vocational cooperative tra

ining, work-study, or

other work-oriented programs with

the purpose of educatin

g

students, and th

e program meets standards established by the

state board of education.

RESTRICTIONS ON WORKING HOURS FOR MINORS 16 and 17 YEARS OF AGE

No person 16 or 17 who is required to attend school shall b

e employed:

1. Before 7 a.m. on any day th

at school is in session or 6 a.m. if the

person was not employed after 8 p.m. th

e previous night

2. Afte

r 11 p.m. on any night preceding a day th

at school is in

session.

PROHIBITED OCCUPATIONS FOR MINORS UNDER 16 YEARS OF AGE

1. All m

anufacturing; m

ining; processing; public messenger service

2. Work in fre

ezers and meat coolers and all preparatio

n of meats

for sale (except wrapping, sealing, la

beling, weighing, pricing and

stocking)

3. Transporta

tion; storage; communicatio

ns; public utilities;

constructio

n; repair

4. Work in boiler or engine rooms; m

aintenance or repair o

f

machinery

5. Outside window washing fro

m window sills or scaffo

lding and/or

ladders

6. Cooking and baking; operatin

g, setting up, adjustin

g, cleaning,

oiling or re

pairing power-d

riven food slicers, grin

ders, food

choppers, cutte

rs, bakery type mixers

7. Loading or unloading goods to and fro

m trucks

8. All w

arehouse work except offic

e and clerical

9. Work in connectio

n with cars and tru

cks involving the use of pits,

racks or liftin

g apparatus or involving th

e inflation of any tir

e

mounted on a rim equipped with

a removable retaining ring.

PROHIBITED OCCUPATIONS FOR MINORS 14 through 17 YEARS OF AGE

1. Occupatio

ns involving slaughtering, m

eat-packing, processing or

rendering

2. Power-d

riven bakery machines

3. Occupatio

ns involved in the manufacture of brick, til

e and kindred

products

4. Occupatio

ns involved in the manufacture of chemicals

5. Manufacturin

g or storage occupations involving explosives

6. Occupatio

ns involving exposure to radioactive substances and to

ionizing radiations

7. Power-d

riven paper products machines

8. Power-d

riven metal form

ing, punching and shearing machines

9. Occupatio

ns involved in the operatio

n of power-driven circular

saws, band saws and guillo

tine shears

10. Power-d

riven woodworking machines

11. Coal m

ines

12. Occupatio

ns in connection with

mining, other than coal

13. Logging and sawmillin

g

14. Motor vehicle occupatio

ns

15. Mariti

me and longshoreman occupations

16. Railro

ads

17. Excavatio

n operations

18. Power-d

riven and hoisting apparatus

19. Roofing operatio

ns

20. Wrecking, demolitio

n, and shipbreaking.

MINORS UNDER 16 YEARS OF AGE MAY NOT ENGAGE IN DOOR-TO-DOOR EMPLOYMENT UNLESS

The for-profit e

mployer is REGISTERED with

the Ohio Departm

ent of

Commerce. DOOR-TO-DOOR SALES EMPLOYERS SHALL:

1. Be in compliance with

all applicable Ohio and Federal la

ws

relating to th

e employment of m

inors

2. Provide at le

ast one supervisor w

ho is over the age of eighteen, fo

r

each six minor employees

3. Have been and be in compliance with

Ohio’s Motor Vehicle

Financial Responsibility, W

orkers’ Compensatio

n, Unemployment

Compensation, and all o

ther applicable laws

4. Require all m

inors to work at least in

pairs

5. Not employ any minor w

ho does not have an appropriate Age and

Schooling Certificate

6. Provide each minor employee with

a photo identificatio

n card

7. Not employ any minor in

any door-to-door sales activity durin

g

school hours except where specific

ally permitte

d

8. Not employ minors under 16 in door-to

-door sales activity before

7 a.m. or after 7 p.m.

9. Not employ minors 16 and 17 years of age in door-to

-door sales

activity before 7 a.m. or after 8 p.m.

*For Exceptions to

Coverage See Chapter 4109.06

This is a summary of ORC 4109. This summary does not in

clude all of th

e requirements for minor la

bor laws. P

ersons should refer to 4109

for specific requirements applicable to th

em. This informatio

n can be accessed through th

e Ohio Department o

f Commerce Web site at

www.com.state.oh.us.

POST IN A CONSPICUOUS PLACE

For further informatio

n about Minor Labor issues, please contact: T

he Ohio Department o

f Commerce, Division of Industria

l Compliance

& Labor, 6606 Tussing Road, Reynoldsburg, O

H 43068 phone: (614) 644-2239. TTY/TDD: 1-800-750-0750. An Equal O

pportunity Employer and

Service Provider

Department o

f Commerce

Minor Labor Laws

REV. 01/14/2011

THIS EMPLOYER PROVIDES UNEMPLOYMENT COMPENSATION COVERAGE FOR EMPLOYEES

Employees who become unemployed (or are working less than full-t

ime) may be eligible for unemployment compensatio

n

benefits.

Apply by phone at 1-877-644-6562 (OHIOJOB) or online at h

ttp://u

nemployment.ohio.gov

Be prepared to provide the following inform

ation when applying:

• Social Security

number

• Driver’s lic

ense or State ID number

• Names, S

ocial Security numbers,

and dates of birth of all d

ependent children

• Employer’s identifi

cation notice (pay stubs or W

2 form)

• Name and address of all o

ther employers for whom work was perfo

rmed durin

g the past 18 months

APPLY FOR WORK AT YOUR NEAREST ONE-STOP EMPLOYMENT AND TRAINING CENTER

John R. Kasich

Governor

Cynthia C. Dungey

Director

JFS 55341

Department o

f Job and Family Services

Notice to Employees

REV. 10/2013

Department o

f Commerce

OHIO DEPARTMENT OF COMMERCE

DIVISION OF INDUSTRIAL COMPLIANCE

JOHN R. KASICH

Governor

ANDRE T. PORTER

Director

www.com.ohio.gov

NON-TIPPED EMPLOYEES

A Minimum Wage of $8.10 per hour

“Non-Tipped Employees” includes any employee who does not engage in an occupation in which he/she customarily

and regularly receives

more than th

irty dollars ($30.00) per m

onth in tips.

“Employers” who gross under $297,000.00 shall pay th

eir employees no less th

an the curre

nt

federal minimum wage rate.

“Employees” under the age of 16 shall b

e paid no less than th

e current fe

deral minimum wage rate.

“Current Federal Minim

um Wage” is $7.25 per hour.

TIPPED EMPLOYEES

A Minimum Wage of $4.05 per hour PLUS TIPS

“Tipped Employees” includes any employee who engages in an occupation in which he/she customarily

and regularly receives more than th

irty

dollars ($30.00) per month in tip

s. Employers electin

g to use the tip

credit provision must b

e able to show that ti

pped employees receive at least

the minimum wage when direct or cash wages and th

e tip credit a

mount are combined.

OVERTIME

1. An employer shall p

ay an employee for overtime at a wage rate

of one and one-half times th

e employee’s wage rate for hours

in excess of forty

hours in one work week, except for employers

grossing less than $150,000 per year.

HANDICAPPED RATE

To prevent the curta

ilment o

f opportunitie

s for employment and avoid

undue hardship to individuals whose earning capacity is affected or

impaired by physical or mental deficiencies or in

juries, a sub-m

inimum

wage may be paid, as provided in the rules and regulatio

ns set forth

by

the Director of the Ohio Departm

ent of Commerce.

RECORDS TO BE KEPT BY THE EMPLOYER

1. Each employer shall k

eep records for at least th

ree years,

available for copying and inspection by th

e Director of the Ohio

Department o

f Commerce, showing the following inform

ation

concerning each employee:

a. Name

b. Address

c. Occupatio

n

d. Rate of Pay

e. Amount p

aid each pay period

f. Hours worked each day and each work week

2. The records may be opened for in

spection or copying at any

reasonable time and no employer shall h

inder or delay th

e

Director of the Ohio Departm

ent of Commerce in the perfo

rmance

of these duties.

INDIVIDUALS EXEMPT FROM MINIMUM WAGE

1. Any individual employed by th

e United States;

2. Any individual employed as a baby-sitte

r in th

e employer’s home,

or a live-in

companion to a sick, convalescing, or elderly person

whose principal duties do not in

clude housekeeping;

3. Any individual employed as an outside salesman compensated

by commissions or in a bona fid

e executive, administrative, or

professional capacity, or computer professionals;

4. Any individual w

ho volunteers to perform

services for a public

agency which is a State, a political subdivision of a State, or an

interstate government agency, if

(i) the individual re

ceives no compensation or is

paid expenses,

reasonable benefits, or a nominal fe

e to perform

the services for

which the individual volunteered; and

(ii) such services are not th

e same type of services which the

individual is employed to perform

for such public agency;

5. Any individual w

ho works or provides personal services of a

charitable nature in a hospital or h

ealth institu

tion for w

hich

compensation is not sought o

r contemplated;

6. Any individual in

the employ of a camp or re

creational area for

children under eighteen years of age and owned and operated by

a non-profit organizatio

n or group of organizatio

ns.

7. Employees of a solely family owned and operated business who

are family members of an owner.

For further informatio

n about minim

um wage issues,

please contact:

The OhiO DeparTmenT Of COmmerCe, DivisiOn Of inDusTrial

COmplianCe, 6606 Tussing rOaD, reynOlDsburg, OhiO 43068. phOne:

(614) 644‑2239. TTy/TDD: 1‑800‑750‑0750.

POST IN A CONSPICUOUS PLACE

Ohio Department o

f Commerce

An Equal Opportu

nity Employer and Service Provider

2015 Minimum Wage

REV. 09/30/2014

State And Federal Labor LawTwo-Poster Sets and Combo on page 29.

Frames sold on page 29.

ALSO AVAILABLE

Posters


800-327-6868M-F 7 a.m.–6 p.m. CST28

Did You Know?In the first 8 months of 2015, there were 41 mandatory posting changes. There will be at least 7 more changes by January 1, 2016.

Give Employees Convenient Access To Postings By Intranet Or EmailElectronic Employment Law Posting ServiceDownload electronic versions of your required state and federal notices from our employment law posting website and share them with your employees via your company’s intranet or email. The electronic versions will be updated automatically anytime there’s a mandatory change, just like the paper posters. It’s a great way to give off-site employees another way to access poster content. Please note: To be in compliance, you must post the hard copy posters (with the exception of USERRA and FMLA posters).1-year Electronic Service $24.95 ea.

3- and 5-year update services also available. Call toll-free.

Purchase State And Federal Posters Separately ... Or All-In-One!

Copyright 2014 J. J. Keller & Associates, Inc., Neenah, WI • USA • Printed in the USA • All Rights Reserved.



poster compliance

status now

To update your employment law posters contact



800-327-6868

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37989



Basic Leave Entitlement

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for

the following reasons:

• for incapacity due to pregnancy, prenatal medical care or child birth;

• to care for the employee’s child after birth, or placement for adoption or foster care;

• to care for the employee’s spouse, son, daughter or parent, who has a serious health condition; or

• for a serious health condition that makes the employee unable to perform the employee’s job.

Military Family Leave Entitlements

Eligible employees whose spouse, son, daughter or parent is on covered active duty or call to covered active duty

status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may

include attending certain military events, arranging for alternative childcare, addressing certain financial and legal

arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.

FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care

for a covered servicemember during a single 12-month period. A covered servicemember is:

1. a current member of the Armed Forces, including a member of the National Guard or Reserves, who

is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is

otherwise on the temporary disability retired list, for a serious injury or illness*; or

2. a veteran who was discharged or released under conditions other than dishonorable at any time

during the five-year period prior to the first date the eligible employee takes FMLA leave to care for

the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious

injury or illness.*

*The FMLA definitions of “serious injury or illness” for current servicemembers and veterans are distinct

from the FMLA definition of “serious health condition”.

Benefits and Protections

During FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan” on the

same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored

to their original or equivalent positions with equivalent pay, benefits, and other employment terms.

Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s

leave.

Eligibility Requirements

Employees are eligible if they have worked for a covered employer for at least 12 months, have 1,250 hours of service in

the previous 12 months*, and if at least 50 employees are employed by the employer within 75 miles.

*Special hours of service eligibility requirements apply to airline flight crew employees.

Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an

overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either

prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member

from participating in school or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than

3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of

continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may

meet the definition of continuing treatment.

Use of LeaveAn employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a

reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for

planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies

may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave

Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use

paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.

Employee Responsibilities

Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30

days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an

employer’s normal call-in procedures.

Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA

protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee

is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization

or continuing treatment by a health care provider, or circumstances supporting the need for military family leave.

Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously

taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the

need for leave.

Employer Responsibilities

Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the

notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are

not eligible, the employer must provide a reason for the ineligibility.

Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave

counted against the employee’s leave entitlement. If the employer determines that the leave is not FMLA-protected,

the employer must notify the employee.

Unlawful Acts by Employers

FMLA makes it unlawful for any employer to:

• interfere with, restrain, or deny the exercise of any right provided under FMLA; and

• discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for


EnforcementAn employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an

employer.

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or

collective bargaining agreement which provides greater family or medical leave rights.

FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice.

Regulation 29 C.F.R. § 825.300(a) may require additional disclosures.


1-866-4US-WAGE (1-866-487-9243)

TTY: 1-877-889-5627



The United States Department of Labor, Wage & Hour Division


REV. 02/2013

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.

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 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.

ENFORCEMENT

The Secretary of Labor may bring court actions to restrain violations and assess civil penalties up to $10,000 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.


1-866-4-USWAGE (1-866-487-9243)

TTY: 1-877-889-5627



The United States Department of Labor, Wage & Hour Division

Employee Rights

Employee Polygraph Protection Act

REV. 01/2012

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.

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


then an employer may not deny you:

• initial employment;

• reemployment;

• retention in employment;

• promotion; or

• any benefit of employment


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 information 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 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

the text of this notice where they customarily place notices for employees.



Your Rights Under USERRA —

The Uniformed Services Employment and Reemployment Rights Act


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.

DISABILITYTitle I and Title V of the Americans with Disabilities Act of 1990, as amended,

protect 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. 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.

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,

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.

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,

classification, 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 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:


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. 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. 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 MEDAL VETERANS

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended,

38 U.S.C. 4212, prohibits job discrimination and requires affirmative 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

affirmative 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 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 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

financial assistance.


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 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement

EEOC-P/E-1



REV. 11/2009

FEDERAL MINIMUM WAGE

$7.25 PER HOUR

BEGINNING JULY 24, 2009

OVERTIME PAYAt least 1½ times your 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 under the following conditions:

No more than• 3 hours on a school day or 18 hours in a school week;

• 8 hours on a non-school day or 40 hours in a non-school week.

Also, work may not begin before 7 a.m. or end after 7 p.m., except from June 1 through Labor Day, when evening

hours are extended to 9 p.m. Different rules apply in agricultural employment.

TIP CREDITEmployers of “tipped employees” must pay 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. Certain other conditions must also

be met.

ENFORCEMENTThe Department of Labor may recover back wages either administratively or through court action, for the employees

that have been underpaid in violation of the law. Violations may result in civil or criminal action.

Employers may be assessed civil money penalties of up to $1,100 for each willful or repeated violation of the minimum

wage or overtime pay provisions of the law and up to $11,000 for each employee who is the subject of a violation of

the Act’s child labor provisions. In addition, a civil money penalty of up to $50,000 may be assessed for each child labor

violation that causes the death or serious injury of any minor employee, and such assessments may be doubled, up to

$100,000, when the violations are determined to be willful or repeated. The law also prohibits discriminating against or

discharging workers who file a complaint or participate in any proceeding under the Act.


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

• Special provisions apply to workers in American Samoa and the Commonwealth of the Northern Mariana

Islands.

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

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

• Employees under 20 years of age may be paid $4.25 per hour during their first 90 consecutive calendar days of

employment with an employer.

• 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.


1-866-4-USWAGE (1-866-487-9243)

TTY: 1-877-889-5627



The United States Department of Labor Wage and Hour Division


REV. 07/2009

REV. 10/2008

Scan your QR phone

reader to learn more about

the Employee Polygraph

Protection Act.

Job Safety and Health

It’s the law!Employees:

• You have the right to notify your employer or OSHA

about workplace hazards. You may ask OSHA to keep

your name confidential.

• You have the right to request an OSHA inspection if you

believe that there are unsafe and unhealthful conditions

in your workplace. You or your representative may

participate in that inspection.

• You can file a complaint with OSHA within 30 days

of retaliation or discrimination by your employer for

making safety and health complaints or for exercising

your rights under the OSH Act.

• You have the right to see OSHA citations issued to your

employer. Your employer must post the citations at or

near the place of the alleged violations.

• Your employer must correct workplace hazards by the

date indicated on the citation and must certify that these

hazards have been reduced or eliminated.

• You have the right to copies of your medical records

and records of your exposures to toxic and harmful

substances or conditions.

• Your employer must post this notice in your workplace.

• You must comply with all occupational safety and health

standards issued under the OSH Act that apply to your own

actions and conduct on the job.

Employers:

• You must furnish your employees a place of employment

free from recognized hazards.

• You must comply with the occupational safety and health

standards issued under the OSH Act.

This free poster available from OSHA —

The Best Resource for Safety and Health

Free assistance in identifying and correcting

hazards or complying with standards is

available to employers, without citation

or penalty, through OSHA-supported

consultation programs in each state.

1-800-321-OSHA (6742)

www.osha.gov

OSHA 3165-02 2012R

Occupational Safetyand Health Administration


®


This poster is in compliance with state posting requirements.


poster compliance status now



43786

MISSOURIEmployment Laws


The Missouri Human Rights Act makes it illegal to discriminate in any aspect of employment because of an individual’s race, color, religion, national origin, ancestry, sex, disability or age (40 through 69).

The Missouri Human Rights Act applies to:

� Private employers with six or more employees � All apprenticeship or training programs � All labor organizations� All employment agencies � All state and local government agencies

www.labor.mo.gov/mohumanrights

If you believe you have been discriminated against in employment, you can file a complaint of discrimination by calling one of the numbers above or e-mailing [email protected] Note complaints must be filed within 180 days of the alleged discrimination.

CONTACT USMissouri Commission on Human Rights (MCHR)3315 W. Truman Blvd., Suite 212Jefferson City, MO 65102-1129573-751-3325Toll-Free DiscriminationComplaint Hotline: 877-781-4236Relay Missouri: 711

!

The mission of MCHR is to develop, recommend, and implement ways to prevent and eliminate discrimination, and to provide equitable and timely resolutions of discrimination claims through enforcement of the Missouri Human Rights Act.

Take ActionFile a Complaint

DisCRiMinATionin EMPLoYMEnT is PRoHiBiTED

Discriminatory employment practices prohibited by the Missouri Human Rights Act include:

• Hiring and firing, compensation, assignment or classification of employees, transfer, promotion, layoff or recall, job advertisements, recruitment, testing, use of company facilities, training and apprenticeship programs, fringe benefits, pay, retirement plans, or disability leave, or other terms and conditions of employment

• Harassment on the basis of race, color, religion, national origin, ancestry, sex, disability, or age

• Retaliating against an individual for filing a complaint of discrimination, participating in a discrimination investigation or hearing, or opposing discriminatory practices

• Discriminating in any aspect of employment against an individual because of his or her association with a person in one of the protected categories.

An employment agency includes any person or agency, public or private, regularly undertaking with or without compensation to procure employees for an employer or to procure for employees opportunities to work for an employer.

MCHR-9 (11-12) AI

State regulation 8 CSR 60-3.010 requires this notice be posted in all places of business or establishments which are subject to the Missouri Human Rights Act.

www.labor.mo.gov/DLS/MinimumWage

Missouri Minimum WageIn Effect for 2015 $7.65

Missouri’s current minimum wage rate is $7.65 per hour. All businesses are required to pay at minimum, the $7.65 per hour rate, except retail and service businesses whose annual gross sales are less than $500,000. There also are certain classes of employees under the definition of “employee” in Section 290.500(3), RSMo, and pertaining to agriculture in Section 290.507, RSMo, to which Missouri’s law does not apply.In addition, overtime compensation must also be paid at a rate not less than one and one-half times a covered employee’s regular rate for all hours worked over 40 in a workweek.The minimum wage rate may increase or decrease on January 1, 2016, if the cost of living as measured by the Consumer Price Index (CPI) rises or falls (see Section 290.502, RSMo). Missouri law does not allow the state’s minimum wage rate to be lower than the federal minimum wage rate.The Missouri Minimum Wage Law does not apply to exempt employees/employers, and does not supersede more favorable laws or interfere with collective bargaining agreement rights.Tipped EmployeesCompensation for tipped employees must total at least $7.65 per hour. Employers of tipped employees are required to pay tipped employees at least 50 percent of the minimum wage, or $3.825 per hour. Employers of tipped employees must pay more than half of the minimum wage to tipped employees if it is necessary to bring the employee’s total compensation up to $7.65 per hour.Records to be kept and retention periodEmployers must keep a record of the name, address, and job description of each employee, the rate of pay, the amount paid each period, and the number of hours worked each day and each workweek (see Section 290.520, RSMo). These records must be kept for a period of not less than three years. The records shall be open for inspection by the Missouri Division of Labor Standards.

PenaltiesAny employer who hinders the Division of Labor Standards’ performance of duties in the enforcement of the law by any of the acts listed in Section 290.525, RSMo, is guilty of a class C misdemeanor.An employee may bring any legal action necessary to collect wages owed. An employer who pays an employee wages less than what is due under the law shall be liable for the full amount of the wage rate and an additional equal amount as liquidated damages, less any amount actually paid, and for costs and such reasonable attorney fees as may be allowed by the court or jury (see Section 290.527, RSMo).ComplaintsA Minimum Wage complaint form can be filed by visiting www.labor.mo.gov/DLS/MinimumWage. The form may also be printed and be sent to the Division using the contact information below. Once the investigation is complete, the employer and employee will be informed of the findings.

For more information or to file a wage complaint:

Missouri Division of Labor stanDarDs P.o. box 449, Jefferson City, Mo 65102 Phone: 573-751-3403 fax: 573-751-3721

e-MaiL: [email protected]

Website: www.labor.mo.gov/DLS/MinimumWageMissouri Department of Labor and Industrial Relations is an equal opportunity employer/program. To use Missouri Relay Services, dial 711. LS-52 AI

Youth Employment List

naMe of Worker sChooL year shift (7 a.m. – 7 p.m.)

suMMer shift (7 a.m. – 9 p.m.)

1)

2)

3)

4)

5)

6)

7)

8)

9)

10)

Work certificates are required for youth 14 to 15 years of age before they start employment at any job (other than in the entertainment industry) during the school year. No child under the age of 14 may be employed in any capacity (other than in the entertainment industry or in newspaper delivery, babysitting, occasional yard or farm work with parental consent, or some youth sporting events). Work certificates are issued by school superintendents or their designees only upon application requested in person by the child with the written consent of his/her parent, legal custodian or guardian or, if deemed necessary, by the issuing officer, the child shall be accompanied by his parent, guardian or custodian. The school superintendent has the right to deny a certificate if deemed not in the best interest of the youth. School officials should keep copies of certificates issued, and cancellation notices.

Unacceptable Types of Work and Workplaces for Youth All Ages Under 16Below is a list of unacceptable work and workplaces for all youth under 16:

• Door-to-door sales (excluding churches, schools, scouts)• Operating hazardous equipment: ladders, scaffolding, freight elevators, cranes,

hoisting machines, man lifts, etc.• Handling/maintaining power-driven machinery (with the exception of

lawn/garden machinery in a domestic setting) (RSMo 294.011(7)(c), and RSMo 294.040(1))

• Mining, quarrying, or stone cutting/polishing (except in jewelry stores)• Transporting or handling Type A and B explosives or ammunition• Operation of any motor vehicle

• Metal-producing industries including stamping, punching, cold rolling, shearing, or heating

• Saw mills or cooperage stock (barrel) mills or where woodworking machinery is used

• Jobs involving ionizing or non-ionizing radiation or radioactive substances• Jobs in hotels, motels, or resorts unless the work performed is physically

separated from the sleeping accommodations• Jobs in any establishment in which alcoholic beverages are sold, manufactured,

bottled or stored unless 50 percent of the workplace sales are generated from other goods

• Any job dangerous to the life, limb, health, or morals of youth

Acceptable Work Hours for 14 and 15 year olds• Between 7 a.m. and 7 p.m. during the school year• Between 7 a.m. and 9 p.m. from June 1 through Labor Day• No more than three hours a day on school days

• No more than eight hours a day on non-school days• No more than six days or 40 hours in a week

Please contact the Missouri Division of Labor Standards at 573-751-3403, or e-mail us at [email protected] or go to www.labor.mo.gov/DLS if you have questions or need additional copies of this list.**Employers are required to post this list of employed youth under the age of 16.LS-43 (08-11) AI

Unemployment Insurance (UI) benefits are provided under the Missouri Employment Security Law for workers who become totally or partially unemployed, if they meet the eligibility requirements of the law.

No deductions are made from employees’ paychecks for this insurance. The employer pays the tax in Missouri.

Visit the Division of Employment Security’s website at www.moclaim.mo.gov for additional information concerning UI, to file your initial or renewed claim, and to obtain information about a claim already filed. The website is available 24 hours a day, seven days a week.

You may call a Regional Claims Center for assistance Monday through Friday, 8 a.m. to 5 p.m. Automated information about a claim already filed is available by phone, 24 hours a day, at the numbers below.Local numbers are: Jefferson City: 573-751-9040 Kansas City: 816-889-3101 Springfield: 417-895-6851 St. Louis: 314-340-4950

If you are outside the above local calling areas: 800-320-2519

Division of eMPLoyMent seCurity P.o. box 59

Jefferson City, Mo 65104-0059

IMPORTANT: If needed, call 573‑751‑9040 for assistance in the translation and understanding of the information in this document.

¡IMPORTANTE! : Si es necesario, llame el 573‑751‑9040 para asistencia en la traducción y entendimiento de la información en este documento.

Missouri Division of Employment Security is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. TDD/TTY: 800‑735‑2966 Relay Missouri: 711

MODES-B-2 AI U.I.Prg.

EMPLOYEE INFORMATIONThe Missouri Division of Workers’ Compensation (DWC) administers programs for workers who have been injured on the job or exposed to an occupational disease arising out of and in the course of employment. The Division’s Administrative Law Judges have the authority to approve settlements or issue awards after a hearing relating to an injured employee’s entitlement to benefits.

Steps to Take When Injured on the Job1. Notify your employer immediately (written notice must be provided within 30 days of the injury/or 30 days

when reasonably aware of the work-relatedness of occupational illness or disease) by contacting

eMPLoyer rePresentative Phone nuMber

*Failure to do so may jeopardize your ability to receive benefits2. Seek medical attention (your employer/insurer is responsible for providing medical treatment and

paying the medical fees and charges unless you choose to treat with another doctor at your own expense without your employer/insurer’s approval).

3. Get more information about the benefits available under the Workers’ Compensation Program or about the steps you may take to get the benefits you need.

Visit www.labor.mo.gov/DWC or call 800-775-COMP.

Benefits for Injured EmployeesMedical Care:The employer or insurer is required to provide medical treatment and care to cure and relieve the effects of the injury. This includes all costs for authorized medical treatment, prescriptions, and medical devices. There is no deductible, and all costs are paid by the employer or its workers’ compensation insurance company. If you receive a bill, contact your employer or the insurance company immediately. The employer/insurer has the right to choose the healthcare provider or treating physician. You may select a different healthcare provider or treating physician, but if you do so, it may be at your own expense.

Payment for Lost Wages:• If a doctor says you are unable to work due to your injuries or recovery from a surgery, you may be entitled to temporary total disability (TTD) benefits. If a doctor says that

you can perform light or modified duty work and your employer offers you such work, you may not be eligible for TTD benefits. TTD benefits should be continued until the doctor says you can return to work, or when your treatment is concluded because your condition has reached “maximum medical improvement,” whichever occurs first.

• If you return to light or modified duty at less than full pay, you may be entitled to temporary partial disability benefits.

Permanent Disability Benefits:If the injury or illness results in a permanent disability, you may be entitled to receive either permanent partial or permanent total disability benefits.

Survivor Benefits:If an employee dies on the job, the surviving dependents may receive weekly death benefits paid at 66 2/3% of the deceased employee’s average weekly wage along with funeral expenses up to $5,000 from the employer/insurer. For additional information relating to survivor’s benefits, including college scholarship opportunities for surviving children, please visit www.labor.mo.gov/DWC.

Missouri Division of Workers’ Compensation is an equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities.

Workers’ Compensation Law Roles and Responsibilities for Employers and Employees

EMPLOYER INFORMATIONWith some exceptions, all employers with five or more employees, and construction industry employers with one or more employees, are required to insure their workers’ compensation liability, either by purchasing a policy or obtaining self-insurance authority. Workers’ compensation insurance provides benefits to workers injured on the job. Employers also are required to post this notice in the workplace for employees to view. This poster is required by section 287.127, RSMo, and is available to employers and insurers free of charge by contacting the Division at 800-775-Comp.

Steps to Take When an Injury Occurs1. Be sure first aid is administered and the employee is taken to a physician or hospital for further medical care, if necessary.

2. Report the injury to the insurance company or Third Party Administrator (TPA) within five days of the date of injury or within five days of the date on which the injury was reported to the employer by the employee, whichever is later. The insurer, TPA, or admitted self-insurer is responsible for filing a First Report of Injury with the Division of Workers’ Compensation within 30 days of knowledge of the injury.

3. Pay medical bills related to the work injury to cure and relieve the employee of the effects of the injury. This includes all costs for authorized medical treatment, prescriptions, and medical devices. The employer has the right to choose the healthcare provider or treating physician. (The employee may select a different healthcare provider or treating physician, but if the employee does so, it may be at his/her own expense.)

4. For more liability and insurance information relating to the Workers’ Compensation Program, visit www.labor.mo.gov/DWC or call 800-775-COMP.

Workers’ SafetyDeveloping and implementing a comprehensive safety and health program can reduce occupational injuries and help lower workers’ compensation costs. Insurance carriers in the state of Missouri must provide safety assistance at the request of the insured employer. The Missouri Department of Labor evaluates these services and provides additional assistance through its Missouri Workers’ Safety Program. Visit www.labor.mo.gov/MWSP or call 573-751-4231 for more information about these programs or for a registry of independent consultants who are certified in the state of Missouri to provide safety assistance.

Fraud/NoncomplianceEmployee Fraud — knowingly making a claim for workers’ compensation benefits to which an employee knows he/she is not entitled or knowingly presenting multiple claims for the same occurrence with intent to defraud is a class D felony, punishable by a fine of up to $10,000, or double the value of the fraud, whichever is greater. A subsequent violation is a class C felony.

Employer Fraud — knowingly misrepresenting an employee’s job classification to obtain insurance at less than the proper rate is a class A misdemeanor. A subsequent violation is a class D felony. An employer who knowingly makes a false or fraudulent statement regarding an employee’s entitlement to benefits to discourage the worker from making a legitimate claim or who knowingly makes a false or fraudulent material statement or material representation to deny benefits to a worker is guilty of a class A misdemeanor punishable by a fine of up to $10,000. A subsequent violation is a class C felony.

Insurer Fraud — knowingly and intentionally refusing to comply with workers’ compensation obligations to which an insurance company or self-insurer knows an employee is entitled is a class D felony, punishable by a fine of up to $10,000 or double the value of the fraud, whichever is greater. A subsequent violation is a class C felony.

Employer Noncompliance — knowingly failing to insure workers’ compensation liability under the law is a class A misdemeanor punishable by a fine of up to three times the annual premium the employer would have paid had it been insured or up to $50,000, whichever is greater. A subsequent violation is a class D felony. An employer who willfully fails to post the notice of workers’ compensation at the workplace is guilty of a class A misdemeanor punishable by a fine of $50 to $1,000 or by imprisonment or both fine and imprisonment.

WC-106 AI

Department of Labor and Industrial Relations, Division of Labor Standards

Department of Labor and Industrial Relations, Division of Labor Standards

Division of Employment Security

Division of Workers’ Compensation

Missouri Minimum Wage

Required Poster: Employers Employing Workers Under the Age of 16

Unemployment Insurance Benefits Notice to Workers

Workers’ Compensation Law

REV. 01/2015

REV. 08/2011

REV. 12/2014

REV. 02/2014

NOTICE: This state has its own minimum wage law. Employers are also required to display the federal Employee Rights Under the Fair Labor Standards Act posting, which indicates the federal minimum wage. Where federal and state rates both apply to an employee, the U.S. Department of Labor dictates that the employee is entitled to the higher minimum wage rate.

THIS NOTICE IS FOR INFORMATIONAL PURPOSES ONLY.

Missouri Division of Workers’ CoMPensation P.o. box 58, Jefferson City, Mo 65102

573-751-4231

Insurance Company, Third Party Administrator, Service Company, or

Designated Individual If Self-InsurednaMe aDDress Phone


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43975

Leyes de trabajoFEDERAL CONTRACTOR

DERECHOS DEL TRABAJADOR

SEGÚN ORDEN EJECUTIVA 13658

DEPARTAMENTO DE TRABAJO DE EE. UU., DIVISIÓN DE SALARIOS Y HORARIOS

SALARIO MÍNIMO FEDERAL PARA CONTRATISTAS

$10.10 POR HORA

EN VIGOR DEL 1º DE ENERO DE 2015 AL 31 DE DICIEMBRE DE 2015

SALARIO

MÍNIMO

El 12 de febrero de 2014, el presidente firmó la Orden ejecutiva 13658, en la que se establece un salario mínimo para contratistas. La Orden ejecutiva requiere que

las partes que contratan con el gobierno federal les paguen a los trabajadores que estén haciendo trabajo para o en conexión con los contratos cubiertos por el

gobierno federal, por lo menos: (1) $10.10 por hora a partir del 1º de enero de 2015; y (2) a partir del 1° de enero de 2016, y anualmente de ahí en adelante, una

cantidad determinada por la Secretaría de Trabajo según la Orden ejecutiva.

PROPINAS Los empleados cubiertos que reciben propina deben recibir un salario en efectivo de por lo menos $4.90 por hora, en vigor del 1° de enero de 2015 al 31 de

diciembre de 2015. A partir del 1° de enero de 2016, el salario en efectivo exigido será definido por la Secretaría del Trabajo según la Orden ejecutiva. Si las

propinas de un trabajador en combinación con el salario en efectivo exigido de por lo menos $4.90 por hora pagado por el contratista no equivalen al salario

mínimo por hora para contratistas (indicado anteriormente), el contratista debe aumentar el salario en efectivo pagado para cubrir la diferencia. También se deben

cumplir otras condiciones.

APLICACIÓN

DE LA LEY

La División de Salarios y Horarios (Wage and Hour Division, WHD) tiene oficinas por todo el país para dar ayuda. El personal de WHD puede responder preguntas,

en persona o por teléfono, sobre sus derechos y protecciones en el lugar de trabajo. Podemos investigar a los empleadores y recuperar los salarios a los que tengan

derecho los trabajadores. Todos los servicios son gratuitos y confidenciales. La ley también prohíbe discriminar o despedir a los trabajadores que presenten una

queja o participen en un procedimiento bajo la Orden ejecutiva. Si usted no puede presentar una queja en inglés, WHD aceptará la queja en cualquier idioma.

INFORMACIÓN

ADICIONAL

• La Orden ejecutiva 13658 establece que la Orden se aplica solo a los nuevos contratos de servicios y construcción federales, según lo define la Secretaría en

los reglamentos.

• Los trabajadores con discapacidades cuyos salarios están regidos por certificados especiales emitidos según la sección 14(c) de la Ley Federal de Normas

Justas de Trabajo deben recibir no menos de la tasa de salario mínimo completa, tal como lo establece la Orden ejecutiva.

• Algunos trabajadores están excluidos. Por ejemplo, algunos trabajadores que dan apoyo “en conexión con” los contratos cubiertos por menos del 20 %

de sus horas trabajadas en una semana podrían no tener derecho al salario mínimo establecido en la Orden ejecutiva. Ciertos principiantes, aprendices y

estudiantes a tiempo completo que están empleados bajo certificados de salario submínimo no tienen derecho al salario mínimo establecido en la Orden

ejecutiva. Ciertas ocupaciones también están exentas del salario mínimo establecido en la Orden ejecutiva.

• Algunas leyes estatales o locales podrían ofrecer mayor protección al trabajador. Los empleadores tienen que cumplir ambas leyes.

Para obtener más información:

1-866-487-9243

www.dol.gov/whd/govcontracts

Departamento de Trabajo de EE. UU. | División de Salarios y Horarios

WH1089

Department of Labor

Avisos

REV. 09/2014

REV. 04/2009

REV. 11/2009

*

DERECHOS DE LOS EMPLEADOS

SEGÚN LA LEY NACIONAL DE RELACIONES DEL TRABAJO

La Ley Nacional de Relaciones del Trabajo (LNRT) garantiza el derecho de los empleados a organizarse y negociar colectivamente con sus

empleadores, y a participar en otras actividades concertadas protegidas. Los empleados cubiertos por la LNRT* están protegidos contra ciertos tipos de

conductas inapropiadas por parte de los empleadores y sindicatos. En este Aviso encontrará información general sobre sus derechos y las obligaciones

de los empleadores y los sindicatos según la LNRT. Si tiene alguna pregunta sobre derechos específicos que puedan ser aplicables a su lugar de

trabajo, utilice la información de contacto que se proporciona más adelante para contactarse con la Junta Nacional de Relaciones Laborales, la agencia

federal que investiga y resuelve las quejas basadas en la LNRT.

Según la LNRT, usted tiene derecho a:

• Organizar un sindicato para negociar con su empleador respecto de su salario, sus horarios de trabajo y otros términos y condiciones de empleo.

• Fundar, unirse o ayudar a un sindicato.

• Negociar colectivamente con su empleador, a través de representantes elegidos por los empleados, los contratos que fijen su salario,

beneficios, horarios y otras condiciones laborales.

• Discutir sus términos y condiciones de empleo, o la organización de su sindicato, con sus compañeros de trabajo o un sindicato.

• Actuar con uno o más compañeros de trabajo para mejorar sus condiciones laborales ocupándose, entre otras cosas, de hacer llegar

directamente a su empleador o a un organismo gubernamental las quejas relacionadas con su trabajo, y buscar ayuda de un sindicato.

• Realizar huelgas y piquetes, según el propósito o los medios de esas huelgas o piquetes.

• Decidir no participar en cualquiera de esas actividades, incluso la de unirse o continuar como miembro de un sindicato.

Según la LNRT, es ilegal que su empleador:

• Le prohíba solicitar para un sindicato durante horarios no

laborables –como antes o después del trabajo, o durante los

recreos–, o distribuir materiales sobre el sindicato fuera de los

horarios laborables y fuera de las zonas de trabajo, como en

estacionamientos o salas de descanso.

• Lo cuestione sobre su apoyo al sindicato o sus actividades

relacionadas en forma tal que desaliente su participación en ello.

• Lo despida, lo baje de categoría o lo transfiera, reduzca la cantidad

de horas que trabaja o cambie su turno, tome cualquier otro tipo de

acción en su contra, o amenace con hacerlo, porque usted se ha

unido o apoya a un sindicato, o porque ha participado en

actividades concertadas de asistencia y protección mutua, o haya

decidido no participar en ese tipo de actividades.

Según la LNRT, es ilegal que un sindicato, o el sindicato que lo

representa en las negociaciones con su empleador:

• Lo amenace con la pérdida de su trabajo a menos que apoye al

sindicato.

• Rechace procesar una queja porque usted ha criticado a los

representantes sindicales o porque no es miembro del sindicato.

• Use o mantenga estándares o procedimientos discriminatorios

al realizar recomendaciones desde una oficina de contratación.

• Cause o intente causar que un empleador discrimine en contra

suya por sus actividades relacionadas con el sindicato.

• Amenace cerrar su lugar de trabajo si los trabajadores eligen un

sindicato para que los represente.

• Prometa u otorgue promociones, o pague aumentos u otros

beneficios para desalentar o alentar el apoyo a un sindicato.

• Le prohíba usar gorras, botones, camisetas y prendedores del

sindicato en el lugar de trabajo, excepto bajo circunstancias

especiales.

• Espíe o filme actividades y reuniones sindicales pacíficas, o

simule hacerlo.

• Emprenda acciones en su contra que dependan de si usted se

unió a un sindicato o no.

Si usted y sus compañeros de trabajo eligen un sindicato para que los

represente en forma colectiva, su empleador y el sindicato deben

negociar en buena fe con genuino esfuerzo para lograr un acuerdo

vinculante y por escrito que fije los términos y condiciones de su

empleo. El sindicato está obligado a representarlo justamente en las

negociaciones y el cumplimiento del acuerdo.

Los comportamientos ilegales no serán permitidos. Si usted cree que sus derechos, o los de otros, han sido violados, debe contactarse con la

NLRB rápidamente para protegerlos, por lo general dentro de los seis meses de la actividad ilegal. Puede preguntar sobre posibles infracciones sin

que se informe a su empleador, o a cualquier otra persona, sobre su consulta. Los cargos pueden ser presentados por cualquier persona, no es

necesario que lo haga el empleado directamente afectado por la infracción. La NLRB puede obligar a un empleador a recontratar a un empleado y

pagarle por los salarios y beneficios no percibidos cuando haya sido despedido en contra de la ley; también puede obligar a un empleador o a un

sindicato a dejar de infringir la ley. Los empleados deben buscar asistencia en la oficina regional más cercana de la NLRB; podrán encontrarla en el

sitio web de la agencia: www.nlrb.gov.

Haga clic sobre la página de la NLRB titulada “Quienes somos” (About Us), que contiene el enlace “Encuentre nuestras oficinas” (Locating Our

Offices). También puede contactar a la NLRB a través de su línea telefónica gratuita: 1-866-667-NLRB (6572) ó (TTY) 1-866-315-NLRB (6572) para

los sordos e hipoacúsicos.

*La Ley Nacional de Relaciones del Trabajo afecta a la mayoría de los empleadores del sector privado. Entre quienes están excluidos de la

LNRT se encuentran los empleados del sector público, los trabajadores agrícolas y domésticos, los contratistas independientes, los trabajadores

empleados por sus padres o sus cónyuges, los empleados de los transportes aéreos y ferroviarios cubiertos por la Ley Laboral de Ferrocarriles, y

los supervisores (aunque los supervisores que hayan sido discriminados por rehusarse a infringir la LNRT pueden estar cubiertos por ella).

Este es un Aviso Oficial del Gobierno

y no debe ser dañado por nadie.

Departamento de Trabajo de los

EE. UU.

DERECHOS DEL EMPLEADO

BAJO LA LEY DAVIS-BACON

PARA OBREROS Y MECÁNICOS EMPLEADOS EN PROYECTOS DE CONSTRUCCIÓN

FEDERAL O CON ASISTENCIA FEDERAL

LA SECCIÓN DE HORAS Y SUELDOS DEL DEPARTAMENTO DE TRABAJO DE EEUU

SALARIOS

PREVALECIENTESNo se le puede pagar menos de la tasa de pago indicada en la Decisión de Salarios Davis-Bacon fijada con este Aviso para el trabajo que Ud. desempeña.

SOBRETIEMPO Se le ha de pagar no menos de tiempo y medio de su tasa básica de pago por todas las horas trabajadas en exceso de 40 en una semana laboral. Existen pocas

excepciones.

CUMPLIMIENTO Se pueden retener pagos por contratos para asegurarse que los obreros reciban los salarios y el pago de sobretiempo debidos, y se podría aplicar daños y

perjuicios si no se cumple con las exigencias del pago de sobretiempo. Las cláusulas contractuales de Davis-Bacon permiten la terminación y exclusión de

contratistas para efectuar futuros contratos federales hasta tres años. El contratista que falsifique los registros certificados de las nóminas de pago o induzca

devoluciones de salarios puede ser sujeto a procesamiento civil o criminal, multas y/o encarcelamiento.

APRENDICES Las tasas de aprendices sólo se aplican a aprendices correctamente inscritos bajo programas federales o estatales aprobados.

PAGO APROPIADO

Si Ud. no recibe el pago apropiado, o precisa de información adicional sobre los salarios aplicables, póngase en contacto con el Contratista Oficial que aparece

abajo:

o póngase en contacto con la Sección de Horas y Sueldos del Departamento de Trabajo de EEUU.

Para obtener información adicional:

1-866-4-USWAGE

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


U.S. Department of Labor | Employment Standards Administration | Wage and Hour Division

WH 1321 SPA

REV. 04/2009

DERECHOS DEL EMPLEADO

BAJO CONTRATOS GUBERNAMENTALES

SECCIÓN DE HORAS Y SUELDOS DEL DEPARTAMENTO DE TRABAJO DE EEUU

Este establecimiento realiza trabajo bajo contrato del Gobierno sujeto a (marque uno)

LEY DE CONTRATOS POR SERVICIOS (SCA-siglas en inglés)

LEY DE CONTRATOS PÚBLICOS (PCA-siglas en inglés)

SALARIOS MÍNIMOS Su tasa de pago no puede ser inferior al salario mínimo establecido por la Ley de Normas Justas de Trabajo (FLSA-siglas en inglés).

Se podría exigir una tasa superior para contratos bajo SCA si se aplica una determinación de salarios. Dicha determinación de salarios se fijará a este Aviso

como adición.

BENEFICIOS

ADICIONALES

Las determinaciones de salarios bajo SCA pueden exigir pagos de beneficios adicionales (o un equivalente en efectivo). Contratos bajo PCA no exigen

beneficios adicionales

PAGO de SOBRETIEMPO

Se le ha de pagar tiempo y medio (1.5) de su tasa básica de pago por todas las horas trabajadas en exceso de 40 por semana. Existen algunas excepciones.

TRABAJO de

MENORES de EDADSe prohíbe el empleo de menores de 16 años de edad en contratos bajo PCA.

SEGURIDAD y

SANIDAD

El trabajo ha de desempeñarse bajo condiciones higiénicas y no arriesgadas o peligrosas para la salud y seguridad del empleado.

CUMPLIMIENTO La responsabilidad para la administración de estas leyes le corresponde a ciertas agencias específicas del Departamento de Trabajo (DOL-siglas en inglés).

Para sentar una denuncia u obtener información: Favor de ponerse en contacto con la Sección de Horas y Sueldos (WHD-siglas en inglés para la Sección)

llamando gratuitamente a la línea de asistencia 1-866-4-USWAGE (1-866-487-9243), o visitando su sitio Web bajo www.wagehour.dol.gov.

Favor de ponerse en contacto con la Administración de Seguridad y Salud Ocupacionales (OSHA-siglas en inglés) llamando al 1-800-321-OSHA

(1-800-321-6742), o visitando su sitio Web bajo www.osha.gov.

Para información adicional:

1-866-4-USWAGE

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


U.S. Department of Labor | Wage and Hour Division

Departamento de Trabajo de EEUU

Washington D.C. 20210

El propósito de lo que se presenta a continuación es aconsejar a contratistas sujetos a la Ley Walsh-Healey De Contratos Públicos o a la Ley De Contratos Por Servicios

sobre las provisiones principales de estas dos leyes.

Ley Walsh-Healey Sobre Contratos Públicos

Provisiones generales — Esta ley se aplica a contratos que exceden, o que puedan exceder, $10,000 contratados por cualquier agencia o entidad de los Estados Unidos para la fabricación o

para proveer materiales, provisiones, artículos o equipo. La Ley establece salario mínimo, horas máximas, y normas de seguridad y salud para trabajo realizado bajo dichos contratos, y prohíbe

el empleo, en trabajo contratado, de presidiarios (a menos que se cumplan ciertas condiciones) y de menores de 16 años de edad. No se permite el empleo de trabajadores caseros (salvo el de

trabajadores caseros con incapacidades empleados bajo las provisiones de los Reglamentos, 29 CFR Part 525) en contratos sujetos a esta ley.

Además de aplicarse a contratistas primarios, bajo ciertas circunstancias se aplica esta ley a contratistas secundarios que realicen trabajo bajo contratos concedidos por el contratista primario

del Gobierno.

La Sección de Horas y Sueldos administra todas las provisiones de la ley salvo las exigencias sobre seguridad y salud.

Salario Mínimo — Actualmente se le ha de pagar a todo empleado bajo el alcance de esta ley por lo menos el salario mínimo federal establecido en la sección 6(a)(1) de la Ley de Normas

Justas de Trabajo.

Sobretiempo — Se les ha de pagar a trabajadores bajo el alcance de esta ley tiempo y medio de su tasa básica de pago por cada hora trabajada en exceso de 40 por semana. El pago de

sobretiempo debe basarse en el total de horas que le haya tomado al empleado, en cualquier semana, para desempeñar trabajo, gubernamental y no gubernamental, sujeto a esta ley.

Trabajo de Menores de Edad — El empresario se puede proteger contra infracciones no intencionales de trabajo de menores de edad obteniendo certificados de edad. Se aceptan certificados

estatales de empleo o de edad.

Seguridad y Sanidad — No se permite realizar trabajo bajo el alcance de esta ley en establecimientos, fábricas, edificios, sitios o bajo condiciones laborales que sean insalubres, arriesgadas

o peligrosas para la salud y seguridad de empleados ocupados en la realización del contrato. La Administración de Seguridad y Salud Ocupacionales administra las provisiones de seguridad y

sanidad de la Ley Walsh-Healey Sobre Contratos Públicos.

Avisos — Durante el período en que se realiza trabajo bajo un contrato sujeto a la ley, el contratista ha de colocar ejemplares del Aviso A Empleados Trabajando Bajo Contratos

Gubernamentales en varios sitos para que los empleados puedan observar un ejemplar en camino o a la salida de su sitio de empleo.

La Responsabilidad de Contratistas Secundarios — Los contratistas primarios tienen responsabilidad legal sobre infracciones de la ley cometidas por sus contratistas secundarios bajo el

alcance de esta ley. La Ley de Contratos por Servicios

Provisiones Generales — La Ley De Contratos Por Servicios se aplica a todo contrato concedido por los Estados Unidos o el Distrito de Columbia, cuyo propósito principal sea proveer servicios

en los Estados Unidos con el empleo de empleados que presten servicios. Contratistas y subcontratistas realizando trabajo bajo dichos contratos federales han de cumplir con las normas de

salario mínimo, seguridad y sanidad, además de mantener ciertos registros, a menos que se aplique una exención específica.

Salarios y Beneficios Adicionales — A todo empleado que preste servicios para desempeñar cualquier trabajo en un contrato gubernamental por servicios en exceso de $2,500 se le ha

de pagar no menos de las tasas monetarias, y se le ha de proporcionar los beneficios adicionales, que el/la Secretario(a) de Trabajo haya determinado prevalecientes en la localidad para la

clasificación bajo la cual el empleado esté trabajando o las tasas de pago y beneficios adicionales (incluyendo cualquier tasa de pago y beneficios adicionales acumulados o anticipados)

contenidos en el acuerdo colectivo del contratista antecesor. Se suele especificar en el contrato las tasas de pago y los beneficios adicionales exigidos. No obstante, bajo ninguna situación

se permite pagar menos del salario mínimo establecido en la sección 6(a)(1) de la Ley de Normas Justas de Trabajo a empleados desempeñando trabajo necesario para el cumplimiento del

contrato.

Contratos por servicios que no excedan $2,500 no están sujetos a las determinaciones de tasas prevalecientes o a las exigencias de seguridad y sanidad de la ley. No obstante, la ley sí exige que

se les pague a empleados desempeñando trabajo bajo dichos contratos no menos del salario mínimo establecido por la sección 6(a)(1) de la Ley de Normas Justas de Trabajo.

Sobretiempo — La Ley de Normas Justas de Trabajo y la Ley Sobre Horas Laborales y Normas de Seguridad Para Contratos pueden exigir el pago de sobretiempo a tiempo y medio de la tasa

regular de pago por toda hora trabajada para el contrato en exceso de 40 horas por semana. La Ley Sobre Horas Laborales y Normas de Seguridad Para Contratos tiene menos alcance que la

Ley de Normas Justas de Trabajo y generalmente se aplica a contratos del Gobierno en exceso de $100,000 que exigen o incluyen el empleo de obreros, mecánicos, guardias, serenos.

Seguridad y Sanidad — La ley especifica que ninguna parte de los servicios prestados bajo contratos en exceso de $2,500 debe realizarse en edificios o sitios o bajo condiciones laborales,

proporcionadas por o bajo el control o supervisión del contratista o subcontratista, que sean insalubres, arriesgadas o peligrosas para la salud y seguridad de los empleados ocupados en la

ejecución del contrato. La Administración de Seguridad y Salud Ocupacionales administra las provisiones de seguridad y sanidad de la Ley De Contratos Por Servicios.

Aviso a los Empleados — En la fecha que comience a trabajar un empleado prestando servicios bajo un contrato en exceso de $2,500, el contratista (o subcontratista) ha de proveerle al

empleado un aviso sobre la compensación exigida por la ley. Se puede cumplir con la exigencia del aviso (inclusive cualquier determinación aplicable de salarios), contenido al lado inverso,

colocándolo donde lo puedan ver todos los empleados trabajando en el contrato.

Aviso en Subcontratos — Se le exige al contratista insertar las cláusulas sobre las normas laborales especificadas por los reglamentos en 29 CFR Part 4 para contratos por servicios federales

que excedan $2,500 en todos los subcontratos.

Responsabilidad de Contratistas Secundarios — Los contratistas primarios tienen responsabilidad legal por infracciones de la ley cometidas por contratistas secundarios.

Otras Obligaciones — El cumplimiento con las normas laborales de estas leyes no exonera al empresario de ninguna otra obligación que él pueda tener bajo cualquier otra ley o acuerdo que

exijan normas laborales superiores.

Información Adicional — Se puede obtener información adicional y ejemplares de las leyes y de reglamentos e interpretaciones aplicables de la oficina más cercana de la Sección de Horas y

Sueldos o de la Oficina Nacional en Washington, D.C. Se puede obtener información referente a las normas de seguridad y sanidad de la oficina más cercana de la Administración de Seguridad

y Salud Ocupacionales o de la Oficina Nacional en Washington, D.C.


Wage and Hour Division

Empleadores privados, gobiernos locales y

estatales, instituciones educativas, agencias de

empleo y organizaciones de trabajo

Los postulantes y empleados de la mayoría de los empleadores privados, los

gobiernos locales y estatales, las instituciones educativas, las agencias de empleo

y las organizaciones de trabajo están protegidos por la ley federal contra la

discriminación en función de:

RAZA, COLOR, RELIGIÓN, SEXO, PROCEDENCIA

El Título VII de la Ley de Derechos Civiles (Civil Rights Act) de 1964, con

sus modificaciones, protege a los postulantes y a los empleados contra la

discriminación en lo que respecta a la contratación, los ascensos, los despidos, los

pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las

referencias y los demás aspectos del empleo, en función de raza, color, religión,

sexo (incluidas las embarazadas) o procedencia. La discriminación religiosa se

refiere a la falta de adaptación razonable a las prácticas religiosas de un empleado,

siempre y cuando dicha adaptación no provoque una dificultad económica

desmedida para la compañía.

DISCAPACIDAD

Los Títulos I y V de la Ley de Estadounidenses con Discapacidades (Americans with

Disabilities Act) de 1990, con sus modificaciones, protege a las personas idóneas

contra la discriminación por discapacidad en lo que respecta a la contratación, los

ascensos, los despidos, los pagos, las compensaciones adicionales, la capacitación

laboral, la clasificación, las referencias y los demás aspectos del empleo. La

discriminación por discapacidad se refiere a la falta de adaptaciones razonables

para las limitaciones físicas o mentales de una persona idónea que tiene una

discapacidad y que es un postulante o un empleado, salvo que dichas adaptaciones

provoquen una dificultad económica desmedida para la compañía.

EDADLa Ley contra la Discriminación Laboral por Edad (Age Discrimination in

Employment Act) de 1967, con sus modificaciones, protege a los postulantes y

empleados de 40 años o más contra la discriminación por cuestiones de edad

en lo que respecta a la contratación, los ascensos, los despidos, los pagos, las

compensaciones adicionales, la capacitación laboral, la clasificación, las referencias

y los demás aspectos del empleo.

SEXO (SALARIOS)

Además de lo establecido en el Título VII de la Ley de Derechos Civiles, con sus

modificaciones, la Ley de Igualdad en las Remuneraciones (Equal Pay Act) de 1963,

con sus modificaciones, también prohíbe la discriminación sexual en el pago de

los salarios a las mujeres y los hombres que realicen básicamente el mismo trabajo,

en empleos que requieran las mismas habilidades, esfuerzo y responsabilidad, en

condiciones laborales similares, en el mismo establecimiento.

GENÉTICAEl Título II de la Ley de No Discriminación por Información Genética (Genetic

Information Nondiscrimination Act, GINA) de 2008 protege a los postulantes

y empleados contra la discriminación basada en la información genética en

lo que respecta a la contratación, los ascensos, los despidos, los pagos, las

compensaciones adicionales, la capacitación laboral, la clasificación, las referencias

y los demás aspectos del empleo. La GINA también limita la adquisición de

información genética por parte de los empleadores y condiciona de manera

estricta su divulgación. La información genética incluye las pruebas genéticas

de los postulantes, empleados o integrantes de sus familias, la manifestación de

enfermedades o trastornos de los miembros de la familia (historia médica familiar)

y las solicitudes o la recepción de servicios genéticos por parte de los postulantes,

empleados o integrantes de sus familias.

REPRESALIAS

Todas estas leyes federales prohíben a las entidades cubiertas que tomen

represalias en contra de una persona que presenta una cargo por discriminación,

participa en un procedimiento por discriminación o que, de algún otro modo, se

opone a una práctica laboral ilícita.

QUÉ DEBE HACER SI CONSIDERA QUE ES VÍCTIMA DE LA

DISCRIMINACIÓN

Existen plazos estrictos para presentar cargos por discriminación laboral. A fin

de preservar la capacidad de la Comisión para la Igualdad de Oportunidades en

el Empleo (Equal Employment Opportunity Commission, EEOC) de actuar en

representación suya y proteger su derecho a iniciar una demanda privada si fuese

necesario en última instancia, debe comunicarse con la EEOC apenas sospeche

que se produjo un hecho de discriminación: Comisión para la Igualdad de

Oportunidades en el Empleo de los Estados Unidos, 1-800-669-4000 (línea gratuita)

o 1-800-669-6820 (línea gratuita TTY para las personas con problemas auditivos).

Puede encontrar información sobre las sucursales de la EEOC en www.eeoc.gov o

en la mayoría de las guías telefónicas en la sección Gobierno Federal o Gobierno de

los Estados Unidos. También puede obtener información adicional sobre la EEOC,

incluso cómo presentar un cargo, en www.eeoc.gov.

Empleadores que tengan contratos o subcontratos

con el gobierno federal

Los postulantes y empleados de las compañías que tengan un contrato o

subcontrato con el gobierno federal están protegidos por la ley federal contra la

discriminación en función de:

RAZA, COLOR, RELIGIÓN, SEXO, PROCEDENCIA

El Decreto Ejecutivo 11246, con sus modificaciones, prohíbe la discriminación en

el trabajo en función de raza, color, religión, sexo o procedencia y exige que se

implementen acciones afirmativas para garantizar la igualdad de oportunidades en

todos los aspectos laborales.

PERSONAS CON DISCAPACIDADES

La Sección 503 de la Ley de Rehabilitación (Rehabilitation Act) de 1973, con sus

modificaciones, protege a las personas idóneas contra la discriminación por

discapacidad en lo que respecta a la contratación, los ascensos, los despidos, los

pagos, las compensaciones adicionales, la capacitación laboral, la clasificación, las

referencias y los demás aspectos del empleo. La discriminación por discapacidad se

refiere a la falta de adaptaciones razonables para las limitaciones físicas o mentales

de una persona idónea que tiene una discapacidad y que es un postulante o un

empleado, salvo que dichas adaptaciones provoquen una dificultad económica

desmedida para la compañía. La Sección 503 también exige que los contratistas

federales implementen acciones afirmativas para emplear y avanzar en el empleo

de personas idóneas con discapacidades en todos los niveles laborales, incluido el

nivel ejecutivo.

VETERANOS DISCAPACITADOS, RECIÉN RETIRADOS, BAJO

PROTECCIÓN Y CON MEDALLA POR SERVICIO A LAS FUERZAS

ARMADASLa Ley de Asistencia a la Readaptación de Veteranos de Vietnam (Vietnam Era

Veterans’ Readjustment Assistance Act) de 1974, con sus modificaciones, 38 U.S.C.

4212, prohíbe la discriminación laboral y exige que se implementen acciones

afirmativas para emplear y avanzar en el empleo de los veteranos discapacitados,

recién retirados (en el plazo de los tres años posteriores a la baja o al cese del

servicio activo), otros veteranos bajo protección (los veteranos que prestaron

servicio durante una guerra o en una campaña o expedición para la cual se les

autorizó una insignia de campaña) y los veteranos con medalla por servicio a

las Fuerzas Armadas (aquellos que durante el servicio activo, participaron en

una operación militar de los Estados Unidos por la cual se los reconoció con una

medalla por servicio a las Fuerzas Armadas).

REPRESALIAS

Quedan prohibidas las represalias contra una persona que presenta una demanda

por discriminación, participa en un procedimiento de la Oficina de Programas

de Cumplimiento de Contratos Federales (Office of Federal Contract Compliance

Programs, OFCCP) o que se oponga, de algún otro modo, a la discriminación según

estas leyes federales.

Toda persona que considere que un contratista violó sus obligaciones de acción

afirmativa o no discriminación según las autoridades mencionadas anteriormente

debe comunicarse de inmediato con:

La Oficina de Programas de Cumplimiento de Contratos Federales (OFCCP),

Departamento de Trabajo de los Estados Unidos, 200 Constitution Avenue, N.W.,

Washington, D.C. 20210, teléfono 1-800-397-6251 (línea gratuita) o (202) 693-1337

(línea TTY). También puede enviar un mensaje de correo electrónico a la OFCCP

([email protected]) o bien, llamar a una de sus oficinas regionales o del

distrito, las cuales aparecen en la mayoría de las guías telefónicas en la sección

Gobierno de los Estados Unidos, Departamento de Trabajo.

Programas o actividades que reciben asistencia

financiera federal

RAZA, COLOR, PROCEDENCIA, SEXO

Además de las protecciones establecidas en el Título VII de la Ley de Derechos

Civiles de 1964 y sus modificaciones, el Título VI de dicha ley, con sus

modificaciones, prohíbe la discriminación por raza, color o procedencia en

los programas o las actividades que reciban asistencia financiera federal. La

discriminación laboral está cubierta por el Título VI si el objetivo principal de la

asistencia financiera es brindar empleo, o si la discriminación laboral provoca

o puede provocar discriminación cuando se proporcionan los servicios de

dichos programas. El Título IX de las Reformas Educativas de 1972 prohíbe la

discriminación laboral según el sexo en los programas o las actividades educativas

que reciben asistencia financiera federal.

PERSONAS CON DISCAPACIDADES

La Sección 504 de la Ley de Rehabilitación de 1973, con sus modificaciones, prohíbe

la discriminación laboral por discapacidad en cualquier programa o actividad que

reciba asistencia financiera federal. Queda prohibida la discriminación en todos los

aspectos laborales contra las personas discapacitadas que, con o sin adaptaciones

razonables, pueden desempeñar las funciones esenciales del trabajo.

Si cree que ha sido víctima de discriminación en algún programa de una institución

que reciba asistencia financiera federal, debe comunicarse de inmediato con la

agencia federal que brinda dicha asistencia.

Versiones utilizables de la EEOC 9/02 y la OFCCP 8/08 con el Suplemento 11/09

EEOC‑P/E‑1

La igualdad de oportunidades de empleo es LA LEY



47527ISBN 978-1-61099-837-6

Copyright 2015 J. J. Keller & Associates, Inc. • Neenah, WI • Printed in the USAThis poster is in compliance with federal posting requirements.

Employment LawsFEDERAL CONTRACTOR

WORKER RIGHTSUNDER EXECUTIVE ORDER 13658

THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISIONFEDERAL MINIMUM WAGE FOR CONTRACTORS

$10.10 PER HOUR EFFECTIVE JANUARY 1, 2015 – DECEMBER 31, 2015

MINIMUM WAGE On February 12, 2014, the President signed Executive Order 13658, establishing a Minimum Wage for Contractors. The Executive Order requires that parties who contract with the Federal Government pay workers performing work on or in connection with covered Federal contracts at least: (1) $10.10 per hour beginning January 1, 2015; and (2) beginning January 1, 2016, and annually thereafter, an amount determined by the Secretary of Labor in accordance with the Executive Order.

TIPS Covered tipped employees must be paid a cash wage of at least $4.90 per hour effective January 1, 2015 – December 31, 2015. Beginning January 1, 2016, the required cash wage will be defined by the Secretary of Labor in accordance with the Executive Order. If a worker’s tips combined with the required cash wage of at least $4.90 per hour paid by the contractor do not equal the hourly minimum wage for contractors (noted above), the contractor must increase the cash wage paid to make up the difference. Certain other conditions must also be met.

ENFORCEMENT The Wage and Hour Division (WHD) has offices across the country to help. WHD can answer questions, in person or by telephone, about your workplace rights and protections. We can investigate employers and recover wages to which workers may be entitled. All services are free and confidential. The law also prohibits discriminating against or discharging workers who file a complaint or participate in any proceeding under the Executive Order. If you are unable to file a complaint in English, WHD will accept the complaint in any language.


• Executive Order 13658 establishes that the Order applies only to new Federal construction and service contracts, as defined by the Secretary in the regulations.

• Workers with disabilities whose wages are governed by special certificates issued under section 14(c) of the Fair Labor Standards Act must receive no less than the full minimum wage rate as established by the Executive Order.

• Some workers are excluded. For example, some workers who provide support “in connection with” covered contracts for less than 20 percent of their hours worked in a week may not be entitled to the Executive Order minimum wage. Certain full-time students, learners, and apprentices who are employed under subminimum wage certificates are not entitled to the Executive Order minimum wage. Certain occupations are also exempt from the Executive Order minimum wage.

• Some state or local laws may provide greater worker protections. Employers need to comply with both.

For additional information:1-866-487-9243

www.dol.gov/whd/govcontractsU.S. Department of Labor | Wage and Hour Division

WH1089

Department of LaborNotices

REV. 09/2014

EMPLOYEE RIGHTS ON GOVERNMENT CONTRACTS

THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISIONThis establishment is performing Government contract work subject to (check one)

SERVICE CONTRACT ACT (SCA) or PUBLIC CONTRACTS ACT (PCA)

MINIMUM WAGES Your rate must be no less than the Federal minimum wage established by the Fair Labor Standards Act (FLSA).

A higher rate may be required for SCA contracts if a wage determination applies. Such wage determination will be posted as an attachment to this Notice.

FRINGE BENEFITS SCA wage determinations may require fringe benefit payments (or a cash equivalent). PCA contracts do not require fringe benefits.

OVERTIME PAY You must be paid 1.5 times your basic rate of pay for all hours worked over 40 in a week. There are some exceptions.

CHILD LABOR No person under 16 years of age may be employed on a PCA contract.

SAFETY & HEALTH Work must be performed under conditions that are sanitary, and not hazardous or dangerous to employees’ health and safety.

ENFORCEMENT Specific DOL agencies are responsible for the administration of these laws. To file a complaint or obtain information for: Contact the Wage and Hour Division by calling its toll-free help line at 1-866-4-USWAGE (1-866-487-9243), or visit its Web site at www.wagehour.dol.gov.Contact the Occupational Safety and Health Administration (OSHA) by calling 1-800-321-OSHA (1-800-321-6742), or visit its Web site at www.osha.gov.

For additional information:1-866-4-USWAGE

(1-866-487-9243) TTY: 1-877-889-5627WWW.WAGEHOUR.DOL.GOV

U.S. Department of Labor | Employment Standards Administration | Wage and Hour Division

U.S. Department of Labor Washington, D.C. 20210The purpose of the discussion below is to advise contractors which are subject to the Walsh-Healey Public Contracts Act or the Service Contract Act of the principal provisions of these acts.

Walsh-Healey Public Contracts ActGeneral Provisions — This act applies to contracts which exceed or may exceed $10,000 entered into by any agency or instrumentality of the United States for the manufacture or furnishing of materials, supplies, articles, or equipment. The act establishes minimum wage, maximum hours, and safety and health standards for work on such contracts, and prohibits the employment on contract work of convict labor (unless certain conditions are met) and children under 16 years of age. The employment of homeworkers (except homeworkers with disabilities employed under the provisions of Regulations, 29 CFR Part 525) on a covered contract is not permitted.

In addition to its coverage of prime contractors, the act under certain circumstances applies to secondary contractors performing work under contracts awarded by the Government prime contractor.

All provisions of the act except the safety and health requirements are administered by the Wage and Hour Division.

Minimum Wage — Covered employees must currently be paid not less than the Federal minimum wage established in section 6(a)(1) of the Fair Labor Standards Act.

Overtime — Covered workers must be paid at least one and one-half times their basic rate of pay for all hours worked in excess of 40 a week. Overtime is due on the basis of the total hours spent in all work, Government and non-Government, performed by the employee in any week in which covered work is performed.

Child Labor — Employers may protect themselves against unintentional child labor violations by obtaining certificates of age. State employment or age certificates are acceptable.

Safety and Health — No covered work may be performed in plants, factories, buildings, or surroundings or under work conditions that are unsanitary or hazardous or dangerous to the health and safety of the employees engaged in the performance of the contract. The safety and health provisions of the Walsh-Healey Public Contracts Act are administered by the Occupational Safety and Health Administration.

Posting — During the period that covered work is being performed on a contract subject to the act, the contractor must post copies of Notice to Employees Working on Government Contracts in a sufficient number of places to permit employees to observe a copy on the way to or from their place of employment.

Responsibility for Secondary Contractors — Prime contractors are liable for violations of the act committed by their covered secondary contractors.

Service Contract ActGeneral Provisions — The Service Contract Act applies to every contract entered into by the United States or the District of Columbia, the principal purpose of which is to furnish services in the United States through the use of service employees. Contractors and subcontractors performing on such Federal contracts must observe minimum wage and safety and health standards, and must maintain certain records, unless a specific exemption applies.

Wages and Fringe Benefits — Every service employee performing any of the Government contract work under a service contract in excess of $2,500 must be paid not less than the monetary wages, and must be furnished the fringe benefits, which the Secretary of Labor has determined to be prevailing in the locality for the classification in which the employee is working or the wage rates and fringe benefits (including any accrued or prospective wage rates and fringe benefits) contained in a predecessor contractor’s collective bargaining agreement. The wage rates and fringe benefits required are usually specified in the contract but in no case may employees doing work necessary for the performance of the contract be paid less than the minimum wage established in section 6(a)(1) of the Fair Labor Standards Act.

Service contracts which do not exceed $2,500 are not subject to prevailing rate determinations or to the safety and health requirements of the act. However, the act does require that employees performing work on such contracts be paid not less than the minimum wage rate established in section 6(a)(1) of the Fair Labor Standards Act.

Overtime — The Fair Labor Standards Act and the Contract Work Hours Safety Standards Act may require the payment of overtime at time and one-half the regular rate of pay for all hours work on the contract in excess of 40 a week. The Contract Work Hours Safety Standards Act is more limited in scope than the Fair Labor Standards Act and generally applies to Government contracts in excess of $100,000 that require or involve the employment of laborers, mechanics, guards, watchmen.

Safety and Health — The act provides that no part of the services in contracts in excess of $2,500 may be performed in buildings or surroundings or under working conditions, provided by or under the control or supervision of the contractor or subcontractor, which are unsanitary or hazardous or dangerous to the health or safety of service employees engaged to furnish the services. The safety and health provisions of the Service Contract Act are administered by the Occupational Safety and Health Administration.

Notice to Employees — On the date a service employee commences work on a contract in excess of $2,500, the contractor (or sub-contractor) must provide the employee with a notice of the compensation required by the act. The posting of the notice (including any applicable wage determination) contained on the reverse in a location where it may be seen by all employees performing on the contract will satisfy this requirement.

Notice in Subcontracts — The contractor is required to insert in all subcontracts the labor standards clauses specified by the regulations in 29 CFR Part 4 for Federal service contracts exceeding $2,500.

Responsibility for Secondary Contractors — Prime contractors are liable for violations of the act committed by their covered secondary contractors.

Other Obligations — Observance of the labor standards of these acts does not relieve the employer of any obligation he may have under any other laws or agreements providing for higher labor standards.Additional Information — Additional Information and copies of the acts and applicable regulations and interpretations may be obtained from the nearest office of the Wage and Hour Division or the National Office in Washington D.C. Information pertaining to safety and health standards may be obtained from the nearest office of the Occupational Safety and Health Administration or the National Office in Washington, D.C.

U.S. Department of Labor Employment Standards Administration Wage and Hour Division

REV. 04/2009


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:

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, 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.

DISABILITYTitle I and Title V of the Americans with Disabilities Act of 1990, as amended, protect 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. 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.

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, 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.

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, classification, 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 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 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 affirmative action to ensure equality of opportunity in all aspects of employment.

INDIVIDUALS WITH DISABILITIESSection 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. 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. 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 MEDAL VETERANSThe Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative 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 affirmative 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 office, 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 financial 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 financial 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 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 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 REV. 11/2009

EMPLOYEE RIGHTS UNDER THE NATIONAL LABOR RELATIONS ACT

The NLRA guarantees the right of employees to organize and bargain collectively with their employers, and to engage in other protected concerted activity. Employees covered by the NLRA* are protected from certain types of employer and union misconduct. This Notice gives you general information about your rights, and about the obligations of employers and unions under the NLRA. Contact the National Labor Relations Board, the Federal agency that investigates and resolves complaints under the NLRA, using the contact information supplied below, if you have any questions about specific rights that may apply in your particular workplace.

Under the NLRA, you have the right to: • Organize a union to negotiate with your employer concerning your wages, hours, and other terms and conditions of

employment.• Form, join or assist a union.• Bargain collectively through representatives of employees’ own choosing for a contract with your employer setting your

wages, benefits, hours, and other working conditions.• Discuss your terms and conditions of employment or union organizing with your co-workers or a union.• Take action with one or more co-workers to improve your working conditions by, among other means, raising work-related

complaints directly with your employer or with a government agency, and seeking help from a union.• Strike and picket, depending on the purpose or means of the strike or the picketing.• Choose not to do any of these activities, including joining or remaining a member of a union.

Under the NLRA, it is illegal for your employer to:• Prohibit you from soliciting for a union during non-work time,

such as before or after work or during break times; or fromdistributing union literature during non-work time, in non-workareas, such as parking lots or break rooms.

• Question you about your union support or activities in amanner that discourages you from engaging in thatactivity.

• Fire, demote, or transfer you, or reduce your hours orchange your shift, or otherwise take adverse action againstyou, or threaten to take any of these actions, because youjoin or support a union, or because you engage in concertedactivity for mutual aid and protection, or because you choosenot to engage in any such activity.

• Threaten to close your workplace if workers choose aunion to represent them.

• Promise or grant promotions, pay raises, or other benefitsto discourage or encourage union support.

• Prohibit you from wearing union hats, buttons, t-shirts, andpins in the workplace except under special circumstances.

• Spy on or videotape peaceful union activities andgatherings or pretend to do so.

Under the NLRA, it is illegal for a union or for the union that represents you in bargaining with your employer to:• Threaten you that you will lose your job unless you

support the union.• Refuse to process a grievance because you have

criticized union officials or because you are not a memberof the union.

• Use or maintain discriminatory standards or procedures inmaking job referrals from a hiring hall.

• Cause or attempt to cause an employer to discriminateagainst you because of your union-related activity.

• Take other adverse action against you based on whetheryou have joined or support the union.

If you and your coworkers select a union to act as your collective bargaining representative, your employer and the union are required to bargain in good faith in a genuine effort to reach a written, binding agreement setting your terms and conditions of employment. The union is required to fairly represent you in bargaining and enforcing the agreement.

Illegal conduct will not be permitted. If you believe your rights or the rights of others have been violated, you should contact the NLRB promptly to protect your rights, generally within six months of the unlawful activity. You may inquire about possible violations without your employer or anyone else being informed of the inquiry. Charges may be filed by any person and need not be filed by the employee directly affected by the violation. The NLRB may order an employer to rehire a worker fired in violation of the law and to pay lost wages and benefits, and may order an employer or union to cease violating the law. Employees should seek assistance from the nearest regional NLRB office, which can be found on the Agency’s website: www.nlrb.gov.

Click on the NLRB’s page titled “About Us,” which contains a link, “Locating Our Offices.” You can also contact the NLRB by calling toll-free: 1-866-667-NLRB (6572) or (TTY) 1-866-315-NLRB (6572) for hearing impaired.

*The National Labor Relations Act covers most private-sector employers. Excluded from coverage under the NLRAare public-sector employees, agricultural and domestic workers, independent contractors, workers employed by a parent orspouse, employees of air and rail carriers covered by the Railway Labor Act, and supervisors (although supervisors thathave been discriminated against for refusing to violate the NLRA may be covered).

This is an official Government Notice and must not be defaced by anyone. U.S. Department of Labor


EMPLOYEE RIGHTS UNDER THE DAVIS-BACON ACT

FOR LABORERS AND MECHANICS EMPLOYED ON FEDERAL OR FEDERALLY

ASSISTED CONSTRUCTION PROJECTSTHE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION

PREVAILING WAGES

You must be paid not less than the wage rate listed in the Davis-Bacon Wage Decision posted with this Notice for the work you perform.

OVERTIME You must be paid not less than one and one-half times your basic rate of pay for all hours worked over 40 in a work week. There are few exceptions.

ENFORCEMENT Contract payments can be withheld to ensure workers receive wages and overtime pay due, and liquidated damages may apply if overtime pay requirements are not met. Davis-Bacon contract clauses allow contract termination and debarment of contractors from future federal contracts for up to three years. A contractor who falsifies certified payroll records or induces wage kickbacks may be subject to civil or criminal prosecution, fines and/or imprisonment.

APPRENTICES Apprentice rates apply only to apprentices properly registered under approved Federal or State apprenticeship programs.

PROPER PAY If you do not receive proper pay, or require further information on the applicable wages, contact the Contracting Officer listed below:

or contact the U.S. Department of Labor’s Wage and Hour Division.


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

WWW.WAGEHOUR.DOL.GOVU.S. Department of Labor | Employment Standards Administration | Wage and Hour Division

WH 1321 REV. 04/2009

Employers Holding Federal Contracts or Subcontracts Section Revisions

The Executive Order 11246 section is revised as follows:

RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN Executive Order 11246, as amended, prohibits employment discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.

PAY SECRECYExecutive Order 11246, as amended, protects applicants and employees from discrimination based on inquiring about, disclosing, or discussing their compensation or the compensation of other applicants or employees.

The Individuals with Disabilities section is revised as follows:

INDIVIDUALS WITH DISABILITIES Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals with disabilities from discrimination 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 to the employer. 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.

The Vietnam Era, Special Disabled Veterans section is revised as follows:

PROTECTED VETERANS The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits employment discrimination against, and requires affirmative action to recruit, employ, and advance in employment, disabled veterans, recently separated veterans (i.e., within three years of discharge or release from active duty), active duty wartime or campaign badge veterans, or Armed Forces service medal veterans.

Mandatory Supplement to EEOC P/E-1(Revised 11/09) “EEO is the Law” Poster.

If you believe that you have experienced discrimination contact OFCCP: 1-800-397-6251 | TTY 1-877-889-5627 | www.dol.gov.

“EEO is the Law” Poster Supplement

Individual Posters

Drug-Free WorkplaceDisplay this poster to both applicants and employees. Announces a drug-free workplace and states that drug and alcohol testing may be required.

1¾" W x 20" L, laminated. BQ-39514 BQ-39515 SPANISH10–24 $19.50 ea. 5–9 $22.20 ea. 1-4 $24.95 ea.

Workplace ViolenceDisplay this informative poster to educate your employees about your zero-tolerance policy regarding violence at your workplace.

20" W x 26" L, laminated. BQ-3952210–24 $24.00 ea. 5–9 $26.95 ea. 1-4 $29.95 ea.

Sexual HarassmentThis detailed poster makes it clear that sexual harassment will not be tolerated at your workplace.

20" W x 26" L, laminated. BQ-39520 BQ-39521 SPANISH10–24 $24.00 ea. 5–9 $26.95 ea. 1-4 $29.95 ea.

Social Media & Email PolicyThis helpful poster clearly informs employees and applicants of your social media and email policies.

11¾" W x 20" L, laminated. BQ-39518 10–24 $19.50 ea. 5–9 $22.20 ea. 1-4 $24.95 ea.

Posters

31 800-327-6868



Share Information, Raise AwarenessHR Subject-Based Poster SeriesKeep important HR issues on employees’ minds with these eye-catching, full-color posters. They’re a simple way to build awareness and communicate key information. Reinforcing positive messages can help your company control healthcare costs and reduce the risk of injuries or lawsuits. Sold as a series so you can rotate them to keep topics fresh. Laminated paper. 17" W x 22" L.

HR Poster Series, Set of 10BQ-36167 25-49 $92.00 ea. 10-24 $98.00 ea. 1–9 $119.60 ea.

Individual PostersWellness — Good habits that contribute to a healthier lifestyle.BQ-36161

Stress Management — Lifestyle tips and behavior techniques for avoiding stress.BQ-36159

Effective Communication — Important objectives for better communication.BQ-36169

Team Building — Benefits and objectives of successful team behavior.BQ-36162

Sexual Harassment — Recognizing, understanding and responding to inappropriate behavior.BQ-36163

Diversity & Discrimination — Encouraging harmony by supporting workplace diversity. BQ-36168

Time Management — Proactive tips for using work time productively.BQ-36164

Violence & Bullying — Properly identifying and responding to inappropriate behavior.BQ-36165

Substance Abuse — Managing drug and alcohol use and seeking help when use gets out of hand.BQ-36166

Sick Leave & Presenteeism — Simple tips for avoiding illness at work.BQ-36158

Individual Posters 25–49 $11.50 ea. 10–24 $12.25 ea. 1–9 $14.95 ea

Lower Healthcare Costs By Promoting Employee Wellness LivingRight®: Health & Wellness Awareness ProgramEducating employees about healthier lifestyles and habits can help you control soaring insurance costs and promote work-life balance for improved employee retention. The LivingRight: Health & Wellness Awareness Program does the tedious research and time-consuming preparation for you. With our convenient subscription service, you get a ready-made kit with a new topic and materials delivered each month.

Each kit contains a 17" W x 22" L poster and 50 employee bulletins that make it easy for employees to understand each month’s topic, become familiar with its health implications, and learn how to make positive lifestyle choices. Plus, the program’s online content includes an additional topic-related article, an employee game or activity, wellness program best practices from leading organizations, and a step-by-step guide to engage your employees in your wellness initiative each month.

Recent topics have included:

Weight Cold and flu

Heart health Healthy eating

Addictions Stress

Work/life balance Tobacco

Allergies/asthma Diabetes

Water1 year (12 kits, 1 topic each)BQ-20268 $219

Play an active role in preventing employee health issues and reducing healthcare costs.

Wide range of topics reflects the most common workplace issues based on customer feedback.

ALSO AVAILABLE

17" W x 22" L Poster Snap Frames Sold on page 29.

421482-095 Copyright 2015 J. J. Keller & Associates, Inc. J. J. Keller & Associates, Inc. has been registered by UL-DQS to ISO 14001. File No. 10002361.

PRSRT STDU.S. Postage

PAIDJ. J. Keller &

Associates, Inc.®

3003 Breezewood LaneP.O. Box 368Neenah, WI 54957-0368

Order By Phone 800-327-6868 Order Online JJKeller.com

Fall 2015 Catalog

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Documents

J. J. Keller's 2015 HR Solutions Catalog