When you need the latest and updated labor law posters for your business in Arkansas or Arizona, why rush to different stores to buy several different posters? Or for that matter, why visit multiple online stores when you can easily buy Arizona labor law posters and Arkansas labor law posters with a few clicks at a single website?
You merely need to visit our website www.laborlawcenter.com to locate the complete range of federal and state labor law posters available. We also offer OSHA safety posters as well as a wide range of office products. In fact, we offer single state law posters that can be displayed at a convenient location at your workplace. Your employees can view these posters with ease and understand them too since we offer them in both English and Spanish.
Our Arkansas labor law poster features full color printing on premium quality paper. The size of this poster is 18.5 inches by 24.5 inches and is laminated on the front and back for durability. There are four important notices printed in this single poster. These include Minimum Wage, Right to Know, Unemployment Insurance, and Workers Compensation.
You can display this poster next to our single federal law poster that measures 20 inches by 26 inches. Your business in Arkansas will remain compliant at all times once you display these posters, along with other mandatory safety posters, at your workplace.
Similarly, your workplace in Arizona will remain protected from heavy penalties and legal action when you display mandatory Arizona labor law posters at your workplace. The poster offered at our online store is in full color and printed on high quality paper. This poster is offered in a convenient size of 20.5 inches by 28.5 inches and contains several mandatory notices.
These include Discrimination Notice, 2013 Minimum Wages Poster, Workers Compensation, Constructive Discharge Notice, OSHA-Health and Safety Protection, and many more. You can choose this poster in English or Spanish and can display it right next to our single federal law poster for full compliance with Arizona and federal laws.
Whether you require Arizona labor law posters or Arkansas labor law posters or a wide range of business products, our website www.laborlawcenter.com can cater to all your needs. All you need to do is browse through our extensive website, place your orders online, and receive your chosen posters and products at your workplace or home. Plus, you never need to worry about remaining compliant once you visit our online store and choose our Compliance Protection Plan.
Any business operating in the United States requires compliance with all state and federal laws. You can just focus on managing your business while we, at LaborLawCenter look after your compliance needs. For instance, your business in Arizona or Arkansas will require you to prominently display Arizona or Arkansas labor law posters respectively.
Each Arkansas labor law poster available at our website www.laborlawcenter.com along with our full array of related products is made of the finest possible quality. This poster measures 18.5 inches by 24.5 inches and features lamination on both sides.
Our Arkansas labor law posters include mandatory state notices such as Minimum Wage, Right-To-Know, Unemployment Insurance, and Workers Compensation in one convenient poster. We also offer many other Arkansas legal forms and posters including Forklift Poster, Choking Poster, Arkansas First Report of Injury, etc., at our comprehensive website.
If you operate your business in the state of Arizona, you can just as easily order for our Arizona labor law posters with a few clicks. This colorful poster too is laminated on both sides for durability and measures 20.5 inches x 28.5 inches. This compact poster includes important notices such as the Minimum Wage Poster, Workers Compensation, Unemployment Insurance, Discrimination Notice, and many more.
We also offer several other mandatory posters for Arizona such as the Arizona No Smoking Poster, Arizona First Report of Injury Form, and Arizona State Legal Forms at our online store. Displaying our Arizona labor law poster along with other required posters and notices will ensure complete compliance with all State and Federal laws.
You should also remember that most laws including labor laws do get updated on a frequent basis. Your business needs to display the latest version of such laws and our trademarked Compliance Protection Plan is designed to save you from penalties and lawsuits.
For an annual fee, we will monitor all posters displayed at your workplace and send you any poster that is updated by state or federal regulations. We will contact you by email immediately and ship the actual poster by UPS as soon as updated posters are released.
Whether you require an Arizona labor law poster or an Arkansas labor law poster or any other related state or business poster for your business, we at www.laborlawcenter.com can cater to your specific needs. You should visit our online store to browse through a wide range of posters, forms, notices, and related products, and can order conveniently online.
Your business in Arizona or Arkansas or any other state in the USA has to comply with several laws. These include state, federal, and OSHA laws including all safety and labor laws. Our website www.laborlawcenter.com can provide all Arizona labor law posters if you are located in Arizona to ensure that both you and your employees remain updated with the latest laws.
Your business in Arizona will require at least 18 posters that comply with various rules and regulations. However, instead of buying these posters separately or driving down to various poster stores to locate all required posters, a visit to our website offers a convenient and cost-effective option. We offer a single Arizona labor law poster that complies with all mandatory state, federal, and OSHA laws.
This poster is printed on top-quality paper using premium ink and is laminated on both sides. Its 25” x 39” dimensions make it easy to display on any vital location at your workplace. We offer this arizona labor law poster in English and Spanish to suit your specific needs. Any surprise audit or inspection will not result in a penalty if you have the latest updated labor law poster at your workplace.
If your business operates in Arkansas then our website offers similar posters along with a host of other products that are suitable for any business located anywhere in the USA. We offer poster clips, safety signs and placards, motivational gifts and greeting cards for employees, workplace CDs/DVDs, and many other accessories to help your business function smoothly and safely.
Our Arkansas labor law posters are also printed on high quality paper and laminated on both sides for long life. You can purchase English and Spanish versions of this poster and display it at a prominent location in your office, store, workshop, or manufacturing facility.
In addition, our e-compliance offer for both Arizona and Arkansas labor law posters will ensure that you receive the latest updates via email to ensure compliance at all times. We also offer free unlimited shipping for all future products for one year once you enroll in our e-compliance program. You can thus focus on managing your business in Arkansas and Arizona while we take care of all your poster compliance needs.
So, visit our website www.laborlawcenter.com to place an order for Arizona labor law posters or Arkansas labor law posters based on your location. These colorful posters will ensure that your employees remain informed while you remain safe from penalties and labor-related suits at the same time.
The Family and Medical Leave Act (FMLA) will undergo several changes on or about April 11, 2008 that concern all Arizona employers. These changes were proposed on February 11, 2008, by the U. S. Department of Labor. During the interim, employers can review the changes and make comments on them.
The U. S. Department of Labor is accepting comments online until April. All comments posted on the website are viewable to the public, so employers need to be aware of the content of their post.
To add a comment, click this link and type in “Family and Medical Leave Act”. Be sure to put quotes around the keywords.
The new FMLA will amend how paid leave is used while on FMLA leave in Arizona. The term “substitution of paid leave” refers to an employee using paid time off as past of FMLA leave. Currently, employees can use their paid sick leave. Under the new regulations, workers will also be able to use accrued personal leave and accrued vacation time.
For example, Betty has developed a long term illness and needs to take time off. Currently she has 2 weeks of sick leave, 3 weeks of personal leave and 5 weeks of vacation time for a total of 10 weeks of PTO. When the new FMLA goes into effect, she can use all ten weeks of PTO and only two weeks of FMLA will be unpaid leave.
Until the new regulations go into effect, however, Betty could only use her two weeks of sick time toward FMLA. The rest – 10 weeks of FMLA — would be unpaid.
The new regulations will also require FMLA leave to be counted toward an employee’s absences. Prior to the changes, employees on FMLA weren’t considered “absent”. This policy meant that even when an employee took off 12 weeks for FMLA, he or she was still eligible for “perfect attendance” bonuses and awards. Coworkers and supervisors complained that the policy was unfair to other workers.
One change to the regulations corrects what many saw as an injustice under the old plan. Although workers on FMLA leave continue to accrue seniority, they will no longer be eligible for “perfect attendance” rewards.
The FMLA (Family and Medical Leave Act) provides workers with up to 12 weeks of job-protected, unpaid leave to care for themselves or a family member (child, spouse or parent) with a “serious medical condition.”
Recently the U. S. Department of Labor proposed changes to the FMLA, several of which focused on the definition of “serious medical condition” and the process of obtaining its certification.
The FMLA regulations include several ways to classify a “serious medical condition”. The new regulations will keep six of the definitions and clarify a couple of terms. One definition requires the employee to be incapacitated for three consecutive days and visit the healthcare provider two times. “Two times,” however was not defined as any specific time period. Under the new regulations, the U. S. Department of Labor will define “two visits to a healthcare provider” as two times within 30 days of the incapacitation.
Certification of the “serious medical condition” by a healthcare provider is usually required. The U. S. Department of Labor permits employers to do this to deter abuse of the leave. The employer can also require a second or even third opinion, but is responsible for paying for those visits.
In addition to “serious medical condition” the new regulations include changes regarding the employee’s right to settle FMLA suits out of court, the certification process of “fitness-for-duty” and the substitution of paid leave for qualified employees.
Victoria Lipnic of the U. S. Department of Labor made the following statement. “This proposal is the result of a thoughtful, careful process that included a Request for Information with 15,000 public comments in 2006, many conversations with stakeholders, and the department’s experience in administering and enforcing the law.”
Though the regulations were proposed on February 11, 2008, they do not go into effect until April 11, 2008. Until that time, employers have the opportunity to review the changes and post comments on them.
Once the new regulations are published, they become law, and all employers are required to comply.
Recently, tornados in the south have spurred new OSHA warnings about the hazards that utility workers, emergency responders and others face in cold weather in Arizona.
OSHA (Occupational Safety and Health Administration) is warning all businesses, including those in Arizona, that cold, wet or windy weather conditions can be dangerous for employees.
Even if the temperature is a mild 50 degrees, an employee can suffer from cold related injuries and illnesses. The body can get too cold, become unable to warm itself and suffer cold stress, frostbite and hypothermia.
Employees who work outdoors are at a particularly high risk, but any worker can be susceptible to these illnesses during the winter months.
Cold stress is a less severe form of hypothermia, but in severe cases it can be fatal. Cold stress occurs when a person is exposed to cold and has difficulty getting warm. The colder the temperature, the harder the body works to generate heat. The internal organs are the first priority for the body’s heat generator, which means more and more blood is drawn from the extremities. Ears, the nose, hands, feet, arms and legs lose a great deal of warmth and become extremely susceptible to frostbite.
Some workers may be at a higher risk for cold stress due to age and/or medications. Older bodies warm themselves less efficiently. Medications such as antidepressants, sedatives and tranquilizers can affect body warming as well. These employees need to be aware of these factors and act accordingly.
The hazards of cold weather can be reduced by simply following a few safety procedures. First, all employees should wear appropriate clothing for the weather conditions. Dress in layers to adjust to changes in temperature. Avoid getting wet, especially when it’s windy.
Second, drink warm beverages like broth, but avoid caffeinated or alcoholic drinks. Caffeine and alcohol impair the body’s warming capabilities. Meals that are warm and rich in carbohydrates are also recommended.
Third: employees should take frequent breaks from the cold and go indoors, into a heated vehicle, or somewhere out of the wind.
Arizona Cold OSHA Warning
The Occupational Safety and Health Administration (OSHA) reminds employers to establish safety protocols for working in cold temperatures. Employees who work in freezers and those who work outdoors are particularly susceptible to cold weather hazards such as hypothermia and Trench Foot.
While working in cold temperatures, employees will need frequent breaks out of the cold in a warm vehicle or heated shelter. Workers should always keep dry clothes in a warm area as well, in case their work clothes get wet.
Dressing for the job is the most important safety measure. Three layers are recommended by OSHA, with cotton as the innermost to provide ventilation. Wool or down should be worn as the middle layer. The outer layer should be nylon or Gortex.
The type of fabric is extremely important. Nylon and Gortex reduce the effects of wind on the body. Wool maintains its ability to insulate even when entirely wet. As a middle layer it provides warmth while absorbing sweat. Cotton doesn’t insulate when it’s wet, so wearing it close to the body allows ventilation.
Proper clothing includes proper footwear and headgear. Boots are a good choice and if working in wet conditions, the boots should be waterproof. Hats should always be worn. An uncovered head can lose as much as 40 degrees of body heat.
Employers should encourage all employees to drink plenty of fluids, as dehydration is possible even in extreme cold. Alcohol and caffeine should be avoided as they interfere with the body’s heating system. Workers should also be encouraged to eat warm food, like pasta, that is high in calories.
Employees need to be aware of how they react to the cold, plus that smoking cigarettes and some prescription medicines can impair how they handle cold weather. Employees should also work in pairs to watch each other for signs of cold stress, including irrational behavior, confusion and disorientation.
All employees, including supervisors and managers, should be trained to recognize these symptoms, and to get the affected worker to a warm area, or to emergency medical help, whichever is needed.