New Workplace State and Federal Posters: Order Yours Now

Poster_Subscript_serviceWe’re printing new state and federal workplace posters due to some material changes that have been made this year — including a new mandatory supplement for federal contractors to the “Equal Opportunity is the Law” posting that was released this week. Here are the recent updates (below), and you can order new sets online — or join our free subscription service to take the burden off of yourself when it comes to tracking changes:

  • Indiana Teen Worker Hours: The differentiation between “your work permit allows you to work” and “with parental permission you may work”; maximum hours; break requirements; graduates/withdrawn from school information.
  • OSHA Job Safety and Health: It’s the Law (updated in early 2015): The federal OSHA poster was given a new look. The changes were mostly visual, although two new bullet points were added, stating employers must: (1) Report to OSHA all work-related fatalities within eight hours, and all inpatient hospitalizations, amputations and losses of an eye within 24 hours; and (2) Provide required training to all workers in a language and vocabulary they can understand.
  • Supplement to “Equal Employment Opportunity is the Law” Poster for Federal Contractors: This supplement was released in September 2015 as part of the OFCCP’s final rule promoting pay transparency. It requires that federal contractors and subcontractors amend equal employment opportunity information to state that it is unlawful to discharge or otherwise discriminate against employees or applicants who inquire about, discuss or disclose their compensation or the compensation of other employees or applicants. It also contains information on federal contractors’ obligations regarding affirmative action and employing individuals with disabilities and veterans.

Hendricks Power Cooperative: Maximizing Its Chamber Investment Through Compliance Resources

Lenardson_DebLearning the ropes when starting a new job is always challenging. Imagine your position changing soon thereafter to encompass the vast world of human resources.

Nearly a decade after launching her career at Hendricks Power Cooperative (located in Avon, it provides electricity and energy services to 30,000-plus members in west central Indiana), HR director Deb Lenardson credits the Indiana Chamber with helping to ease the transition.

She points to regulatory compliance publications, which cover worker’s compensation, the Family Medical Leave Act and a variety of other employment law topics.

“I wasn’t hired into HR, but after about three months I was hired into (an HR) position, which is kind of why those books became so important,” Lenardson emphasizes. “I was new and learning. They’re great, reliable resources for us.

“When I’m looking for local information about Indiana, that’s where I go because so many of my other resources (offered elsewhere) are more generalized on a national level.”

The Chamber’s free poster subscription service also fuels Lenardson’s compliance efforts. When there is a significant change to any mandatory Indiana or federal employment postings, the Chamber automatically sends subscribers the revised poster set(s) with an invoice for the postings.

“I love that because I don’t have to worry about, ‘Am I going to keep my required posters up-to-date?’ ” she declares. “Anything I can have that helps me just keep things moving along without having to be reactive – I can be proactive with those things. I love that.”

New Indiana Fair Employment Poster a Required Change

The Indiana Fair Employment Poster (released by the Indiana Civil Rights Commission) has been changed to add veterans as a protected category and prevent discrimination against them. This stems from House Enrolled Act 1242.

It is against the public policy of the state and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by:
(1) refusing to employ an applicant for employment on the basis that the applicant is a veteran of the armed forces of the United States; or
(2) refusing to employ an applicant for employment on the basis that the applicant is a member of the Indiana National Guard or member of a reserve component.

We are updating our poster sets to comply with this mandatory change.

You can order our new Indiana state/federal poster sets online, or contact customer service at (800) 824-6885 or [email protected]

Better yet, make life much easier for yourself and join our FREE poster subscription service!

NLRB April 30 Posting Requirement Blocked for Now

The National Labor Relations Board’s posting requirement that was set to take effect on April 30 has been postponed… AGAIN. The U.S. Court of Appeals for the District of Columbia Circuit Tuesday issued an injunction prohibiting enforcement of the rule until an appeal of a lower court’s decision upholding the rule (but voiding some penalties) has been decided. Oral arguments in the case are currently scheduled for September.
Tuesday’s ruling follows last Friday’s decision by a federal court in South Carolina that struck down the posting requirement, leading to confusion over what is now required. Implementation of the posting requirement is now on hold until further notice.

New Posting Proposed, Would Be Mandatory

Though still in the comment period, it appears there could be a new mandatory federal posting looming. As always, you can trust the Indiana Chamber to keep you informed and to release new sets if this new posting is adopted. HRWatchdog posts:

The National Labor Relations Board (NLRB) proposed the new posting requirement in a Notice of Proposed Rulemaking submitted for publication in the December 22, 2010, Federal Register.

The new posting requirement would cover all employers subject to the National Labor Relations Act (NLRA), and would require posting of employees’ right to unionize under the NLRA. This posting would be mandatory in most all workplaces, regardless of whether union employees are present in the workplace. The posting requirement is similar to one that is now required for government contractors.

Employers may comment on the proposed rule during a 60-day comment period.

The new posting, as proposed, would include information on employees’ right to:

Organize a union;

  • Discuss terms and conditions of employment;
  • Take action to improve working conditions; and
  • Strike and picket. 

The posting would also have to include conduct prohibited by the NLRA, such as:

  • Prohibiting employees from soliciting for a union during non-work time;
  • Firing, demoting or transferring employees because of their support for a union; and
  • Threatening to close the workplace if employees unionize.

Finally, the new posting, as proposed, would require information on activities that the NLRA prohibits unions from undertaking:

  • Threatening loss of job unless the union is supported;
  • Refusing to process a grievance because of union criticism by an employee; and
  • Taking adverse action against an employee based on whether or not the employee has joined or supported a union.

Be sure to sign up for our poster subscription service so you never have to worry about tracking poster updates again. The service is free; you just pay for the posters.

Mandatory Poster Updates Coming! Make Sure You’re in Compliance

On May 21, 2008, the Genetic Information Nondiscrimination Act (GINA) was signed into law by President George W. Bush. On November 21, 2009, employers must begin to comply with the law and it was recently announced that a new Equal Employment Opportunity Commission posting would be required.

Here are the changes that will be made when our new poster sets are released in November:

  • EEOC poster reflects GINA information (required)
  • Updated Indiana Teen Work Hours posting
  • Updated federal and state minimum wage postings

Poster sets are $45 each, and Indiana Chamber members receive a 25% discount.

To place your pre-order, call us at (800) 824-6885; visit our web site; or e-mail [email protected]. Another convenient option many of our customers take advantage of is to join our poster subscription list. That way, when mandatory updates are made, you simply receive the new posters and an invoice without having to call and place an order. Since we’ll only send them when MANDATORY changes are made, you won’t be expending any extra time or money on employment postings, and you have the peace of mind that you’ll always be in compliance.

Ready for the Minimum Wage Increase in July?

In July, the minimum wage will change from $6.55 to $7.25 according to federal law (as part of the three-year, stair step increase implemented in 2007). You need to make sure your company’s mandatory employment postings include those changes. Ours do.

Here are the changes we made when we published new poster sets in January:

  • FMLA notice (updated in January)
  • Indiana Minimum Wage notice (our sets feature updated overtime requirements that will still be in compliance when minimum wage increases in July)
  • Federal USERRA notice (updated October 2008)
  • Federal Equal Employment Opportunity notice (updated August 2008)
  • Poster sets are $45 each, and Indiana Chamber members receive a 25% discount.

To place your order, call us at (800) 824-6875 or visit our web site.

Please mention POSTBLOG509 when ordering.