labor lawAdivision of labor law center

Hello. Just wanted to touch base and talk a bit about Arizona Department of Labor posters. I’m sure you are already familiar with them to some degree or another, but I wanted to go into a little more detail. At any rate, Arizona Department of Labor posters include individual state and federal labor law notices that are mandated by the State of Arizona. You should be able to find them in areas where employees often congregate, such as break rooms or lunch rooms.

The state posters include posters on Worker’s Compensation, Unemployment Notice, Discrimination Notice, Work Exposure to Bodily Fluids, Constructive Discharge, and the OSHA-Health and Safety Protection Labor Law poster. The federal posters include the Uniformed Services Employment and Reemployment Righs Act (USERRA), Equal Opportunity Employment, the Employee Polygraph Protection Act, the Family and Medical Leave Act, and OSHA Job Safety and Health Protection.

You are probably curious about the Work Exposure to Bodily Fluids notice. I know I was. After all, it’s not a law many of us are familiar with. I’ll get to that in a second, but did want to remind you that Arizona Department of Labor posters are changed frequently. It’s the law for employers to have a current one posted, and a good idea for employees to check the posters frequently for additions or changes.

So, the Work Exposure to Bodily Fluids notice lets employees know that they can make a claim for any condition, infection, disease, or disability involving or related to HIV, AIDS, or Hepatitis C within the provisions of the Arizona Worker’s Compensation Law and the rules of the Industrial Commission of Arizona. In a nutshell, this covers workers who come into contact with blood and other body fluids of employees during the work day.

At any rate, just wanted to touch base regarding Arizona Department of Labor posters. Hope this keeps you informed!

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1. Posted by: Constance K Fasano

   We have an employee that is on medical leave and our work schedules have dropped dractically and it would mean we would not be able to give her a full schedule when she comes back. Also she has no clue as to when she will be able to return. Is there a legal issue that says we can’t lay her off until the work speeds up. We are in the housing industry and that says it all.

2. Posted by: Amelia

   Hi Constance! We have a new website devoted to answering questions just like yours! Please post your question at http://www.humanresourceblog.com for a complete answer. Thanks! Amelia