Make Your Workplace a Safer Place with OSHA Compliance Posters

August 13th, 2012 Posted by Nancy

It is your duty as an employer in the United States to ensure the safety of all your as well as visitors to your and displaying is one such way of educating everyone on your property. It is anyway, mandatory to display such posters in addition to state and federal compliance posters that inform all employees and about their rights at the workplace.

There are several industry-specific as well as common compiled by federal and state authorities that have to be displayed prominently at your workplace. In addition, you also need to abide by the OSHA or Occupational Safety and Health Act regulations that include posting appropriate signs and posters at your workplace. You can opt for a laminated that is specific to each rule or can even choose a single full-color, double-sided, laminated poster if you have space constraints at your workplace.

Since state and are subject to frequent revisions, it is also very important to receive the latest updates as soon as they are released to remain fully compliant. Ordering top-quality laminated state and  from our website www.laborlawcenter.com is a good idea since you will receive the desired posters within a few days of placing an online order. In addition, registering with their trademarked Compliance Protection Plan and e-Compliance Plan will ensure that no update is missed since they will ship the latest compliance poster as well as send you a digital poster through email to help you remain compliant on a real-time basis.

Many states including California have also introduced new that need to be displayed prominently at your workplace in the form of appropriate posters. You will now have to display Pregnancy and Family Leave Notice, Discrimination Notice, and Family Care and Medical Leave Notice in addition to all other state and federal . Similarly, you will need to regularly check up on changes in state laws if your business is in another state so as to remain compliant at all times.

It is very important that you comply with all state, federal, and OSHA laws while starting and running your business. However, rather than default due to missed notifications or run to poster stores to check on new updates, an easy and convenient method would be to visit our website www.laborlawcenter.com to buy new posters and receive updates on each compliance poster automatically through email. After all, you need to fulfill your duties as a responsible employer while complying with all laws as well.

No Comments >> Posted in Compliance Issues,Federal Labor Laws,Federal Minimum Wage,Health and Safety,Regulations
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How to Post Mandatory California Compliance Posters in Your Workplace

August 11th, 2012 Posted by Nancy

California State laws as well as Federal Laws require mandatory posting of all required in your . These posters should be posted at a prominent location at your so that your can read them and understand their rights at the workplace. However, instead of wasting time running to poster stores to buy new posters with each legal update, here is a very easy solution to posting federal and in your workplace

Firstly, you will need to allocate a lot of space in your office or store to post these posters that might number well over 18 depending on your business. Again, instead of wasting precious space in your office, store, manufacturing plant, or workshop, you can order for a single poster that contains all federal and california compliance posters including the latest on a single laminated poster that is printed on the front and back.

A visit to our website www..com is the easiest option to procuring the latest posters without stepping out of your home or office. This innovative website possesses all updated compliance posters related to State and Federal laws such as Minimum Wage, Emergency Phone Number, Payday Notice, Time Off to Voting Notice, Unemployment Insurance Benefits, and many more that are mandatory for each workplace.

You can choose these posters in English as well as in Spanish for your Spanish employees, if any, to ensure that each employee is well aware of his or her rights in the workplace. However, since federal and state laws are prone to frequent changes and updates, you too need to remain updated at all times to avoid costly penalties or punitive action by the authorities.

The www.laborlawcenter.com offers an innovative solution known as their Comprehensive Protection Plan along with their e-Compliance Plan that will ensure physical as well as electronic delivery of any federal or that has been changed ensuring that your business remains totally compliant even when you are not aware of any recent update. Top quality will be shipped to you while an electronic delivery through email will ensure that you become aware of the latest updates in federal and state laws.

The internet has truly revolutionized businesses all around the globe and using the above tips will help you to focus on running your business while appropriate federal and california compliance posters inform you and your employees about latest safety and . A visit to our website  www.laborlawcenter.com will certainly help you post all mandatory compliance posters in your workplace with just a few clicks of your mouse.

No Comments >> Posted in Employment Laws,Federal Labor Laws,Federal Minimum Wage,Health and Safety
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LaborLawCenter™ launches weekly discount offer “Hot Deals!”

May 15th, 2012 Posted by admin

FOR IMMEDIATE RELEASE GARDEN GROVE, Calif. (May 15, 2012) – ™ (www.laborlawcenter.com), a leading provider of , human resources products, and compliance solutions services announced today the upcoming launch of “Hot Deals!,” a LaborLawCenter exclusive on discounted products starting May 22nd.Business owners, human resource managers, and decision makers who subscribe to the Hot Deals Weekly Email will receive notifications for great savings on exclusive LaborLawCenter™ products. A limited amount of each product will be made available to subscribers.“At LaborLawCenter.com, we are committed to offering our clients tremendous value every week. Anyone who signs up to receive our weekly emails will find incredible bargains not offered anywhere else,” said Mary-Joy Gamueda, Marketing Manager.The online-only sales will offer an average of a 40-90 percent discount off regular prices on important compliance and labor law posters, materials, and services. Some of the items that will be featured are the following

  • One Year Compliance Protection Plan™ $32.97 (40 percent off
  • Complete State and Poster$18 (40 percent off)
  • $75 gift certificate valued at $150 (50 percent off)
  • No Smoking Poster $4.95 (50 percent off)
  • Human Resources forms (40-90 percent off)

About LaborLawCenter™LaborLawCenter™ is a leading company in the United States, providing compliance solutions to small, medium, and large businesses nationwide. It manufactures and ships over 100,000 state & federal labor law posters, industry-specific posters, and human resources products annually. Founded in 1999 in the back patio of a home in Cypress, CA, LaborLawCenter™ has since grown into a multi-million dollar company headquartered in Garden Grove, CA. LaborLawCenter™ attributes its growth to the satisfaction of customers and remains committed to providing stellar customer service and outstanding products. LaborLawCenter™ also provides Human Resources products and services including Complete State and Federal Labor Law Posters, HR and Legal Business Forms, and Compliance
No Comments >> Posted in Compliance Issues,Employee Benefits,Employment Laws,Federal Labor Laws,Federal Minimum Wage,Human Resources,Other,State
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Supreme Court Expands Retaliation Again

April 1st, 2011 Posted by Madison

The U.S. has again expanded the interpretation of illegal under the , the Fair Labor Standards Act.

 

In the most recent case, the Supreme Court ruled that an employee who verbally complains to the employer about wages, overtime, salary, status or other concerns is protected from retaliation, just as an employee who files a written complaint is.

 

Many expected such a ruling and have long refrained from retaliation against who lodge verbal complaints regarding wage and hour issues.

 

Earlier this year, the Supreme Court ruled that a negative action against an employee’s spouse or relative was also illegal retaliation, under FLSA.

 

In Kasten v.Saint-Gobain Performance Plastics, employee Kevin Kasten complained repeatedly that he and other hourly employees were entitled to payment for the time spent putting on and taking off special protective gear required in the industry. In particular, Kasten complained that the location of the time clocks – between the work floor and the locker room used for changing – made it impossible for employees to be paid for this time, as the FLSA requires.

 

Saint-Gobain argued that Kasten’s many gripes and confrontations with supervisors about this payment practice did not constitute an actual complaint, because it was not in writing. They argued that Kevin Kasten was fired for not clocking in and out properly, not as illegal retaliation for his many complaints. They argued that if (more…)

No Comments >> Posted in Federal Labor Laws,Federal Minimum Wage,Judicial Decisions
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Inclement Weather and Payroll

February 9th, 2011 Posted by Amelia

With much of the country digging out from major blizzards, employers have many questions regarding payment for during , and reporting time pay. Last week www.humanresourceblog.com was inundated with questions from employers regarding these timely issues. The same rules apply for blizzards, thunderstorms, power outages, dust storms, mudslides, hurricanes, floods, earthquakes and other natural disasters.

 

Every employer must consider a number of factors in deciding whether to close the business during inclement weather. Factors to consider include demand, providing a needed service to the community, potential loss of revenue, cost of continued operations and worker safety.

 

State laws regarding business closures during inclement weather vary, but in most states, the relevant statute is the federal , the Fair Labor Standards Act. Under the FLSA, hourly employees need to be paid only for hours worked. If the business is for the day, and hourly employees stay home, they are not entitled to any payment for the day. A generous employer may allow workers to use a vacation day to receive payment for a “”, but there is no law that the employer must do so. The same rules apply to non- salaried employees.

 

Different rules apply to exempt employees during a business closure. Under the FLSA, an exempt salaried employee who is ready, willing and able to work (and has worked at least a few minutes during the week) must be paid his or her usual salary each day, even if the employer has no work for the employee. In practical terms, this means that when the business is closed due to inclement weather, the exempt employee must still be paid for that day – unless the exempt employee indicates that he or she is not available to work on that day.

 

In addition, an exempt employee who does any work at all during the day, even making business calls from a cell phone or checking her email from home, must be paid her entire salary for the day. Therefore, an exempt employee who stays home on a snow day but does an hour or two of work, is entitled to her entire salary for the day.

 

There is an exception under the FLSA when the business is closed for an extended period according to the HR advisors at SHRM, the Society for Human Resource Management. This sometimes occurs in the wake of a natural disaster like a flood, hurricane or severe thunderstorm that causes an extended . An exempt employee who does no work at all during the payroll week need not be paid for that week. This is true, even if it is the employer’s choice that the worker does not work that week. Therefore, a business that is shuttered for an entire payroll week need not pay exempt employees.

 

 

Business Open during Inclement Weather

When the business is open during inclement weather hourly employees are entitled only to payment for time actually worked in most cases. Generally speaking an employer can discipline an employee who fails to report to work as scheduled during inclement weather (although, depending upon (more…)

3 Comments >> Posted in Federal Labor Laws,Federal Minimum Wage,Regulations
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