Labor laws saw a lot of changes during 2007. As the New Year approaches, businesses should take the time to ensure that their labor law posters reflect these changes.
Michigan employers need to understand that many of the changes apply to them as well, and that their posters need to be updated.
The updated list of 2008 Michigan labor law posters is:
OSHA- Health and Safety Protection
Michigan Discrimination Notice
Overtime Compensation Rules
Michigan Minimum Wage (parts 1 – 3)
Michigan Child Labor
Whistleblowers’ Protection Act
These posters must be displayed by every employer in the state of Michigan. In addition, federal law requires that employers display a number of posters related to nationwide statutes.
The 2008 labor law posters required by federal law are:
USERRA – Uniformed Services Employment and Reemployment Rights Act
Equal Employment Opportunity is the Law
Federal Minimum Wage
Employee Polygraph Protection Act
Family and Medical Leave Act
OSHA-Job Safety & Health Protection
The year 2007 saw more changes to labor laws than most years do. Some of the changes during 2007 had to do with smoking and the sale of cigarettes.
In Alaska, Child Labor Laws prohibit anyone under the age of 19 from buying cigarettes. Until October, though, a teen could work where cigarettes were sold, such as convenience stores and gas stations. Concern was expressed that teens working in these places could be selling cigarettes to their underage buddies. The Child Labor Laws were therefore amended to also ban anyone under the age of 19 from selling cigarettes.
Two states enacted strict bans on smoking in the workplace. In Illinois, almost every employment venue, including restaurants, bars and casinos went non-smoking. Ohio, too, banned smoking and posted no-smoking signs at all entrances at all workplaces.
The other changes during 2007 had to do with increases in the minimum wage. The federal minimum wage went up from $5.15 to $5.85 per hour in 2007 as a result of the Fair Minimum Wage Act of 2007. Several states across the country also raised their minimum wage at the same time.
At other times in 2007, many other states enacted raises for their minimum wage, too. West Virginia, Maine, Washington, Oregon and Oklahoma did so, along with a number of other states.
The minimum wage is scheduled to go up again in 2008. On July 24, the federal minimum wage will increase from $5.85 to $6.55 per hour. As with the increase in 2007, several other states will bump up their minimum wage, too, as a result of the federal minimum going up.
Employers are required by law to ensure that all labor law posters for 2008 are up to date. Failure to comply with the law can result in a fine for the business.
One of the major changes during 2007 related to minimum wage. The federal minimum wage, as a result of the Fair Minimum Wage Act of 2007, went from $5.15 to $5.58 per hour. Nearly a dozen states increased their minimum wage on the same day.
Also, during the 2007, several other states, including Utah, Washington, Oregon, and West Virginia increased their state minimum wage.
Both state and federal law require that every employer prominently display the posters in an area where they can been seen by every employee. Popular locations are a bulletin board, near the time clock or in the break room.
The most common reason for employers to update posters includes statute changes, especially to minimum wage laws. In just the past few months, employers in New Hampshire, Nevada and Maine have updated their labor law posters as the state minimum wages changed. The most recent increase was on October 1, 2007 when the New Hampshire minimum wage increased to $6.50 per hour.
The Veterans’ Employment and Training Service, also known as VETS, has released the final rules pertaining to USERRA, so employers may want to verify that their Michigan USERRA posters are current.
Michigan workers are impacted by a few of the changes to the Uniformed Services Employment and Reemployment Rights Act of 1994, also known as USERRA. Changes made recently to this act impact federal government employees. These employees can now file claims with VETS, which is a US Department of Labor division.
The Uniformed Services Employment and Reemployment Rights Act is designed to make certain that Americans serving in the military are able to retain their civilian jobs. Not only does this act apply to veterans who served during times of national emergencies, but also to National Guard and Reserve soldiers.
The current USERRA regulations once more reiterate the policy that helps to protect the civilian jobs of veterans and Navy, Army, and Air Force Reserve members. The way this protection works is that soldiers have protection for a cumulative total of 5 years. So if the soldier serves for 3 years, then at a later time, serves for 2 years, his or her limit is reached.
Disabled veterans also are helped by USERRA. Employers have to provide the disabled veteran with reasonable job accommodations. In addition, when soldiers have been injured, even if the injuries took place during training, then they have two additional years before they have to return to their civilian jobs.
When it comes to health insurance coverage, employers of workers heading off for military duty need to continue their insurance for the first 30 days. This insurance should be the same as the worker had before he or she left. After 30 days, soldiers can elect to use military health care for both themselves and their families. Soldiers can keep their health insurance coverage through their employer for up to two years if they so desire.
This is an exciting time in labor law, with an unprecedented number of changes. In the 2006 mid-term elections, 6 states increased their minimum wage. A number of states including Illinois, Maine and Michigan are slated to increase the state minimum wage later in the year.
Ohio recently passed a smoking ban that requires every employer to prominently post “no smoking” signs at all entrances. As we speak, the Senate is debating an increase in the federal minimum wage, the first in almost a decade. When that measure is signed into law, it will automatically change the state minimum wage in a number of areas including the states of New Hampshire, Oklahoma, and Texas as well as the District of Columbia.
While the final effects of all these changes are yet to be determined, one thing is certain – they are confusing for employers. Each change means a change in posting requirements. The posting requirements are different in every state. They also vary from industry to industry. Every employer, by law, is required to display a number of labor law posters with current, accurate information.
When changes to the law occur this rapidly, keeping labor law posters updated can be a real challenge. It’s almost impossible for the average person to keep all the new laws, regulations and requirements straight. Employers are already stressed just running a business, paying attention to costs, meeting payroll, hiring and training new employees, and increasing revenue. That’s why a poster service is so convenient for employers.
It’s vital for employees to have access to current labor law posters. For one thing, it’s the law. Even more important, the posters include critical information on a host of topics, from minimum wage to unemployment insurance, from workers’ compensation to child labor laws.
A reliable poster service will automatically deliver high quality, durable, accurate labor law posters every time there is a change in posting requirements. Labor Law Center, Inc. provides just such a service. Instead of constantly checking the posting requirements or dreading every inspection, the employer can relax, knowing that his or her labor law posters are up to date. Employers who use a poster service tell me it eliminates a lot of stress in their lives, and allows them to focus on their real job – running a business.
Have you checked the status of your Michigan ( MI ) Employment Labor Posters in the last few months? Every state has labor law posters that must be placed in the work environment, and in addition the Federal government requires other various labor law posters. So it’s very important that you make sure your posters are in place. You probably also want to do a visual check from time to time to make sure they are visible, clean, and not covered up by a piece of furniture or other posters that may have inadvertently been put up in front of them. Also, employers should make sure the posters have not been damaged or torn—or removed altogether.
The state of Michigan requires quite a few employment labor posters. They cover the following laws: OSHA- Health and Safety Protection, Wage Deviation, Discrimination Notice, Unemployment Insurance, Overtime Compensation Rules, Minimum Wage (parts 1 – 3), Child Labor Law, Workers’ Compensation, Whistleblowers’ Protection Act, and the Right-to-Know/MSDS.
Additionally, there are the Federal posting requirements I talked about. These include the following posters: USERRA – Uniformed Services Employment and Reemployment Rights Act, Equal Employment Opportunity is the Law, Federal Minimum Wage, Employee Polygraph Protection Act, Family and Medical Leave Act, and OSHA-Job Safety & Health Protection.
The new Michigan minimum wage is an example of one employment labor poster that will have to be changed because of a change in the law. Effective in October of 2006, the minimum wage will increase to $6.95 per hour. It will change again in 2007 and yet again in 2008. Every time the minimum wage changes, the labor law poster needs to be updated to reflect the change. This is just one example of how employers need to be diligent in order to remain in compliance with the labor laws.
I would like to take a few minutes to let you know about the labor law posters for Michigan. The labor law posters for Michigan are required to be displayed in workplaces throughout the state of Michigan. These labor law posters include both federal and state laws. They inform employees of their rights and protections under the law. It’s the employer’s responsibility to display the labor law posters for Michigan.
The labor law posters for Michigan must be displayed in the workplaces where all employees will have a very good chance of seeing them. The spot where the posters are located should be will-lit and accessible to all employees. Often the labor law posters for Michigan are displayed beside the time clock or in a break room. For larger businesses it may be necessary to display the labor law posters for Michigan in more than one place.
There are both federal and state requirements for the labor law posters for Michigan. Obviously the federal requirements are the same for every state including Michigan. The state requirements are OSHA – Health and Safety Protection, Discrimination Notice, Wage Deviation, Unemployment Insurance, Workers’ Compensation, Minimum Wage (Parts 1 – 3), Overtime Compensation Rules, Child Labor, Whistleblowers’ Protection Act, and Right – to – Know / MSDS. The exact requirements for each workplace depend on the size and type of business.
Michigan believes in protecting their workers from harmful and/or unfair practices. Therefore they require the labor law posters for Michigan to be in every applicable workplace. It’s the job of the employer to make sure that the labor law posters for Michigan are displayed in the correct areas. It’s also the employer’s job to make sure each poster is kept up – to – date. Failure to keep the posters in the correct place and/or to keep the posters current is a violation of the law.