Up-to-date State and Federal Labor Law Postings including the mandatory OSHA Posting
Recent federal and state administration has mandated numerous labor law posting changes for 2014 and 2015. The average state is now experiencing 2-3 changes annually and some states anticipate as many as 4-5 changes per year. As an example, 13 different states had scheduled Minimum Wage increases in January of 2014 and over 20 states have scheduled Minimum Wage increases in January 2015. Visit the Osha4less.com Poster Update Wizard for a complete list of recent and anticipated labor law posting changes. Failure to display up-to-date mandatory labor law postings can result in hefty fines and lawsuits amounting to thousands of dollars.
Displaying this State and Federal Labor Law Poster set in the workplace where all employees can view it assist the employer in fulfilling their posting obligations under State and Federal labor law regulations.
Keeping you compliant with our QR Code Solution
Learn how our Labor Law Posters are equipped with a QR Code designed to keep your business up-to-date and posting compliant.
California State Labor Law Postings
- California Minimum Wage (Effective January 1st, 2016)
- California Paid Sick Leave
- California Cal-OSHA Safety & Health Protection on the Job
- Notice To Employees - Injuries Caused By Work (aka Workers' Compensation Posting) - Updated December 2015
- Harassment or Discrimination in the workplace
- Payday Notice
- Whistleblowers' Protection Act - Updated December 2015
- Unemployment Insurance Benefits
- Emergency Information
- Time Off for Voting - Updated December 2015
- Your Rights and Obligations as a Pregnant Employee (5+ Employees) - updated March 2016
- Notice B, Family Care and Medical Leave & Pregnancy Disability Leave (50+Employees)
Federal Labor Law Postings
- Federal Minimum Wage - Updated August 1st, 2016
- Employee Polygraph Notice - Updated August 1st, 2016
- Occupational Safety and Health Act (OSHA) - Updated April 2015
- Family and Medical Leave Act (FMLA)
- Equal Employment Opportunity is the Law Posting (EEOC)
- USERRA - Your Rights Under USERRA
California Mandatory Posting Updates
- 04/2016 - Your Rights and Obligations as a Pregnant Employee - The California Department of Fair Employment and Housing has updated their Rights and Obligations As A Pregnant Employee notice effective April 1, 2016. The notice is no longer referred to as "Notice A" and is now a posting requirement for businesses with 5 employees or more. Other changes include a new section regarding obligations for notifying the employer of foreseeable/un-foreseeable pregnancy related events and the consequences that come with improper notification. A new Additional Rights Under the California Family Rights Act (CFRA) Leave section has been added which explains specifications to an employee's entitlement under the act. Lastly, there has been an addition of the DFEH's website, minor changes to verbiage and a new revision date (04/16).
- 01/2016 - Whistleblowers' Protection Act - The California Whistleblowers' Protection Act has been amended to reflect a new class of protected persons. The Whistleblowers are Protected notice has been updated to now include family members of persons who have, or perceived to have, engaged in protected whistleblowing activities as a new protected class.
- 01/2016 - Workers' Compensation - The California Department of Industrial Relations, Division of Workers' Compensation has updated the Notice to Employees - Injuries Caused by Work posting. Workers' compensation benefits under Medicare has been revised to include coverage on medical equipment and travel costs that are reasonably necessary to cover or treat the injury. There are limits on chiropractic, physical therapy and occupational therapy visits. Benefits under the Permanent Disability (PD) clause has been revised to state: "Payments if you do not recover completely and your injury causes a permanent loss of physical or mental function that a doctor can measure." Benefits under Supplemental Job Displacement has been shortened and revised to state: "A nontransferable voucher, if you are injured on or after 1/1/2004, your injury causes permanent disability, and your employer does not offer you regular, modified, or alternative work." The Return to Work Fund clause has been deleted from the updated posting. The verbiage under Death Benefits has been slightly reworded. The verbiage under Naming Your Own Physician Before Injury or Illness clause has also been slightly reworded and re-formatted. The Report Your Injury clause has been revised to include "claims administrator" with employers, and the term "shall authorize" has been replaced with "must authorize," in addition to minor format changes. See Your Primary Treating Physician clause has been reworded and reformatted; "MPN" has also been defined within the clause. The Medical Provider Networks clause has also been slightly reworded; additionally, the new posting does not specify that employers need to post a notice explaining how MPN works if the employer is using a MPN. The fill-able fields for information on employer's MPN has been modified. Specifically, the toll-free number number and address fields have been removed and replaced with a MPN identification field. The Workers' Compensation Insurance Rating Bureau of California URL has been removed; there is now only one URL provided in which you may learn more information about DWC and DLSE. The revision date has also been updated.
- 10/2015 - Cal/OSHA Notice - The California Department of Industrial Relations has updated the California Safety and Health Protection on the Job posting. Previously, employers are required to notify the nearest Cal/OSHA office of any serious injury or fatality; however, "illness" has been added to the list. The address for the Headquarters in Santa Ana, CA has been removed from the Cal/OSHA Consultation Services section. The revision date has also been updated.
- 08/2015 - Time Off to Vote - The California Secretary of State has updated the Time Off to Vote notice. The revised notice now specifies when to choose time to take off from work, either at the beginning or the end of the shift, whichever allows the most free time for voting and the least time off from an employees regular working shift. Additionally, the notice states that if three working days before the election the employee thinks they will need time off to vote, they must notify their employer at least two working days prior to the election. Finally, the format of the notice has been updated.
- 12/2014 - Discrimination Notice - The California Department of Fair Employment and Housing (DFEH) has updated their Workplace Discrimination and Harassment posting with various context changes to include: unpaid intern and volunteers to which the Act protects, changes to the referenced California Code of Regulations Sections, extended description of National Origin, and added additional employer requirements.
- 12/2014 - California Paid Sick Leave - California enacts new law mandating Paid Sick Leave for Employees. The Division of Labor Standards Enforcement deems the posting mandatory.
- 08/2014 - California Cal OSHA - The State of California Department of Industrial Relations has updated their Safety and Health Protection on the Job posting to reflect new offices in American Canyon and Redding, and La Palma. The Santa Fe office has been removed and a new revision date has been added.
- 08/2014 - California San Francisco Fair Chance Ordinance - Effective August 13, 2014, the San Francisco Fair Chance Ordinance requires employers to follow strict rules regarding the use of arrest and conviction records in hiring and employment decisions. Certain matters are off-limits, and an employer cannot ask about an individual's conviction history or unresolved arrests at the start of the hiring process. This posting must be posted where both employees and job applicants may view it.
- 07/2014 - Whistleblower - The Calfornia Department of Industrial Relations has released an updated Whistleblower posting with several clarifications. A whistleblower is now defined as an employee who discloses information to a government or law enforcement agency, person with authority over the employee, or to another employee with authority to investigate, discover, or correct the violation or noncompliance, or who proves information to or testifies before a public body conducting an investigation, hearing or inquiry, where the employee has reasonable cause to believe that the information discloses: 1. A violation of a state or federal statute, 2. A violation or noncompliance with a local, state or federal rule or regulation, or 3. With reference to employee safety or health, unsafe working conditions or work practices in the employee's employment or place of employment. A whistleblower can also be an employee who refuses to participate in an activity that would result in a violation of a state or federal statue, or a violation of or noncompliance with a local, state or federal rule or regulation. The California Labor Code Section which references these whistleblower protections has been changed to California Labor Code Section 1102.5.
- 07/2014 - Cal OSHA Posting - The Department of Industrial Relations has updated their Cal OSHA posting to reflect the transition to the new Globally Harmonized System of Classification and Labeling and the corresponding laws. A new revision date has been added as well.
- 07/2014 - California Minimum Wage - The 2014 California Minimum Wage posting has been updated to reflect the upcoming CA minimum wage increase. The CA minimum wage will be increasing to $9.00 per hour. The Meals and Lodging sections of the poster have also been updated.
California Non-Mandatory Posting Updates
- 01/2016 - California Cal OSHA - The State of California Department of Industrial Relations updated the Cal OSHA posting. A district office location in Long Beach has been added and the Torrance location has been removed. The revision date has been revised to January 2016.
- 07/2015 - California Paid Sick Leave - California enacts new law mandating Paid Sick Leave for Employees. The Division of Labor Standards Enforcement deems the posting mandatory.
|Poster Size||State Poster: 24" x 36", Federal Poster: 18" x 24", NLRA Posting: 11" x 17"|
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