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Price per employee.FEDERAL LABOR LAW POSTINGS EMPLOYMENT ELIGIBILITY 866-463-4574www.posterguard.com MPLOYMENT RIGHTS ACT Poster Guard Applicant AreaEEOCU.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION USERRAUNIFORMED SERVICES EMPLOYMENT AND REKnow Your Rights: IMPORTANT NOTICEjo disc Workplace Discrimination is Illegal To Applicants YOUR RIGHTS UNDER USERRA dp U mFederal Poster ServiceThe U.Sin. aEtOioC mn in eay bmpe aloybmle teno ht. If yelpo. ortunity Commis and Employees THE UNIFORMED SERVICES EMPLOYMENT AND REMPLOYMENT RIGHTS ACTE f anrdmp tleoeo m m y Equal Employment Op a U n m ? u believe youve beion (EEOC) enforces Federal lawosr k othar it pn aroptepclyt iyng fouo fr a romP H p cc r sin u rC O e ee s We comply with U.S. Immigration laws I a milUidtSiasrcEyRri RmseAi rnpvaritcoietn egoc rta gsc ateirhnetsa jtin op bta rsypitge ahsn tsodfpo sfre ienrsvdeinicvietdmuinae tlmhs bewe Nhrsoa t voioofn tluahenl Dt uairsniailfyos troemrr i eMndv eosdleriucnvatiacl Sreiysl,sy at lneem v.ae a w h svi n u hps:/wepSmliEcRpalnoRtyAsmatelosno tthpperoo ushintiiibfoointrssmetoem du pslneodryeevrritcsaek fser.oUS s l ntoj i p o u larnyersn iy e \'s.b, trihme E n discriminated against at ws can be ChalengedREEMPLOYMENT RIGHTS HEALTH INSURANCE PROTECTIONWho is Protected? ( Upnpiloicnainotens mfobr emrs aemnd bershipWhat Employment Practice dinJogb t: raining ormr datiisocn of losingand hire onto wly tohrok ise ln tehge Ually a.S.uthorized You have the right to be reemployed in your civilian job if youIf you leave your job to perform military service, you havePoster Guard Binder Service for Small Workspaces as Discriminatory?Job ap r)e, ipeons (cralcurudyri rneg memnt apalonnyd aegeesrsin a u All aDisspcehcars of et ge,rmingp, oloyr lmaeyn-oft, ifnclu Clasi cation leave that job to perform service in the uniformed service and: health plan coverage for you and your dependents for up to 24 the right to elect to continue your existing employer-based licants Harasment (includingyou ensure that your employer receives advance written or during your military What Organizations are Covered uh nywseiclaclo cmoe vndeurcbt)al orRebftearirnainl g or disclosingWhat do you have to do? you have five years or less of cumulative service in themont cihfepy,lp oayeounru di w odhohanse v\'tne oe r yl toeheucx calrues ironese m(pe.logy.,e pdr,e g-eenxie nlysygoecwuso irt onhedromi tuiSatsa tee ampnd lloyeorcsa)l governments (asn ieomnsployers) Aasiy ( igg o gm ion ofand emplo verbal notice of your service; Eeveaaerill s while in the met ir ltiigotha ctroy nt.oti nbue er ceoinvsetaratgeedlsnr tenaiiMost private employers Educational institutionsegal? nnmer pqenutarol wmaogteios on Renqpeultoeic isyetninefg o All new hiryes mmenust et pligribodilituy wce pithroin 3 bof of iusidenesntis tyuniformed services while with that particular employer; exc ttinsgions) except for service-conected il Laminated poster to be displayed where in-person jobyou return to work or apply for reemployment in a timely manner after conclusion of service; andWhat Type AR ,Staf ng agencies g c fo n i msitly s, e n h of d d re compensadtiaortonivo)n fide ror a easonable ht Y d o reasonably disco h oaewl: rie yng owu ays: nthe l I a ) you want to present fromyou have not been separated from service with a disqualifyingENFORCEMENT Tr webap r aAn-y DoOthL or visit itsa.discharge or under other than honorable conditions. The U.S. Department of LaborUnder the EOCs laws, an employer may not discriminate againstFailurme tilitmy oo po r a sincerely-heldmmoedpndliocuaycl iet tnesfhoart mmaitguprhpt aogesi ngdlaso c tfo ny dom ubil taienarerefyeitsslieg yirobviluec e wt ooo ru,bled i n hr esaeovmem pea tloctayasienedes, d,yoaifuy comoumu hspata drba nebo rltee sb jtoeobern.e dab tsoe tnhte d jouebTraining Service (VETS) is authorized to investigate and , Veterans Employment and s of Employment Discrimination are Il RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION resolve complaints of USERRA violations. er information y oRu, raceegardless of your immigration status, on the bases of: aislaiogbioacust icbeelief, observance soismcreimoninea tfrioonm,o ling a charge,ys oof tmhe dplete a Date emHpS Floorymm enIt b-9. Yegoinu cs. Yan cou mhousose tIf you: lied for membership in the uniformed service; or For as ps:/ istance in filing a compla1-in8t,6 o6r-4 fo-Color Genetic informationm or pr aun You Do if You Beli inr pcipantinog ir pn aroceeding. with instructions o are a past or present member of the uniformed service; on USERRA, contact VETS atThis compact solution features large-format, full-color labor law postersNealtiigoionnal origin sn gn y l (inr, oclur pdinugr echmaspleo, uyeser , oreqr uestsi Bene ts rred? se t aO veastrigtiatio whicih dsts oocf aumcceenptt(sabn tle dhe bocuacmk oenf tts ihe Fn aorccorm dIa-9n.cethen an employer may not deny you: An interactive online USERRA Advisor can be viewedapplicants can view it. Covers required federal postings only website at ht w.dol.gov/agencies/vets/. have ap at ht s.dol.gov/elaws/vets/userSex (including pregnancydieesncdeloitcsic saulr he of geirsvtoicreeys)n, oetr fic ta Was O eve Discriminationare obligated to serve in the uniformed service; If you file a complaint with VETS and VETS is unable to Retaliation forling ahat cc eca initial employment; resolve it, you may request that your case be referred to the Department of Justice or the Office of Special Counsel, as Contact the EEuOC phreore amprte sly if ytricot tu simue lspeimct dits fisocr rim liinng a cationh. Dargo eapplicable, for representation.ae exudae4l r0 a oidrienend onttiat dhs ni acar rgdimiesic, nrrtiaimoti easonably oposi,tn ingglivoet d/wisecolrarimky, b)i.n Yaotiuo n (can1 8r0 oeacr 3h th0e0 d E ysC, d ine paenynd oifn g othen w foorl et i retention in employment; You may also bypass the VETS process and bring a civil action d related conditi, oonrs td)ioenr) investiga onn,a ,ot orio rp npr loaarcwteisecuidpitaing. Submit an inquiry through the EEOCs public p ngs uagne ilan awfunl fy oor af thne fyoone kllownoinwg aincgtliy tvito ies forreemployment; Thheeagainst an employer for violations of USERRA.Age ( Cal 1 ps:/pu66b99licp6408or02t0a0 l .((eTteoTol c.r)geoev)/Portal/Login.aspxt thf ee pmuprloposyme oenf st ealtiigsifbyilinitg ty vhee rerifi qutiireonm: entsbecause of this status.teigxht tof this notice was prepared by VETS, and may be viewedin a durable binder for easy viewing and storage. It includes all mandatorypromotion; orDisability 1 any benefit of employment s listed here may vary dhttps://wwwepending on .dol.gov/agencies/the circumstances. indcdluidtiiong inal infnforomrmataiotin aon abobuot ut t linhg a ce EEhOarCg, e ofVi-sMita ilE 18880040026634512 w if(ASL fvideo phone) o ca In addition, an employer may not retaliate against anyonevets/programs/userra/poster. Federal law requires employers toand includes 12 months of automatic poster replacements on the internet at this address: testifying or making a statement in connection with a proceedingnotify employees of their rights under USERRA, and employers assisting in the enforcement of USERRA rights, includingmay meet this requirement by displaying this notice where they under USERRA, even if that person has no service connection. customarily place notices for employees.nwow@E.OeeeC eoocc. ge.gold ofovv/fiel cde (-ofifnifcoer)mation atEmployer Support of discrimination, is available at www.eoc.gov. an E To forge, counterfeit, alter or falsely make U.S. Department of Labor U.S. Departmentof Justice Office of Special Counsel the Guard and ReserveThoC b a jo EMPLOYERS HOLDING FEDERAL CONTRACTS OPRr SUBCeOd VNTRACTS r c g c rte 1 y c t t e im stapnlocye Amecnt of tty l ,any dseo,c uatmteemnpt.t to use, poses, obtain, accept1-866-487-2365 Publication DateMa federal, state, county and city postings and is a legally compliant alternative1-800-336-4590y 2022au e Ds w aith tub t of L l C iminationTh7e Vies a nm am Erea V an Status Torruelyc emivaed aen dyo fcourgmeedn, tc.ounterfeit, altered, orFMLAFAMILY AND MEDICAL LEAVE ACT OF 1993 whenever a requirement changes. nd a mpleiapnacret mPeonr e F ramsa (bOors OFCCPf)cee of Fnforceedse traeh noonndtisacr ote end eter teran od, 38 U.Ss. RC. 4ea2d12ju, pstmroehnit Abits essb w r s tir a ctioen cderoal Gmmoitvmerennmts of cent. If yomopu aanriee as dpopilnyg ing ford9iscrimination against, and requires af rsmars of dabtlievd ve aiesccttehioran trange oso r, rr eeccerunti false e, Rac infesct oitmh, o ne cu ve ahre aoionnn et roancm tt, yhpleoo u ayfoele oflroe pw, a cinrgo btoeacmsteepsd ua:ny wndeith a Fr Fedeedrael lraal wsemppa 4, a t, a ed vnd a n abeyr sFFoCen wdCeP prhao l croo lcneets a creadcintoog, orms pr ulnaidnt erTo esor, including a deceasedYOUR EMPLOYEE RIGHTSfrom discriminat relealrosae from aetdecrvtaianvne ds (ce iiu.en et., wy), amitpchltoin tivye dmhreuene ytty w, deiaartime or campaignanyadccoecpumt oern rt elacewivfuel,l yu isses uoerd a ttote ma ppet rtsoo uns contraEx o tni he c e k cu in d, C t yivIdentity, National Origin rd o e ity, or nat nn O o badge veterans, or Armed Forces service medal veterans. A 2 u o i other than the pos a Eli UNDER THE FAMILY AND MEDICAL LEAVE ACTlle s. to traditional posters in workplaces without walls, such as mobileGe tiv erolor, Religion, Sex, Sexual Orientation,Retaliationreligion,unnd rity in a nsure equality ofof d ose ionn O inidthiv itdhuea le, mforp ltohyem peunrtp eolsigei boilfi tcyo vmerpiflyicinagti onpnd ye riod for:orpipgionr, at e O ent. n r Rtehteailsricawrtiiiosme opn i inas ptiorno, hpisb adrittiesid accripimagtaiens iatinst a p w Wheh atFa misi lyF aMndL AM eldeiacvae?l uLealiafvyein gA fcatm (FilMy aLndA)ims ead fiecdael rreala lsaowns t.h Tath ep Uro.vSid. eDse pealigritbmlee entm opflo Lyaebeos rws iWtha jgoeb -discriminsaetixo,r n bsdeexr 1y Fua1le 2od4re6ire, aanl cts aaotnmiotnre,a ncgdeteondrd, ps berra iodsehed oinbtits emacpel, coyoimolonearn, ltExe g Ab equirll aspect The Of ce of F ho b shoontra nttraacttio oin or hmabec s violeiaoltynes u:d ints derrequirements. Trgoib tHleeouc eterm dpD loilveyiaseievoesn c(foWanrqHtakef opuhsptye strico pa 1l la2hce eawmltoreh nckt owondfe aiet iockhsn il odt fh waFtMit mhL Aayouk o,a yvoue in u n aa 1b2le-m toon wtho rpke, Also available in compact sticker format for retailAs es af rms of eative ampcltoioyn tm FCCPs au on os e acctmplianm le P Reverification:es of Feer 1de1r2a4l c6, aons atramcteonrs fderdo, pm droitseccrtis aminpaptliiocn bants aasend odral lai ws.er alievfe s a crumlda tcoicvot Cnempee O out, Disclosing, or Discussing Pay thoneny psde isFecrersidmoen wintahtoerditieer dgiaattrograms (OFCCP)D) enforces the FMLA for most emp esp qulioroimngp aebnosuatti, odn of oisclostihnge,r a orp pdilsiccaunsts oingr e thmeirp lcooymepse.nsation orp U.S0 C 0r3e d mtieo.nCn At of L. 2v0e2na1ub0 eo, Nr a l C l cc .W.l ,ic nelisn. et So t ubjeou a A TYTouoh ecr a brsireet rhifouso, ra dy oumopert nisotpanous l oorrenb, sec hirr.ellda toerdptaor etnhtewfoirthe igan s edreiousploy mmeenntta ol f oyrou phr ysspicousal hee, aclhthil dc oondr pitairoenn, ta ndwhol Aqruoamlio etd iion, discharge, pay, fringe bene ts, job training, clas o a tc to r t n m ant W 0a. D in Pg a , D C -freeses taer)iengle, ocor hmmavue a snicaptieoencs rh deliasy sabielitryv/,s ostpeecimal npoorate fry eor tmplhoosye wmenot arkiuntg puhorrizsautaion ntwith a sericoushaerer rm igfoihtrttetthdo,e you F n mp nessL mma leya vFerMk iinLnA golenelesas v bhouel ioncrtskeeromiafc thim tdaeyen . otWlrywhienene sk eit. p Risa emraatde deFai cbcatll lyoS chnekecse et o#sfs2a tr8imyM( oecr ), forservice units or mall kiosks.Disability 1 shionepngtasotrinttSection 503 of the Rehabilitation Act of 1973, as amended, protects If y le8oa0u a ct to rre reveesrpifoicnastibioln epe n eC isli eagir btmleaiin lie taqmruypa loslifeyyrievneigcewrmehoaesom is the spousetra.kee, c hiupld ,t op a2re6n tw oorr knewxet eokf sk ino f oFfM aL cAov leeraveedisne rav sicienmglee m12b-emr onth ndividuals with disabilities from discrimination in hiring,se dia9l 77ea6f1, h251 ta1r d of ho a(to or m You y tea mkeb Disability discrimination includes not making reasonableOFCCP may also be contacted by submit bpage at pt.gartmentdocuments. You aitg a ly staaw othrieo rhdwa vitesoet peinjury o us rs eiervmFiMcea kiosks and other small spaces.referal, and other aspects of employment by Federal contractors. i cation,to O s Hn Oeltp DoFrCieCess P rk aundt egehirot tUnpa.sSl o:./ /Gor dfocvisepthrrinecmt oflpednets c, keD., ldeoiing a questeiood ivn o/n ms off your eainltigibiainiln re stufsu. Yl status and currentedule by woor by cFCaClocr e hoemrwmisoed qautiaolinerdih niat Federal contractors take a l limitations of atn of L work authorization. or on a reduced scahiidd le leavaev eif,ybouutr y ouem pmloayye crhoos pasied,leoar vbee p roeliqcuiy rceodv berys y touher r eemasoplony foerr,wtohi uscheyaouny tg u hetlteppasb:h/oo/wr anewn wdd oi.dreon Ocl.govF/CagePns ciesC/oofnctcapc/t Ucons wtacte. morLpeAlo i ynleefoar-rvpemr oaisvt iniodoendt. pato e hde ivnkinddouue hwal nw apirthdhys ahsi cip tdaisl o toabri lmhite eye wntmhapf lnor yievatri. Sidvu plictciotioit nnh eM503 mmalsppolloo ry ayeeqeun, bd aireasdvance in employment quali ed i o is an aepea acls w You vdisabilities at al levels of employment, including the executive level.d i S peoc rh tiib on 5 ISTANCE istance.Wta dppislcicriambilen altaew so ng othveer bniansgis e omf pnlaotyiomnaeln tAeme d a IrF eMe liaLgnA ibe lelliegav itbeo.l et aekme pFloMyLeAeifl eaalvl e?ofatht ele faosltlo 1w2in mg oanptphlsy,: f y w c o te s o t least 20 workweks R In aa T n ac a PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL AS v d e d , io e it e io p cc i )lithieibes riwtfeod ihrom tn a, whlith sospsre ewcntis of ettiahl fouut mnrceptalioosoyns of tmnaebnlt aeh e jgaoinbs.t l a E ITS THE LAW! YouYYYououou hhwaaovvreekw afoto lerr akae sctdo1 w f,oe2rr5 ey0dou hou erm eprmslo opylofe rys,eerrvice sf owr ityhioun r7 e5m mpilleoyse or fd yuourinrg w toherk 1 l2oc matoionnth.s before yourA Also availableColor, National Origin, Sex Individuals with Disabilities praec tciocems palyn dw ditohnaolleavof 1964 itn, a dn t s a do t e C stva ins ation If y its 0e4 of t n p e e origin, citizenship or other unlawful criteria. Airwor , andprc rlaoe o er has at least 50 empefl ra eynh ete a dohou fa tt hleresaofsoftl 5ew 0r eivnimcge pa lporpeyqleieuiess: rdemureinngts a. ent agency. Most federalDescriptionItem #Priceos a , p mrehone phdeibdrito, Ts dteciitslte Vciorinms of TI of tinathi le Vin tviII of tl Rhe bighhte Cas Asis of rcivt of 1il Raigceh9, c6ts A4o, loct rmplohyme Reneth daibsiclritiamtiinn Aoatiocnt of 1 on t9he73 b, aass ais omf ednisdaebdil, ity inDRUGFREE WORKPLACEliY Ye frel iwkg hfo r o aev emprrpiveloadty eee eemsm hppalvlooeyy eedrriftfih onr nmateional origin in programs or activities receiving Federal otn o any program or activity which receives Federalnancial as nou emtor k iousp prder ito le Vf tshse p usle I t d iscirscimrhitimviinties which receive Fede es un nd9e72 rlDiscriminadittaihot in iodins ps, cabario OC 10/2 APPLICANT & EMPLOYEE Gen Ferolalol ou venta rcya leo, sndr upucahrbaylsice aor,rloc a prail,v asttea tese ocornd fedaeryr asl choogovel,r nomr ice of Personel Management. DescriptionItem #Price in Spanish nicsiiaI iol an of e istmarnpimcleoa. Eyrmy omepnbltoj, oeycmr wtivee of tnht dere eishce rmim pnilnaonaytcmiioan iel ans ct ds iscernricmee id byof a employes are covered by Title I of the FMLA, administered by the Of na l p istraongams or ac ie E e b s of 1 aeroosu bomnmse wollid iteitvue ymtimoon weu hdihaativece bh rly ceeoecnn detivaecis Ft tscrheime Fdeinreaadtl eed a rnal aagnagcineianl ast icy psn a psisrtoavrnoidcgein, rg am YY inouou thwew coourrkkr r fefoonrrt aaon pureplebrlemicL aAge lnecayve? le avelea,ve, orH ow do I request FMcauh phseibsir toos erg rmmamapys l. Tcoaycmre. en dX of t natdiaotuinco n oianti pon tn Arohvimdinenag sdsis of smerevnicterx ia yo h astance. Yoa y, t oyo urre qemuepslotye tF 3Mr0s d LnAaoy srml beaealf vopero eyli ciyoouesumrf onrue rseetd:q ufoers tFiMngLd io o ible.w e u nsotu aghls toiinn fgoin rafmdodramititoion yn aotoluleryoa eveumr. epmlopyloeyer ri f sFo MthLeAysucouncactiail aonas sucu sny insshou(Revised 10/20/202 NOTICE lenot posible, give notice as so ie n as pos Yo EnglishLD2-U1200R$89.99EPPAEMPLOYEE POLYGRAPH PROTECTION ACT You IGdf o iavedvn noanottc heic eanv oaetticlteeoa s isshare a medical diagnosis but must proviuhd eme n reques c h lo o tt an io an ai er d s istveate a ondrmlocaaylrleawquoers tEnglishLD2- U1200FONLYAPP$34.99 language forcan determine whether the leavecr e qaurptalpiirff os tforf nF M es paarm ohteeea rcltteihoa c d sn.n rscpmroinviadtieorn t oor ve suripfye rmseeddeic aanl yleaicvea or ftrhoLAmprohibitingEMPLOYEE RIGHTS Sta eruvtri feie cawmtiaopsln op oyrfee arvqimouaualsyiflyy ri netgqa keuexeigsne to nthdcaeyt.r aplr oovri sdteast eg rlaewat er family or medical leave rights.EMPLOYEE POLYGRAPH PROTECTION ACT Drug-FreeThe FMLA does not affect any fe todcceerrttainnMiclmitaag ect laws cuoitves rreegda brdy inthge l elaavewbfoutrathreei rs uobwjenc ts etorio tuhesTh Employee Polygraph Prost frploymentcolalteltech te ivemcopn bar tigoaenisn s.im nMga yoa sbgtr eef esffd euicbee nlc f Person aelngrteieosmsniseo ninntal operu mrCsupoliton yegorfeelo y s isr.are also Spanish LD2-U1200R$89.99juerisdiction of the U.S. O mejrea diyeP a o E dnimRsycOp Oheloa m H e r e B log y, eesoncirp jnlSoni e proehdnistc rtoim a tafak ioret oitn ama kg ire laequsitrsetitcnatogonr oermefo p ofh a ieitnrvlaoewlslvu eldmteo s T o W E rh aci e e dsnee itn no p ecotimon u sAincgt s n nSbt h n ee tir o eecnat,l elatwc. .)s m i Workplace r What does my employer need to do? a ld pl nw le e wyoerrkmufor sa tq: ua liofyni nleg arveea soonn ,thhee s asmamee p baya,s bise anse iff itysou andSpanishLD2- U1200FONLYAPP$34.99 all states.lie ibteitcst omr otsets tpsr iveaitthere e mfoprl opyreer-em If you A laorweyeouligi btleoftoakr eF MjobLA-p leroatveect, eyoud timr eem opfsc redeening or during the course of employment.C ontinue your group health plan coverag aevwirhitulea lyoudispensation, o wnowytouooyer ctoaundvren,i t tioo inid eanrteical job with t sh you for ptrohsepr ygp IiB rsITTdarIiOeIO gNS ebri naaglpl,y op plirc rohibiteg dn te gada teine r t errsetlqx,ou eyaeerncsedit si inofrngrog mthr any col INE tioientca nrweoeommrkicpp ltloa acsnsey it nopc critdoidhveeisn neito m (tph oloef fytat,en erey.mbaetzez olerm l This compan distry strictlibution,y prohibits the illicit use or manufacture of controlled , possession,YouAh tarkk teion gcr le anot andn tsth,e ei rnsfcaleumredeinjgwo bsihift, ho tr yamoundpler l oc, FyMouatiLorA ne,maript gltohhytees r e ondcra tn ohnorf eytaou rteertn ale oliaarvt epue .anigainst you for Fericgtihvtesuemndpelro tyheeeAfocr tr. efusin with respect to lie detector tests. ment which is more restrictivesubstances in the workplace. Any violation of this policyexerr octiehsminergog y mFouMinLrg A raighatasrv eeu nd thoare t rcoo ytouhpere l arnawetei.n Fdg of wor rie tlexha aav eW isH fDorian vreesatsioganti tohna.t may qualify under the FMLA,Bilingual LD2-U1200R$137.99Also, the law does not aply to tests given by the Federal Government ton EtX wxritm ArMe t in n ective bargaining agre e c rpmitigtth haentyes f,duaislnreee oc nlsguur dtdhbin jegoisc fc ttoht to nniteuuge a t rout s, snhcallul driensgu ltert inmination adverse *.e Screening tests fmployment actioor illegal drn up to andug Aefqteur ree sbtmeincployer must confirm whether you are eligible or nott eifliygi byleou fo inrFwMrLitAi nlega:ve. If your youEXdeErMalP, rSiTtvaaIOtteeaNindnSdiv ildoucaallsegovgeagrnedm ienn ntast aiornea nl soetc uarfiteyc-rteedla tbeydathcet ivlaitiwes. . tenRIGHTSnre g og pt, tfhehe r eocifedihcdt t u,rc io rtg htt e.toe as em pAlobyouer td yeouterrm FiMneLsA t hriagth ytous and ar er eeslpoigviebn,le siif,bayiounlityie,r ws e, iaml ndThe Act permits polygraph (a kind of lie detector) tests to be administerede an ir rr ts n T o v st epaenoosd ltyhiacge barrdvaesp c eahfoontnere tucsemtsreb naseirtin na s sL e T ao r ltinietghsceaoigru aoirnwts antcvtcioiounolartstotorasc r.t iEoesmntsrpa. lo iny esuse may be required before hiring and during youro If ray oufH Cl ileD ae 86 p lie 6-4 rve 7924uiipg3htrt osac guaendisnsset. ry ou ion?bpe loFMyeLrA mu-prostte nocted leave. m SCAN ME BilingualLD2-U1200FONLYAPP$49.99certain p h tees wh ing, i ssects oto ar bly suspectedand the right not to have test results disclosed to unauthorized persons. employment.** Wh Hereowcmaunc hIfoifn dyou mroreorer qvi usieints ftdoreodm l.legataoeMmvL/pfAmlo ylheaar v teionb leceouaernnrt violaratee.nd ,t yhoueQmRay c foiled eactoom leplaarinntawbitouh Wt ouHDrin the private sector, subject to restrictions, to certain prospective Tm ecurity serlyanvgicrufafpi e fctums (armoriebdu tcoarr,s a alaendsrmt rd,i ciastinpodenn sgsu, eaorsrf .d),, od EhrioN jelao FSbtiOe oancRprseCp altnaiEcrdaM ytoE sf N ssb caivrlis lm opa ebyrn bianglicants can readily see it.*The Drug-Free Workplace Act of 1988 (codified in 41 USCS 701W 1 - b c va8 etyou -lar trstherF . SochdepolAofc ypet heasal sroom fp asceeeerumst ioictsfaplp morivatea rms aturreb jrea 62 N EN REV 02/2 ABORw mayw.dol.gov1/-a8g6e6n-c4i8e7s-/9w2h43d* Ad ditional state la yers to publish this information. oimplainw UNITED SWATGAE ATES DND HOEPARUR DTMEIVNT OISIOF LN ABOR 77Revision Date: 10/2 Binder size: 11" x 17" printed in full-color. certain employ s and job apThe law requires employers to display this poster where employe2023 ComplyRight, Inc. WNAITGE AED SNTD HATU ES D WH14 T OF L (a)(1)(A)) requires cows mavered employ apply. WH1420 REV 04/23 E0 Size: 16" x 20"OUR DEPIARVISTIMO28 EMPLOYER COMPLIANCELABOR LAW POSTERGUARD.COM800.999.9111 29'