Posting Responsibility Questions

All states and the federal government have passed laws or regulations that require employers to post official notices in the workplace to inform employees of their legal rights and responsibilities. Laws and regulations are constantly changing so these postings are frequently revised. Therefore, state and government agencies need to be continuously monitored for posting updates. Failure to post required labor law notices can result in fines or penalties and may affect the parties’ legal rights in enforcement actions.

Yes. All states and the federal government require labor law notices to be conspicuously posted in the workplace in areas frequented by employees. Some notices must also be posted where job applicants are able to readily view them. They can be posted on walls or bulletin boards in break rooms, hallways, lobbies or similar locations. All required notices must be current, and employers must take steps to ensure that posted notices are not altered, defaced, or covered by other material.

Your assigned compliance advisor will conduct a compliance audit to help you determine which posters are required for each of your locations. We will ask you to provide us with a list describing what is currently posted at each site location and, if you are a new customer, some basic information about your business and industry. This will help us ensure that each of your work sites receives every labor law notice that they require to be in compliance with federal, state, and local laws.

Generally, no. While there are a few laws that permit electronic posting, the overwhelming majority of laws explicitly require labor law notices to be posted in the workplace in physical format. Frequently, official notices must meet specific display requirements which dictate dimensions, font size, color and language formats.

Although electronic posting may not be used as a substitute for physical posting, employers may choose to supplement physical postings with electronic postings. CPC is in the process of developing a password-protected electronic posting service which will allow employers to share access to electronic postings with employees for reference purposes.

In most cases, full compliance with posting requirements can only be achieved by physically posting labor law notices on the employer’s premises. Employers may supplement workplace posting obligations by providing employees with postings in a binder. CPC has compiled a Mobile Poster Pak™ for each state for the convenience of employees who travel, work from home, telecommute, report to field offices or construction sites. The Mobile Poster Pak™ includes required state and federal labor law postings. You can also purchase an Add-On pack with postings specific to your industry or operating location.

Many state and local jurisdictions require posting notices in English and other languages. The law may specify that employers must post in the languages spoken by a certain proportion of the employees at the work site or the languages spoken in the community. Where the law requires posting in multiple languages, CPC creates multi-lingual posters so that employers are in compliance with all language requirements.

Yes, many labor law notices are available for free online. However, knowing where to find them and when to look for updates can be a full-time job – in fact, it is a full-time job for us! Printing labor law notices on separate sheets of regular paper also makes it difficult to ensure that posted notices aren’t torn down or defaced. CPC makes compliance easier by consolidating the most common mandatory state, federal and OSHA labor law notices on a single All-On-One™ Poster, and the laminated finish is easy to clean so notices remain legible to employees as is required by law.

Our research department uses a premium legislative tracking service, subscribes to legal journals, stays current with online news, and monitors a variety of government agency websites for information that may affect posting responsibilities. We also communicate directly with government agencies to confirm posting requirements, upcoming changes, and other necessary information.

If you have a question about a posting requirement, you can directly contact our research department by emailing [email protected]. In order to receive the most complete and accurate answer to your question, please allow 24 hours (weekdays only) for a response. Please note: our research department is unable to provide legal advice. If you require information that is specific to your business or situation, please contact your legal advisor or state labor agency.