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Lafayette, CA, Aug. 1, 2008 — A new version of the “Equal Employment Opportunity is The Law” poster that must be posted by employers with 15 or more employees has been issued by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs.

The updated required EEO poster has a revision date of August 2008. It includes new information about religious discrimination, an expanded definition of discrimination on the basis of sex to include pregnancy and sexual harassment, and an expanded definition of “equal work” regarding payment of wages to women and men.

Other changes are new information on meeting timelines for filing discrimination charges and a language change regarding reasonable accommodations for employees and applicants with disabilities.

In addition to private employers with 15 employees, this poster is also required for state and local governments and education institutions that employ 15 or m Read more…

Poster Compliance reports:

“A revised New Hampshire labor law poster includes new language affirming that the state’s Employment Security department is an Equal Opportunity Employer.

The mandatory Unemployment Notice also includes language clarifying the fact that employers pay the tax that is deposited in the Unemployment Compensation Trust Fund from which benefits are paid. Read more…

Poster Compliance reports:

“A revised mandatory Nevada Unemployment Insurance poster includes a new website address for those wanting to file for benefits over the Internet.

In addition, employment services are now provided by Nevada JobConnect instead of Nevada Job Link.

The new website for filing claims online is included as an option along with Read more…

Poster Compliance reports on their blog:

“A revised Ohio Equal Employment poster now includes “military status” in a list of protected classes as a result of a new law that went into effect on March 24, 2008.

The mandatory poster, issued by the Ohio Civil Rights Commission, has been completely revised. Wording in the title of the poster has been changed from “Fair Employment” to “Equal Employment Opportunity”. Read more…

Washington has increased its minimum wage from $7.93 per hour to $8.07 per hour effective Jan. 1, 2008. The new minimum wage is included in a workplace notice issued by the Washington Department of Labor and Industries.The minimum wage rate for workers age 14 or 15, which is 85 percent of the state minimum wage, will increase from $6.74 to $6.86 per hour on January 1.

The Department of Labor and Industries recalculates the states minimum wage each year in September as required by Initiative 688, which was approved by Washington voters in 1998. That law requires an adjustment in the state’s minimum wage every January 1 based on the federal Consumer Price Index.

New Posters Available

A revised minimum wage notice is included in a Washington labor law poster set offered by Poster Compliance Center. The posters meet all of the states workplace posting requirements for general employers.

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New Jersey has revised its mandatory Conscientious Employee Protection Act (Whistleblower Act) poster to include new contact information for employees filing a complaint about potentially fraudulent or criminal activity within their company.In addition, the mandatory New Jersey Payment of Wages notice has been revised to include a disclaimer regarding the legal status of workers.

The revised whistleblower poster now states that the role of a designated contact person within a company has been limited to receiving written notifications from employees about possible illegal activity.

The previous whistleblower poster stated that this contact person had been designated to answer questions or provide information regarding an employee’s rights and responsibilities under the Conscientious Employee Protection Act program.

The revised Payment of Wages poster has an added disclaimer stating that the New
Jersey Department of Labor does not investigate or inquire into the legal status of any worker.

The poster also been revised to state that the Department applies New Jersey labor laws regardless of a worker’s legal status and does not share information with “Immigration”.

New Posters Available

The revised whistleblower and payment of wages posters are included in a New Jersey labor law poster set offered by Poster Compliance Center. The posters meet all of the state’s posting requirements for general employers. If you have review this product please comment count below.
For more information please contact us- Thank you.

Oregon has revised three mandatory labor law posters to include a new minimum wage, changes in the way family leave is granted and a new time period for employees to file complaints with the federal Occupational Safety and Health Administration (OSHA).The Oregon Minimum Wage poster includes an increase in the lowest wage that can be paid in the state from $7.80 per hour to $7.95 per hour effective Jan. 1, 2008. The Oregon minimum wage is adjusted for inflation every January 1.

The Oregon Family Leave Act poster has been revised to include “grandparent” and “grandchild” on a list of family members that employees may care for under “serious health care leave”.

In addition, the poster has added a disclaimer stating that an employee unable to work due to a compensable Workers Compensation injury is no longer eligible for serious health care leave.

Although family leave is unpaid, employees are entitled to use any accrued sick or other paid leave under the program, in addition to any accrued paid vacation leave listed on the previous notice.

The Oregon OSHA poster has changed the time period to 30 days for filing a complaint of discrimination with federal OSHA by an employer for making safety and health complaints. The previous poster stated that employees could file such a complaint with either the Oregon Bureau of Labor or federal OSHA within 90 days.

New Posters Available

The minimum wage, family leave and OSHA notices are included in an Oregon labor law poster offered by Poster Compliance Center. The poster meets all of the state’s posting requirements for general employers. If you have review this product please comment count below.
For more information please contact us- Thank you.