Federal Labor Law Postings
Equal Employment Opportunity (November 2009 version)
Who must post: All employers
Equal Employment Opportunity - GINA supplement
Who must post: Employers who have a pre-November 2009 version of the “Equal Employment Opportunity Is The Law” poster can post this supplement alongside the older form to meet compliance requirements
Fair Labor Standards Act
Who must post: All employers
Job Safety and Health (OSHA)
Who must post: All employers engaged in a business affecting commerce
Employee Polygraph Protection
Who must post: Any employer engaged in or affecting commerce or in the production of goods for commerce
Uniformed Services Employment and Reemployment Act
Who must post: The full text of the notice must be provided by each employer to persons entitled to rights and benefits under USERRA
Family and Medical Leave Act
Who must post: Employers who employ 50 or more employees
Davis-Bacon Act
Who must post: Any government contractor/subcontractor engaged in contracts in excess of $2,000 for the actual construction, alteration/repair of a public building or public work or building or work financed in whole or in part from federal funds, federal guarantee, or federal pledge
Service Contract Act/Walsh-Healy Act
Who must post: Every government contractor or subcontractor engaged in a contract with the United States or the District of Columbia in excess of $2,500 the principal purpose of which is to furnish services in the U.S. through the use of service employees
Special Minimum Wage
Who must post: Every employer having workers employed under special minimum wage certificates authorized by section 14(c) of the Fair Labor Standards Act
Migrant and Seasonal Agricultural Worker Protection Act
Who must post: Agricultural employers, agricultural associations and farm labor contractors
State Labor Law Postings
Alabama
Alaska
Arizona
Arkansas
California
Colorado
Connecticut
Delaware
District of Columbia
Florida
Georgia
Hawaii
Idaho
Illinois
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Maryland
Massachusetts
Michigan
Minnesota
Mississippi
Missouri
Montana
Nebraska
Nevada
New Hampshire
New Jersey
New Mexico
New York
North Carolina
North Dakota
Ohio
Oklahoma
Oregon
Pennsylvania
Rhode Island
South Carolina
South Dakota
Tennessee
Texas
Utah
Vermont
Virginia
Washington
West Virginia
Wisconsin
Wyoming
Forms
2010 Federal W4
Federal income tax withholding form.
I-9 Form (English)
Employment Eligibility Verification form.
I-9 Form (Spanish)
Employment Eligibility Verification form. Note: The Spanish version of Form I-9 may be filled out by employers and employees in Puerto Rico ONLY. Spanish-speaking employers and employees in the 50 states and other U.S. territories may print this for their reference, but may only complete the form in English to meet employment eligibility verification requirements.
COBRA Notices to comply with American Recovery and Reinvestment Act (ARRA) changes…
Read more here about key changes to COBRA including: (1) the government will subsidize 65% of the cost of COBRA premiums for eligible individuals, and (2) eligible individuals who were involuntarily terminated since September 2008 have a second chance to elect COBRA. Note: The COBRA subsidy was extended by the Department of Defense Appropriation Act of 2010 providing an extension of the COBRA subsidy or up to 15 months. Read more about the amendments to ARRA here.
The Department of Labor has provided the following model notices for employers to use to communicate this information to eligible individuals (Note: these documents are in Word format. When prompted, save to your computer and then open in Microsoft Word.):
Updated General Notice (Full Version)
Send this notice to plan participants who experienced a qualifying event at any time between September 1, 2008 through February 28, 2010, and who have not yet been provided the regular COBRA election notice. Individuals who experienced a qualifying event in December 2009 but who were not eligible for COBRA coverage until January 2010 were likely not provided proper notice. These individuals should get the Updated General Notice AND the full 60 days from the date the updated notice is provided to make a COBRA election.
Premium Assistance Extension Notice
Send this notice to individuals who may have been provided a COBRA election notice that did not include information under the amended ARRA.
Updated Alternative Notice
Send this notice to individuals who become eligible for continuation coverage under a State law. Continuation coverage requirements vary among States and this notice may need to be modified to conform to applicable State law.
Before you terminate…
Before you layoff workers, check out our post about the Federal WARN Act that applies to all employers in the US, and recent legislative changes affecting New York employers and download the Department of Labor Federal WARN Act Fact Sheet.
Background checks…
Employers in New York who conduct background checks on applicants or employees, listen up! Recent legislative changes affect you. Read more here and download Article 23-A to post and provide to applicants and employees who will be the subject of a background check.
Privacy in Massachusetts…
Massachusetts has passed legislation to protect the privacy of personal information. Massachusetts employers must implement specific procedures and safeguards. Read more here and download the Compliance Checklist and Small Business Guide issued by the Massachusetts Office of Consumer Affairs and Business Regulation.
Massachusetts Small Business Guide
Massachusetts Compliance Checklist
