- 1-Year Compliance Plan
- Labor Law Posters
- Free Advisor Tool
- Corporate Solutions
- Labor Law Updates
Poster Compliance Center publishes labor law posters containing only mandatory labor law information. We constantly monitor each posting requirement and issuing agency for poster updates as well as pending legislation that may require a new poster. As labor laws change or are added, we update our posters with all mandatory changes. This enables us to be ahead of the curve with our poster updates. Some of our competitors add nonmandatory notices to their posters, creating the impression that these notices are required when they are not.
Yes. Our Labor Law Update emails go out to customers when there is a mandatory change that affects them. We also send a quarterly newsletter that contains information regarding changes that have occurred in the quarter as well as other topics of interest. Occasionally, we send emails when there is an important development with labor law, when we announce a new product, or when we have a special offer for our customers. If you are not a current customer, please sign up for our labor law newsletter
Yes. We monitor all labor laws around the country to ensure we stay up to date on the latest posting requirements. In addition, we make sure our posters meet the demands of every federal, state, and local agency that requires posters, including their specifications for the precise wording of all posters as well as the dimensions, font sizes, and colors.
Federal, state, and local laws require employers to post certain labor law posters for employees to view. Choosing not to post required labor law posters is not only violating the law but is a costly mistake. For example, a company that is required to post the federal Occupational Safety and Health Administration (OSHA) poster and does not do so can be fined up to $13,260. State agencies can impose fines, too. Posting the required labor law posters reminds your employees of the need to uphold the law and can protect them from discrimination, harassment, physical injuries, and other unfair or harmful labor practices.
The answer to this question depends on where your business is located and the nature of your business. Every state has its own poster requirements, and you’ll need to post federal posters as well. The federal government requires employers to post six labor law posters: Employment Polygraph Protection Act, Equal Opportunity Employment, Fair Labor Standards Act, Family and Medical Leave Act, Occupational Safety and Health, and Uniformed Services Employment and Reemployment Rights Act. All of these federal posters are included on our federal labor law poster. If your state has its own OSHA plan, the state OSHA notice must be posted rather than the federal version. Our Poster Advisor Tool can help you determine which labor law posters you need to post to remain compliant.
You must post a copy of each required labor law poster in each of your facilities or office locations. However, if you have employees that do not frequent a common location in an office complex, then you will need a copy for each building in the complex.
Unfortunately, there’s no single answer to this. The simplest answer is whenever the federal, state or local agency responsible for the poster updates it based on a new or amended law. Some states and localities need to update their posters annually, while others update their posters less frequently.
No. It is a common misconception that you must update your employment posters once a year in January. In fact, you must update your posters whenever there is a mandatory change, which can happen at any time of the year. You can sign up here to receive free labor law poster updates by email whenever required labor law changes occur.
Poster Compliance Center includes a publication date code in the lower-left corner of the posters that assists us in helping you determine whether your labor law posters are current. Make a note of these codes and contact us, and we’ll verify whether your posters are up to date.
You must post your labor law posters in a conspicuous location that all employees can access, such as in a breakroom, in a common hallway, or near a time clock. If you have employees on multiple floors of a building or in other locations away from your main office who do not visit a common area, you may need to post labor law posters in multiple locations. Keep in mind that if you hang a poster behind a door or in a manager’s office, or even if you post it too high on the wall, you might be violating the law, because not all employees will have access to the poster or be able to read it.
Most likely yes, if your employees do not regularly visit the location where you typically post your labor law posters.
Yes. If your remote employees do not visit the location where you have posted the labor law posters, you must provide posters for the location where they do work.
Yes. Federal, state, and local governments require you to post labor law notices where your employees can readily access them.
Not all cities and counties have a minimum wage law. Only cities and counties that require a minimum wage poster appear on the chart above.
Yes. Many federal and state labor laws require that posters be accessible to all employees and physically posted in a conspicuous location. Currently, digital access is not considered acceptable for most labor law posters.
No. The labor law posters must be visible to all employees, and not all employees have access to a computer. Plus, many laws require the physical posting of these posters.
This is not recommended because labor law posters are often required to be a specific size under the law. Some laws also require specific colors and font sizes for the posters. For example, the Federal Occupational Safety and Health Administration posters must be at least 8.5" x 14" and printed in a font that is at least 10 points, with headings in a font that is at least 36 points.
Yes, all employers with at least one paid employee in their place of business must post federal, state, and local (where applicable) labor law posters.
Our federal and state posters are 18” wide and 24” high. The majority of our all-in-one posters, which include federal and state posters in one poster, are 36" wide by 24" high, though some of them are 24" wide by 36" high. Spanish language posters, city posters, and county posters vary in size, depending on the required notices. Please check the specific product pages on our website for more information or call 1-800-322-3636, and our Customer Service Representatives will be happy to give you the dimensions of any poster.
It is a common misconception that employers need to buy new posters for each calendar year. While many states do raise their minimum wages or have other changes that go into effect every year on January 1, labor laws can change at any time, and employers are required to stay in compliance with the latest posters, regardless of when the laws change. Poster Compliance Center monitors federal, state, and local labor laws, so our posters are always updated with the latest mandatory legal changes.
Labor laws don’t operate on a yearly schedule, unfortunately. The laws can change at any time, and you are required to have the most current version of the poster visible to employees at all times. The good news is that our 1-Year Compliance Plan makes it easy to always have the latest federal and state labor law posters on your wall. Whenever a labor law changes and requires a new poster, we’ll automatically send you the updated poster—free of charge—for 12 months.
Federal, state, and local laws require employers to inform their employees of their rights and to post labor law posters in a conspicuous area that all employees visit.
There’s no guarantee that a free poster that you find online is up to date. Not to mention, the agency that published the poster won’t let you know when the poster requires an update, leaving you responsible for regularly checking to make sure your poster is still in compliance. To avoid this time-consuming, tedious monitoring, you can subscribe to our 1-Year Compliance Plan, which will deliver accurate, timely labor law posters and continually update your posters with any mandatory changes for 12 months.
Poster Compliance Center labor law posters contain all the notices that are required for most employers. However, some employers may be required to post additional items, depending upon their industry, state, city, or county. Additionally, many states require employers to post information about their workers’ compensation plan that may only be available from their workers’ compensation carrier. We include information in your shipment that covers other posting requirements.
Yes. There is no special exemption for nonprofits. If your nonprofit has one or more employees on its payroll, you must post labor law posters.
If no mandatory labor law changes have occurred, we will not publish a new poster. Occasionally, considerable time may pass between mandatory changes.
Visit the Updates page on our website to check the most recent changes to your federal and state labor law posters. You can also call our knowledgeable Customer Service Representatives at 1-800-322-3636.
Visit the Updates page on our website to check the most recent changes to your federal and state labor law posters. You can also call our knowledgeable Customer Service Representatives at 1-800-322-3636
There is no set or required number of changes for the labor laws at the federal, state, or local level. That said, on average, there are 60 mandatory labor law changes every year that require updated posters. Sometimes changes are not mandatory and do not affect your labor law posters; we will publish these nonmandatory updates on our posters when the next mandatory change occurs.
You can monitor the laws at various federal and state government agency websites. Or, an easier way to stay up to date on all labor law posting requirements is to sign up for our free email update notification service, which will notify you when there have been mandatory changes in federal, state, and local labor laws. Visit our Updates page to sign up.
The Federal Contractor Poster is required if your company is a federal contractor or subcontractor; it does not matter whether you have independent contractors (people who are contracted to provide work as nonemployees) so long as your business has a federal contract or subcontract and at least one paid employee.
The Federal Applicant Edition Poster contains three notices that are required to be available to all job applicants: the Family and Medical Leave Act (FMLA), Employee Polygraph Protection Act, and Equal Employment Opportunity (EEO). You must display this poster where job applicants can view it if your federal labor law poster is not available
Keep in mind that you only need to post the E-Verify poster if you have registered for E-Verify. The only way to obtain an E-Verify poster is to download it from the U.S. Department of Homeland Security website during the E-Verify registration process. The official poster includes a notice that it cannot be reproduced or sold. For these reasons, we do not include E-Verify posters on our labor law posters, and we do not offer a separate poster for purchase.
Only federal contractors and subcontractors are required to post the National Labor Relations Act (NLRA) poster. If you fall into one of these categories, you must post the NLRA poster, which informs employees of federal contractors and subcontractors of their right to engage in protected concerted activity, including organizing and bargaining collectively with their employer. Otherwise, you are not required to display the NLRA federal contractor poster. Keep in mind that you may also be required to post additional federal posters.
Yes. Please visit our Free Specialty Posters page to download the California IWC work order for your industry free of charge.
Some municipalities have more than one minimum wage rate. Different rates may be based on the size of a business, or the area in which a business is located. In addition, certain municipalities have separate wages for nonprofit organizations. For more details, and to find out which minimum wage applies to your business, visit the individual city and county pages.
The current federal minimum wage is $7.25 per hour; it was raised from $6.55 to $7.25 on July 24, 2009. Keep in mind that 29 states plus Washington, D.C., currently have minimum wages that exceed the federal minimum wage. In those states, employers must pay the state minimum wage rather than the federal minimum wage.
There is no set schedule for federal minimum wage updates. To raise the minimum wage, Congress must first pass a bill that the president must then sign into law.
The most recent federal minimum wage went into effect on July 24, 2009, raising the minimum wage from $6.55 to $7.25 per hour.
The minimum a tipped employee can be paid is $2.13 per hour if that amount plus the tips the employee receives equals at least the federal minimum wage. The employee must retain all tips and regularly receive more than $30 a month in tips to qualify for the tipped employee minimum wage.
The federal minimum wage for young workers under the age of 20 is $4.25 per hour for the first 90 consecutive calendar days of employment. After 90 consecutive days or when the employee reaches 20 years of age, whichever comes first, the minimum wage increases to $7.25 per hour.
The law with the highest minimum wage takes precedence. So, for example, if state law requires a higher minimum wage than $7.25 per hour, it takes precedence over the lower federal minimum wage. Similarly, if a city or county requires a higher minimum wage than the state, it takes precedence over the lower state minimum wage.
Some states and localities have more than one minimum wage rate. The different rates may be based on the size of a business or the area of the state where a business is located. In addition, certain states have youth or training wages. For more details, and to find out which minimum wage applies to your business, visit the individual state or city/county pages on our website.
Not all cities and counties have a minimum wage law. Only cities and counties that have their own law and require a minimum wage poster appear in our table.
Yes. Even if you are paying your employees more than the minimum wage, and even if your state minimum wage is higher than the federal minimum wage, you still must post the federal minimum wage poster, along with other required labor law posters. Other required federal labor law posters include those explaining Equal Employment Opportunity laws, the Family Medical Leave Act, the Occupational Health and Safety Act, the Polygraph Protection Act, and the Uniformed Services Employment and Reemployment Rights Act. Additionally, each state has its own posting requirements, and many cities and counties may have posting requirements.
The potential penalty for failing to post a current federal or state labor law poster depends on the state where you work. Keep in mind that if you break a required posting law, you may face additional problems beyond a fine. For example, a disgruntled employee may take legal action against your company to resolve an issue, and courts and government agencies may consider your company’s failure to post current posters when assessing your workplace culture during investigations of violations of other workplace regulations.
It’s easy to order from the Poster Compliance Center. You can shop online, order by phone (1-800-322-3636 from 6 a.m. to 5 p.m. Pacific), or order by email ([email protected]). You can also order by mail or fax using our Order Form. Please print out and complete the form, then fax it to 1-800-444-4324 or mail it to Poster Compliance Center, 3687 Mt. Diablo Blvd., Suite 100, Lafayette, CA 94549.
We accept credit cards, including Visa, MasterCard, Discover, and American Express, as well as checks made payable to “Poster Compliance Center”.
Your labor law posters will arrive within 5 to 10 business days unless you choose an expedited shipping method.
We supply tracking codes for all shipments so you can track your shipment online. Occasionally, we may delay the shipment of new posters if there has been an additional labor law notice change during the time that we’re updating our poster. We’ll let you know if this is the case. Our standard shipping is by ground, but please let us know if you need expedited shipping when you place your order.
We’ll apply the cost of your first order to an upgrade to the 1-Year Compliance Plan. You’ll receive the newly updated poster and any other updates to that poster automatically for 12 months.
Our shipping date will depend on when the issuing government agency releases the official posting. Once the official posting is available, we expedite the poster changes, then print and ship your posters as quickly as possible.
The shipping charge for 1-Year Compliance Plans is $9.95 per plan. Shipping charges on other products are $7.25 per shipment per location. If you need expedited shipping, we offer overnight and second-day air delivery. Please visit our Shipping Rates page for details on our standard and rush shipping rates.
The billing address that you enter must match the address where the credit card statements are sent. If you continue to have trouble, call us at 1-800-322-3636.
Labor laws can change at any time, and most companies must post at least six federal notices, not to mention numerous state notices, that are all subject to change. When you’re a company operating in multiple states or localities, keeping up with the laws can quickly become a time-consuming burden. Our 1-Year Compliance Plan takes the headaches out of poster compliance. We monitor all changes in federal, state, and local laws so you don’t have to. And if there’s a mandatory change that affects one of your federal or state labor law posters, we will automatically send you the poster update, as guaranteed by our 1-Year Compliance Plan—all you have to do is post it!
Our account managers are available to help you maintain compliance for multiple locations with special pricing, invoicing options, and advice. We recommend our 1-Year Compliance Plan: it’s the perfect solution to managing multiple sites. We do all the research, update our posters, and send the updated versions automatically to your sites. All your on-site employees need to do is take down the old poster and put up the new one. Contact us for a free, no-obligation quote. We can answer questions and give you recommendations on how to make sure your company is fully compliant with federal, state, and local posting requirements.
The annual fee for the 1-Year Compliance Plan is $79.95, plus $9.95 for shipping and handling. We often have special pricing on our website for the 1-Year Compliance Plan! We also offer an early renewal rate of $69.95 that includes shipping for renewals. You’ll be eligible for this early renewal rate approximately 2 months before your plan expires. After the early renewal period expires, we offer renewal for $79.95, including shipping, when you renew before your plan expires.
As guaranteed by our 1-Year Compliance Plan, we send posters whenever a mandatory labor law change occurs. Because labor law changes can occur at any time, when you receive a shipment from us, please open it and display your updated poster immediately!
If you’re enrolled in our 1-Year Compliance Plan, you're receiving an automatic update because there has been a mandatory change to one of your labor law posters.
Your 1-year plan has been keeping your labor law posters in compliance for the past year. Renewing your plan will continue that coverage, but we won’t send posters upon your renewal—we’ll only send new posters for mandatory updates. If you find that you are missing a poster, please call us at 1-800-322-3636 or contact us through live chat for a courtesy replacement poster.
Yes. Please visit our Renewals page to renew online.
The term of your plan is 12 months from the date that your posters ship. For example, if your order ships on August 5, you will be covered until August 5 of the following year.
Yes. We guarantee that our labor law compliance posters and updates are 100% accurate.
When you subscribe to our 1-Year Compliance Plan, you’re automatically eligible for our $25,000 Poster Violation Warranty. That means that if you are caught out of compliance with any federal or state poster law at any time during your subscription to our 1-Year plan, we will cover any fines up to an aggregate amount of $25,000 per posting location per year, so long as you have posted the current labor law posters and updates that we have sent you. To view the most current version of our $25,000 Poster Violation Warranty, visit our Warranty page.
At Poster Compliance Center, we are committed to providing you with valuable compliance solutions. We make every effort to ensure that each order exceeds your expectations. However, if you are not satisfied for any reason, we will be happy to accept your return within 60 days of your invoice date. All returned posters must be in new, unused condition for a credit or refund. Please return items in the same shipping materials, if possible, and include a brief explanation of the reason for your return with a copy of the invoice.
We will process returns within 30 days and issue a credit or refund to your account.
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Poster Compliance Center
Within 5–10 business days.
Labor law posters need to be updated when federal, state, or local governments change their laws. Some state posters rarely change, while others change more often. Visit our Labor Law Updates page to see if your state has made an update, or if there has been a federal change.
Yes, call Customer Service at 800-322-3636 and ask for Special Pricing. We will be happy to accommodate you. A large order is considered to be any order of 20 or more Go Green or standard posters.
Penalty amounts may vary between cities and counties. It’s important to remember that your company is required by law to maintain proper compliance posters. Another consideration is that a disgruntled employee may take legal action to resolve an issue, and whether or not the company’s posters are up-to-date may reflect on the proceedings.
You can view the state minimum wages on the individual state pages or Minimum Wage by State chart.
You can view local minimum wages by visiting the individual city or county pages, or on the Minimum Wage by City/County chart above.
If state law requires a higher minimum wage, it takes precedence over the lower federal minimum wage. If a city or county requires a higher minimum wage than the state, it takes precedence over the lower state minimum wage.
Since 1991, Poster Compliance Center has provided companies of all sizes, all across the United States, with accurate, reliable labor law posters. We have flexible compliance programs that fit the needs of any type of business, no matter the industry or location.