Become Compliant with State Labor Laws with our Alabama and Alaska Labor Law Posters

May 15th, 2013 Posted by Nancy

Every state in the USA including Alabama and Alaska requires businesses to display specific at the workplace. Your business too, will need to display an appropriate Alaska or based on your location.

Our extensive online store at www.laborlawcenter.com possesses the widest range of federal and labor law posters that eliminates the need to visit other poster stores or websites. We offer a range of high-quality products that include posters, placards, business forms, motivational awards, greeting cards, safety signs, poster clips and accessories, and workplace CDS and DVDs.

For your business in Alabama, we offer that feature premium printing, top-quality paper, and lamination on both sides. These posters measure 18.5 inches by 24.5 inches and are available in English and Spanish. Each poster contains four mandatory state posters including Workers Compensation, Workers Compensation Fraud Notice, Child Labor Law, and Unemployment Insurance.

In addition to the Alabama labor law poster, our comprehensive site also offers other posters and legal forms such as the Choking Poster and to make sure that your workplace remains safe and compliant at all times.

Similarly, for your business in Alaska, we offer top-quality that also feature high-quality printing on premium quality paper and lamination on both sides. This poster is offered in a convenient size of 20.5 inches by 28.5 inches and is available in English and Spanish.

The conforms to all state requirements by including several posters such as Minimum Wage, OSHA-Health and Safety Information, Unemployment Insurance, Workers Compensation Insurance, Emergency Information, and the within its compact dimensions. We also offer single state and in a conveniently sized poster to further save space and ensure compliance at the same time.

Our innovative Compliance Protection Plan will make sure that you receive the latest updated poster by email as well as physical mail as soon as it is issued for businesses in their respective states. Our 365 Day Satisfaction Guarantee is further testament to our degree of confidence in our products and services.

Your business in Alaska, Alabama, or any other state in the USA should not be penalized due to non-compliance when you forget to display appropriate federal and state law posters. Our Alabama labor law posters and Alaska labor law posters among our many other posters, are high-quality products that will be displayed at your workplace for a very long time as well as ensure complete compliance with all state labor laws.

No Comments >> Posted in Labor Law posters,Labor Law Posters
Tags: , , , , , ,

Get all Alabama and Alaska Labor Law Posters at a Single Site

May 6th, 2013 Posted by Nancy

All US businesses need to display both federal and state posters that can be viewed with ease by employees. In case your business is located in Alabama or Alaska, we, at www.laborlawcenter.com have a wide range of high-quality and long-lasting Alaska and Alabama that can be dispatched at your premises with just a few clicks.

If your business is located in Alaska, then posting the Alaska is mandatory as per state law. Our features high-quality printing and is laminated on both sides. Our full-color measure 20.5 inches by 28.5 inches and can be read easily by your employees.

This poster contains all mandatory state notices in one convenient poster. These include Minimum Wage, OSHA-Health and Safety Protection, Unemployment Insurance, Workers’ Compensation Insurance, Emergency Information, and . We offer our Alaska State Labor Law poster in both English and Spanish.

Similarly, if your business is located in Alabama then you will need our to be placed a prominent wall of your business establishment. This top-quality colorful poster is compact at 18.5 inches by 24.5 inches and is laminated on both sides.

Our include mandatory state notices such as Workers’ Compensation, Workers’ Compensation Fraud Notice, Child Labor Law, and Unemployment Insurance. We also offer various legal forms and additional Alabama posters for your business, along with posters for many other states in the USA.

Since many state and federal labor laws are updated without warning, any error on your part in displaying the latest poster could result in a huge penalty. In order to ensure that your , Alabama labor law poster, or any other mandatory poster is up-to-date, we encourage you to join our Compliance Protection Plan.

This plan ensures that any new notice or updated poster is sent to you immediately upon being updated. For a fee, we will monitor the status of all your posters and ship the latest ones as soon as they are introduced. We will inform you about any update through an email notification followed by shipping the actual poster that will reach your doorstep within 3 to 5 working days.

Rather than searching high and low for various state and for your business in Alaska or Alabama, why not visit our website www.laborlawcenter.com for all your needs? We offer excellent, high-quality Alaska labor law posters and Alabama labor law posters among a host of other posters that are required by law. Our online store is a one-stop solution to ensure complete compliance for your business.

No Comments >> Posted in Labor Law posters,Labor Law Posters
Tags: , , , ,

Get all your Alabama and Alaska Labor Law Posters at our Website

September 12th, 2012 Posted by Nancy

Any business in the USA that hires employees must display several mandatory posters as specified by federal and state laws. These posters inform employees about their rights and obligations as well as protect you from penalties and workplace-related suits.

An easier option to rushing out to land-based poster stores for new and updated posters in your city is to remain in touch with our innovative website www.laborlawcenter.com. For instance, if your business is located in Alabama then we can deliver alabama labor law posters to your workplace within just a few days of placing an online order.

Individual posters call for a lot of space at the workplace and it would require a lot of effort to ensure that all individual posters are as per the latest rules. Our is available as a single large poster that can be ordered in English or Spanish.

This 25 inch by 39 inch dual-side laminated poster includes the as well as complies with all state, federal, and too. Upgrade to our e-Compliance membership on our website and we will reward you with free unlimited shipping on all orders.

Similarly, if your business is located in Alaska then you do need to put up relevant alaska at your workplace. The poster should be situated at an accessible location so that they can be read by all your employees. Once again, our high-quality 25 inches x 39 inches colorful poster laminated on both sides can come to your rescue. This poster too is available in English and Spanish, and is currently available with our e-Compliance upgrade offer that provides free unlimited shipping of all our products for 1 year.

Our includes several specific posters such as Minimum Wage, Emergency Numbers, Anti-Discrimination Notice, Payday Notice, and many more. This poster ensures that your business is totally compliant with federal, state, and OSHA laws including all labor laws. You can face any sudden inspection or audit without facing any problems or penalties. A few clicks to order the poster along with a few more to pay for the same will enable you to receive the poster at your workplace within a very short time.

So, whether your business is in Alabama, Alaska, or any other state in the USA, ordering all mandatory labor law posters will ensure complete compliance. Additionally, the e-compliance upgrade at our website www.laborlawcenter.com will ensure that you receive each updated alabama and alaska through email in PDF form as soon as it is released by the authorities.

No Comments >> Posted in Labor Law posters,Labor Law Posters,Regulations
Tags: , , , , ,

“Facebook Bill” Becomes Law in Illinois

August 7th, 2012 Posted by Nancy

On August 1, 2012, Illinois became only the second state to specifically prohibit employers from asking for job applicants’ , even as part of the background check. The law leaves no loopholes—even sensitive positions and government jobs that typically require extensive background investigations will not be given a pass.

So far, only Maryland has a similar law on the books, although this is a hot topic that several states—such as Washington, California and New Jersey—have been considering. The issue first gained widespread attention when a Maryland correctional officer complained to the American Civil Liberties Union about having to provide his Facebook password when returning from extended leave. He complied, but felt embarrassed and violated when the department’s investigating officer browsed his posts and photos.

While the state felt the practice overstepped boundaries and potentially violated , the department contended the practice was essential to identify officers who might have otherwise undisclosed gang affiliations. In a review of more than 2,500 applications, it was determined that seven candidates were rejected based in part on their and photos. Images of the applicants demonstrating known gang signs were one of the reasons candidates were rejected for the position.

Illinois Governor Pat Quinn said that individual privacy is a fundamental right, and one that needed to keep pace with advances in technology. The is an attempt to ensure that happens.

The question of whether the practice is legal or not has yet to be decided, and HR professionals can expect much more to come on this topic across the states. But regardless of your state’s current position on the issue, all employers should certainly be wary of viewing an applicant or employee’s social media accounts. Becoming aware of information you wouldn’t otherwise have known—particularly if it is about a protected status, such as disability or religion—could lead to a charge of discrimination.

For more information, please visit us at www.laborlawcenter.com or call (800) 745-9970

No Comments >> Posted in Employer Requirements,Federal Labor Laws,Human Resources,Illinois
Tags: , , , ,

New Notice Required: NDAA Military Leave

March 14th, 2008 Posted by Amelia

Under federal regulations that went into effect in February, every employer is required to prominently display a Military Leave Notice. The poster explains the leave for military families available under NDAA.

As of January 28, 2008, relatives of National Guard and Reserve personnel on active duty will be eligible to take up to 26 weeks of unpaid, job-protected FMLA leave. The provision also covers families of active military personnel.

The law went into effect immediately, so companies are required to grant leave to family members to care for an injured soldier. Previously, under the FMLA the definition of family member was limited to parent, spouse or child, but the 2008 NDAA includes “next of kin”, which could include aunts, uncles, cousins and in-laws to be eligible for FMLA leave.

This provision comes as a part of HR 4986 the National Defense Authorization Act (NDAA), which President George W. Bush signed into law on January 28, 2008. This law expands the FMLA (Family Medical and Leave Act) from 12 weeks to 26 weeks for military families.

FMLA, NDAA and the Military Leave Notice

The Family Medical and Leave Act of 1990 allows employees to take up to 12 weeks of leave in a 12 month period for certain personal reasons. This leave is job-protected, but unpaid. If democratic presidential candidate Hilary Clinton is elected, she wants to amend FMLA to be paid leave. Ms. Clinton’s plan would require companies to carry insurance for each worker to provide for this paid time off.

Employers already incur costs with FMLA, even though the leave is unpaid. First, a replacement for that worker must be hired and trained. Second, the business is required to continue to pay its share of the employee’s benefits. Third, productivity levels can be reduced, because the returning worker takes time to regain his or her previous level of performance.

Amending the FMLA will cost employers even more.

Not all employers, or employees, are covered by FMLA. Companies must employee more than 50 workers in a 75 mile radius. Workers are usually required to have logged at least 1,250 hours for that employer over the prior 12 months to be eligible for FMLA.

Not all scenarios are covered by FMLA, either. The current Act allows employees to charge their leave to FMLA for the birth of a child, bringing a new foster child (under the age of 18) into the home, and for adopting a child. Caring for an ill family member may also be charged to FMLA. Under the Act, family member includes child, parent or spouse, but not in-laws, siblings or grandparents. Domestic partners are also not covered by FMLA.

Plus, not all states handle FMLA in the same manner. Some, like California have already enacted state legislation where employees can be paid for FMLA leave. Hawaii adds grandparents, in-laws and domestic partners to the definition of family members, and several states extend the leave beyond 12 weeks.

All employers, however, must provide the employee with a job upon returning from FMLA. That job must either be the same position or a job with similar working conditions, pay and benefits.

The point of the expanded FMLA is to allow a parent, daughter, son or spouse to care for a member of active military, National Guard or Reserve under medical treatment. Included are mental or physical therapy, outpatient treatments and caring for military personnel on temporary disability as the result of illness or injury.

In addition, the new NDAA allows family members to take FMLA leave to stand in for soldier called to active duty. The family member can stand in for the soldier on deployment as a substitute for persons under that soldier’s care. For example, a parent of a deployed soldier could take FMLA leave to help care for that soldier’s ill spouse, or to take care of the healthy children.

Enforcing the new law comes under the U. S. Department of Labor’s Wage and Hour Division. Unfortunately, all the regulations of the NDAA have not yet been finalized. Until the Secretary of Labor issues final regulations, the NDAA isn’t technically in effect. Until that time, the U. S. Department of Labor expects employers to “act in good faith” and grant FMLA leave to eligible military families.

No Comments >> Posted in Alabama,Compliance Issues,Employer Requirements,Federal Labor Laws,Labor Law posters

1  2  3  4  5   Next >>