State and Federal Poster Labor Law Blog

New York Hospitality Wage Order

2011-05-25T14:40:00.000-07:00

Beginning of January 1, 2011 the New York Hospitality Wage order will become effective which helps the employees who work in a Hotel or a Restaurant. This will also increase the minimum wage for those getting tipped and require extra payments under certain circumstances.
State and Federal Labor Law posters have the new hospitality wage order and in order to purchase this poster please contact us online at www.stateandfederalposter.com or call us at 888-488-7678.

California OSHA Safety Poster

2011-05-18T14:21:00.000-07:00

On January 2011, the Safety and Health Protection on the Job was updated and is not required to be posted. The California Department of Industrial Relations said that the older editions of the safety posters will still be in use and the new OSHA poster will be published. Also the older editions made to the safety posters were not required to be changed as well.
State and Federal Poster Labor Law has updated these changes to the California labor law posters and are available now. Please contact us at 888-488-7678 or online at www.stateandfederalposter.com for any further information.

Additional information to the North Carolina Workers Compensation

2011-05-10T14:42:00.000-07:00

Additional information that has been changed to the North Carolina workers compensation is on the help with Safety Education Training by the North Carolina Industrial commission that is now provided with no expense. It is required that this new information is to be updated by the North Carolina Industrial Commission.

If you have any questions please call us at 888-488-7678 or online at www.stateandfederalposter.com

A raise in Florida's minimum wage starting from June 1st

2011-05-10T14:17:00.000-07:00

On June 1st, the minimum wage will officially increase to $7.31 which used to be $7.25. Also for workers who are getting tipped, they will get tipped $4.29 an hour instead of $4.23. Florida's minimum wage has been the same ever since July 2009 and the worker's group are enraged by this because the believe that the minimum wage should have been increased ever since the beginning of January due to inflation. A final agreement by the circuit court judge was to increase it by June 1st.

Our Florida Labor law posters are being updated. Please feel free to contact us at 888-488-7678 or online at State and Federal poster Inc. for more information.

Washington DC includes a new Employment Poster

2011-05-04T15:31:00.000-07:00

A new addition to the Washington labor law poster was on the new employment poster. The poster is now required to include this new addition that informs others about the privileges women have to breastfeed their children. Also the accountability of the employer and that if this Act is broken by anyone it can be filed to a claim.
If you have any questions please contact us online at State and Federal Poster Inc. or please give us a call at 888-488-7678.

Nevada Minimum Wage update

2011-04-26T14:49:00.000-07:00

The State of Nevada 2011 Minimum Wage labor law secures the rights of the employees to accept their minimum wage while working in Nevada. The renewed 2011 Nevada Labor Law poster says that employees with health issues are to receive a minimum wage of $7.25 per hour while other employees will get $8.25 per hour. This will be in use starting from July 1st 2011 and it is recommended to be posted. State and Federal Labor Law Poster Inc. is updated with the newly revised Nevada Minimum Wage as of now so if you have any questions please contact us at 888-488-7676 or go online at State and Federal Labor Law Poster Inc.

Latest Connecticut Labor Law Posting

2011-04-23T02:26:00.000-07:00

Are you experiencing discrimination in your workplace because you are a member of a Civil Union?

Worry no more, Civil Unions has been added to the list of groups which is given protection by the Connecticut Labor Law. The law is said to ban discrimination on the grounds of civil union status in credit transactions, employment and public accommodations.

An Ordinance That Bans Crimical Record Questions to Job Applicants

2011-04-22T07:14:00.000-07:00

The said ordinance will cover both private employers and city agencies. The main goal of the ordinance, is to prevent employers in discriminating job applicants because of their

criminal records. Which will make ex-offenders to be able to apply for a job and given a chance to start a new life.

Basically the National Employment Law Project, made a study resulted 90% of employers use criminal records as their basis before hiring an applicant. The ordinance was signed by Michael Nutter the Philadelphia Mayor.

Who Are We To Judge?

2011-04-21T22:29:00.000-07:00

White and black, dark or fair, does the color of the skin really matters? All are equal and all have equal rights.

The US State and Federal Law sees to it that employees will be given fair treatment not according to the the color of their skin but according to what they deserve.

The Rights of Every Child

2011-04-21T08:23:00.000-07:00

There are laws mandated by the government, to protect the rights of every child.

One of that right, is the right for proper education. Basically it is parents duties to provide their children proper education.

But those companies and employers taking advantage and not following nor implementing the child labor law will be receiving proper punishment as well as paying penalties to the government, so companies or employers beware.

If you have any questions please contact us at 888-488-7678.

What are Safety Posters Worth?

2011-04-21T06:51:00.000-07:00

In looking for a job , we asked so many questions what is the

nature of the job? Is the job dangerous or safe? But the most

important question is , Does the company think of your

safety or not?

Information dissemination is very important and very vital.

Specially when it comes to safety , not just of the employees

but with the employers as well. Safety Posters must be place

where employers and employees will see it , and will remind

them of the do's and dont's. Placing Safety Posters in your

company basically means saving lives.

If you have any questions please contact us at 888-488-7678

or online at State and Federal Poster.

The Best Way To Prevent Going To Employment Tribunal

2011-04-17T11:31:00.000-07:00

Hiring an Employment Law Solicitor would definitely help you save your expenses and your company as well. Not putting your company at risk.

An Employment Law Solicitor will play a very important role in your company specifically in monitoring and guiding employers if they adhere to all labor and federal laws. Employment Law officials will definitely assist the employers if they are following proper employment guidelines.

Assuring that both employers and employees are given just and equal rights in accordance with the labor and federal law.

Updated or Not Updated?

2011-04-17T09:58:00.000-07:00

Are you displaying the updated Labor Law or Federal Law Posters?

Employers needs to be aware that they are posting the most updated Labor Law and Federal Law posters, ignorance of the law excuses no one, basically not knowing if the posters you have is updated or not. Is not a valid excuse .Notifying employees of their rights, is a must because under the law it is not just an obligation but it is a requirement.

If you have any questions please contact us at 888-488-7678 or
online at State and Federal Poster.

New York Law, New Act Totally Eliminating Wage Theft

2011-04-16T03:22:00.000-07:00

The Wage Theft Prevention Act in New York took effect last April 9, 2011, this act is made to put a stop into employers habit of not giving employees the exact pay that they deserve.

The main goal of the act, is to abolish employers' practices by paying employees lesser than the states minimum wage and exact overtime pay. Requiring all employers to provide written notices stating wages and benefits of employees.

Employers and business owners in New York, should start being vigilant regarding the pay and benefits of their employees. The act also said to increase criminal penalties for wage theft and will also be increasing unpaid wages that workers will get.

If you have any questions please contact us at 888-488-7678.

Create Ambiance in the Workplace is what Labor Law Posters could do.

2011-04-14T08:31:00.000-07:00

Who would not want to know their rights?

Everybody has their own rights whether you are an employee or an employer each has its own rights.

Seeing these Labor law posters in the workplace is making an assurance that the employers care about their employees . Basically a give and take relationship.
Employees sharing their skills and abilities for the development and progress of the company. Encouraging employees to work hard to achieve the company's goals. And in return employers giving back the employees the exact wage, overtime pays, healthcare benefits,leave benefits and all other benefits.

For the government has its firm stand in mandating the law of displaying Labor law posters by all US business owners.

Addition to Washington DC's New Employment Poster

2011-04-13T16:09:00.000-07:00

An addition to the Washington DC labor law poster is called "The Right to Breastfeed". It is required by the District of Columbia Office of Human Rights. This gives the rights to women to breastfeed their children under the revised District of Columbia Human Rights Act of 1977. Also it provides employer responsibilities and how the employees can file a claim if this law is violated.

If you have any questions please contact us at 888-488-7678 or online at State and Federal Poster.

A dispute over Florida Minimum Wage

2011-03-17T15:36:00.000-07:00

Florida's minimum wage changes according to the inflation and is required to readjust its minimum wage. Although in the year 2010, Florida did not decide to raise the minimum wage which led to Florida Legal Services and the National Employment Law Project to fill a lawsuit against them. This lawsuit demanded Florida to raise the minimum wage up to six cents.

If you have any questions about the change in minimum wage for Florida, please contact us at 888-488-7678 or online at Florida State and Federal Labor Law posters

Renewal on the North Carolina Workers Compensation poster

2011-03-17T15:04:00.000-07:00

A current change in the North Carolina Labor Law poster is about the North Carolina Workers compensation poster. The information that has been recently changed is the available assistance with the Safety Education Training from the North Carolina Industrial Commission. We reassure you to update this poster with the latest information about the North Carolina Industrial Commission.

If you have any questions about the recent change for the North Carolina Labor Law poster, please contact us at 888-488-7678 or online at North Carolina Labor Law posters

A revised Colorado Discrimination Poster

2011-03-16T14:29:00.000-07:00

The most recent requirement changes on the Colorado Labor Law Poster was about the CO Anti-Discrimination poster. This mandatory discrimination poster was updated with a descriptive explanation about discrimination concerning on sexual orientation. Any discrimination that is included in the Colorado anti-discrimination law is illegal in the work field or public accommodations.

For any further information about the latest revision of the Colorado Labor Law Poster, you may contact us at 888-488-7678 or online at www.stateandfederalposter.com

EEOC does not need a change on the Federal Labor law posters

2011-03-16T13:54:00.000-07:00

On November 2009, The Genetic Information Nondiscrimination Act (GINA) Title II had changed the EEOC (Equal Employment Opportunity is the Law). They had incorporated a new section for the GINA also known as "Genetics" which was added to our State and Federal Labor Law posters. The final arrangements for the GINA Title II was last published in November 2010 and had no additional changes to the EEOC poster.

If there are any questions or concerns about the changes done to the EEOC Labor Law posters please contact us at 888-488-7678 or at www.StateandFederalPoster.com

New CPR Revision

2010-10-28T15:08:00.000-07:00

The new way to begin cardiopulmonary resuscitation is to skip the first two loading breaths and go right into the chest compressions. The theory is that the blood probably has enough oxygen in it to start, and getting it pumping is more effective than trying to breath for the victim first.

New Revised CPR Poster

Washington Minimum Wage Increase 2011

2010-10-28T15:06:00.000-07:00

Washington’s minimum wage will increase to $8.67 per hour beginning January 1, 2011.

Maine Labor Law Poster Update!

2010-08-29T15:02:00.000-07:00

Maine has updated their Workers' Compensation posting to add that Agency has revised the Workers’ Compensation notice to input additional information regarding misclassification of employees.

Oregon Labor Law Poster Update!

2010-08-21T20:30:00.000-07:00

The minimum wage has been updated in Oregon to add the Minimum Wage Content which concerns deductions from meals and wages. Effective January 1, 2010, Oregon updated their Family Leave Act posting to add military leave information regarding military and same gender leave, number of days for leave, and eligibility.

Nevada Labor Law Poster Update!

2010-08-14T23:37:00.000-07:00

Nevada has updated its minimum wage for employers who offer health benefits to pay employees a minimum wage rate of at least $7.25/hour. Effective on July 1, 2010, Nevada has increased its minimum wage, employers who don't offer health benefits will be required to pay employees a minimum wage rate of at least $8.25/hour.

Missouri Labor Law Poster Update!

2010-08-08T16:11:00.000-07:00

The Missouri Labor Law has be updated their Child Labor section to include additional information regarding the acceptable/unacceptable work for workers that are under the age of 16, and this update also includes information on the issuing of work certificates.

South Carolina Labor Law Poster Update!

2010-08-08T15:58:00.000-07:00

South Carolina Labor Law has now been updated. Within the section "Payment of Wages Act", the agency now requires companies/employers to maintain the record of the wages paid to employees for 3 years.

Arkansas Drug Test Rules Update

2010-07-22T17:10:00.000-07:00

Effective May 1, 2010, the Arkansas Department of Labor issued new drug test rules for employers under the 2009 Drug Test Law. It prohibits any employer from charging an employee for a drug screening. However, under very specific circumstances, these new rules allow an Arkansas employer to charge the employee to pay for his/her drug or alcohol test. The pre-employment drug screening must be free to all applicants, and the applicant must receive a copy of the results at no cost if requested in writing.

An employee, who resulted in a positive drug test can be required to pay for the retest – but not for the initial screening. The same rules are applicable to medical exams and drug tests before/during employment.

An employee who has a history of positive drug or alcohol tests, can agree in writing to pay for all future tests as a condition of continued employment. Under the ADA (Americans with Disabilities Act), an employer who is required to make reasonable accommodation for a drug- or alcohol-dependent employee may request for a random drug screening. Fees of the drug tests can be deducted from the employee's paycheck or paid in another way.

Incentives for a Healthier Life

2010-07-09T23:52:00.001-07:00

According to a 2009 survey by Watson Wyatt and the National Business Group on Health, it was reported that companies which offer incentives in the work place have a higher participation in wellness programs, and lifestyle management programs. Even incentives ranging from $50-$100 showed a boost in participation of weight-management programs, smoking cessation, and encouraged workers to get biometric screenings. This is the reason why more companies are starting to offer incentives for completing assessments. "Incentives for weight-management are offered by 34% of employers surveyed, up from 31% in 2008, and full coverage of preventive services is offered by 73%, up from 53% in 2008." However, it is theorized that larger amounts of allurements can encourage dependency and likeliness that better work behaviors will cease when the perks are no longer offered. Experts recommend making incentives (especially cash) as low as possible to prevent workers from slacking off. Companies should note that these rewards should offer just enough motivation to tip the balance in their favor, while keeping everyone else happy.

Updated Illinois Minimum Wage

2010-06-27T13:03:00.000-07:00

Effective from July 1st, Illinois minimum wage will increase from $8.00/hr to $8.25/hr. Illinois started increasing its minimum wage in July of 2007, to $7.50/hr and had an increase of 25 cents per year since then. The Illinois minimum wage poster also covers VESSA (Victim’s Economic Security and Safety Act), Wage Payment, Equal Pay, One Day Rest in Seven and Child Labor.

For more information/questions about Illinois labor law poster or any other federal or state labor law posters, visit us at State and Federal Posters, direct link: Illinois labor law poster or call 1-888-488-7678.

NLRA (NATIONAL LABOR RELATIONS ACT)

2010-06-21T17:15:00.000-07:00

The NLRA or National Labor Relations Act was formed in 1935 to protect the rights of employees to oragize a union. It is required for Federal Contractors and their sub contractors to post notices informing employees of their rights under the National Labor Relations Act (NLRA).

Under this act it is required to inform employees about their right to organize into a labor union, join and assist a unin, and when a majority of the employees are represented by a union; to bargain with their employer.

This notice offers examples of an unlawful employer. It also includes how employees can contact the National Labor Relations Board, the federal agency overseeing this act, with any questions of to file any complaints.

Any contractors that disregard the Labor Department's regulations may be subject to santions, including suspension or cancellation of the contract. Under the NLRA, It is illegal to forbid an employee from discussing his of her own salary with others.

For more information/questions regarding the NLRA, or any other labor law posters, visit us at State and Federal Posters, or call 1-888-488-7678.

Update for Kansas July 1st, 2010

2010-06-16T15:07:00.000-07:00

Due to the new Kansas Indoor Clean Air Act, you will be requires to have the No Smoking poster by July 1st. The Kansas Indoor Clean Air Act bans smoking in public areas, including all restaurants, cars, workplace and 10 feet within a business entrance.

We will update our Kansas labor law poster withe the new infomation as soon as the updated Kansas No Smoking poster is avaiable.

For more information/questions about the Kansas labor law poster, No Smoking poster, or any other labor law posters, visit us at State and Federal Posters, Kansas Labor Law Poster or call us at 1-888-488-7678.

Update for Nevada Minimum Wage July 1st, 2010

2010-06-14T14:56:00.000-07:00

June 14th, 2010

The Nevada Labor Commissioner announced that there will be updates to the current Nevada minimum wage poster with the new July 1st minimum wage rates.

The new Nevada law states that the current $7.25/per hour federal minimum wage must increase by $1 more for people who are not insured for health benefits, but the rates will remain equal to the federal rates for those people who have insurance.

This is a standard procedure. Nevada adjusts their minimum wage annually on July 1st, based on either the federal minimum wage or by the increase in living costs.

To sum this all up, the rates in Nevada will increase by 70 cents. For employees who receive health benefits from their employers their rates will increase from $6.55 to $7.25/per hour. For employees who do not receive any health benefits their rates will increase from 7.55 to $8.25/per hour.

We will update our Nevada labor law poster with the new information as soon as the updated Nevada minimum wage poster is available.

For more information/questions about the Nevada labor law poster or any other labor law posters, visit us at State and Federal Posters, Nevada Labor Law Poster or call 1-888-488-7678.

Children's Health Insurance Program Reauthorization Act (CHIPRA)

2010-06-04T23:49:00.000-07:00

The question on everyones mind, "What exactly is CHIPRA?". CHIPRA is the Children's Health Insurance Program Reauthorization Act of 2009. This program is part of the Human Services Centers for Medicare, Medicaid, and the U.S. Department of Health. "Employers that provide coverage in states with premium assistance through Medicaid or CHIP must inform their employees of potential opportunities for assistance", according to the U.S Department of Labor. As for now there are no federal law posters required for CHIPRA.

California Labor Law Posters

2010-04-28T00:20:00.000-07:00

State and Federal Poster, Inc. updates labor law posters right when new laws come out. Employers have the responsibility to inform employees of these changes and how these changes will affect the employees directly or indirectly. A few that changes every year are minimum wage, family leave, sick leave, discrimination, child labor and occupational health and safety. Various states have their own posting laws and some states like California require that employers post an Industrial Welfare Commission (IWC) poster and a separate labor law posters to insure compliance with the law. Since State and federal poster have the cheapest labor law posters in the nation, employers do not hesitate to save on such business costs that can save them in the long run if anything would happen at the job site and employees were not informed of their rights.

Oregon Workers' Compensation Notice Updated

2010-04-28T00:14:00.000-07:00

New labor law posters updated regarding Oregon workers' compensation notice. The average rate for insurance premiums will decline by 1.3 percent compared to year 2009. One of the main reason Oregon has been able to keep the cost down is that there are fewer work injuries and illnesses are less severe. In the downturn of this economy, reducing cost is the most important aspect for the state.

Arizona Labor Law Posters

2010-04-21T11:59:00.000-07:00

The Arizona Labor Law Posters have been changed. Minimum wage is $7.25 per hour. The unemployment Insurance notice has been updated with new wordings regarding discrimination in admissions, programs, services, activities, or employment based on race, color, religion, sex, national origin, age and disability.

Alabama Child Labor Law Notice

2010-04-21T11:53:00.000-07:00

Alabama changed the poster for Child Labor Law. Replaced the Federal and Alabama Child Labor Laws poster with their 2009 version. It prohibits minors under 14 of age to work. It also list varies laws regarding Work Time Restrictions, Breaks, and Occupations for minors. Order new ones from State and Federal Poster, Inc.

Utah State requires use of E-Verify in 2011

2010-04-02T03:19:00.000-07:00

If you are a employer in Utah or a large company, you must use E-verify to make sure your workers are legal. This law goes into affect July 1, 2011 and applies to employers with 15 or more workers. There are no penalties if employers violate this law but there are incentives involved if businesses are in compliance. Presumably the state will keep a list of business and reward and give preference to those who comply with this law.

Cheap Labor Law Posters and Cheap Employment Posters

2010-02-09T10:20:00.000-08:00

State and Federal Poster, Inc. sells cheap labor law posters at great prices that no one in the nation can compete with. If anyone can beat our quote we guarantee we can beat theirs. Why should employment posters cost $30.00 dollars each when they can be $18.45 at State and Federal Poster, Inc? Our labor law posters are cheap but our posters are all made of the highest quality with full lamination and color.

Why buy "green" labor law posters that are only printed in green color without lamination that gets dirty within 3 months? All our labor law posters are guaranteed to last a full year without compromise to quality. Our posters are updated every week to make sure our customers are fully compliant with the posting laws.

Colorado's Minimum Wage Decrease

2010-01-21T08:20:00.000-08:00

Colorado's provisions allow wage decline so this year it has dropped to 3 cents. Currently at $7.24 per hour it is one cent less than the Federal Minimum wage. Businesses in Colorado are advised to get new labor law posters due to this change and a provisional change in the Federal Labor Law Posters regarding the GINA act. The Gina act is a one paragraph summary update in the EEOC labor law posters.

Effective Date: January 1, 2010 and current
Minimum Wage: $7.24
Tipped Employee Wage: $4.22

Kansas’ minimum wage change from $2.65 to $7.25 in 2010

2009-12-12T10:09:00.000-08:00

The lowest minimum wage in United State is about to become history because the governor of the state Kathleen Sebelius signed a bill that will raise Kansas minimum wage from $2.65 to $7.25. This will increase honest pay but does not apply to all corporate environments. Companies that make less than $500,000 a year and does not engage in interstate commerce will be exempt from the federal level.

Vermont minimum wage will stay at $8.06 per hour for 2010

2009-11-26T19:14:00.000-08:00

According to the Vermont Department of Labor, the minimum wage for Vermont will stay at $8.06 per hour. Basic wage for tipped employees will also remain the same as in 2009 for $3.91 per hour. Vermont is one of the 13 states that have a minimum wage higher than the Federal Minimum Wage of $7.25 per hour.

By law Vermont can not let the minimum wage decline and its increases are based on the August consumer Price Index thus the minimum wage shall remain the same for 2010.

Decreasing Minimum Wage

2009-11-20T13:56:00.000-08:00

Colorado has announced it will be reducing its minimum wage by 3 cents in 2010. Since the drop of Colorado's minimum wage, it will be $7.25 an hour. While the drop is insignificant some advocate say it is a step in the wrong direction because the minimum wage creates basic pay wage for supporting themselves and to make sure employees are not taken advantage at the work environment. Nine other states have tied minimum wage to inflation and none of them is planning to lower the minimum wage.

Businesses getting fined for not having E-verify Systems

2009-11-14T12:06:00.000-08:00

Immigration Law require employers to have a verification system such as a driver license or 26 other approved states. E-Verify is a free system used by employers and small businesses and is the most commonly used verification system. Businesses who do not comply can get fined totaling $60,00. First time offender fines can be waived under special law provision. Your states Department of Labor and Licensing Regulations may be checking so be prepared to have a verification system in place for your employees.

Downsizing can’t be that bad.

2009-11-13T01:20:00.002-08:00

According to Aneil K. Mishra from Gretchen Spreitzer of the University of Michigan Stephen M. Ross School of Business, Duke University’s Fuqua School of Business, and Karen Mishra of Meredith College in Raleigh N.C., based on more than 150 interviews with managers more than 50 companies in 10 industries—Downsizing can actually be a positive thing. It is stated that downsizing is actually a strategic plan used by most successful companies. By downsizing, it becomes more flexible and creative during difficult times. According by employee surveys and corporate performance data, many describe downsizing by “lending” out staff to partner companies during difficult and harsh times, while keeping the promise that they will indeed hire back the workers when things get better. It is an advantage for workers to learn new skills while they were away, and the ones who stayed will learn how to fill in for the absences.

Using the internet at work? Easier to get things done.

2009-11-13T01:20:00.001-08:00

According to the University of Melbourne in Australia, a recent study has proved that workers who surf the internet once in awhile for “breaks” during work, can actually improve an employee’s productivity. It is actually quite important for an employee to reset his/her mind after working on a long task. According to Brent Coker from the University of Melbourne’s Department of Management and Marketing, It can actually help improve one’s concentration and be prepared for the next task. Coker also stated: “If we’re not given the chance to have a break between these mini-tasks, our concentration slides down.”

Keep the meetings short and active

2009-11-13T01:17:00.000-08:00

According to the U.S. Centers for Disease Control and Prevention, “About 40 percent of Americans are couch potatoes”. Washington University (St. Louis) researchers are suggesting for the managers to actually have meetings on the move instead of having long and draining meetings. What does meeting on the move mean? It means to keep the agenda short , have someone in control of the meeting, have a simple route , and once the goal has been accomplished—it’s time to head out the door.

Colorado Might Lower Minimum Wage

2009-11-13T01:11:00.000-08:00

Colorado will be the first state to lower its minimum wage. Lowering it by 3 cents to match the Federal Minimum Wage. The saving is minimal and it makes a difference of 1.20 dollars a week per employee.

“WHO” Declares Pandemic

2009-10-26T22:51:00.000-07:00

The WHO (World Health Organization) has announced that swine flu is definitely a full blown pandemic on June 11. The Swine flu is the first big pandemic ever since 4 decades ago. In 74 countries, almost 30,000 people confirmed that they have caught the swine flu. There are actually 53% of employers who are not sure whether or not to create response plans for this swine flu dilemma.

A labor and employment attorney serving at Vorys Sater in Columbus, Ohio, Jackie Ford, has mentioned that many employers should start getting more informed on absenteeism such as the Family and Medical Leave Act, the Americans with Disabilities Act, the Uniformed Services Employment, Reemployment Rights Act, and information on the Occupational Safety and Health Administration.

Martinez as Head of Department of Labor's Disability Office

2009-10-26T22:50:00.000-07:00

Martinez is a blind woman who was nominated by President Barack Obama to be head of ODEP. Before this special occasion, Martinez was the director for the World Institute on Disability in Oakland, California. Martinez also ran an outreach program for Latinos with disabilities which was named “Proyecto Vision.” Not only was Martinez awarded by President Obama, but she was also in good terms with President George W. Bush considering the fact she served on many advisory groups at that time.

Safer Plan For Our Construction Workers

2009-10-26T22:47:00.000-07:00

The U.S. Occupational Safety and Health Administration formed a new plan to make the work place for construction workers safer. Decking must be placed below a construction worker now. In case if an emergency happens, rescuers can easily reach the worker with no problem especially if the worker is suspended from a safety harness.

Minimum Wage is beating inflation

2009-07-31T17:24:00.000-07:00

Minimum wage now is greater than it has been since the early 1980s. States such as California,Washington,Oregon, Illinois,Vermont, and Rhode Island now have the highest paying minimum wages in the nation. Half of the minimum wage affects workers under 25 according to the Bureau of Labor Statistics. This is a good sign since the purpose of minimum wage is to protect low-paid field employees who support families and become more self-sufficient. While small business owners may feel it hurts them more than large businesses it motivates and encourages employees to work harder.

Human Resource Manager's High Stress Level

2009-07-23T09:30:00.000-07:00

This economy may be driving some human resource managers to drink. According to the Workforce Management survey of 372 HR professionals; 50 percent have suffered from sleeplessness, 35 percent have considered changing careers, and 23 percent have occasionally used a "substance" to cope.

The experiences with conducting layoffs, pay cuts, labor law, and furloughs are a lot of pressure for the professionals administering them. Handling angry calls about slashed 401(k) programs and doing all the process of of terminating employees. Handling the burden of knowing the worst news might be looming. Being associated with the angel of unemployment when every time someone sees you.

Union Laws of New Jersey and Colorado

2009-07-09T14:18:00.000-07:00

In 2006, New Jersey passed the Workers Freedom from Employers Intimidation Act. This law prohibit employers from requiring employees to attend and employer-sponsored meeting for the purpose of communicating the employer's opinion about religious and political matters. As of May 20, similar bills were pending in 3 other states. Connecticut, Michigan and Pennsylvania.
In 2008 Colorado enacted a law making it unfair for employer to take disciplinary action against an employee who discuss wages with other employees.

Federal goverment ordering contractors to use E-Verify

2009-07-09T13:49:00.000-07:00

Beginning Sept. 8, government will award contracts to businesses that use E-Verify. E-Verify is an online program that uses federal databases to check if employees are legal to work in the country. Separately, the Senate passed an amendment Wednesday that would mandate the use of E-Verify by federal contractors and subcontractors. Chamber filed a lawsuit to prevent the government from implementing the requirement that contractors must use E-Verify. Arguing that the president does not have the authority to mandate such devices.

New Jersey Dwindling Unemployment Insurance Fund

2009-06-24T16:55:00.000-07:00

The Unemployment Insurance Fund is running out of money and the increasing numbers of layoffs may trigger automatic payroll tax increase averaging 19 percent effective July. The State must put more money into it or the unemployment system will collapse. Business groups are opposed and have urged law makers to reduce spending before imposing further taxes on the business community. New Jersey is borrowing to cover its unemployment insurance compensation. It is one of 14 states borrowing to pay jobless claims.

New York Unemployment Compensation

2009-06-24T16:48:00.000-07:00

Governor Paterson signed new laws extending unemployment compensation benefits by an additional 13 weeks. The AFL-CIO wants the state to increase the maximum benefit of $405 per week- the lowest in the nation- to approximately $560 per week, or 50 percent of the average weekly wage; to increase the tax paid by employers to the UTF and to index the benefit to increases in cost of living.

New Jersey Eliminates Corporate Tax Penalty

2009-06-24T16:41:00.000-07:00

New measures from New Jersey called A-4028, eliminates the corporate tax penalty paid by businesses. This measure was designed to create a level of fairness for business in-state and out-of-state in the Garden State. It would phase out the use of in-state payroll and property when a multi-state corporation calculates its business tax.

Employee use of COBRA

2009-06-24T15:40:00.000-07:00

If employees lost their jobs due to this economy, inform them that they have 60 days of whether they want to stay on the former employer's plan through Consolidated Omnibus Budget Reconciliation Act (COBRA) or change to another insurance. Federal law requires former employers to offer health insurance under company plan for 18 months or more.

If employees were laid off by a big company and is still in business, the business must continue to offer COBRA coverage. Not everyone is eligible for COBRA as the federal law protects small businesses and if the small business went out of business then employees can do nothing about it.

Some states offer extended coverage of COBRA as long as 18 months additional. If employees can not find another job within that period then contacting the state's insurance department may help.

Employee Age Discrimination

2009-06-20T14:11:00.000-07:00

The Supreme Court shifts the burden of proof of age discrimination to the workers. The decision was made Thursday making it harder for older workers to file age discrimination lawsuits. 5-4 decision reversed a long standing rule. The ruling comes as age discrimination is on the rise especially as companies downsize in this difficult economy. This new decision is very important to small business owners because employers should not have to defend themselves in court against speculative evidence that age was a motivating factor. In 1991, Congress amended laws covering discrimination on the basis of sex, religion, race and national origin. It did not revise the age bias law so this decision by the Supreme Court would greatly define age discrimination and will be used as a standard in future cases of age discrimination.

Employee Termination based on Problems Discovered During FMLA Leave

2009-06-13T23:14:00.000-07:00

The 7th U.S. Circuit Court of Appeals held that when an employer discovers information during an employee's Family and Medical Leave Act (FMLA) leave, the FMLA does not act as a bar to adverse employment action. The timing of the termination of employees after coming back from FMLA leave cannot logically be a bar to employer's ability to fire deficient employees. Otherwise an employer could be forced to reinstate and continue to employ a substandard employee or else risk liability under the FMLA.

More Than $1 Million Awarded for Lead Hazard

2009-06-07T12:57:00.000-07:00

The U.S. Occupational Safety and Health Review Commission (OSHRC) recently ordered a construction contractor to pay more than $1 million for willful violations of the Occupational Safety and Health Act's (OSHA) Lead in Construction Standard. E. Smalis Painting Co. was faulted for not training all employees who might have been assigned to work that would have exposed them to airbourne lead, even if the workers had not in fact been exposed to lead. Although the company had a safety program, the OSHRC determined that it was lax.

The lax approach was apparent when an employee who had been removed because of high blood levels of lead was told when he called Smalis' office simply to "collect unemployment". This lax approach cost the company $1 million dollar in OSHA fines. Had the employer provided a safety program with training manuals this fine would have been prevented.

Immigration Agents Will Target Employers

2009-06-07T11:50:00.001-07:00

Federal agents with Immigration and Customers Enforcement (ICE) have a new target for investigation workplace violations of federal immigration law -employers. Under enforcement guidelines issued April 30, ICE investigators will concentrate on building cases against businesses suspected of hiring undocumented immigrants before they raid workplaces and round up any illegal workers. The guidelines shift from recent enforcement tactics that resulted in high-profile raids on work sites where thousands of suspected undocumented immigrants were arrested. According to ICE statistics, more than 6,000 arrests related to work site enforcement during 2008, 135 were of business owners or managers who hired undocumented workers.

Immigration and Customers Enforcement's guideline should be a wake-up call for employers and that business need to review hiring and documentation policies and procedures carefully. Employers using the federal employee verification system, E-verify, will be ahead of other companies who do not use this system to protect their business from the Immigration and Customers Enforcement. E-verify is voluntary for most employers and you may get the E-verify posters from State and Federal Poster, Inc.

Equal Employment Opportunity (EEOC) Compliant

2009-06-04T21:37:00.000-07:00

If your company become a target of lawsuit because of discrimination, you will face not only individual lawsuit but the proposals of EEOC which may not take your side. This can be a legal fight that may take years and cost your company millions in court costs, damages, and negative publicity.

When EEOC receives the charges, almost every case they will accept the charge for filing. The EEOC does not investigate a charge when its clear that the EEOC does not have jurisdiction.

Once the charge is received, the EEOC will promptly notify you that a charge has been filed and provides a copy of the charge. The EEOC may request information about the allegations and invite the employer to participate in mediation to try to settle the charge quickly.

Both parties will get a chance to speak their side of the story and if it does not work out the investigation will begin. EEOC may interview witnesses and review documents at company site. Once the EEOC makes a determination of reasonable cause, the EEOC will request another meeting to reconcile with all parties. If the conciliation process fails the EEOC may take the company employer to court itself or notify the individual of its right to sue.

To avoid all this problem, post a Equal Employment Opportunity Poster that is in all labor law posters provided by State and Federal Poster, Inc. Follow all the laws required by the EEOC posting and your company will never have be a subject of lawsuit.

Equal Employment Opportunity Commission (EEOC) Guide

2009-06-04T21:33:00.000-07:00

Companies and employers should always post federal and state Equal Employment Opportunity posters. In an unlikely event that an employee or group of employees decides to file an equal employment opportunity compliant against the company or employer, the company or employer would not be responsible for none compliance of state and federal labor law postings. This shows effort in remaining compliant with the law and causes the statute of limitations to be in effect because the company have informed employees of their labor law rights.

Depending on the size of a company and the nature of its business, some companies are required to file demographic of the company's workforce broken out into specific job categories.

Always keep files of all documents that may become relevant in the event that your company is ever involved in a discrimination suit. The recommended minimum period for maintaining these records is 3 years. Keep all files of hiring practices, total hires within a particular job class and the percentage of minority and female applicants hired.

Patriot Act Affect Employers And Employees

2009-06-03T16:52:00.000-07:00

The federal government enacted a law called Patriot Act that enhances its ability to conduct investigative and surveillance activities. Employers need to implement new procedures to maintain employee information and employee privacy rights while allowing release of information requested by the government. All employers must follow this law and it applies to all companies within United States.

Updated Cobra Revisions (Consolidated Omnibus Budget Reconciliation Act)

2009-06-03T16:46:00.000-07:00

This law provides certain former employees,former spouses, retirees, and children the right to temporary continue their health coverage at group rates. It applies to companies with 20 or more employees. ( Some states have their own version of COBRA. )

Bush era rule on farmworkers is put on hold

2009-05-30T21:39:00.000-07:00

Shortly before president George W. Bush left the office the Labor Department suspended a regulation that would have let foreign workers work at farms easier. Farmers would have been easily able to bring in any immigrates to harvest crops if the policy was not put on hold. Farm workers support the change saying it got rid of many red tape that would have been very hard for farmers to bring immigrants in to work in the fields.

Wal-Mart gets OK to settle labor law suits

2009-05-29T08:50:00.000-07:00

Wal-Mart won preliminary court approval to pay as much as $85 million dollars to settle 30 lawsuits claiming that the company did not pay employees for all hours worked. The settlement covers cases filed in federal courts in 29 states and Puerto Rico. The accord is part of a global $640 million dollar resolution of wage-and-hour claims reached in December. The suits alleged that Bentoville, Ark.- based Wal-Mart denied workers rest breaks and manipulated time cards to shave their pay.

Wal Mart Labor Law Violation

2009-05-27T16:53:00.000-07:00

Wal-Mart was fined $7,000 dollars by OSHA for the death of a temporary employee who was crushed in a stampede during post-Thanksgiving. A incident that could have been prevented had Wal-Mart took safety precautions with crowd management. The fine was the maximum allowed by the law.

California Sexual Harassment Policy

2009-05-23T23:28:00.000-07:00

California law requires employers with 50 or more employees to provide sexual harassment training prevention program for all supervisors. The California Fair Employment and Housing Act (FEHA) defines sexual harassment as harassment based on sex or of a sexual nature. The law requires employers to take reasonable steps to prevent sexual harassment from occurring. If employers do not take any preventive measures, that employer will be held liable and responsible if the employee files a compliant or private civil lawsuit in court. Give your employees California Sexual Harassment Prevention Pamphlets from State and Federal Poster, Inc. The Pamphlet will notify employees of their rights and help employers stay in compliance with labor laws. Employers can also post labor law posters that breifly talk about sexual harassment policy which serves to prevent such problems.

California Restaurant Workers - Rest Period

2009-05-22T20:18:00.000-07:00

Employees working at restaurants must be permitted to take a net 10 minute rest for every four hours workers. If employers do not provide any rest period, the employer must pay one additional hour at the regular pay rate the employee gets paid by for each workday the rest period is not allowed. This labor law notice is covered within the labor law posters that State and Federal Poster, Inc. provides. It covers all mandatory labor law postings and protect employers from the liability of not informing employees of their labor rights.

California Labor Law on Whistle Blowers

2009-05-22T20:15:00.000-07:00

It is illegal for employers in California to retaliate against any employee who provides information to a government or law enforcement agency where the employee has reasonable cause to believe that the information discloses a violation or noncompliance with a state or federal statute, rule, or regulation. Employers cannot discharge, demote, suspend or discipline any employee who engages in this protected activity.

Healthy Families Act and Labor Law Posters

2009-05-18T13:04:00.000-07:00

Given the pandemic rise of the swine flu, Healthy Families Act would cover employees up to 7 days of sick leave guaranteed. Legislation branch thinks this is timely and opportune time but small business owners are vowing to block the legislation. This labor law makes small business owners spend more money when small businesses are already have a hard time staying afloat. New labor law posters regarding Healthy Families Act might be present in the future when it becomes mandatory to notify employees of their labor law rights.

More employers enrolling in E-Verify

2009-05-15T10:51:00.000-07:00

The federal government's E-Verify, which seeks to reduce the hiring of illegal immigrants, is becoming increasingly popular, with 1,000 new businesses signing up each week despite concerns about its reliability. The Obama administration last week announced it wanted 12 million dollars more invested to the program next fiscal year. E-Verify is an essential tool for employers to maintain a legal workforce. Employers often their buy E-Verify notices from State and Federal Poster, Inc. along with labor law posters that are required by the state and federal goverment.

Feds help Small Business Owners in Disaster

2009-05-06T11:12:00.000-07:00

DisasterAssistance.gov is a secure, user-friendly web site that consolidates information about federally funded government assistance to disaster victims. SBA and 15 other federal agencies have partnered with FEMA to develop the Web site. When you answer a short, online questionnaire, Disaster Assistance.gov will help you identify forms of assistance that you may qualify for, making it easier and faster for you to find application information.

Currently, you can apply for FEMA individual assistance and Small Business Administration loans through an online application. In addition, you can access information about forms of assistance available through other agencies that do not have applications at this time.

To obtain Disaster Loan Program information or to receive a status update on your disaster laon request, call the customer service line at (800)659-2955 or e-mail disastercustomerservice@sba.gov

Federal goverment publish more details on new COBRA subsidy

2009-05-02T17:31:00.000-07:00

In an effort to clarify things, the IRS has published new information on its web site. Under the new law, “assistance eligible individuals”—those who were “involuntarily terminated” from their jobs between Sept. 1, 2008, and the end of 2009—are required to pay only 35% of the cost of COBRA continuing health insurance coverage. Employers must treat the 35% payment as full payment.

Employers are then entitled to collect a credit for the other 65% of the COBRA cost on their payroll tax returns. The IRS released a revised version of the quarterly payroll tax return (Form 941) that employers will use to claim the credit. Copies of the new Form 941 were sent to about 2 million employers in mid-March.

In addition, the U.S. Department of Labor (DOL) is publishing new guidance telling employers how to handle the new law. This includes a sample of a notification letter that employers are required to use to inform departed workers of their ability to sign up for COBRA using this new subsidy.

Employee Free Choice Act

2009-04-28T14:47:00.000-07:00

The Employee Free Choice Act is a legislation that is pending before Congress that would amend the National Labor Relations Act to make it easier for employees to start unions. If passed, the EFCA would:

-Allow employees to start a union if a majority of the employees sign union authorization cards

-Require bargaining to begin within 10 days of union certification, with binding arbitration for negotiations unresolved after 120 days.

-Level higher financial penalties on employers who fire or discriminate employees.

Many employers do not know this is coming and with the Democrats in charge, passage of the EFCA seems fairly certain. Employers should make learning about the EFCA a priority now. Get more info at americanrightsatwork.org/employee-free-choice-act.

New York Adjustment and Retraining Notification (WARN) Act

2009-04-02T02:28:00.000-07:00

Effective Feb 1, the NYS Workers Adjustment and Retraining Notification (WARN) Act requires employers with 50 or more employees to provide 90 days notice prior to a plant closing, layoff of 25 or more workers (or one-third of your workforce), or relocation of "substantially all" of a plant at least 50 miles away takes place. Violations are subject to civil penalties and back wages. Employers who planned layoffs prior to Feb. 1 are not required to provide a state WARN Notice but are strongly encouraged to do so, according to the New York State Department of Labor's Website. Detailed information can be found at www.labor.state.ny.us.

President Obama helps small business owners

2009-03-23T22:16:00.000-07:00

The President yesterday announced “Help for small business”. The President stated “”This is America’s story — a place where we believe all things are possible; where we are limited only by our willingness to take a chance and work hard to achieve our dreams.” The President emphasized what has already been done through the Recovery Act: raising the guarantees on SBA loans to 90 percent, eliminating costly fees for borrowers and lenders, and a series of tax cuts for small businesses and tax incentives to encourage investments in small businesses. He noted further that in his budget, he proposes permanently reducing to zero the capital gains tax for investments in small or start up businesses, as well as instituting tax credits for health care as part of his broader health reform effort.

Employee Free Choice Act (EFCA)

2009-03-07T16:26:00.000-08:00

The act makes two fundamental changes to the law, which governs union/management matters. First, it allows a union to claim that it represents all of the employees in a collective bargaining unit by submitting authorization cards signed a majority of those employees. Currently, the primary means used is a secret ballot election in which both the union and the employer are allowed to campaign prior to the vote. Second, the contract allows a panel of arbitrators to decide the specific contract wording about wages, hours and working conditions if the union and management have not resolved all issues within 120 days after the union is recognized.